Organisational interventions to improve employees' health and wellbeing: A realist synthesis

Although organisational interventions have shown promising results in improving employees' health and wellbeing, reviews of the effectiveness of such interventions conclude results are inconsistent. Realist synthesis is considered an appropriate method of literature review to improve the consistency of empirical evidence by developing generalisable statements of ‘what works for whom in which circumstances’. In this article, to identify and synthesise existing evidence from the empirical studies of organisational interventions, we conducted a realist synthesis according to the RAMESES publication standards. We reviewed 28 articles. Six realist programme theories were developed that explain how different mechanisms of organisational interventions may bring about different outcomes in different contexts. These realist programme theories are based on the process mechanisms of implementation adherence, communication, employees' participation, senior management support, middle management support and external consultants/researchers support. This realist synthesis enhances the understanding of how organisational interventions may improve employees' health and wellbeing, in which contexts, and for which group of employees. As such, it makes an important potential contribution to designing, implementing and evaluating future organisational interventions.     

The effects of leader illegitimacy on leaders' and subordinates' responses to relinquishing power decisions

This research examined how leader illegitimacy affects leaders' and subordinates' responses to relinquishing power decisions. The processes underlying responses to leader illegitimacy and relinquishing power were also examined. Across four studies, participants were placed in leader roles (Studies 1a/1b) or subordinate roles (Studies 2a/2b) in an online competition. In Studies 1a/1b, participants assigned a leadership role learned, via a leadership skills test, that their leadership was illegitimate or legitimate. By contrast, in Studies 2a/2b, participants assigned a subordinate role were confronted with either an illegitimate leader who retained their power after performing poorly or a legitimate leader who received the leader role after a poor‐performing leader had relinquished their power. Results demonstrated that leaders who felt they did not belong in their leadership role relinquished more power when their leadership was illegitimate (vs. legitimate) and subordinates who felt less in control and greater anger supported illegitimate (vs. legitimate) leaders less.     

Daily Responsiveness,Expectations, and Self-disclosure: How the Average Levels and Within-person Variability of Three Relationship Components Mediate Personality–Relationship Transactions in Romantic Couples

The associations between couple members' personality and their relationship satisfaction can be conceptualized as reciprocal transactions. To better understand these transactions, we focused on both partners' interpersonal vulnerabilities (i.e. neuroticism, low self-esteem, and insecure attachment); daily emotional, cognitive, and behavioural relationship components (i.e. perceived responsiveness, positive expectations, and self-disclosure); and relationship satisfaction. Specifically, we examined whether the average levels and within-person variability of the relationship components mediated the transactions between interpersonal vulnerabilities and relationship satisfaction. Data came from 689 female–male couples aged 18 to 81 years who participated in three measurement occasions across 12 months, including a 14-day diary phase. We used mediated dyadic bivariate latent change score models to test the level–change and change–change transactions and mediations. The findings partly supported our hypotheses: Couple members with interpersonal vulnerabilities had lower average levels (but not higher within-person variability) of the relationship components, and less satisfied couple members had lower average levels and higher within-person variability of these components. The lower average levels but not the variability mediated between a lower level of relationship satisfaction and an increase in avoidant attachment. No other mediations were observed. We discuss the importance of studying daily relationship components for better understanding reciprocal transactions in couples. © 2020 European Association of Personality Psychology     

Follower need for cognitive closure as moderator of the effectiveness of leader procedural fairness

Leader procedural fairness is an important factor in leadership effectiveness, but the study of the contingencies of its influence is still in its infancy. Addressing this issue we focus on the moderating role of follower need for cognitive closure, the disposition to reduce uncertainty and swiftly reach closure in judgement and decision. We propose that need for closure captures followers sensitivity to the uncertainty-reducing influence of leader procedural fairness. Across three studies designed to yield complementary evidence (two surveys and a scenario experiment), we find support for the hypothesis that perceived leader procedural fairness has a stronger (positive) relationship with leadership effectiveness for followers higher in need for closure. This support is found across a variety of indicators reflecting different aspects of leadership effectiveness: effort and performance, social identification, job satisfaction, and leader evaluations. We discuss how these findings advance our understanding of the uncertainty-reducing role of leader fairness.     

