Psychological Contracts and Their Implications for Job Outcomes: A Social Exchange View

This article explores the relationship between on the 1 hand psychological contract fulfilment and affective commitment and on the other hand, normative commitment and job satisfaction. We hypothesized that the perceived supervisor support (PSS) and the perceived organizational support (POS) mediate the relationship between the fulfilment of the psychological contract, commitment and job satisfaction. The sample consists in 337 soldiers in training. In order to test our model, we used 3 measures of psychological contract fulfilment (economic, socioemotional and developmental), PSS and POS measures as well as attitudes. Results show that the developmental psychological contract is related to affective and normative organizational commitment and job satisfaction whereas socioemotional fulfilment is unrelated to affective commitment. Psychological contract fulfilment has a greater impact on normative commitment than affective commitment. Results show also that only PSS plays a mediating role in psychological contract processes. Several implications emerge from this study. First, in a military context, it is important to strengthen the developmental psychological contract. Second, it is essential for organizations to place greater emphasis on encouraging supervisors to establish healthy working relationships with newcomers.     

Emotion and Motor Control: Movement Attributes Following Affective Picture Processing

The authors investigated the impact of emotion on the performance of a square-tracing task after participants (N = 40) were exposed to pleasant (P), unpleasant (U), and neutral (N) pictures. Physiological and self-report measures indexed affective valence and arousal. In Experiment 1, greater error followed exposure to 4 consecutive U images than exposure to 4 consecutive P images. Speed of performance did not vary as a function of valence. In Experiment 2, participants viewed 1 slide per trial within a modified exposure protocol. Speed of performance varied as a function of valence; faster performance followed U relative to P stimuli. Accuracy of performance did not vary between conditions. Corresponding self-report and physiological measures generally corroborated previous evidence. Findings collectively indicated that the length of exposure to affective stimuli mediates speed and accuracy of motor performance; compared with P stimuli, U stimuli led to either increased error (short exposure) or increased speed (multiple exposures). The authors conclude that brief and extended exposures to affective pictures have direct behavioral consequences, and they discuss the implications of that finding.     

Event-related brain potentials reveal differences in emotional processing in alexithymia

ABSTRACT

The inability to recognise and describe emotions in the self is known as Alexithymia. In the present study we used event-related potentials (ERPs) to examine the locus of processing emotional differences in alexithymia. We tested men, both those scoring high (score?>?61) and controls who scored low (score?<?51) on the Toronto Alexithymia Scale-20 on an emotional face discrimination task. We assessed three ERP components: P1 (an index of early perceptual processing), N170 (an index of early facial processing) and P3 (an index of late attentional suppression). While controls showed a stronger P3 effect for angry faces relative to happy and neutral faces, Alexithymic men showed no significant differences in P3 across emotions. Alexithymic men showed delayed P1 and N170 amplitudes compared to controls. These results suggest that the locus of processing differences between alexithymic men and controls occur both early in perceptual processing and later in conscious processing.     

Emotion valence,intensity and emotion regulation in immigrants and majority members in the Netherlands

We were interested in interethnic differences and similarities in how emotion regulation strategies (reappraisal, suppression and social sharing) can be predicted by emotion valence and intensity. The sample consisted of 389 Dutch majority members and members of five immigrant groups: 136 Turkish and Moroccan, 105 Antillean and Surinamese, 102 Indonesian, 313 Western and 150 other non‐Western immigrants. In a path model with latent variables we confirmed that emotion regulation strategies were significantly and similarly related to emotion valence and intensity across the groups. Negative emotions were more reappraised and suppressed than positive emotions. Intensity was positively related to social sharing and negatively related to reappraisal and suppression. The Dutch majority group scored higher on emotion valence than Turkish and Moroccan immigrants. Also, the Dutch majority group scored lower on reappraisal than all non‐Western groups, and lower on suppression than Turkish and Moroccan immigrants. We conclude that group differences reside more in mean scores on some components than in how antecedents are linked to regulation strategies.     

Affective Constellations for Countertransference Awareness Following a Client's Suicide Attempt

Effective counseling with suicidal clients requires the development and maintenance of a strong therapeutic alliance. However, unmanaged countertransference (CT) can inhibit the alliance. This article provides strategies for enhancing CT awareness in counselors to support alliance building with clients after a client suicide attempt. The authors define CT in the context of suicide, introduce affective constellations as a method for CT awareness, and apply the method to a case vignette. A figure for self‐reflection and supervision is provided.     

