Associations among Challenge Stress,Hindrance Stress,and Employees' Innovative Work Behavior: Mediation Effects of Thriving at Work and Emotional Exhaustion

Employees' innovative work behavior (IWB) is one of the key factors in improving organizational competitiveness. Previous studies show that challenge and hindrance stress can impact employees' IWB, but our understanding of the exact mechanism underlying the impact is still limited. The present study employed four scales (Challenge and Hindrance Stress Scale, Thriving at Work Scale, Chinese Emotional Exhaustion Scale, and Employee Innovative Behavior Scale) to collect questionnaire data from 789 employees in diverse organizations via an online platform. A two-path mediation model was constructed. The results show that: (a) challenge stress positively predicted thriving at work and IWB; (b) thriving at work played a partial mediation effect between challenge stress and IWB; (c) hindrance stress negatively predicted thriving at work and positively predicted emotional exhaustion; and (4) hindrance stress did not directly impact IWB while thriving at work and emotional exhaustion were main mediators in the relationship between hindrance stress and IWB. These findings suggest that employees should sensibly cope with different work stresses, while managers should plan work tasks scientifically and give employees adequate opportunities to learn and rest in order to keep them in a positive state to solve problems and work creatively.     

Face recognition as a predictor of social cognitive ability: Effects of emotion and race on face processing

The human face conveys important social signals when people interact in social contexts. The current study investigated the relationship between face recognition and emotional intelligence, and how societal factors of emotion and race influence people's face recognition. Participants’ recognition accuracy, reaction time, sensitivity, and response bias were measured to examine their face‐processing ability. Fifty Caucasian undergraduates (38 females, 12 males; average age = 21.76 years) participated in a face recognition task in which they discriminated previously presented target faces from novel distractor faces. A positive correlation between participants’ emotional intelligence scores and their performance on the face recognition task was observed, suggesting that face recognition ability was associated with emotional or social intelligence. Additionally, Caucasian participants recognized happy faces better than angry or neutral faces. It was also observed that people recognized Asian faces better than Caucasian ones, which appears to be contradictory to the classic other‐race effect. The present study suggests that some societal factors could influence face processing, and face recognition ability could in turn predict social intelligence.     

Cognitive Skills as Predictor of Attitudes Toward Political Conflict: A Study of Polish Politicians

The relationship between cognitive development and attitudes toward a current political conflict was examined in a sample of 46 Polish politicians. This relationship was examined in a control group in a neutral condition and in an experimental group after participants were presented with a hostile attack on their position on the conflict. Politicians with less advanced cognitive skills tended to use competitive attitudes in both conditions. In contrast, those who possessed more advanced skills tended to use cooperative attitudes in the neutral situation; after the emotional attack, they tended to avoid further involvement in the conflict and sought to exit it. The key difference in participants' cognitive functioning was their ability to differentiate perspectives and to transcend their own point of view in the conflict.     

Humor and Its Contributions to Mental Health

Self control assistance includes steady doses of humorous comment and reflection. Getting past the perfect person syndrome en route to an emotionally healthier existence can be done by the appreciation of use of humor. Distinguishing between commercialized and rational humor allows for more permanent long range happiness and survival. To be able to laugh and learn at the same time are two bull's-eyes that promote more optimal emotional well-being. Humor ignites thirty-seven listed provisions in the service of emotional health. Fifteen precise dimensions of mental health that humor can pave the way toward are reviewed. Twenty-nine irrational beliefs about humor are fleshed out followed by nine types of rational humor. Stories and stormy anecdotes from the wiles of the author's practice of psychotherapy and parenting misdemeanors further document the topic under consideration.     

Creating Comprehensive and Collaborative Systems

To improve outcomes for children and youth with serious emotional disturbance and their families, we need to create comprehensive and collaborative systems to promote systems change resulting in the development of coherent services built around their individual needs. These services should be family-centered, community-based, and appropriately funded. Unfortunately, barriers to understanding and operationalizing this level of collaboration persist, which challenges the aims of parents, practitioners, policy makers, and others to provide efficient and effective services to these students. I explore the seventh strategic target of the National Agenda for Achieving Better Results for Children and Youth with Serious Emotional Disturbance; provide examples of collaboration that relate to the National Agenda's other six strategic targets; and briefly discuss the present opportunities for and challenges to collaboration.     

当代情绪发展理论述评

本文从情绪的定义、情绪发展的实质、情绪在个体发展中的作用等方面,评述了当代比较有影响的情绪发展理论不同的情绪发展观。这些情绪发展理论有生物观点、机能主义观点、认知观点、组织观点和社会文化观点。     

认知风格、内外向性、情绪稳定性与图形推理效果的关系

采用EFT、EPQ和RSPM-CR量表对156名理科大学生进行测量研究,结果发现：场独立性认知风格在图形系统变化、系列关系、抽象推理方面,较场依存性有明显优势;情绪稳定性高者图形推理的总体效果显著优于情绪稳定性低者;内向性者与外向性者的图形推理效果无显著差异;认知风格、情绪稳定性与图形推理总分有显著正相关,认知风格的正向预测力居首位。     

The Relationship Between Applicant Reactions, the Likelihood of Complaints, and Organization Attractiveness

This study examined the effect of applicants' reactions to selection measures on complaint intentions and perceptions of organizational attractiveness. Despite recent challenges to selection tests for invasion of privacy, limited research has examined the link between specific reactions and potential legal challenges. As predicted, perceived invasiveness was significantly related to perceived likelihood of complaints for three selection measures. Further, perceived job relatedness was negatively related to likelihood of complaints for a test battery and a math test, but not for an integrity test. On the other hand, neither job relatedness nor invasiveness was significantly related to organizational attractiveness for any of the tests. Limitations and implications for future research are discussed.     

Self‐help strategies to reduce emotional distress: What do people do and why? A qualitative study

Background: Some people with psychological distress do not seek professional help but opt instead for self‐help strategies to reduce their symptoms. Little is known about these strategies. Aim: To investigate which self‐help approaches might be employed to reduce the effects of emotional distress, and the reasons for these choices. Method: Semi‐structured interviews with 11 clerical employees generated data analysed using grounded theory. Findings: Managing distress is a complex and multi‐dimensional process unique to each individual. The use of self‐help options is determined by the interconnection between the person's core beliefs, their social networks, and ideas about coping. Such beliefs may hinder help‐seeking. People tend to engage in activities that are familiar to them already, rather than attempt new ones. The purpose of self‐help strategies is to distract the person from their problems and to contribute to physical and mental well‐being. Implications for practice are discussed.     

Measured and self-estimated trait emotional intelligence in a UK sample of managers

Trait emotional intelligence (EI) was measured and self-estimated in a UK sample of 128 managers (52.3% female), recruited at a professional services firm. Participants’ measured scores were compared to standardization sample data and gender differences in measured and estimated scores, as well as in estimation bias and accuracy were examined. As hypothesized, managers’ global trait EI scores were significantly higher than those of the normative sample of the measure used, although the scores of female participants were largely responsible for this difference. Gender-specific hypotheses were confirmed for measured scores (differences only hypothesized at the factor level) and estimation accuracy (males estimating their trait EI more accurately), but not for estimated scores (female participants had higher estimates, but the opposite was hypothesized). Further, female managers showed signs of estimation bias.