Fireman's job stress: Integrating work/non-work conflict with Job Demand-Control-Support model

IntroductionHeavy working load and uncontrollable schedule often lead firemen to face to conflict between work and non-work life.ObjectiveThis study aims to examine the mediating role of work/non-work conflict between firemen's job stress and job demand, job control, job support and family support.MethodQuestionnaire survey was used for data collection. Four hundred and twenty-two firemen returned completed questionnaires. Structure equation modelling was employed for data analysis.ResultsWork/leisure conflict (WLC) and work/family conflict (WFC) mediate partially the relationship between job demand and job control, job support and job stress. The relationship between family support and job stress is fully mediated by WLC and WFC.ConclusionWFC and WLC are integrated into Job Demand-Control-Support model model in current research to narrow the gap of job stress theory.     

On the link between mind wandering and task performance over time

Here we test the hypothesis that fluctuations in subjective reports of mind wandering over time-on-task are associated with fluctuations in performance over time-on-task. In Study 1, we employed a singleton search task and found that performance did not differ prior to on- and off-task reports, nor did individual differences in mind wandering predict differences in performance (so-called standard analytic methods). Importantly however, we find that fluctuations in mind wandering over time are strongly associated with fluctuations in behavior. In Study 2, we provide a replication of the relation between mind wandering and performance over time found in Study 1, using a Flanker interference task. These data indicate (1) a tight coupling between mind wandering and performance over time and (2) that a temporal-analytic approach can reveal effects of mind wandering on performance in tasks where standard analyses fail to do so. The theoretical and methodological implications of these findings are discussed.     

Understanding perfectionism and depression in an adult clinical population: Is outcome expectancy relevant to psychological functioning?

Perfectionism is a personality trait defined by high standards of performance, which has been identified as a risk factor for major depressive disorder (MDD). The present study examined if outcome expectancy involved in perfectionism differs for individuals with depression compared to non-depressed controls, and how outcome expectancy relates to depression symptoms. This study included 49 depressed and 42 non-depressed participants. Perfectionism and depression severity were measured via self-report instruments. This study is the first to provide preliminary evidence that outcome expectancies involved in perfectionism may be related to psychological functioning in depression. Individuals with depression demonstrated higher negative and lower positive outcome expectancies associated with perfectionism compared to non-depressed participants. Perfectionism outcome expectancies are also related to depression severity and symptoms. Future research should prospectively investigate relationships of outcome expectancy involved in perfectionism in individuals at risk for depression.     

Quantification of upper limb kinetic asymmetries in front crawl swimming

This study aimed at quantifying upper limb kinetic asymmetries in maximal front crawl swimming and to examine if these asymmetries would affect the contribution of force exertion to swimming performance. Eighteen high level male swimmers with unilateral breathing patterns and sprint or middle distance specialists, volunteered as participants. A load-cell was used to quantify the forces exerted in water by completing a 30 s maximal front crawl tethered swimming test and a maximal 50 m free swimming was considered as a performance criterion. Individual force–time curves were obtained to calculate the mean and maximum forces per cycle, for each upper limb. Following, symmetry index was estimated and breathing laterality identified by questionnaire. Lastly, the pattern of asymmetries along the test was estimated for each upper limb using linear regression of peak forces per cycle. Asymmetrical force exertion was observed in the majority of the swimmers (66.7%), with a total correspondence of breathing laterality opposite to the side of the force asymmetry. Forces exerted by the dominant upper limb presented a higher decrease than from the non-dominant. Very strong associations were found between exerted forces and swimming performance, when controlling the isolated effect of symmetry index. Results point that force asymmetries occur in the majority of the swimmers, and that these asymmetries are most evident in the first cycles of a maximum bout. Symmetry index stood up as an influencing factor on the contribution of tethered forces over swimming performance. Thus, to some extent, a certain degree of asymmetry is not critical for short swimming performance.     