Le soutien organisationnel perçu peut-il agir comme une ressource sociale ? Une analyse sous l’angle de la théorie de la conservation des ressources

This paper reports an empirical study in which perceived organizational support is considered as a social resource in a stress model conceived within the perspective of Conservation of Resources theory. A study conducted among 181 employees and their supervisors reveals that role stressors impact work outcomes through perceptions of anticipated or actual resource loss and lack of resource gains. Moreover, perceived organizational support exerts a moderating effect in the relationships between resource loss and lack of resource gains and emotional exhaustion, affective commitment, and job performance. We discuss the implications of these findings for our understanding of the psychological mechanisms associated with perceived organizational support.     

Emotional intelligence as a predictor of employees' career adaptability

Emotional intelligence and career adaptability are crucial psychosocial meta-capacities for successful adaptation in various spheres of life, including the realm of careers. However, little is known about the relationship between emotional intelligence and Savickas's (2005) notion of career adaptability. The current research examines the relation of emotional intelligence to career adaptability. A cross-sectional survey was conducted with a sample of 409 early career black call center agents (Mean age = 32) employed in three of the largest outsourced financial call centers in Africa. Canonical correlation analysis and structural equation modeling confirmed the predictive validity of emotional intelligence in relation to career adaptability. The results showed that managing one's own emotions contributes the most in explaining overall emotional intelligence a n d the variance in overall career adaptability with its four domains of career concern, career control, career confidence and career curiosity. The results of the study highlight the importance of developing individuals' emotional intelligence in order to strengthen their career adaptability. The research contributed new and valuable insights that may inform career development interventions for call center agents.     

Emotions in Advice Taking: The Roles of Agency and Valence

Recently, advice taking has received attention in decision‐making research, and some studies suggest that emotions may play a role in this process. Yet a clear account of how emotions influence advice taking is lacking. The current research introduces a parsimonious explanation by suggesting that such effects can be predicted on the basis of two emotion dimensions: valence (positivity or negativity) and agency (self‐focused versus other‐focused). In five experiments with different emotion inductions and different measures for advice taking, the effects of positive emotions such as gratitude and pride and of negative emotions such as anger and shame on advice taking were studied. The findings reveal that emotion valence and agency exert an influence on advice taking and that this interaction effect is mediated by the perceived ability of the advisor. Together, these findings provide a unique theoretical and empirical contribution to our understanding of emotions in advice taking. Copyright © 2013 John Wiley & Sons, Ltd.     

An Examination of the RDoC Negative Valence Systems Domain Constructs and the Self-Reports Unit of Analysis

In response to shortcomings with the current diagnostic classification system for mental health disorders, such as poor validity and reliability of categorical diagnoses, the National Institute of Mental Health proposed the Research Domain Criteria (RDoC) initiative to move towards a dimensional approach using translational research. The current study examined associations between measures of behaviors, cognitions, and mental health symptoms and how they overlap in the Negative Valence Systems (NVS) domain. Specifically, we examined how the Self-Reports unit of analysis reflects the RDoC NVS constructs of acute threat, potential threat, sustained threat, frustrative nonreward, and loss. The overall goal was to identify additional self-report measures that reflect these constructs. Participants, two student samples and two community samples (total N = 1,509), completed online self-reported measures. Questionnaire total and subscale scores were submitted to a principal-axis factor analysis with Promax rotation separately for each sample. For both student samples and one community sample six-factor solutions emerged reflecting major aspects of the RDoC NVS and positive valence systems, particularly acute threat (i.e., fear/panic), potential threat (i.e., inhibition/worry), sustained threat (i.e., chronic stress), loss (i.e., low well-being), frustrative nonreward (i.e., reactive aggression), and reduced behavioral activation. The second community sample differed in that fear/panic and frustration/anger was combined in a general distress factor. Recommendations for additional NVS self-report markers are discussed.     

反馈对自我欺骗的影响：来自ERP的证据

本研究主要探讨反馈类型和反馈效价对自我欺骗的影响。实验1采用前瞻范式探究不同效价的模糊反馈对自我欺骗的影响, 结果发现, 相比于无答案提示组, 有答案提示组的被试在积极模糊反馈的条件下显著地提高测试2第二阶段的预测分数(自我欺骗的程度加重)。实验2探究不同效价的精确反馈对自我欺骗的影响, 结果发现, 相对于无答案提示组, 有答案提示组的被试在消极精确反馈条件下显著地降低测试2第二阶段的预测分数。实验3采用ERP技术探究反馈类型和反馈效价影响自我欺骗的内在机制, 结果发现, 模糊反馈条件下的自我欺骗诱发较大的P2成分、诱发较小的N1和N400成分; 以及发现自我欺骗在额区的效应较大。总之, 这些研究结果表明可能积极反馈促进个体的自我欺骗产生, 消极反馈削弱个体自我欺骗的产生; 积极模糊反馈能够进一步促进了个体自我欺骗的产生。这些研究结果还表明自我欺骗产生的背后机制可能是自我膨胀。