Team innovation and team effectiveness: The importance of minority dissent and reflexivity

Past research suggests that minority dissent in teams may foster team innovations. It is hypothesized, however, that minority dissent would predict team innovations only when teams have high levels of reflexivity - the tendency to overtly reflect upon the group's objectives, strategies, and processes and adapt them to current or anticipated circumstances. This hypothesis was tested in a field study involving a heterogeneous sample of 32 organizational teams performing complex, ill-defined tasks. Results showed more innovation and greater team effectiveness under high rather than low levels of minority dissent, but only when there was a high level of team reflexivity. Avenues for future research are discussed.     

How do job characteristics contribute to burnout? Exploring the distinct mediating roles of perceived autonomy,competence, and relatedness

This study aimed to better understand the psychological mechanisms, referred to in the job demands–resources model as the energetic and motivational processes, that can explain relationships between job demands (role overload and ambiguity), job resources (job control and social support), and burnout (emotional exhaustion, depersonalization, and personal accomplishment). Drawing on self-determination theory, we examined whether psychological resources (perceived autonomy, competence, and relatedness) act as specific mediators between particular job demands and burnout as well as between job resources and burnout. Participants were 356 school board employees. Results of the structural equation analyses provide support for our hypothesized model, which proposes that certain job demands and resources are involved in both the energetic and motivational processes—given their relationships with psychological resources—and that they distinctively predict burnout components. Implications for burnout research and management practices are discussed.     

Occupational well-being as a mediator between job insecurity and turnover intention: Findings at the individual and work department levels

This study examined the relationship between job insecurity and turnover intention by applying occupational well-being (exhaustion, vigour) as a mediator. The study was inspired by two theories: the conservation of resources and emotional contagion theories. We investigated the relationships at the individual and work department levels by utilizing Multi-Level Structural Equation Modeling (ML-SEM) with the aim of clarifying whether the mediating mechanism was similar at both levels. In addition, we examined the relationships across the levels (cross-level interactions). Self-report data for the study were obtained from Finnish University staff (N = 2137 individual respondents from 78 work departments). The analyses resulted in three main findings. First, job insecurity, turnover intention, and occupational well-being were found, to some extent (2–6%), to be shared experiences within work departments. Second, we found that low occupational well-being (high exhaustion, low vigour) partly mediated the relationship between job insecurity and turnover intention at both levels of analysis. Third, the results on cross-level interactions revealed that the lower the level of well-being at the work department level, the stronger the negative effect of job insecurity on well-being at the individual level. Thus, if poor well-being characterizes the work department, this may strengthen the negative relationship between job insecurity and well-being at the individual level.     

Job insecurity climate's influence on employees' job attitudes: Evidence from two European countries

An important amount of literature about job insecurity and its consequences has been developed during the past few decades (Sverke, Hellgren, & Näswall, 2002 Sverke, M., Hellgren, J. and Näswall, K. 2002. No security: A meta-analysis and review of job insecurity and its consequences. Journal of Occupational Health Psychology, 7(3): 242–264. [Crossref], [PubMed] , [Google Scholar]). Most of this research has focused on an individual-analysis perspective, without taking into account social context. Although job insecurity climate has not been empirically examined, several authors have implicitly assumed that job insecurity contexts exist in some organizations where layoffs have occurred. Therefore, they examined layoff survivors' reactions. From this perspective, the aim of this study was to validate the job insecurity climate concept and examine its influence on employees' job attitudes. In order to provide additional support, this objective was examined in two samples: 428 employees belonging to 20 Spanish organizations and 550 employees in 18 Belgian organizations. The results showed that job insecurity climate emerged within the organizations in both samples, and that it influenced employees' job satisfaction and organizational commitment above and beyond individual perceptions of job insecurity in the Spanish sample. The implications and limitations of this study are discussed.     

