The relation between overcommitment and burnout: does it depend on employee job satisfaction?

Using the Conservation of Resources (COR) theory as a framework, we hypothesized a maladaptive role played by overcommitment in the escalation of burnout. We further specified our model by testing an interaction effect of job satisfaction. By using a longitudinal design, we proposed a moderated mediational model in which burnout at Time 1 (T1) increases overcommitment, which in turn leads to more burnout one month later. We further expected to find a moderating role of job satisfaction in the link between overcommitment and burnout at Time 2 (T2). A group of 86 white-collar workers in personnel services in Italy (longitudinal response rate = 77.48%) participated in our study. The findings supported our hypotheses even when controlling for gender and role stressors. In particular, by using bootstrapping procedures to test mediation, we found evidence that employees reporting burnout tend to develop a maladaptive coping style, i.e., overcommitment, which in turn increases burnout over time. This relation was particularly strong for dissatisfied employees. These results highlight the importance of overcommitment for burnout escalation, as well as of job satisfaction, since it may mitigate, at least in the short term, the effect of such dysfunctional strategies.     

Cultural transmission of irrelevant tool actions in diffusion chains of 3- and 5-year-old children

We used the diffusion chain method in order to investigate whether irrelevant actions would be transmitted along chains of 3- and 5-year-old children. Four chains of eight children witnessed a trained “expert” child perform a sequence of actions in order to retrieve a reward from either a transparent or an opaque puzzle box. The action sequence involved both goal relevant and goal irrelevant actions. In the transparent box chains the participants could potentially determine which of the actions were irrelevant as the causal effects were clearly visible. Results indicated that irrelevant actions transmitted down chains of 3-year-old children irrespective of box transparency. In contrast, irrelevant actions dropped out of the transparent box chain extremely quickly at 5 years, but were maintained within the opaque chain. These findings highlight the power of the diffusion chain method as a tool for exploring cultural learning.     

初中生应对方式、压力对社会适应的影响:纵向中介模型

青春期的适应问题及其影响因素历来是研究者关注的焦点。本研究对369名初中生从初一到初三的应对方式、压力、社会适应进行了四次调查,通过纵向中介模型考察应对方式、压力对社会适应的影响。结果表明：初一时期的积极应对方式能够直接提高初三时期的积极适应水平,直接降低消极适应水平;初一时期的消极应对方式会通过提高后期的压力间接提高初三时期的消极适应水平。     

Mediation in Health Care Settings: Some Theoretical and Practical Concepts

Selected topics are discussed that may be relevant to psychologists in medical mediation and bioethical consultations, such as family conflict and DNR (do not resuscitate) orders. The premise is that psychologists will be more involved in these disputes than ever before. This article includes some relevant theoretical issues and practical procedures for conducting mediation disputes in health care settings.     

An empirical test of a comprehensive model of intrapersonal empowerment in the workplace

A comprehensive model of intrapersonal empowerment in the workplace posits that empowerment mediates the relationship between the social structural context and behavioral outcomes. The social structural context is operationalized as perceptions of role ambiguity, sociopolitical support, access to strategic information and resources, and work unit culture, whereas behavioral outcomes are operationalized as innovativeness and effectiveness. The model is examined on a sample of 324 middle managers from different units of a Fortune 50 organization. Survey data are examined using a series of regression analyses to assess the mediating effect of intrapersonal. Results suggest that intrapersonal empowerment mediates the relationship between some elements of workplace social structure and innovativeness, but not effectiveness. Although not a mediating mechanism for effectiveness, intrapersonal empowerment is nonetheless directly related to effectiveness (as assessed by the respondent's subordinates). Implications of the results are discussed as are study limitations and directions for future research. This paper is based on the author's dissertation, presented in partial fulfillment of the requirement for the doctoral degree at the University of Michigan. I am grateful to my dissertation committee which included Robert E. Quinn (chair), Susan Ashford, Richard Bagozzi, Karl Weick, and Marc Zimmerman for their thoughtful guidance. Thanks is also extended to Neil Sendelbach for his help in facilitating data collection. The University of Michigan and the University of Southern California both provided financial support for this research. This paper was prepared while the author was a Zumberge Fellow at the University of Southern California.