Longitudinal trajectories of emotions among athletes in sports competitions: Does emotional intelligence matter?

ObjectivesThis research explored whether several subgroups of athletes representing distinct emotional trajectories could be shown to exist within the latent class growth analysis (LCGA) of pleasant and unpleasant sport emotions (anger, anxiety, dejection, excitement, happiness). A secondary aim was to explore whether athletes belonging to distinct emotional trajectories reported distinct scores of trait-emotional intelligence (EI) at time 1 (T1).DesignA longitudinal three-wave measurement design (beginning, middle, and end of a competitive season) was used in the present study.MethodA sample of 460 athletes completed the sport emotion questionnaire across three measurement times and the brief emotional intelligence scale at T1.ResultsResults of LCGAs showed five trajectories for anger, anxiety and happiness, and six trajectories for dejection and excitement. Furthermore, athletes belonging to distinct (adaptive or maladaptive) trajectories reported significantly different scores of EI.ConclusionsLCGA results highlighted the athlete heterogeneity in longitudinal sport emotions. Higher scores of EI were reported by athletes belonging to adaptive emotional trajectories. These results could be used to help coaches and sport psychologists to identify athletes at risk of developing dysfunctional emotional trajectories across the competitive season. Moreover, this study suggested potential benefits of EI-centred interventions to help athletes to experience adaptive emotional trajectories. Finally, these results highlighted that heterogeneity in sport emotions must be accounted for in future research.     

Work–family enrichment,job satisfaction,and work engagement: The mediating role of subjective career success

Objective: The aim of the study was to explore the possible indirect effect of subjective career success on the relationship between work–family enrichment and job satisfaction and work–family enrichment and work engagement. Method: A cross-sectional, quantitative research design approach was followed using a convenience sample (N = 334). Results: Results revealed that work–family enrichment was not only positively related to subjective career success, job satisfaction and work engagement, but also predictive of the mentioned constructs. Furthermore, subjective career success was found to indirectly effect the relationship between work–family enrichment and job satisfaction and work engagement. Conclusion: Using the resource-gain-development framework, new insights are provided into the processes and mechanisms relating to work–family enrichment. Our findings suggest that resources are creating positive affect in not only the work and career domains of employees, but also leading to more engaged and satisfied employees. (i.e., the indirect effect of subjective career success). Organisations can benefit when they enhance work environments (e.g., by providing relevant resources) to promote work–family enrichment and, by implication, subjective career success and positive work outcomes such as job satisfaction and work engagement.