Positive and negative affect,depression, and cognitive processes in the Cognition in the Study of Tamoxifen and Raloxifene (Co-STAR) Trial

ABSTRACT

Objectives: This study examined the relationship between positive and negative affect, depressive symptoms, and cognitive performance. Methods: The sample consisted of 1479 non-demented, postmenopausal women (mean age = 67 years) at increased risk of breast cancer enrolled in the National Surgical Adjuvant Breast and Bowel Project’s Study of Tamoxifen and Raloxifene. At each annual visit, women completed a standardized neuropsychological battery and self-report measures of affect and depression. Data from three visits were used in linear mixed models for repeated measures using likelihood ratio tests. Separate analyses were performed to relate positive/negative affect and depression to each cognitive measure. Results: Higher positive affect was associated with better letter fluency (p = .006) and category fluency (p < .0001). Higher negative affect was associated with worse global cognitive function (p < .0001), verbal memory (CVLT List B; p = .002), and spatial ability (p < .0001). Depressive symptoms were negatively associated with verbal knowledge (p = .004), figural memory (p < .0001), and verbal memory (p’s ≤ .0001). Discussion: Findings are consistent with some prior research demonstrating a link between positive affect and increased verbal fluency and between depressive symptoms and decreased memory. The most novel finding shows that negative affect is related to decreased global cognition and visuospatial ability. Overall, this research in a large, longitudinal sample supports the notion that positive affect is related to increases and negative affect to decreases in performance on distinct cognitive measures.     

Promoting emotional well-being through the use of humour

Humour skills programmes are believed to assist in improving emotional well-being by increasing self-efficacy, positive thinking, optimism and perceptions of control, while decreasing negative thinking, perceptions of stress, depression, anxiety and stress. The study aims to evaluate a programme investigating this possibility. Volunteers from the community (37 females and 18 males, aged M?=?38 years) were randomly assigned to a humour group, a social group or a non-intervention control group. The programme, consisting of a manual and a booklet of measures assessing indices of well-being, was administered over an 8-week period. Data were collected at baseline, post programme and at 3-month follow-up. Results revealed that unlike the control and social groups, the humour group demonstrated a significant increase in several indices of emotional well-being. Specifically, increases occurred with self-efficacy, positive affect, optimism and perceptions of control, while decreases were found in perceived stress, depression, anxiety and stress levels.     

Happiness: unlocking the mysteries of psychological wealth,by Ed Diener and Robert Biswas-Diener

No research to date has supported the ‘social contagion’ effect of laughter and smiles in a non-Western context, nor among children. Expressions of positive affect were here compared according to social and non-social conditions among 163 children between the ages of 5–12 while playing in a park in Afghanistan. Independent observers coded laugh and smile responses using published criteria and identified 147 laugh responses and 697 smile responses. Children in the social play condition demonstrated significantly more laughs than children in the non-social play condition, and the number of peer observers present in the social play condition significantly increased the number of participant smile responses, but not laugh responses. Findings supported the idea in Western research that laughter and smiles may function in moderating social relationships and communicating affect. The authors recommend future research to investigate the relationship between positive affect and well-being across cultures, with consideration for practical interventions.     

Subjective temporal trajectories for subjective well-being

Based on Diener's (Diener, E. (1984). Subjective well-being. Psychological Bulletin, 95, 542–575.) tripartite model of subjective well-being (SWB), subjective evaluations of past, present, and anticipated future life satisfaction (LS), positive affect (PA), and negative affect (NA) were evaluated in a cross-sectional undergraduate sample. Upward mean trends in subjective trajectories (past?<?present?<?future) were typical, on average, for each SWB component. As predicted, higher levels of present SWB were aligned with greater positive psychological, physical, and interpersonal functioning. In contrast, steeper upward subjective SWB trajectories were associated with greater distress and dysfunction. Of the three SWB components, unique links with indicators of functioning were most consistent for LS trajectories. We conclude that a temporally expanded conceptualization of SWB spanning subjective assessments of past, present, and anticipated future LS, PA, and NA provides a rich framework for studying the structure of SWB and the significance of how people perceive their well-being to be unfolding over time.