Types of work-family interface: well-being correlates of negative and positive spillover between work and family

The aim of the present study was to test the structure of the work-family interface measure, which was intended to take into account both the positive and negative spillover between work and family demands in both directions. In addition, the links among the types of work-family spillover and the subjects' general and domain-specific well-being were examined. The sample (n = 202) consisted of Finnish employees, aged 42, who had a spouse/partner. Confirmatory factor analyses indicated that a four-factor model, including negative work-to-family spillover, negative family-to-work spillover, positive work-to-family spillover, and positive family-to-work spillover, was superior compared to the other factor models examined. Path analysis showed, as hypothesized, that the negative work-to-family spillover was most strongly related to low well-being at work (job exhaustion) and next strongly to low general well-being (psychological distress), whereas the negative family-to-work spillover was associated with low well-being in the domain of family (marital dissatisfaction). Positive work-to-family spillover was positively related both to well-being at work and general well-being. Inconsistent with our expectations, positive family-to-work spillover was not directly related to any of the well-being indicators examined.     

The personality profile of IPS employment specialists,and how it relates to job satisfaction: A longitudinal cohort study

The role of the Individual Placement and Support (IPS) employment specialist is a new type of occupation within mental healthcare. High turnover among employment specialists necessitates improvement in their recruitment and retention. One element that impacts retention is job satisfaction. We assessed the personality of 38 employment specialists (Big 5 Inventory-2) and measured job satisfaction over three time periods. Compared to norm data, employment specialists were significantly higher on Extraversion (ΔT = 8.0, CI: 5.59–10.42), Agreeableness (ΔT = 7.8, CI: 5.56–10.12), Conscientiousness (ΔT = 3.3, CI: 0.8–5.84), Open-mindedness (ΔT = 3.5, CI: 0.97–6.07), while lower on Negative emotionality (ΔT = −3.5, CI: −6.5 to −0.42). Extraversion had a substantial longitudinal positive effect on job satisfaction (β at T1 = 0.39; CI: 0.10–0.73) (β at T2 = 0.40; CI: 0.03–0.80), while Negative emotionality – a substantial negative effect (β at T1 = −0.60; CI: −0.90 to −0.30) (β at T2 = −0.50; CI: −0.90 to −0.12). Male gender was significantly associated with higher job satisfaction at the time point 1 (β = −0.46; CI: −0.80 to −0.14). Age, length of employment in the role, Agreeableness, Conscientiousness and Open-mindedness were not found to have substantial significant effects on job satisfaction of employment specialists. Recruiting employment specialists who score high on Extraversion and low on Negative emotionality may be a good fit for the role and job satisfaction.     

Good mercenaries: Performing organizational citizenship behavior in a foreign land

IntroductionResearch on expatriates has typically left underexplored the critical antecedents of expatriates’ organizational citizenship behavior (OCB).ObjectivesThis study aims to fill this research gap by studying the effects of constructs specific and nonspecific to the expatriate context of expatriates’ OCB performance.MethodsUsing online surveys, data were collected from 200 expatriates and 280 of their coworkers working in 62 host countries. The hypotheses were tested with structural equation modeling analysis.ResultsFirst, Agreeableness, Conscientiousness, job satisfaction, work adjustment and interaction adjustment all had unique contributions in predicting expatriates’ OCB. Second, there was initial support for the indirect effect of the host country coworkers’ OCB performance targeted at expatriates on expatriates’ OCB-I performance. Finally, the results did not provide support for the indirect effect of personality factors on expatriates’ OCB performance.ConclusionCompared to job satisfaction, expatriates’ personality traits (i.e., Agreeableness and Conscientiousness) may have a stronger effect on expatriates’ OCB performance.     

Evaluation of the 14-h together relationship and financial education program for couples

A 14-h version of TOGETHER, a relationship and financial education program for couples (Author, 2015), was evaluated by comparing pre- and post-intervention changes in psychological distress, relationship functioning, and financial management in couples that participated in this shorter 14-h workshop (14HW) version, in the original 20-h workshop (20HW) version, or in a control group that received no intervention. The total sample included 649 community couples (14HW group: 320; 20HW group:182; control group: 147) recruited from the Washington, DC, metropolitan area. Self-report data were analyzed through dyadic multilevel models to test mean differences within each group (control, 14HW, and 20HW) and across groups from pre-intervention to post-intervention controlling for demographic differences and baseline measurement of variables. Compared to the 20HW version, the 14HW format had lower attrition and greater participation. In addition, improvements in positive conflict management, relationship quality and satisfaction, and commitment, and reductions in negative conflict management and difficulties paying bills were not significantly different from the 20HW group, but they were significantly different from the control group. Participants reported high levels of program satisfaction. Limitations and programmatic implications, as well as the need for further evaluations of the 14HW version, are discussed.     

