Is family-to-work interference related to co-workers' work outcomes?

Previous studies have convincingly shown that employees' family lives can affect their work outcomes. We investigate whether family-to-work interference (FWI) experienced by the employee also affects the work outcomes of a co-worker. We predict that the employee's FWI has an effect on the co-worker's outcomes through the crossover of positive and negative work attitudes. Using a sample of 1430 co-worker dyads, we found that the employee's FWI had a positive relationship with the co-worker's sickness absence through the crossover of feelings of burnout. Similarly, employee FWI was positively related to co-worker turnover intention through the crossover of (reduced) work engagement. The results show that family matters at work, affecting not only employee but also co-worker work outcomes.     

Personal vulnerability and work‐home interaction: The effect of job performance‐based self‐esteem on work/home conflict and facilitation

Innstrand, S. T., Langballe, E. M., Espnes, G. A., Aasland, O. G. & Falkum, E. (2010). Personal vulnerability and work‐home interaction: The effect of job performance‐based self‐esteem on work/home conflict and facilitation. Scandinavian Journal of Psychology 51, 480–487. The aim of the present study was to examine the longitudinal relationship between job performance‐based self‐esteem (JPB‐SE) and work‐home interaction (WHI) in terms of the direction of the interaction (work‐to‐home vs. home‐to‐work) and the effect (conflict vs. facilitation). A sample of 3,475 respondents from eight different occupational groups (lawyers, physicians, nurses, teachers, church ministers, bus drivers, and people working in advertising and information technology) supplied data at two points of time with a two‐year time interval. The two‐wave, cross‐lagged structural equations modeling (SEM) analysis demonstrated reciprocal relationships between these variables, i.e., job performance‐based self‐esteem may act as a precursor as well as an outcome of work‐home interaction. The strongest association was between job performance‐based self‐esteem and work‐to‐home conflict. Previous research on work‐home interaction has mainly focused on situational factors. This longitudinal study expands the work‐home literature by demonstrating how individual vulnerability (job performance‐based self‐esteem) contributes to the explanation of work‐home interactions.     

Support for religio‐political aggression among teenaged boys in Gaza: Part I: psychological findings

Politically aggressive militant groups usually rely on support from a larger community, although evidence suggests that only some members of that larger community support that aggression. A major subtype of political aggression is that associated with religious differences—or Religio‐Political Aggression (RPA). Little previous research has explored demographic or psychological factors that might distinguish supporters from non‐supporters of RPA. In an exploratory study, we investigated whether factors previously associated with aggression might correlate with support for RPA in the case of the Israeli/Palestinian conflict. During the second intifada, fifty‐two 14‐year‐old Palestinian boys in Gaza completed self‐report measures of life events, emotional status, and political attitudes. Teenaged boys who reported family members having been wounded or killed by the Israeli Defense Forces (IDF) expressed greater support for RPA (t(50)=?2.30, P=.026). In addition, boys who felt their group was treated unjustly reported greater support for RPA compared with those who did not (t(50)=?2.273, P=.027). Implications of these preliminary data are discussed. Aggr. Behav. 36:219–231, 2010. © 2010 Wiley‐Liss, Inc.     

Relational aggression in marriage

Drawing from developmental theories of relational aggression, this article reports on a study designed to identify if spouses use relationally aggressive tactics when dealing with conflict in their marriage and the association of these behaviors with marital outcomes. Using a sample of 336 married couples (672 spouses), results revealed that the majority of couples reported that relationally aggressive behaviors, such as social sabotage and love withdrawal, were a part of their marital dynamics, at least to some degree. Gender comparisons of partner reports of their spouse's behavior revealed that wives were significantly more likely to be relationally aggressive than husbands. Structural equation modeling demonstrated that relational aggression is associated with lower levels of marital quality and greater marital instability for both husbands and wives. Implications are drawn for the use of relational aggression theory in the future study of couple conflict and marital aggression Aggr. Behav. 36:315–329, 2010. © 2010 Wiley‐Liss, Inc.     

DISCERNING THE VOICE OF ZYGON: IDENTITY AND ISSUES

The challenge to the journal Zygon as suggested here is to respond to three different reference groups: public intellectuals, academia, and religious communities. An extended discussion follows of what I term the situation of irony in which religion‐and‐science finds itself. I argue that this situation of irony actually constitutes the domain in which our greatest contributions can be offered.     

RELIGION AS A CONTROL GUIDE: ON THE IMPACT OF RELIGION ON COGNITION

Religions commonly are taken to provide general orientation in leading one's life. We develop here the idea that religions also may have a much more concrete guidance function in providing systematic decision biases in the face of cognitive‐control dilemmas. In particular, we assume that the selective reward that religious belief systems provide for rule‐conforming behavior induces systematic biases in cognitive‐control parameters that are functional in producing the wanted behavior. These biases serve as default values under uncertainty and affect performance in any task that shares cognitive‐control operations with the religiously motivated rule‐conforming behavior the biases were originally developed for. Such biases therefore can be unraveled and objectified by means of rather simple tasks that are relatively well understood with regard to the cognitive mechanisms they draw on.     

积极心理治疗模式与发展趋势

积极心理治疗是在跨文化的基础上以冲突为中心的治疗模式,治疗中关注个人实际的和潜在的能力,并借助东方寓言故事哲理,用跨文化的认知观点解释冲突。这种符合人性特点的心理治疗模式,为心理治疗开辟了新的途径,促进了心理治疗的发展。     

Intergroup contact in Romania: When minority size is positively related to intergroup conflict

Contexts in which minority size is positively related to intergroup conflict are challenging for the contact hypothesis. In such situations, if opportunities for contact increase prejudice, the contact hypothesis may seem less credible, but if they reduce prejudice, the contact hypothesis may seem less useful for improving intergroup relations. Based on path analyses run on a Romanian national probability sample (N = 733), the current research shows that the contact hypothesis can nevertheless be relevant. Because the Hungarian minority is concentrated in Transylvania, a region with a long history of conflict between Romanians and Hungarians, Transylvanians have more opportunities for out‐group contact than other Romanians. However, the analyses also detected significant differences within Transylvania: Urban Transylvanians have more opportunities for contact with Hungarians than rural Transylvanians and, consequently, are less negative towards them. The results, which closely match recent historical events, suggest that a proper application of the contact hypothesis at a societal level has to take into account that minority size is not necessarily equivalent to opportunities for contact and that inter‐regional comparisons in opportunities for contact can hide significant intra‐regional differences. Copyright © 2008 John Wiley & Sons, Ltd.     

Meta-analysis of work–family conflict mean differences: Does national context matter?

Work–family conflict continues to be a topic of considerable interest to researchers and practitioners across the globe. In the current study, meta-analysis is used to compare cross-national mean differences in work-to-family conflict and family-to-work conflict across cultural, institutional, and economic aspects of context. No significant differences in work-to-family conflict were detected. Reports of family-to-work conflict were higher in more collectivistic versus more individualistic cultures, in countries with a higher versus a lower economic gender gap, and in countries other than the U.S. versus the U.S.