Personality and Serum Lipids: Does Lifestyle Account for Their Concurrent and Long‐term Relationships

This study evaluates concurrent and over time associations of personality with measures of three serum lipids associated coronary heart disease morbidity, namely, high‐density lipoprotein cholesterol (HDL‐C), low‐density lipoprotein cholesterol and triglyceride (TRI). Participants were individuals who underwent a health examination at two points of time, T1 (N = 3835) and T2 (N = 2283), about 2.5 years apart. Personality was assessed by the Five‐Factor Model. Health, socioeconomic status and healthy lifestyle behaviours (smoking intensity, physical activity and body weight) were controlled. Regression analyses indicate that the personality factors of neuroticism, extraversion and conscientiousness are each significantly associated with HDL‐C and TRI, both concurrently and over time. However, most of these associations decreased to marginal significance when adjusted for body weight or physical activity as possible mediators. Both concurrent and over time associations of the openness personality trait with HDL‐C and TRI were significant and persisted after adjustment for measures of a healthy lifestyle. This study emphasizes the importance of collecting measures of a healthy lifestyle to better understand how personality might influence serum lipids. Copyright © 2013 European Association of Personality Psychology     

On the Role of Specific Emotions in Autonomous and Controlled Motivated Behaviour

In the present study, we study the effect of four specific emotions (i.e. happiness, relaxation, depression, and anxiety) on autonomous and controlled motivated behaviour. Drawing on the componential approach to emotions, we argue that because different emotions have a different action readiness—the readiness to engage with the environment—they also have a different impact on autonomous and controlled motivated behaviour. To test this hypothesis, we performed two studies. In the first one, 50 participants took part in an experience sampling study in which they reported their emotions (happiness, relaxation, depression, and anxiety) and autonomous and controlled motivated behaviour 10 times a day for 7 consecutive days. In the second study, 217 students participated in a lab experiment in which we studied the effect of induced anxiety, depression, happiness, and relaxation on autonomous motivated behaviour. The results showed how specific emotions predict autonomous motivated behaviour and that the relationship between the different emotions and autonomous motivated behaviour depends on the emotion under study. By doing so, we demonstrated the important role of emotions in the elicitation of autonomous motivated behaviour. Copyright © 2014 European Association of Personality Psychology     

隆乳术的演变与进步

隆乳术不仅可以重塑女性的形体美,而且可以增强女性的自信心,在当前具有广阔的市场。纵观隆乳术的发展演变史,从最初的注射隆乳术到自体组织隆乳术,再到当前的假体隆乳术和自体脂肪移植隆乳术,经历了“实践、认识、再实践、再认识”的多次反复。各种隆乳方式各具特色,其间既有成功的经验,又有失败的教训。针对隆乳术安全性的改进推动了隆乳术的不断向前发展。寻找一种安全有效的隆乳方式和理想的隆乳材料成为当前隆乳术发展的关键和整形外科医师关注的重点。     

Diagnostic Work through Evidence-Based Guidelines: Avoiding Gaps Between Development and Implementation of a Guideline for Problem Behaviour in Elderly Care

Diagnostic work is the reflexive work of figuring out what issues are at stake and determining the scope for action. This work is not generally accommodated by evidence-based guidelines, which generally promote a uniform, predefined approach to solving healthcare problems that risk narrowing the opportunities for diagnostic work in healthcare practice. Consequently, guidelines are often criticised as too general to solve situated, individual healthcare problems and gaps between guidelines and their implementation are often reported. The Netherlands has developed a guideline for problem behaviour in elderly care, explicitly designed for diagnostic work, thus stimulating a situated approach. Relational problem behaviour is highly embedded in its context. The guideline stimulates diagnostic work, which helps to unravel problem behaviour and is opening alternatives in elderly care. Diagnostic work does not transfer guideline development problems to healthcare practice, but simply structures the decision-making process without giving a predefined answer. Diagnostic work is thus important to consider in order to avoid a gap between guideline development and implementation.     