The influence of proximal risk on the early development of the autonomic nervous system

In this paper we review the evidence linking the early development of the autonomic nervous system in early childhood to four proximal risk factors: maternal stress during pregnancy, maternal substance use during pregnancy, poor-quality parent–child interactions, and specific disruptions in parenting behavior. A clear pattern of altered autonomic function emerges in children exposed to proximal risk, marked by reduced parasympathetic tone under conditions of both homeostasis and challenge, accompanied by increased sympathetic tone in some cases. This pattern of autonomic activity would support increased vigilance and active defense responses, which, in an environment of high proximal risk, may be adaptive in the short-term. However, in the long-term maintaining such a state may impose a high allostatic load. The current paper reviews and interprets the current literature and discusses future directions.     

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.     

A dark side of leadership: Corporate psychopathy and its influence on employee well-being and job satisfaction

Although psychopathy often is considered the most toxic of the “types” that make up the Dark Triad of personality (psychopathy, narcissism, Machiavellianism), its role in organizational leadership is the least explored. Using the B-Scan 360, a measure of corporate psychopathy, we investigated the relationships among employees’ perceptions of psychopathic traits in their supervisors, employee psychological distress, work–family conflict, and job satisfaction. Participants in two different samples, one civic and the other financial, rated their supervisors with the B-Scan 360, and completed self-report measures of psychological distress, work–family conflict, and job satisfaction. Structural equation modeling (SEM) indicated that in each sample B-Scan 360 scores of supervisors were directly and negatively related to employee job satisfaction. The two samples differed somewhat in the associations of the B-Scan 360 with employee psychological distress and work–family conflict. Overall, the results illustrate the effects of perceived psychopathic traits in supervisors on employee well-being and job-related attitudes.     

Social pretence with mothers and peers at 15 months

Previous research has shown that adults scaffold and direct early infant social pretend play making it difficult to establish infants' own contribution to pretence. To examine infants' social pretence abilities the present study compared infants' social pretend play in interactions with adults and same-age peers, who have similar socio-cognitive competence. Forty-five 15-month-old infants were observed during free-play interactions with their mother and two same-age, same-gender peers. The frequency and duration of parallel and coordinated social pretence were coded during both interactions. Results showed that while infants played pretence with both social partners, they engaged in more and longer coordinated social pretence with their mothers than with peers. Thus, although competent social partners play an important role in scaffolding complex pretence, infants' own socio-cognitive abilities contribute to the development of social pretence and enable them to pretend play with different partners regardless of their competencies.     

Perceptual strength is different from sensorimotor strength: Evidence from the centre–periphery asymmetry in masked priming

Near-threshold prime stimuli can facilitate or hinder responses to target stimuli, creating either a positive compatibility effect (PCE) or a negative compatibility effect (NCE). An asymmetry has been reported between primes presented in near periphery, which produced a PCE, and foveal primes, which produced an NCE under comparable conditions. This asymmetry has been attributed to the difference in retinal sensitivity, but it remains unclear whether this means that equating discrimination performance for primes in fovea and periphery, in order to account for differences in perceptual sensitivity, would make the priming effects the same. Wider work indicates that perceptual ability can dissociate from visuomotor effects, predicting that equating perceptual ability for fovea and periphery would not equate priming. We tested these opposite possibilities by matching discrimination performance for masked Gabor patches in fovea and near periphery (6°) and using these as primes in a masked priming paradigm expected to elicit NCEs. We found the asymmetry remained: NCE for fovea and PCE for periphery. We replicated this with both blocked and randomized procedures to check for attentional effects. We conclude that equating perceptual strength (discriminability) of stimuli does not equate their sensorimotor impact due to differences in the relative importance of different visual pathways and differing temporal dynamics in perceptual and sensorimotor processes.