Employee achievement orientations and personality as predictors of job satisfaction facets

This paper examines the incremental value of achievement orientations (Mastery-Approach; Mastery-Avoid; Performance-Approach; Performance-Avoid), above Extraversion and Neuroticism, in predicting two different types of satisfaction outcomes; expectation-based-job-satisfaction (EX-JS) and satisfaction-with-one’s-own-job-performance (P-JS). Using structural equation modelling, data from 242 UK government body employees showed that only Extraversion shared a (positive) relationship with EX-JS. Whereas, the strongest relations with P-JS were found for Neuroticism and Mastery-Approach with both sharing positive relationships with this satisfaction outcome. Analyses indicated that Mastery-Approach accounted for unique variance in P-JS beyond Extraversion and Neuroticism. Findings show that there is scope for experiences of satisfaction at work to be traced to stable approach competence specific motivational tendencies.     

Job performance ratings: The relative importance of mental ability,conscientiousness, and career adaptability

According to career construction theory, continuous adaptation to the work environment is crucial to achieve work and career success. In this study, we examined the relative importance of career adaptability for job performance ratings using an experimental policy-capturing design. Employees (N = 135) from different vocational backgrounds rated the overall job performance of fictitious employees in 40 scenarios based on information about their career adaptability, mental ability, conscientiousness, and job complexity. We used multilevel modeling to investigate the relative importance of each factor. Consistent with expectations, career adaptability positively predicted job performance ratings, and this effect was relatively smaller than the effects of conscientiousness and mental ability. Job complexity did not moderate the effect of career adaptability on job performance ratings, suggesting that career adaptability predicts job performance ratings in high-, medium-, and low-complexity jobs. Consistent with previous research, the effect of mental ability on job performance ratings was stronger in high- compared to low-complexity jobs. Overall, our findings provide initial evidence for the predictive validity of employees' career adaptability with regard to other people's ratings of job performance.     

Work engagement during life-span: The role of interaction outside the organization and task significance

Growing proportion of older employees in the workforce has pushed scholars and managers to examine the changes of individual work-related attitudes and behavior during the life-span and accordingly reconsider work design to sustain the engagement of aging workforces. This study contributes to ambiguous previous findings by investigating age–work engagement linkage and moderating effects of such job characteristics as employees' perceived task significance and interaction outside organization. Survey of bank employees revealed an overall positive linear effect of age on work engagement; task significance was further positively related to work engagement. Although the direct impact of interaction outside the organization to work engagement was not found, the interaction outside the organization moderated the relationship between age and work engagement: older employees with more external interactions reported higher engagement levels than older employees with fewer interactions. Work engagement was highest for older employees who experienced more interaction outside the organization, or perceived their work as significant or both. There was no positive effect of age on work engagement for employees with both lower levels of interaction outside organization and lower task significance.     

Trick or trait? The combined effects of employee impression management modesty and trait modesty on supervisor evaluations

Prior research on the benefits of modest self-presentation in organizational contexts has shown positive effects on several career-related outcomes, including employees' reputation, organizational support, and mentoring. However, little is known about the nature, mechanisms, and boundary conditions of this promising impression management tactic. Our study addresses this research gap by integrating two theoretical conceptions of modesty, i.e., impression management modesty (IM modesty) and trait modesty. We developed and tested an overarching theoretical model that postulates positive interactive effects of employees' IM modesty and trait modesty on supervisor ratings of employees' likeability, competence, and job performance. Data on 233 employee–supervisor dyads were analyzed using hierarchical regression and conditional process analyses. As expected, the effects of IM modesty were systematically moderated by employees' trait modesty: For employees with high trait modesty, IM modesty demonstrated significant positive effects on supervisor ratings of employee likeability and competence, which in turn were associated with higher job performance ratings. For employees with low trait modesty, however, using IM modesty was neither beneficial nor detrimental to supervisor evaluations. Implications for theory, practice, and avenues for future research are discussed.