Activated or deactivated? Understanding how cognitive appraisals can drive emotional activation in the aftermath of daily work events

Introduction

Past research has highlighted the relevance of cognitive appraisals in the link events-emotions (e.g., appraisal of an event's importance and its pleasant or unpleasant valence). We hypothesized a 3-way interaction between affective events (hassles and uplifts), cognitive appraisals of importance and intrinsic pleasantness on emotional activation.

To see dynamic change: continuous focused attention facilitates change detection,but the effect persists briefly

What is the role of continuously focused attention on an object in change detection? To ensure focused attention on one object, we conducted a single object change detection task, manipulating an object’s location between pre-change and post-change displays (same or different location), and also manipulating a blank duration (the FOD task) and a pre-change object presentation duration (the FBD task). If attention is continuously focused at the spatial location of the pre-change object, a location shift of the post-change object should interrupt change detection due to a cognitive cost of attentional shift. Results suggest attention is focused continuously for a brief blank duration, and attention can facilitate the detection of change occurring at the location of attentional focus. Additionally, although attention is focused continuously for a long time if a target is visible, the effect of attention declines with time. The results clarify the new temporal characteristics of focused attention.     

Work support,psychological well-being and safety performance among nurses in Hong Kong

This study investigated the mediating role of psychological well-being between work support and safety performance of 314 Hong Kong nurses, using self-reported questionnaires. Results showed that psychological well-being mediated the effects of work support on safety performance. The findings illustrate that work support was an important element to improve psychological well-being. This could generate better safety performance of the nurses. Implications and limitations are discussed.     

Stress in remote work: two studies testing the Demand-Control-Person model

The popularity of remote work continues to rise, but uncertainty remains about how it influences employee well-being. We extend the Demand-Control-Person (DCP) model to test both person and job factors as important considerations in remote work, suggesting that emotional stability influences the utility of autonomy as a job resource in protecting employees from strain. Additionally, we test self-determination theory (SDT), positioning need satisfaction for autonomy, relatedness, and competence as mechanisms explaining the relationship between remote work and strain. In two field studies, high–emotional stability employees reporting high levels of autonomy experienced the lowest levels of strain, with negative relationships between extent of remote work and strain. In contrast, low–emotional stability employees who also have high autonomy appear more susceptible to strain, and this may increase when they work remotely more often. Our multilevel structural equation modelling revealed that high–emotional stability employees with high autonomy appear best positioned to meet their needs for autonomy and relatedness, even when remote work is more frequent; these in turn reduced the likelihood of strain. Thus, our results support the DCP and SDT models, revealing theoretical and practical implications for designing and managing remote work arrangements.     

The performance implication of obsessive work passion: unpacking the moderating and mediating mechanisms from a conservation of resources perspective

Work passion is an important determinant of work performance. While harmonious work passion (HWP) shows its consistent predictive value, obsessive work passion (OWP) appears to have a mixed relationship with work performance. To address this puzzle, we integrate research on OWP and emotional exhaustion with conservation of resources (COR) theory. Specifically, we argue that OWP determines emotional exhaustion, whose relationship with work performance is attenuated by leader-member exchange (LMX). By conducting a field study with a sample of 262 US employees, we found supportive evidence, even when controlling for psychological detachment from work. The findings somewhat reconcile the inconsistent results about OWP and work performance in the literature, shed light on research on work passion, LMX, and emotional exhaustion, and provide implications for managerial practice.     

Conversation with 2017 American Academy of Religion Excellence in Teaching award winner Lynn Neal

This conversation between the 2017 American Academy of Religion Excellence in Teaching award winner Lynn Neal and the editors of Teaching Theology and Religion continues an occasional series of interviews that has previously featured Jonathan Z. Smith, Stephen Prothero, Mary Pierce Brosmer, Mary Elizabeth Mullino Moore, and the 2016 Teaching award winner Joanne Maguire Robinson. The exchange takes as its point of departure the AAR teaching statement that Professor Neal submitted. Topics discussed include introductory courses, active learning assignments, religious intolerance and privatization, student learning outcomes, different levels of student skills and preparation, augmenting assignments through the production of video interviews with scholars, and finding conversation partners for reflecting on teaching under the life balance stresses of the academy today.     

Validation of the Life Role Salience Scale in a South African setting

This study aimed to validate the Life Role Salience Scale (LRSS) in a South African context. Respondents were 300 working adults (72.3% = women; 57.9% = non-white; mean age = 35.12 years, SD = 10.25 years; mostly from the finance sector = 35.6%). Confirmatory factor and exploratory factor analyses were conducted to determine the LRSS’s factor structure and reliability of scores from the scale for the South African sample. Results yielded five factors emerging from the analyses: Homecare role reward value and homecare role commitment; marital role reward value and marital role commitment; occupational role commitment; occupational role value reward; and parental role reward value. The reliability of scores from the LRSS ranged from 0.79 (parental role reward value) to 0.95 (homecare role reward value and homecare role commitment). The LRSS shows validity for research use in South Africa.     

L’influence longitudinale de la justice organisationnelle sur le bien-être psychologique au travail : quels types de justice sont déterminants ?

Regarding the relationship between perceived organizational justice and psychological well-being at work, few studies compare the influence of the four organizational justice facets, and even fewer do so longitudinally. The objective of this study is to evaluate the longitudinal relationships between these facets and psychological well-being at work. Social exchange theory suggests that distributive, interpersonal, and informational justices are better predictors of well-being than procedural justice. A sample of 192 Canadian workers from a diversity of occupations completed two self-reported questionnaires at a six-month interval. Results support the importance of rewards allocation (distributive justice) and information given on this allocation (informational justice) to promote workers’ well-being.     

Mirroring effects: Using psychodynamic-oriented video feedback to work on dyadic risk. A pilot experience

This study examines the qualitative and quantitative effects of a short-term, psychodynamically oriented video-feedback intervention in an Italian sample (n = 30) of non-clinical mothers with high potential dyadic risk due to work–family conflict. We adopted a psychodynamically informed and video-assisted approach based on theoretical and clinical assumptions that are used in psychodynamically oriented dialogue and observations. We proposed a cycle of four clinically oriented consultations including a single video feedback session, using the CARE-Index for both assessment and intervention. Independent t-tests were computed to evaluate how effective the programme was in reducing parental stress. We present two case examples in order to discuss the process of change in maternal attitudes activated by the programme. Quantitative findings revealed a drastic reduction of the participants’ resistance in recognising conflictual aspects of their parenting experience. From a qualitative perspective, the video feedback programme solicited three psychic functions: mirroring, resignifying and repairing. We highlight the key role of the observer’s countertransference and of her relationship with the mother in creating a safe and transformative setting. Results are encouraging in using our programme to help mothers to improve their holding function. We discuss possibilities for reinforcing the relevant changes obtained by extending the programme.