Eldercare demands, strain, and work engagement: The moderating role of perceived organizational support

Demographic changes give rise to an increasing number of middle-aged employees providing home-based care to an elderly family member. However, the potentially important role of employees' perceptions of organizational support for eldercare has so far not been investigated. The goal of this study was to examine a stressor–strain–outcome model (Koeske & Koeske, 1993) of eldercare strain as a mediator of the relationship between eldercare demands and caregivers' work engagement. Perceived organizational eldercare support was expected to attenuate the positive relationship between eldercare demands and eldercare strain and to buffer the negative relationship between eldercare strain and work engagement. Results of mediation and moderated mediation analyses with data collected from 147 employees providing eldercare supported the hypotheses. The findings suggest that perceived organizational eldercare support is especially beneficial for employees' work engagement when eldercare demands and strain are high.     

The association between valuing popularity and relational aggression: the moderating effects of actual popularity and physiological reactivity to exclusion

The association between having a reputation for valuing popularity and relational aggression was assessed in a sample of 126 female children and adolescents (mean age = 12.43 years) at a 54-day residential summer camp for girls. Having a reputation for valuing popularity was positively related to relational aggression. This association was moderated by both popularity and physiological reactivity to social exclusion (i.e., respiratory sinus arrhythmia reactivity [RSAR] and heart rate reactivity [HRR]). Popular girls with a reputation for valuing popularity were at greater risk for engaging in relational aggression when they also exhibited blunted reactivity to social exclusion. Conversely, girls who had a reputation for valuing popularity but were not popular (i.e., the “wannabes”) were at risk for engaging in relational aggression when they exhibited heightened reactivity to exclusion.     

The relation between antisocial personality and the perceived ability to deceive

The current study investigated relations between the perceived ability to deceive and the Dark Triad personality traits in two samples. In study 1, the sample consisted of 1074 participants (329 male, 745 female) aged 17–71 years (M = 22.96, SD = 6.92). Participants completed the perceived ability to deceive scale, in which they were asked to estimate the percentage of people who are worse at lying than they are in a number of situations. Participants also completed the Short-D3 – a measure of the Dark Triad personality traits. As expected, correlational analyses demonstrated that Machiavellianism was most highly correlated with the perceived ability to deceive (r = .41), followed by psychopathy (r = .35), and narcissism (r = .33). These findings were replicated in study 2, which consisted of 1448 undergraduate students (498 males, 947 females, 3 other), aged 18–43 (M = 18.35, SD = 1.77). Study 2 also investigated the association of the Dark Triad and perceived ability to deceive with dimensions of the Big Five model of personality. Implications are discussed.     

Sex differences in children's discrepant perceptions of peer acceptance

Sex differences in children's play patterns during middle childhood are thought to promote greater awareness of social acceptance among girls compared with boys. The present study posited that girls are more discerning of peer acceptance than are boys; however, these sex differences were predicted to vary depending on how discrepant perceptions were assessed (i.e., inaccuracy versus bias). Additional differences were expected if children perceived acceptance by same- versus opposite-sex peers. Participants were 912 third through fifth graders (420 girls and 492 boys). Consistent with predictions, boys were more inaccurate than girls, but only for perceived acceptance by same-sex peers. As expected, girls were more negatively biased than boys, but only for perceived acceptance by opposite-sex peers. Results did not support the hypothesis that boys have more positively biased perceptions of peer acceptance than girls. Overall, these findings raise important issues regarding the evaluation of children's discrepant self-perceptions of peer acceptance.     

Organizational identification and perceived organizational support as mediators of the procedural justice–citizenship behaviour relationship: A cross-cultural constructive replication

This study examined the psychological processes that might underlie the relationship between procedural justice and organizational citizenship behaviour using an integrative approach. In doing so, we focused on the mediating effects of perceived organizational support and organizational identification in the relationship simultaneously. Framed as an integrated test of social exchange and social identity predictions, the hypotheses were tested using two cross-cultural samples (i.e., South Korea and the United States) as well as different operationalizations of the constructs of interest, which meets the criterion of a constructive replication (Lykken, 1968 Lykken, D. 1968. Statistical significance in psychological research. Psychological Bulletin, 70: 151–159. [Crossref], [PubMed], [Web of Science ®] , [Google Scholar]) by two samples (N = 130, 135). Interestingly, the results showed convergence in support of the mediating role of organizational identification, but not perceived organizational support, when the two mediators were included in the model concurrently. These findings indicate that social identity may be the dominant psychological mechanism underlying the relationship between procedural justice and organizational citizenship behaviour in workplaces.