Different functions of emotion regulation in linking harmony seeking and rejection avoidance to life satisfaction and social support in Germany,Hong Kong,and Japan

This study examined whether two facets of interdependence, harmony seeking and rejection avoidance, were differently related to life satisfaction and social support from friends across cultures through the differential use of emotion regulation strategies. Specifically, we propose that individuals who seek harmony and avoid rejection regulate emotions differently to achieve social adaptation in their sociocultural contexts. University students from Germany (n = 129), Hong Kong (n = 136), and Japan (n = 123) completed our online survey. Data were analysed through multigroup structural equation modelling. Across cultures, harmony seeking was positively while rejection avoidance was negatively related to indices of social functioning (life satisfaction or social support). For Germans, emotion regulation (more rumination, less reappraisal, more suppression) completely mediated the associations of rejection avoidance with life satisfaction. Germans may emotionally overreact when fearing rejection, which is reflected in using dysfunctional emotion regulation strategies. In contrast, rejection avoidance was only weakly related to emotional dysregulation among Hong Kong Chinese and Japanese who might be adapted to fearing exclusion due to living in low relational mobility societies. Our findings demonstrate cultural similarities and differences in the interplay of harmony seeking and rejection avoidance with emotion regulation, life satisfaction, and social support.     

A longitudinal study of “we-talk” as a predictor of marital satisfaction

We-talk, the use of first-person plural pronouns over the use of singular pronouns when describing relationship events, is regarded as a linguistic indicator of marital relationship functioning. A meta-analysis revealed that we-talk is positively associated with relationship satisfaction. However, this literature is based mostly on cross-sectional studies. This study tested the hypothesis that we-talk would be associated with greater marital satisfaction over time. The sample comprised 77 couples enrolled in a longitudinal study of parents of preschool-aged children. We-talk was assessed at baseline during a marital discussion task about parenting challenges. Couples completed a measure of marital satisfaction at baseline, 6- and 12-month follow-ups. An actor–partner interdependence model examined the effects of spouses' we-talk on their own marital satisfaction (actor effects), and their partners' marital satisfaction (partner effects). Results indicated a positive partner effect of we-talk at baseline, but not over time. Moreover, there was an actor effect of we-talk on changes in marital satisfaction over time, whereby low actor we-talk was associated with a reduction in marital satisfaction, but high actor we-talk was not associated with such a decrease. These findings suggest that greater cognitive interdependence, as indicated by we-talk, may protect from declines in marital satisfaction over time.     

Life satisfaction trajectories among junior high school students in China: The role of parent–child communication

A 3-year follow-up test (from grades 7 to 9) was administered to 807 junior high school students from two regions in Hunan Province, China, using multilevel analysis to examine trends in junior high school students' life satisfaction, differences by gender and location of life and the effects of father–child/mother–child communication on the development of life satisfaction. The results showed that (1) Chinese junior high school students' life satisfaction showed a decreasing trend from the seventh grade to the ninth grade, and there was a significant decreasing process in the eighth grade; (2) father–child communication and mother–child communication had a significant positive predictive effect on Chinese junior high school students' life satisfaction and (3) father–child communication and mother–child communication had a significant negative predictive effect on the decreasing trend of life satisfaction, in which the effect of mother–child communication was particularly significant.     

Effects of the coronavirus pandemic on perceived capitalization support provision and receipt

The coronavirus pandemic has influenced relationship dynamics due to heightened stress, increased isolation, and the need for social distancing. Prior work suggests receiving support for positive events (“capitalization support”) during this time could boost well-being, but only if it is provided in a manner that is active (involved) and constructive (supportive), as opposed to passive (uninvolved) and/or destructive (discouraging). Given the need for reduced social contact, we predicted the pandemic would make providing active, constructive support more challenging and might increase the frequency of passive support. We conducted two studies to explore how perceptions of capitalization methods may have shifted during the pandemic using an online participant pool (MTurk). Overall, we found that participants reported receiving significantly less active-constructive capitalization support and receiving more passive-constructive support during the pandemic (compared to pre-pandemic perceptions). In addition, we found that those who reported receiving and providing more active-constructive support tended to report more positive well-being outcomes. Interestingly, passive-constructive support was also associated with greater well-being for recipients (counter to prior research that has shown it associated with only costs). Overall, our data suggests that capitalization support perceptions are associated with well-being even during the pandemic, but methods of capitalization support perceived may have shifted during the pandemic.     

Does remote work erode trust in organizations? A within-person investigation in the COVID-19 context

The global COVID-19 pandemic led to a widespread increase in remote work arrangements. This trend raised concerns regarding the potential negative ramifications it might have for organizational trust and cooperation. We explored the initial effect of COVID-19 induced remote work on trust in organizations: trust in co-workers, trust in the supervisor and in the organization at large. In a four-wave longitudinal survey of remote workers (N ∼ 1000) in the UK conducted between May 2020 and August 2020 (first COVID wave), we examined the association between the share of remote work (out of total working hours) and different forms of trust at work. The results showed that, for the same individual, increasing the share of working hours spent remotely was associated with more trust in the organization at large (but not in the supervisor and co-workers). Further, during the months where individuals spent more time working remotely, they experienced lower turnover intentions (but not less burnout or more work engagement, productivity, and satisfaction) compared to the months where they spent less time working remotely. The results contribute to the literature on flexible work arrangements, organizational trust, and other work outcomes.     

Discriminant validation of measures of organizations commitment,job involvement,and job satisfaction among Swedish army officers

The discriminant validity of measures of job involvement, job satisfaction and organizational commitment was tested with data from 467 army officers in Sweden. Confirmatory-factor analysis showed a close fit between the proposed three-factor model and the data. Further, six of eleven job and health correlates related differently to the three attitude vairables. The results indicate that job involvement, job satisfaction and organizational commitment represent three empirically distinct constructs. Implications for future research discussed.