Reinforcement sensitivity theory at work: punishment sensitivity as a dispositional source of job-related stress

Gray's reinforcement sensitivity theory (RST) describes two important personality constructs; sensitivity to reward and sensitivity to punishment. In two studies, we examine whether these constructs can be considered dispositions to work stress. Results of Study 1 (N = 105 employees in different occupations) indicated that employees with strong punishment sensitivity reacted more strongly to work stressors than others. This idea was confirmed in a longitudinal design in Study 2. Reward sensitivity was unrelated to stress in both studies. Overall, results strongly support the idea that punishment sensitivity is a dispositional source of work stress. Results further confirm that RST and its derived personality measures can contribute to theorizing about personality–environment interactions in a highly relevant daily setting, namely the working environment. Copyright © 2007 John Wiley & Sons, Ltd.     

Can the Mind Command the Body?

People naturally intuit that an agent's ethereal thoughts can cause its body to move. Per intuitive physics; however, one body can only interact with another. Are people, then, covertly puzzled by the capacity of thoughts to command the body? Experiment 1 first confirms that thoughts (e.g., thinking about a cup) are indeed perceived as ethereal—as less detectible in the body (brain), and more likely to exist in the afterlife relative to matched percepts (e.g., seeing a cup). Experiments 2–5 show that thoughts are considered less likely to cause behavior than percepts (e.g., thinking of a cup vs. seeing one). Furthermore, mind–body causation is more remarkable when its bodily consequences are salient (e.g., moving an arm vs. brain activation). Finally, epistemic causes are remarkable only when they are ascribed to mental- (e.g., “thinking”) but not to physical states (“activation”). Together, these results suggest that mind–body interactions elicit a latent dualist dissonance.     

The security to lead: a systematic review of leader and follower attachment styles and leader–member exchange

ABSTRACT

Attachment styles can predict the quality of organizational relationships, particularly in reference to leader–member exchange (LMX). However, there is much work to be done in articulating and summarizing these findings and in detecting gaps in the literature. This systematic review fills a critical niche by providing a review of the attachment/LMX relationship. Using the PRISMA framework, this review integrates research on attachment styles and LMX by evaluating associations between secure, anxious, and avoidant attachment styles with LMX for leaders and followers. Across 10 studies, we review the evidence for associations between leader and follower attachment and LMX. We seek to investigate if secure attachment is associated with high-quality LMX and if insecure attachment is associated with lower quality LMX. Our review in general provides mixed support for these propositions, although the association of avoidant attachment for followers with LMX received consistent support. Furthermore, our results highlight the need to consider potential moderating and mediating factors within the attachment/LMX relationship. Based on the patterns of these relationships and the methodological gaps in the literature, we discuss the managerial implications for attachment styles in work and organizational psychology and suggest several directions for future research on the attachment–LMX relationship.     

Work–family enrichment,job satisfaction,and work engagement: The mediating role of subjective career success

Objective: The aim of the study was to explore the possible indirect effect of subjective career success on the relationship between work–family enrichment and job satisfaction and work–family enrichment and work engagement. Method: A cross-sectional, quantitative research design approach was followed using a convenience sample (N = 334). Results: Results revealed that work–family enrichment was not only positively related to subjective career success, job satisfaction and work engagement, but also predictive of the mentioned constructs. Furthermore, subjective career success was found to indirectly effect the relationship between work–family enrichment and job satisfaction and work engagement. Conclusion: Using the resource-gain-development framework, new insights are provided into the processes and mechanisms relating to work–family enrichment. Our findings suggest that resources are creating positive affect in not only the work and career domains of employees, but also leading to more engaged and satisfied employees. (i.e., the indirect effect of subjective career success). Organisations can benefit when they enhance work environments (e.g., by providing relevant resources) to promote work–family enrichment and, by implication, subjective career success and positive work outcomes such as job satisfaction and work engagement.     

Exploitation and Remedial Duties

The concept of exploitation and potentially exploitative real‐world practices are the subject of increasing philosophical attention. However, while philosophers have extensively debated what exploitation is and what makes it wrong, they have said surprisingly little about what might be required to remediate it. By asking how the consequences of exploitation should be addressed, this article seeks to contribute to filling this gap. We raise two questions. First, what are the victims of exploitation owed by way of remediation? Second, who ought to remediate? Our answers to these questions are connected by the idea that exploitation cannot be fully remediated by redistributing the exploiter's gain in order to repair or compensate the victim's loss. This is because exploitation causes not only distributive but also relational harm. Therefore, redistributive measures are necessary but not sufficient for adequate remediation. Moreover, this relational focus highlights the fact that exploitative real‐world practices commonly involve agents other than the exploiter who stand to benefit from the exploitation. Insofar as these third parties are implicated in the distributive and relational harms caused by exploitation, there is, we argue, good reason to assign part of the burden of remediation to them.     

