The Longitudinal Association of Marital Confidence,Time Spent Together,and Marital Satisfaction

Using three waves of dyadic data collected at 18‐month intervals from a community‐based sample of 610 newly married heterosexual couples (1 220 individuals), we examined the relationship between marital confidence, time spent together, and marital satisfaction using a modified actor‐partner interdependence model. Results indicate that after controlling for marital satisfaction and time spent together at Time 1, marital confidence around the time of marriage was associated with marital satisfaction approximately 3 years later. In addition, marital confidence was associated with how much time husbands and wives spent together at Time 2, which was related to marital satisfaction at Time 3. Tests of the mediating paths from marital confidence to marital satisfaction trended toward significance. The results suggest the importance of assessing for relationship confidence when working with couples in the early stages of their relationship.     

Felt and behavioral engagement in workgroups of professionals

This research proposes a two-dimensional measure of engagement for professionals in technically-oriented workgroups. It examines the relationship of their engagement to five workgroup outcomes: innovation, performance, satisfaction with the organization, career success, and intentions to stay. Three studies are reported involving: (1) a random sample of 123 workgroups and 1351 self and reports by others of professionals employed by a Fortune 100 company, (2) a panel study of 1024 of the study one professionals four months later, and (3) the replication of results with 827 professionals across three cultures. The results support felt engagement and behavioral engagement as distinct constructs that can be measured by both a self-report and assessments by others of workgroup engagement. The relationship of engagement to workgroup innovation, performance, satisfaction with the organization, career success, and intentions to stay generalized across four countries and cultures: U.S./North America, The Netherlands/Europe, Argentina, and India. Felt engagement was the best predictor of affective outcomes and intentions to stay when all variables were measured concurrently. Behavioral engagement was the best predictor of workgroup performance concurrently and over time. This research indicates that the two dimensions of engagement are important aspects of vocational adjustment for the success of professionals in technically-oriented workgroups. Implications for future research are to consider multiple dimensions of engagement, clearly define the population and setting for engagement, and to study engagement as a dynamic experience that warrants ongoing management and workgroup attention.     

Career development and personal functioning differences between work-bound and non-work bound students

We surveyed 506 Australian high school students on career development (exploration, planning, job-knowledge, decision-making, indecision), personal functioning (well-being, self-esteem, life satisfaction, school satisfaction) and control variables (parent education, school achievement), and tested differences among work-bound, college-bound and university-bound students. The work-bound students had the poorest career development and personal functioning, the university-bound students the highest, with the college-bound students falling in-between the other two groups. Work-bound students did poorest, even after controlling for parent education and school achievement. The results suggest a relationship between career development and personal functioning in high school students.     

Social cognitive model of adjustment to engineering majors: Longitudinal test across gender and race/ethnicity

We conducted a longitudinal test of a social cognitive model of academic adjustment in a sample of 732 engineering students. The model, designed to explain students' satisfaction with and intentions to persist in their majors, integrated features of social cognitive career theory's (SCCT) segmental models of satisfaction, interest, choice, and performance (Lent & Brown, 2006; Lent, Brown, & Hackett, 1994). Students completed measures of academic support, self-efficacy, outcome expectations, interests, satisfaction, positive affect, and intended persistence at three time points (at the end of their second, third, and fourth semesters in engineering). A bidirectional version of the model offered good fit to the data, both in the larger sample and across gender and racial/ethnic groups. Self-efficacy was the most reliable direct predictor of academic satisfaction and intended persistence across the third and fourth semesters, though other social cognitive variables also contributed, either directly or indirectly, to predictions at one time point or the other. We consider implications of the findings for further research and practice on academic adjustment and persistence in STEM fields.     

Confirmatory Factor Analysis of Warr,Cook, and Wall's (1979) Job Satisfaction Scale

Warr, Cook, and Wall's Job Satisfaction Scale (JSS) is a widely used measure of job satisfaction in industrial/organisational (I/O) psychology research and practice. However, the factor structure has not been adequately explored, with two‐factor and three‐factor solutions previously proposed. This study tested the factor structure of the JSS using robust analysis methods on data gathered from a convenience sample of 381 (females = 264, males = 116) Australian employees. Confirmatory factor analyses supported a hierarchical three‐factor model of job satisfaction in terms of model adequacy coefficients; however, the three factors were highly correlated, thereby rendering a multifactorial approach to the JSS untenable. The results support the continued use of an overall score of job satisfaction when using this measure in I/O psychology research and practice. Further testing of the structure is recommended within a range of employment sectors, as the assumed multifactorial structure of the JSS common in the literature was not supported by the current study.     

