Untangling the associations that narcissistic admiration and narcissistic rivalry have with agency,communion, and romantic commitment

The Narcissistic Admiration and Rivalry Concept (NARC; Back et al., 2013) proposes two strategies for maintaining a grandiose self-image. These dimensions are positively correlated, but often have divergent associations with outcomes. When used simultaneously to predict outcome variables, suppression effects often occur. We examine suppression effects for narcissistic admiration and narcissistic rivalry in four samples (total N = 2106), examining their bivariate distribution and transforming the predictors to emphasize common and unique sources of variance. High composite NARC (high narcissistic admiration and narcissistic rivalry) was associated with more positive self-perceptions of agency, slightly more negative self-perceptions of communality, and less romantic commitment. Domination of the narcissistic admiration pathway relative to the narcissistic rivalry pathway predicted more positive self-perceptions.     

Types of union participators over time: Toward a person-centered and dynamic model of participation

Previous research on union participation has been disjointed, with no clear consensus on the definition and nature of participation. Additionally, few studies have examined how participation changes over time, with those that have finding mixed results regarding its stability. We propose that these mixed and inconsistent findings are due largely to past research focusing on overall levels of participation, ignoring differences in how individuals participate. To remedy this, we adopted a person-centered approach to identify different types of union participators. Using a large sample of union members, we conducted latent transition analysis and found six union participator classes: high participators, leadership participators, formal union promoters, informal union promoters, silent supporters, and non-participators. In addition, we examined how individuals changed membership across two time points (separated by 6 years), antecedents of class membership (role tenure and union commitment), and outcomes (freerider intentions and actual financial contributions to the union's political action fund). The six classes differed uniquely, in terms of the ways people participate, changes in how people participate over time, what predicted class membership, and how class membership impacts two outcomes. The current study demonstrates that person-centered approaches can both clarify previous conflicting findings within the participation literature and predict meaningful outcomes.     

Applications of social cognitive theory to the career development of women of color

This article provides a review of the literature on the educational and career development of women of color within the context of social cognitive career theory (Lent, et al, 1994 and Lent, et al, 1996). Specifically, possible gender, ethnic, racial, and cultural influences on career self-efficacy and outcome expectations are explored to delinate the potential mechanisms whereby ethnicity, culture, and ethnic and racial identity development, in interaction with gender, affect career choice and adjustment. Suggestions for future research on social cognitive career theory and the career development of women of color are presented.     

Organizational silence,organizational commitment and creativity: The case of directors of Islamic Azad University of Khorasan Razavi

IntroductionToday, one issue that arose in human resource discussions is the phenomenon of organizational silence (OS).ObjectiveSince it has not been carried extensive research out on this phenomenon in Iran, the purpose of this study was to investigate the relationship between OS and Organizational Commitment (OC) and Organizational Creativity (OCR) among managers of the Islamic Azad University of Khorasan Razavi.MethodsWe based the theoretical framework of this study on the OS scale of Morrison and Milliken (2003) and the Allen and Myers’ (1990) Three-Component OC Scale and OCR questionnaire of Randsip (1979). The questionnaire's internal reliability by Cronbach's alpha for OS, OC, and OCR was 0.81, 0.89, and 0.84 respectively. Also, 200 executives, deputies, managerial and administrative directors were tested. The Pearson correlation coefficient and structural equations were used to analyze the data.ResultsThe findings illustrate that in this organization, there is a significant and an inverse relationship between OS and OC and OCR. So, the more is the OS, the greater is the lack of OCR and OC.ConclusionThe results show that OCR is moderate and downward. OCR can be because of different factors, but is more affected by the dimensions of OC. OCR and continuous commitment could explain 0.84 of the variance of dependent variables. Also, all the research hypotheses were approved and 0.89 of the total variance of the dependent variable was illustrated in terms of effective factors.     

Over-education and job satisfaction: The role of job insecurity and career enhancing strategies

IntroductionOver-education is a current phenomenon, which hampers job satisfaction. Finding variables that moderates the deteriorating effect of over-education could be useful.ObjectivePresent study analyses the relationship between over-education and intrinsic, extrinsic and social facets of job satisfaction, and the moderation role of career enhancing strategies and job insecurity.MethodSample was composed of 1362 participants 16–30 years-old that entered the job market in the previous five years, from the 2011 cohort of the Spanish Observatory for Labor Entry of Youth. Analyses were made using Process Macro.ResultsResults show that all direct relationships are significant, and that career enhancing strategies moderated the relationship between over-education and social and extrinsic job satisfaction.ConclusionFindings provides insights regarding strategies to buffer the detrimental effects that over-education had for young employees’ job satisfaction.     

