Personal Identity in College and the Work Context: Developmental Trajectories and Psychosocial Functioning

Personal identity formation represents a core developmental challenge for adolescents and young adults. Because much of the identity literature focuses on college students, it is necessary to conduct a detailed inquiry into the ways in which specific commitment and exploration processes develop over time for college students and for employed individuals. Two samples (456 college students and 318 employed individuals) were used to identify identity status trajectories over time and to examine external correlates of these trajectories (i.e. depressive symptoms, self‐esteem, identity centrality, community integration, and sense of adulthood). Similar identity trajectories emerged in both college students and employed individuals. Four of these trajectories corresponded to Marcia's identity statuses. In addition, apart from the ‘classical’ or troubled diffusion trajectory, a carefree diffusion trajectory was also obtained. Whereas individuals on an identity‐achieved pathway fared best in terms of the outcome measures, individuals in the troubled diffusion trajectory fared worst in terms of self‐esteem, depressive symptoms, and community integration over time. Implications and suggestions for future research are discussed. Copyright © 2013 John Wiley & Sons, Ltd.     

Failure to capitalize on sharing good news with romantic partners: Exploring positivity deficits of socially anxious people with self-reports,partner-reports,and behavioral observations

Extending prior work on social anxiety and positivity deficits, we examined whether individual differences in social anxiety alter the ability to share and respond to the good news of romantic partners (i.e., capitalization support) and how this influences romantic relationship satisfaction and commitment. In this study of 174 heterosexual couples (average age of 21.5 with 58.3% identifying as Caucasian), greater social anxiety was associated with the provision and receipt of less supportive responses to shared positive events as measured by trait questionnaires, partner reports, and behavioral observations in the laboratory. In longitudinal analyses, individuals in romantic relationships with socially anxious partners who experienced inadequate capitalization support were more likely to terminate their relationship and report a decline in relationship quality six months later. As evidence of construct specificity, social anxiety effects were independent of depressive symptoms. Taken together, social anxiety influenced a person's ability to receive and provide support for shared positive events; these deficits had adverse romantic consequences. Researchers and clinicians may better understand social anxiety by exploring a wider range of interpersonal contexts and positive constructs. The addition of capitalization support to the social anxiety literature offers new insights into interpersonal approaches and treatments.     

The Importance of Theory in Cognitive Behavior Therapy: A Perspective of Contextual Behavioral Science

For the past 30 years, generations of scholars of cognitive behavior therapy (CBT) have expressed concern that clinical practice has abandoned the close links with theory that characterized the earliest days of the field. There is also a widespread assumption that a greater working knowledge of theory will lead to better clinical outcomes, although there is currently very little hard evidence to support this claim. We suggest that the rise of so-called “third generation” models of CBT over the past decade, along with the dissemination of statistical innovations among psychotherapy researchers, have given new life to this old issue. We argue that theory likely does matter to clinical outcomes, and we outline the future research that would be needed to address this conjecture.     

Reference groups: A missing link in career studies

Careers unfold within and are bound by multiple social contexts. Newer career concepts have postulated a growing need for personal agency in overcoming structural constraints, especially organizational and occupational boundaries. As a consequence, research has focused more on the individual than on contextual factors. In order to answer recent criticism of this unbalanced view we argue that the impact of reference groups needs to be better understood, both as social drivers of agentic behavior and as social constraints that, for instance, reduce the permeability of boundaries. Drawing on identity theories and social network literature we suggest a classification of reference groups in which social domains (e.g., organization, occupation, family, friends), types of groups (known people, abstract social categories), and functions (normative, comparative, supportive) are distinguished. The reference group classification is employed to discuss extant career research and to propose three directions for future research: a) Fuller consideration of different social domains beyond the employing organization for a more complete understanding of social influences in contemporary careers; b) exploration of the possibly growing relevance of abstract social categories as referents, especially for subjective career success; and c) systematic analysis of the interaction between normative, comparative, and supportive functions of individuals' social networks. Across these themes, possible negative influences of reference groups and effects of imposed rather than chosen referents are also to be considered. Implications of the suggested research for better understanding the interaction between structure and agency in shaping careers and career identity are discussed.     

Psychological contract breach,affective commitment to organization and supervisor,and newcomer adjustment: A three-wave moderated mediation model

This study examines the relationship of psychological contract breach to newcomer adjustment outcomes using affective commitments to organizations and supervisors as mediators and also looks at the moderating role of affective commitment to supervisors. Drawing from data collected at three points in time among a sample of newcomers (N = 224), we found that Time 2 affective organizational commitment mediated a positive relationship between Time 1 psychological contract breach and Time 3 turnover intention and emotional exhaustion. Moreover, affective commitment to supervisors interacted with organizational commitment such that the latter was more negatively related to Time 3 outcomes at low levels of commitment to supervisors. Similarly, the indirect relationships of psychological contract breach to Time 3 outcomes were stronger and negative at low levels of commitment to supervisors. Affective commitment's role in the psychological contract breach-outcome relationships during the entry period is discussed.     