An investment model of sociosexuality,relationship satisfaction,and commitment: Evidence from dating,engaged, and newlywed couples

Using an investment model (Rusbult, 1980, 1983) of sociosexual attitudes (SOI-A), we examined SOI-A’s association with relationship outcomes using actor–partner interdependence models (APIMs) of over 400 dating, engaged, and newlywed couples. Men’s SOI-A negatively related to both men’s (actor effect) and women’s (partner effect) relationship satisfaction. This actor effect persisted after controlling for men’s and women’s relationship commitment, and was stronger (more negative) among dating couples (vs. engaged or newlywed couples) and couples with shorter relationship durations. Moderated-mediation APIMs suggested that (a) both actor-effect satisfaction–commitment associations were more positive in couples dating for 6 months and (b) men’s relationship satisfaction mediated the link between men’s SOI-A and men’s relationship commitment, but only in couples dating for 6 months.     

I get by with a little help from my friends: Examining the peer context of satisfaction with casual sexual relationships and experiences

We examined the role of peers in understanding satisfaction with casual sexual relationships and experiences (CSREs) in young adulthood. Specifically, we examined how perception of peer CSRE engagement, communication with peers about CSREs and peer approval of CSRE engagement were associated with satisfaction both immediately following CSRE engagement and one month after the CSRE occurred. Participants from non-college and college samples completed an online battery of questionnaires at two time points surrounding a high alcohol-consumption event in the USA: Halloween. Path analysis results indicated that peer approval was positively associated with later satisfaction, but only for those in college. Additionally, intentions to communicate with peers were positively associated with satisfaction a month following CSRE, but only for those who engaged in non-penetrative sex. None of the tested associations was qualified by gender.     

Validation of the French Utrecht Work Engagement Scale and its relationship with personality traits and impulsivity

IntroductionWork engagement is a positive state of mind related to work, characterized by vigor, dedication, and absorption. It is measured through the Utrecht Work Engagement Scale (UWES), which has shown good psychometric properties across occupational types and languages. Besides, some individuals may more easily experience work engagement than others, suggesting that individual stable tendencies could predict this state of mind.ObjectivesIn this article, we aim to: (1) present the psychometric properties of the French versions of the Utrecht Work Engagement Scale (UWES-9 and UWES-17), and (2) assess whether work engagement can be associated with personality traits and impulsivity.MethodFor this purpose, 661 French-speaking workers (M_age = 40.86, SD_age = 12.35) were recruited in the French-speaking part of Switzerland. Two hundred and eleven subjects responded to the UWES-17, the Zuckerman-Kuhlman-Aluja Personality Questionnaire (ZKA-PQ) and the UPPS Impulsive Behaviour Scale (UPPS), and 450 subjects responded to the UWES-9 and the NEO-Five-Factor Inventory Revised (NEO-FFI-R).ResultsResults showed that UWES-9 reached better psychometric properties than UWES-17. Moreover, it appeared that individuals who were active, conscientious, emotionally stable, and extroverted were more prone to experience work engagement than others.DiscussionThus, the path to experiencing work engagement seems to differ as a function of personal stable characteristics. Further studies should analyse how personal characteristics interact with working conditions in determining work engagement.     

Anxiety,Compassion and Pride. How Emotions Elicited by the Government’s Handling of Covid-19 Influences Health-Promoting Behavior

This article explores how emotions connected to the Government’s handling of the Covid-19 outbreak in Sweden relates to behaviors to stop the spread of the virus, and which emotions functions as mediators in this relationship. The Swedish approach to handling the outbreak greatly differed from how many other Western European countries handled the situation and thus makes an important case to study. In a large representative survey (N = 2449), we found that satisfaction with how the Government handled the situation was related to more positive and less negative emotions. Anxiety, compassion and pride mediated the effect of satisfaction on compliance with the national recommendations such that anxiety and compassion increased compliance, while pride decreased it. Importantly though, satisfaction increased compassion and pride, but only compassion led to more compliant behaviors. In fact, satisfaction was indirectly related to less compliant behaviors via anxiety and pride. Shame mediated the effect on the tendency to wear face masks, a behavior that was explicitly not endorsed by the Swedish Public Health Agency. We speculate if the face mask, which was intensely debated, became a politicized symbol of dissatisfaction with the Swedish approach. In sum, it seems that individuals who were dissatisfied with how the government handled the Covid-19 outbreak were in fact engaging more in health-promotional behaviors to stop the spread of the virus.     

The Differential Effects of Negative Affectivity on Measures of Well-being versus Job Satisfaction and Organizational Commitment

This paper reports an empirical study of the self-reported psychological strain, ill-health, job satisfaction and organizational commitment of 2450 public sector employees located in Western Australia. The framework used to predict these variables is a demands, supports-constraints framework. The key theoretical issue explored is the differential roles of negative affectivity in predicting the outcomes from this framework. Four different pathways are explored which are taken from Moyle ( Journal of Organizational Behaviour , 16 (1995), 647-668). Multiple regression methods are used to control for negative affectivity and other effects such as curvilinear relationships. The results show that negative affectivity has a variety of effects on both health and job attitude variables but the effects are much larger for the health variables. The conclusion recommends that, in studies that rely on all self-report data, the various possible effects of personality variables such as negative affectivity should be explored in preference to ignoring them.