Maintaining perceived control with unemployment facilitates future adjustment

Unemployment is a major challenge to individuals' development. An important personal resource to ameliorate the negative impact of unemployment may be perceived control, a general-purpose belief system. Little is known, however, about how perceived control itself changes with the experience of unemployment and what the antecedents, correlates, and consequences of such change in perceived control are in different ages. We use data from the German Socio-Economic Panel Study (N = 413 who experienced unemployment and N = 413 case-matched controls; time period of data collection: 1994–1996) to examine whether perceived control changes with unemployment, explore the role of socio-demographic, psychosocial and health factors in moderating such change, and investigate whether levels of perceived control prior to unemployment and unemployment-related change in perceived control predict unemployment-related outcomes up to five years following. Results indicated that, on average, perceived control remained relatively stable with unemployment, and that younger and older workers did not differ in this regard. However, there were sizeable individual differences in change in perceived control, with women and those with fewer years of education experiencing greater unemployment-related declines in perceived control. Lower levels of perceived control prior to unemployment and steeper unemployment-related decrements in perceived control were each associated with a higher risk of remaining unemployed in the 12 months immediately following unemployment. Steeper unemployment-related declines in perceived control also predicted lower life satisfaction up to five years following. We discuss possible pathways by which perceived control may facilitate adjustment to unemployment, consider the role of perceived control for better understanding the dynamics of unemployment, and suggest routes for further more process-oriented inquiry.     

Development and validation of the Zurich Meeting Questionnaire (ZMQ)

Introduction and objectivesResearch highlights the importance of identifying and examining crucial meeting characteristics and procedures. Thus, the aim of the present research is to develop and validate the Zurich Meeting Questionnaire (ZMQ), an instrument that assesses meeting attendees’ perceptions of meeting design characteristics and task- and relational-oriented procedures during the meeting.MethodThree independent samples (n₁ = 474, n₂ = 464, n₃ = 311) were used to test the psychometric properties, factorial structure, criterion validity, and construct validity of the ZMQ.ResultsResults of confirmatory factor analyses confirmed the assumed two-dimensional structure of meeting procedures. Furthermore, the results provided criterion validity evidence regarding meeting satisfaction and perceived meeting effectiveness. Finally, the pattern of correlations with external variables (team climate inventory, psychological safety, and social desirability) provided initial evidence of construct validity.ConclusionThe ZMQ is a short and psychometrically sound measure of meeting design characteristics and procedures during meetings and is suitable for use in organizational research and the evaluation of meetings in practice.     

Person-environment fit,job satisfaction and intentions to leave: The moderating effect of leader empowering behaviour

This study sought to determine the possible indirect effect of person-environment (PE) fit on intentions to leave via job satisfaction and the moderating effect of leader empowering behaviour on job satisfaction and intentions to leave the work organisation. Participants were 398 employees working for a retail company in Gauteng Province, South Africa (females = 68.6 %, blacks = 58 %; managerial = 5.8 %; age range = under 20 to 60 years +). They completed the Perceived Fit Scale, Job Satisfaction Scale, Turnover Intentions Scale, and the Leader Empowering Behaviour Questionnaire. Statistical mediation analysis (of PE on JS and IL), and moderation analysis (of LEB on JS and IL) were conducted. Results indicated that PE fit has an indirect effect on intentions to leave via job satisfaction. Leader empowering behaviour moderated the relationship between job satisfaction and intentions to leave. Low PE fit leads to job dissatisfaction and intentions to leave, therefore leaders should instil a sense of empowerment in employees to alleviate the impact of poor fit.     

Modeling indicators and outcomes of students’ perceived teacher relatedness support in high school physical education

Research based in self-determination theory has demonstrated the importance of social agents for motivational processes in school-based physical education (PE). To focus more closely on the relational processes that underpin students’ motivation in PE, there have been calls for researchers to explore the specific teacher behaviors that facilitate students’ relatedness in PE. Our aim was to test a higher-order measurement model comprising distinct relatedness-supportive teacher behaviors, and to explore the ways in which students’ perceptions about their teacher directly and/or indirectly predict relatedness need satisfaction and motivation in PE. To test our higher-order model (Study 1), 656 high-school PE students reported the extent to which their teachers engaged in relatedness-supportive behaviors. In Study 2, 570 high-school PE students reported their motivational regulations for PE, as well as the extent to which their teacher engaged in relatedness-supportive behaviors, and satisfied their need for relatedness. We found support for the higher-order relatedness support model, and observed predictive pathways that were consistent with theory. Students reported satisfaction of their need for relatedness when they felt relatedness support from their teachers (β = 0.52, p < 0.001) and relatedness need satisfaction was in turn positively related to intrinsic (β = 0.51, p < 0.001), identified (β = 0.49, p < 0.001), and introjected (β = 0.25, p < 0.001) regulations for PE. These findings demonstrate the importance of relatedness-supportive teaching in PE, and implications of these data are discussed.     

