Affective commitment as a moderator of the adverse relationships between day-specific self-control demands and psychological well-being

Recent research has focused on the day-specific adverse effects of stressors at work. Thus, in the present study, we examine the relationships between day-specific work-related self-control demands (SCDs) as a stressor and day-specific indicators of psychological well-being (ego depletion, need for recovery, and work engagement). On the basis of the limited strength model of self-control, we predict that SCDs deplete limited regulatory resources and impair psychological well-being. Furthermore, we propose affective commitment as a buffering moderator of this relationship. Consistent with the broaden and build theory of positive emotions and the self-determination theory, we suggest that affective commitment satisfies employees basic psychological needs and provides positive emotions, which, in turn, help restore limited regulatory resources. Thus, affective commitment should buffer the negative relationships between day-specific SCDs and day-specific psychological well-being. To examine our hypotheses, we conducted a diary study with N = 60 employees over 10 working days and used multi-level models to test our predictions. Our results demonstrated that day-specific SCDs indeed impaired indicators of psychological well-being. Furthermore, affective commitment buffered these adverse relationships; thus, on days with high SCDs, highly committed employees reported higher levels of psychological well-being than did less committed employees.     

The role of moral commitment within the Investment Model

The Investment Model (Rusbult, 1980) defines general commitment as a long‐term orientation towards relationship maintenance and feelings of psychological attachment, influenced by satisfaction, quality of alternatives and intrinsic/extrinsic investments. We suggest the importance of additionally assessing moral commitment, defined by an intrapersonal predisposition to remain in the relationship (Johnson, 1991). We argue moral commitment's association to perceived intrinsic investments acting as internal barriers influencing general commitment and promoting relationship maintenance. A correlational study resorting to structural equation modelling showed that moral commitment predicted intrinsic investments, which in turn predicted general commitment (Model 1). No direct paths emerged from moral commitment to satisfaction or quality of alternatives (Model 2), nor it emerged as a fourth direct predictor of general commitment (Model 3). Results are discussed under relationships maintenance and dissolution frameworks.     

Neighborhood Collective Efficacy Moderates the Association between Maternal Adverse Childhood Experiences and Marital Conflict

In a socio‐demographically diverse sample of 501 caregivers participating in a longitudinal birth cohort study during the childbearing years, we examined whether neighborhood collective efficacy moderated the association between maternal adverse childhood experience (ACEs) and marital conflict. Maternal ACEs were assessed via retrospective reports. Neighborhood collective efficacy was measured via maternal and paternal reports at 2 months, and maternal reports of marital conflict were collected at infant age 2 and 18 months. Multiple linear regression analyses revealed that maternal ACEs were associated with increased marital conflict. Neighborhood collective efficacy moderated the association between early maternal ACEs and marital conflict, such that mothers experiencing ACEs had lower levels of marital conflict when exposed to high levels of neighborhood collective efficacy. Results suggest that extra‐familial sources of social support and control, such as feelings of security, trust, order, and connectedness with others, may buffer the effects of early adversity on marital discord.     

Do Employees Leave Just Because They Can? Examining the Perceived Employability–Turnover Intentions Relationship

The relationship between perceived employability and turnover intentions seems much more complicated than what the common sense would suggest. Based on the reviewed literature, it was expected that job satisfaction, affective commitment, and perceived job security would moderate this relationship. Using a sample of working individuals from different occupations and sectors (N = 721), it was found that employees who perceived themselves as highly employable were more likely to have turnover intentions when their affective commitment was low and perceived job security was high; and the relationship was negative for employees with shorter tenures. Understanding the conditions under which perceived employability is associated with turnover intentions may help organizations design human resource policies that allow them to retain an educated and competent workforce.     

The end is the beginning – the role of residual affective commitment in former interns’ intention to return and word-of-mouth

Interns are ubiquitous in organizations, yet relatively rarely studied, particularly after their temporary organizational membership has ended. Adopting an organizational commitment perspective, we conducted two studies to investigate two important outcomes of former interns’ membership: intention to return to their former employer, and word-of-mouth, that is, promoting the organization as an employer. In Study 1 (N = 436; lagged design), we found that residual affective commitment, that is, the remaining commitment after leaving an organization, related to former interns’ subsequent intention to return and word-of-mouth. In Study 2 (N = 236; cross-sectional design), we replicated our findings, and further found that intention to return was related to (lack of) alternative employment, hiring expectation, and attractiveness of the organization’s location. Location attractiveness also interacted with residual affective commitment on both intention to return and word-of-mouth, albeit in different directions. Overall, our findings suggest that the internship experience relates to future behaviours important for recruiting new (and old) employees. We discuss theoretical and practical implications of our studies.     

Acceptance- and mindfulness-based interventions for the treatment of chronic pain: a meta-analytic review

The number of acceptance- and mindfulness-based interventions for chronic pain, such as acceptance and commitment therapy (ACT), mindfulness-based stress reduction (MBSR), and mindfulness-based cognitive therapy (MBCT), increased in recent years. Therefore an update is warranted of our former systematic review and meta-analysis of studies that reported effects on the mental and physical health of chronic pain patients. Pubmed, EMBASE, PsycInfo and Cochrane were searched for eligible studies. Current meta-analysis only included randomized controlled trials (RCTs). Studies were rated for quality. Mean quality did not improve in recent years. Pooled standardized mean differences using the random-effect model were calculated to represent the average intervention effect and, to perform subgroup analyses. Outcome measures were pain intensity, depression, anxiety, pain interference, disability and quality of life. Included were twenty-five RCTs totaling 1285 patients with chronic pain, in which we compared acceptance- and mindfulness-based interventions to the waitlist, (medical) treatment-as-usual, and education or support control groups. Effect sizes ranged from small (on all outcome measures except anxiety and pain interference) to moderate (on anxiety and pain interference) at post-treatment and from small (on pain intensity and disability) to large (on pain interference) at follow-up. ACT showed significantly higher effects on depression and anxiety than MBSR and MBCT. Studies’ quality, attrition rate, type of pain and control group, did not moderate the effects of acceptance- and mindfulness-based interventions. Current acceptance- and mindfulness-based interventions, while not superior to traditional cognitive behavioral treatments, can be good alternatives.     

Fitness of Job Type and Management by Objectives: Mediating Effects of Perception of Effectiveness and Goal Commitment and Moderating Effects of Supervisor's Behavior

Abstract : This study investigated the influence of job type (line or staff) on perceptions of management‐by‐objectives (MBO) effectiveness, goal commitment, and goal‐attainment behavior, as well as mediating effects of perceptions of MBO effectiveness and goal commitment and moderating effects of supervisor behavior. Participants were 152 employees of a factory that manufactures drugs for a Japanese pharmaceutical company. The primary duties of line personnel involved production. The duties of staff personnel who supported production included supplying materials and production planning. Results indicated that line personnel perceived MBO as a more effective system for improving individual performance and showed higher goal commitment and more active behavior related to goals than staff personnel. Although perception of MBO effectiveness was related to goal commitment, it had no mediating effect. Goal commitment mediated between job type and goal‐attainment behavior. Supervisors’ goal‐setting behavior had different positive effects on goal commitment and goal‐attainment behavior for those in line and staff positions. MBO was a better fit for line positions than staff positions. However, supervisor behavior increased goal‐attainment behavior in staff positions. The results indicated that it is important for supervisors in a business organization to operate a management system flexibly.