The effects of patient's frequency of attendance and etiology of symptoms,on the General Practitioners wellbeing

IntroductionThe presence of Medically Unexplained Symptoms and a high Frequency of Attendance negatively affects the General Practitioners’ (GP) wellbeing. Although, overlapping between both phenomena is partial, with a number of frequent attenders reporting medically unexplained symptoms during consultation, there is no evidence on how GP's well-being it is affected by the specific main effects of these factors and their interaction. Evidence is also scant on the psychological processes explaining the negative impact of attendance and the etiology of symptoms on GP's wellbeing.ObjectiveDrawing on the Job Demand-Control and the Conservation of Resource stress models, this paper tests the moderating effects of the GP’ perception of patient's attendance and etiology of symptoms on the relationship between patient's demands and feedback on the GP's wellbeing.MethodA total of 105 volunteer GPs self-reported on the study variables through an experience sampling methodology after 898 patients’ consultation. Patients attendance and etiology of symptoms were categorized according to the physician self-perception and an external criterion (organizational records).ResultsPerception of Patients Frequent Attendance and Medically Unexplained Symptoms were positively related to physician's Emotional Exhaustion. Contrary to expected the test of the moderation effects of patients characteristics on the relation between patient's demands and feedback and the GP's emotional exhaustion were stronger for normal attenders compared with frequent attenders. An ad hoc study shows this unexplained result is related to the GP's expectations on Frequent vs. normal attenders’ behaviors. No significant results were found when the external criterion of classification was used.ConclusionCombined analysis of Frequency of Attendance and Etiology of Symptoms lead to a better understanding of the GP's decreased wellbeing. Also, the perception of the strain level (demands/positive feedback levels) associated to the consultation with different types of patients contribute to explain the consequences for the GP's wellbeing, especially when GP's expectations on patient's behaviors are violated.     

The analysis of drivers’ hazard detecting ability using Empathizing–Systemizing model

Since there are drivers who repeatedly have accidents, this research postulated that the lack of hazard perception which is a primary cause of accidents might be determined by individual differences in cognitive traits. The Empathizing–Systemizing (E–S) model was used for the cognitive traits, with Empathizing expected to correspond to ability at hazard perception and fewer accidents and/or incidents (near-accidents). On the other hand, Systemizing was not expected to contribute to them. A web questionnaire was conducted to collect data of accidents and incidents experienced during ordinary driving, and this was analyzed. The results showed that drivers with higher Empathy Quotient (EQ) experienced fewer accidents and incidents. The Systemizing Quotient (SQ) had no significant effect on these experiences. However, the experience of incidents by drivers with high Systemizing Quotient increased when their Empathy Quotient was low. Based on these results, it was suggested that drivers who have a stronger Empathizing function may have a stronger ability at hazard perception. On the other hand, the Systemizing function may weaken hazard perception ability when Empathizing is weak, although it does not have an independent effect.     

One version of direct response priming requires automatization of the relevant associations but not awareness of the prime

Priming is the influence of one event on performance during a second event. One type of priming is known as semantic priming because it biases interpretation of the subsequent stimulus. Another type, direct response priming, biases responding directly without semantic mediation. Research reviewed in this article indicates that two versions of the second type, direct response priming, can be distinguished. One version, explicit priming, requires awareness of the prime. The other version, associative response priming, occurs even if the prime is masked and not phenomenally visible. This version, which is attributed to associations relating specific sensory events to movements of particular muscles, is enabled only if the association has previously been automatized by brief practice in which the to-be-primed response is made to the stimulus that subsequently appears as the prime. Associative response priming can be explained by a simple stimulus–response interpretation; other varieties of priming are more theoretically challenging.     

General mental ability,conscientiousness, and the work–family interface: A test of mediating pathways

This study proposed a model in which employee general mental ability (GMA) and conscientiousness are linked to work–family conflict and enrichment through their relationship with occupational prestige and coping styles. We evaluated this model in a sample of 709 working adults from the National Survey of Midlife Development II in the United States. Results indicate that, through occupational prestige and subsequent psychological job demands and financial well-being, GMA was related to work-to-family conflict (WFC) and family-to-work conflict (FWC). GMA was also related to work-to-family enrichment (WFE) but not family-to-work enrichment (FWE) through occupational prestige and autonomy. In contrast, conscientiousness did not influence work–family outcomes through occupational prestige. Additionally, GMA and conscientiousness were both related to WFE/FWE through problem coping, whereas conscientiousness was related to FWC through avoidance coping. Examining the relative effects of GMA and conscientiousness, we found that the indirect effects of GMA through occupational prestige were stronger than those of conscientiousness, whereas the indirect effects of conscientiousness through problem coping were stronger than those of GMA. We discuss our findings in terms of the mechanisms through which stable individual differences may exert influences on work–family outcomes.