The drive revisited: Mastery and satisfaction

Starting from the theory of the libido and the notions of the experience of satisfaction and the drive for mastery introduced by Freud, the author revisits the notion of the drive by proposing the following model: the drive takes shape in the combination of two currents of libidinal cathexis, one which takes the paths of the ‘apparatus for obtaining mastery’ (the sense‐organs, motricity, etc.) and strives to appropriate the object, and the other which cathects the erotogenic zones and the experience of satisfaction that is experienced through stimulation in contact with the object. The result of this combination of cathexes constitutes a ‘representation’, the subsequent evocation of which makes it possible to tolerate for a certain period of time the absence of a satisfying object. On the basis of this conception, the author distinguishes the representations proper, vehicles of satisfaction, from imagos and traumatic images which give rise to excitation that does not link up with the paths taken by the drives. This model makes it possible to conciliate the points of view of the advocates of ‘object‐seeking’ and of those who give precedence to the search for pleasure, and, further, to renew our understanding of object‐relations, which can then be approached from the angle of their relations to infantile sexuality. Destructiveness is considered in terms of “mastery madness” and not in terms of the late Freudian hypothesis of the death drive.     

Proxemics in Couple Interactions: Rekindling an Old Optic

Utilizing as a lens the interpersonal implications of physical interpersonal distances in social contexts (a set of variables present during the professional discourse during the 1960s and 1970s, to then fade away), this article explores interactive process displayed by the protagonic couple in Bela Bartok's opera “Bluebeard Castle,” an exercise aimed at underlining the value of maintaining proxemics as an explicit level of observation for clinical practice and interpersonal research.     

Examining the Roles of Work Autonomous and Controlled Motivations on Satisfaction and Anxiety as a Function of Role Ambiguity

Past research in the self-determination theory has shown that autonomous motivation is associated with positive outcomes (e.g., work satisfaction), whereas controlled motivation is related to negative outcomes (e.g., anxiety). The purpose of the present research was to examine the moderating function of role ambiguity on the relationships between work autonomous and controlled motivations on the one hand, and work satisfaction and anxiety on the other. Six hundred and ninety-eight workers (449 men and 249 women) participated in this study. Results revealed that autonomous motivation was most strongly related to satisfaction when ambiguity was low. In addition, controlled motivation was most strongly related to anxiety when ambiguity was high. In other words, the present findings suggest that the outcomes associated with each form of motivation may vary as a function of role ambiguity. The present study thus offers meaningful insights for organizations, managers, and employees.     

Intimacy Behaviors and Relationship Satisfaction for Cohabitors: Intimate Sacrifices Are Not Always Beneficial

Guided by interdependence theory, the authors examined how relationship satisfaction is explained by intimate behavior sacrifices in a sample of cohabitors (N = 200). Specifically, it was predicted that characteristics of intimate behavior sacrifices, such as ease and partner appreciation should alter the association of sacrifice frequency and relationship satisfaction. The pattern that emerged demonstrates lower satisfaction for cohabitors when they frequently made intimate sacrifices and their partners were less appreciative of the sacrifices. When making frequent, but less appreciated, intimacy sacrifices for their partner, cohabitors may struggle with intimacy behaviors that are partner oriented.     

Making Teamwork Work: Team Knowledge for Team Effectiveness

This study examined the impact of two types of team knowledge on team effectiveness. The study assessed the impact of taskwork knowledge and teamwork knowledge on team satisfaction and performance. A longitudinal study was conducted with 27 service-management teams involving 178 students in a real-life restaurant setting. Teamwork knowledge was found to impact both team outcomes. Furthermore, team learning behavior was found to mediate the relationships between teamwork knowledge and team outcomes. Educators and managers should therefore ensure these types of knowledge are developed in teams along with learning behavior for maximum effectiveness.