Relationships among perceived career support,affective commitment,and work engagement

This study sought to test the predictive effects of perceived career support and affective commitment on work engagement. It was hypothesized that perceived career support would relate positively to work engagement and this relationship would be transmitted through affective commitment. Survey data were collected from 115 full‐time employees enrolled as part‐time graduate students in a large public university in Malaysia. Multiple regression analysis yielded results indicating that the relationship between perceived career support and work engagement was mediated by affective commitment. This finding suggests that employers can promote employee work engagement by ensuring employees perceive their organization to be supportive of their career and increasing employees' level of affective commitment.     

The Ability to Encode Facial and Emotional Expressions by Educable Mentally Retarded and Nonretarded Children

The object of the present study was to investigate whether 20 educable mentally retarded (EMR) children matched for verbal mental age on the Peabody Picture Vocabulary Test (PPVT; Dunn, 1965) with 20 nonretarded (NR) controls were adept in identifying emotional facial expressions and producing the equivalent word adjectives. I also reassessed the relationship between the phase of identifying facial expressions (i.e., happy, sad, angry, and scared) and the phase of producing emotional word adjectives, consisting of 16 emotional linguistic constructions (4 short stories for each of the adjectives) between higher in verbal ability educable mentally retarded (HEMR) children and higher in verbal ability nonretarded controls (HNRC) and between low in verbal ability educable mentally retarded (LEMR) children and low in verbal ability nonretarded controls (LNRC). There were no significant differences between EMR and NR children in general, despite the fact that EMR children had deficits in receptive linguistic competence.     

Psychological Contracts and Their Implications for Job Outcomes: A Social Exchange View

This article explores the relationship between on the 1 hand psychological contract fulfilment and affective commitment and on the other hand, normative commitment and job satisfaction. We hypothesized that the perceived supervisor support (PSS) and the perceived organizational support (POS) mediate the relationship between the fulfilment of the psychological contract, commitment and job satisfaction. The sample consists in 337 soldiers in training. In order to test our model, we used 3 measures of psychological contract fulfilment (economic, socioemotional and developmental), PSS and POS measures as well as attitudes. Results show that the developmental psychological contract is related to affective and normative organizational commitment and job satisfaction whereas socioemotional fulfilment is unrelated to affective commitment. Psychological contract fulfilment has a greater impact on normative commitment than affective commitment. Results show also that only PSS plays a mediating role in psychological contract processes. Several implications emerge from this study. First, in a military context, it is important to strengthen the developmental psychological contract. Second, it is essential for organizations to place greater emphasis on encouraging supervisors to establish healthy working relationships with newcomers.     

Organizational Commitment in the Military: Application of a Profile Approach

According to the 3-component model of commitment, the individual components of commitment—affective (AC), normative (NC), and continuance (CC)—combine to form profiles, and these profiles have different implications for behavior and well-being. We tested these propositions in a military context and also examined conditions (perceived organizational support, organizational justice, job satisfaction, and satisfaction with leadership) that might contribute to the development of commitment profiles. Latent profile analyses of data from 6,501 respondents to the 2010 Canadian Forces Retention Survey revealed 6 distinct profiles. Personnel with profiles reflecting strong AC and NC reported the most favorable work conditions, stay intentions, and well-being; uncommitted personnel and those with CC-dominant profiles reported the least favorable conditions, were most active in job search activities, and scored highest on anxiety and depression. The value of taking a profile approach, and the implications of managing work conditions to promote optimal profiles, are discussed.     

高中生的个人规划与抑郁的关系：性别的调节作用

以1261名高一和高三青少年为被试,采用个人规划问卷和抑郁量表,考察了高中生对未来教育、职业和婚姻/家庭领域的个人规划(探索和投入)与抑郁之间的关系,以及性别在其中的调节作用。研究发现:(1)高中生的个人规划对抑郁的预测具有领域特殊性:教育探索和投入可以显著负向预测抑郁,婚姻/家庭探索显著正向预测抑郁、婚姻/家庭投入显著负向预测抑郁,职业探索和投入均不能预测抑郁;(2)性别能调节婚姻/家庭探索与抑郁之间的关系:女生对婚姻/家庭的探索水平越高,其抑郁水平越高,男生对婚姻/家庭的探索则不能预测其抑郁。