L’anxiété liée à la COVID-19 : une analyse de ses effets en milieu de travail

The anxiety engendered by the sanitary crisis of the COVID-19 is a novel emotional phenomenon. Due to its recency and novelty, this form of anxiety and its effects are largely unknown. To explore this issue, we conducted a study among 650 civil agents of the Quebec government during the first wave of the pandemic that examined the effects of COVID-19-triggered anxiety on four indicators of work adjustment: job engagement, organizational commitment, psychological empowerment, and ego depletion. While controlling for the effect of relevant contextual factors, our analyses indicate that COVID-19-triggered anxiety is positively related to organizational commitment and ego depletion and negatively related to psychological empowerment. In contrast, COVID-19-triggered anxiety was not significantly related to job engagement.     

The Use of Acceptance and Commitment Therapy to Promote Mental Health and School Engagement in University Students: A Multisite Randomized Controlled Trial

The aim of this multisite randomized controlled trial was to determine whether an intervention based on Acceptance and Commitment Therapy (ACT) was efficacious in improving university students’ psychological flexibility, mental health, and school engagement. Students were recruited in four Canadian universities and randomly assigned to an intervention (n = 72) or a wait-list control group (n = 72). Students in the intervention group took part in four 2.5-hour workshops during a 4-week period and were asked to do exercises at home (e.g., meditation, observation grids). Wait-list students received the intervention soon after the post measurements. MANCOVAs and ANCOVAs revealed that students in the intervention group showed greater psychological flexibility at postintervention than those in the control group. They also reported greater well-being and school engagement, and lower stress, anxiety, and depression symptoms. Taken together, results of this study suggest that an ACT-based intervention offers a valuable way to promote mental health and school engagement in postsecondary settings.     

Religious Commitment's Moderating Effect on Refugee Trauma and Growth

The authors assessed religious commitment's moderating effect on the relationship between posttraumatic stress disorder and posttraumatic growth (PTG) in adult Liberian refugees who experienced trauma from war (N = 444). Results indicated that religious commitment predicted PTG and had an interaction effect on the relationship between trauma and PTG, albeit a negative one. Counselors should therefore gauge clients’ worldviews in terms of religion or spirituality before integrating spiritual or religious issues in therapy.     

Self-regulation of commitment to reduce cigarette consumption: Mental contrasting of future with reality

The model of fantasy realisation (Oettingen, 2000 Oettingen, G. 2000. Expectancy effects on behavior depend on self-regulatory thought. Social Cognition, 18: 101–129. [Crossref], [Web of Science ®] , [Google Scholar]) specifies mental contrasting of a positive future with negative reality as a strategy that creates strong goal commitments. We propose that fantasies about a positive and negative future produce strong goal commitments when contrasted with the respective reality. The present study supports this hypothesis in the area of reducing cigarette consumption. Mental contrasting of a positive future with negative reality as well as mental contrasting of a negative future with positive reality led to taking immediate action when participants had high expectations of success. Results indicate that both fantasies about a positive future and a negative future can be used to commit to goals that benefit health and prevent disease.     

Approaching Success or Avoiding Failure? Approach and Avoidance Motives in the Work Domain

In our set of studies, we extended research on approach and avoidance motivations by investigating (i) motives in a work setting, (ii) interactions among approach and avoidance motives, and (iii) motives at implicit levels. Results of Studies 1 through 3 provided support for the construct validity of our work motives measure by demonstrating that approach and avoidance work motives are markers of more general approach and avoidance temperaments, they are distinct from other individual difference variables commonly studied by organisational psychologists (e.g. conscientiousness, regulatory focus and cognitive ability) and they are stable over time. In Studies 4 through 7, we confirmed our predictions that approach and avoidance motives predict employees' goal orientations, job appraisals and attitudes (e.g. job satisfaction and perceived support) and supervisor‐rated job behaviours (e.g. task performance and citizenship behaviour). Importantly, we provide the first empirical evidence that approach and avoidance motives interact to predict task performance and that the motives operate at implicit levels. Copyright © 2012 European Association of Personality Psychology