DNA methylation of NR3c1 in infancy: Associations between maternal caregiving and infant sex

Caregivers play a critical role in scaffolding infant stress reactivity and regulation, but the mechanisms by which this scaffolding occurs is unclear. Animal models strongly suggest that epigenetic processes, such as DNA methylation, are sensitive to caregiving behaviors and, in turn, offspring stress reactivity. We examined the direct effects of caregiving behaviors on DNA methylation in infants and infant stress reactivity. Infants and mothers (N = 128) were assessed during a free play when infants were 5 months old. Maternal responsiveness and appropriate touch were coded. and infant buccal epithelial cells were sampled to assess for DNA methylation of the glucocorticoid receptor gene, NR3c1 exon 1F. Infant cortisol reactivity was assessed in response to the still-face paradigm. Greater levels of maternal responsiveness and appropriate touch were related to less DNA methylation of specific regions in NR3c1 exon 1F, but only for females. There was no association with maternal responsiveness and appropriate touch or DNA methylation of NR3c1 exon 1F on prestress cortisol or cortisol reactivity. Our results are discussed in relation to programming models that implicate maternal care as an important factor in programing infant stress reactivity.     

工作压力对建设型和防御型建言的差异影响

以往研究普遍从建言行为的建设性意图特征出发, 探讨其关键前因、产生机制和情境因素, 但却较少关注建言行为的工具性目的。基于资源保存理论, 本研究构建了有调节的中介模型以探讨工作压力影响员工建设型建言和防御型建言的作用机制和边界条件。通过对某建筑企业386名员工进行两阶段调查, 结果表明：工作压力与防御型建言存在正向相关关系, 与建设型建言存在负向相关关系, 自我损耗在其中起中介作用; 另外, 领导开明性正向调节自我损耗和建设型建言的负向相关关系, 并正向调节工作压力通过自我损耗影响建设型建言的间接效应。     

Individual differences in the emotional modulation of gaze-cuing

Gaze-cuing refers to the spontaneous orienting of attention towards a gazed-at location, characterised by shorter response times to gazed-at than non-gazed at targets. Previous research suggests that processing of these gaze cues interacts with the processing of facial expression cues to enhance gaze-cuing. However, whether only negative emotions (which signal potential threat or uncertainty) can enhance gaze-cuing is still debated, and whether this emotional modulation varies as a function of individual differences still remains largely unclear. Combining data from seven experiments, we investigated the emotional modulation of gaze-cuing in the general population as a function of participant sex, and self-reported subclinical trait anxiety, depression, and autistic traits. We found that (i) emotional enhancement of gaze-cuing can occur for both positive and negative expressions, (ii) the higher the score on the Attention to Detail subscale of the Autism Spectrum Quotient, the smaller the emotional enhancement of gaze-cuing, especially for happy expressions, and (iii) emotional modulation of gaze-cuing does not vary as a function of participant anxiety, depression or sex, although women display an overall larger gaze-cuing effect than men.     

Working memory and fluid intelligence as predictors of work engagement—Testing preliminary models

This study aimed to investigate the relationships between working memory capacity, fluid intelligence (Gf), and work engagement within the framework of the job demands–resources theory. Multioccupational employees (N = 175 in Study 1 and N = 383 in Study 2) completed sets of Gf, complex span, and n‐back tests, along with job resources and work engagement surveys. Structural equation modeling with latent variables and bootstrapping procedures revealed that complex span was indirectly positively related to work engagement via job resources, and n‐back was indirectly positively related to work engagement via job complexity. Moreover, the one common factor g composed of Gf, n‐back, and complex span was positively indirectly related to work engagement via job resources and job complexity. These results highlight that the cognitive capacities of employees should be given greater consideration as cognitive personal resources in models aimed at accounting for employee work engagement.     