Drop the Small Talk When Establishing Baseline Behaviour in Interviews

The present experiment investigated the behavioural patterns of interviewees when comparing their baseline behaviour, prior to the interview, with their behaviour during the investigative interview. Similar to what has been advised in the police literature, the truthful baseline behaviour was established prior to the interview through non‐threatening questions. The investigative part of the interview then followed in which the interviewee was aware that they would be assessed on whether they were lying. During the investigative part, interviewees either discussed the job that they had (truth tellers, n = 128) or pretended to have (liars, n = 115). Findings revealed that both liars and truth tellers' behavioural patterns differed between the baseline behaviour and the investigative part of the interview. The findings suggest small talk should not be used as a baseline comparison with the investigative part of the interview when determining if the interviewee is being deceitful. An alternative way of using a baseline lie detection method, the comparable truth method, is discussed. Copyright © 2014 John Wiley & Sons, Ltd.     

Investigating a process model for leader affective presence,interpersonal emotion regulation,and interpersonal behaviour in teams

Leader affective presence is the tendency of leaders to elicit feelings that are consistent among other individuals, and has been supported as a relevant personality trait for understanding teamwork. Drawing on a model that integrates personality and emotion regulation, this study aimed to expand research on affective presence by proposing team members’ perceptions of leader interpersonal emotion regulation as a process that explains how leader affective presence is related to team member behaviour. In the model, teamness—the perception that interdependence and reflexivity are required in the team—is presented as a boundary condition to the effects of affective presence via emotion regulation. Results of a study conducted with 99 teams showed that team member ratings of leader positive affective presence were linked to their perceptions that leaders had used affect-improving emotion regulation which in turn was associated with greater team citizenship behaviour. Contrariwise, team member ratings of leader negative affective presence were associated with perceived use of affect-worsening emotion regulation by leaders which in turn was associated with lower levels of team citizenship, but only when teams were low in teamness. These findings contribute to understanding how leaders’ individual differences are related to teamwork through affective processes.     

The implications of perceived leader favouritism in the context of leader-member exchange relationships

Leader-member exchange (LMX) theory suggests that supervisors have relatively high-quality exchange relationships with some employees and relatively low-quality relationships with others. Prior investigations indicate that employees who have high-quality LMX relationships with their supervisors benefit in terms of more positive work attitudes and higher performance than those who do not. However, when employees feel like their supervisors are favouring some employees over others, it is likely to undermine the positive effects of LMX (even among employees who have high-quality exchanges with their supervisor). Using data from 305 employees and their coworkers, we found that the positive effects of LMX (regarding organizational citizenship behaviour, withdrawal behaviour, and relative deprivation regarding one’s career) were weakened by perceived leader favouritism. Implications and directions for future research are discussed.     

Job demands,job resources and innovative work behaviour: a European Union study

This study aims to investigate the relationship between several job design variables and innovative work behaviour (IWB). Guided by the Job Demands Resources model, the aim was to evaluate the relationship between work demands (time constraints), resources (autonomy and social support), and other work factors (task monotony, complexity, and dealing with unforeseen circumstances) with idea generation and idea implementation behaviours in a sample of 12,924 participants from the 27 European Union member states in 2010. We also wished to investigate if individual IWB, at the country level, is associated with country innovative performance (an aggregate of process/product and marketing/organizational innovation). We employed a multilevel generalized structural equation model to test our hypotheses. In our final model autonomy, manager encouragement and dealing with unforeseen problems showed the highest positive relationship with idea generation and idea implementation. Conversely, monotonous tasks and working at high speed were negatively related to IWB. Furthermore, we have found strong indications that country-level IWB positively relates to the odds of a country scoring higher on the aforementioned innovation indicators. Between-country unexplained variance in IWB was reduced from 17.1% in our initial model, to 1.9% in our final iteration. Limitations, implications and suggestions for future research are discussed.