The chemical potential and the work function of a metal film on a dielectric substrate

The chemical potential and the work function of an aluminium metal film which is in the vacuum (1) and on a dielectric substrate (2) are obtained using the model of non-interacting electrons confined by an asymmetric rectangular potential well. For the first time, these two characteristics are calculated with correct taking into account the electroneutrality condition. As a result, the values of the chemical potential and the work function tend to their bulk values upon increasing the film thickness. The presence of a dielectric substrate leads to a small shift in the values of these characteristics.     

The high-performance work system and commitment of the Portuguese Navy personnel

This study evaluates the relationship between the high-performance work system (HPWS) as perceived by the Portuguese Navy military and their affective (AC), normative (NC), and continuance commitment (CC). The sample is representative and composed of 1,003 individuals (officers, warrant/petty officers, and seamen—as a reference, these last two categories are called ratings in the British Royal Navy, and enlisted in the United States Navy) from different naval units. A structural models analysis was carried out, and the results showed, as expected, that the perception of an HPWS was positively related to the commitment of the military personnel, in both its affective and normative dimensions. Nevertheless, contrary to our expectations, we also observed that the perception of an HPWS was positively related to the continuance commitment as well. On the other hand, we examined the moderator role played by the professional category—the relationship between the perception of the HPWS and the AC was stronger in commissioned officers and seamen than in warrant and petty officers—and by the contractual relationship. In the latter, the relationship between the HPWS and the AC and the CC was stronger in the individuals having a fixed-term contract than in those with a permanent position. The theoretical and practical implications of these results will be discussed.     

Contact theory in the workplace: The case of Jewish–Arab contact in Israel

Contact theory is a fundamental theory in social psychology, suggesting that contact between antagonistic groups can reduce prejudice and stereotypes. The current study applies former studies in evaluating a specific case of the connection between contact and attitudes toward minorities in work contexts. A survey was conducted using 873 Israeli Jews in order to assess their attitudes toward the Arab population in Israel and Arabs' work characteristics. The results indicated that the connection between intergroup contact and attitudes is complex. On the one hand, workplace contact between Israeli Jews and Arabs was significantly correlated with the willingness to meet Arabs in and outside the workplace and to perceive Arabs in a less threatening way. However, contact during work was not significantly correlated with the participants' general attitude toward the Arab population. In addition, contact during work was not found to be significantly correlated with the participants' perceptions about Arabs' personality traits or work characteristics. The results of this study also suggest that attitudes toward Arabs' work characteristics have a strong connection to other dimensions of attitudes toward Arabs, even more than the impact of contact during work.     

A meta-analysis on promotion- and prevention-focused job crafting

The purpose of this study is to present a meta-analytical summary of the job crafting literature. We integrate resource- and role-based job crafting conceptualizations in one job crafting model, which can theoretically account for beneficial and detrimental job crafting effects. Applying reasoning from regulatory focus theory we differentiated promotion-focused (increasing job resources and challenging job demands; expansion-oriented task, relational, and cognitive crafting) from prevention-focused (decreasing hindering job demands; contraction-oriented task and relational crafting) job crafting. We hypothesized that promotion-focused job crafting relates positively and prevention-focused job crafting relates negatively with employee health, motivation, and performance. Results of cross-sectional meta-analytical structural equation modelling showed that promotion-focused job crafting was positively related with work engagement and negatively related with burnout, while prevention-focused job crafting was negatively related with work engagement and positively related with burnout. Moreover, promotion-focused job crafting was positively and prevention-focused job crafting was negatively related with performance through work engagement and burnout. Results of longitudinal meta-analytical structural equation modelling showed that there were reciprocal, positive relationships between promotion-focused job crafting and work engagement, and between prevention-focused job crafting and burnout. Implications for future research and practice are discussed.     

Systematically reviewing remote e-workers’ well-being at work: a multidimensional approach

The practice of remote e-working, which involves work conducted at anyplace, anytime, using technology, is on the increase. The aim of this systematic literature review is to gain a deeper understanding of the association between remote e-working, within knowledge workers, and the five dimensions of well-being at work: affective, cognitive, social, professional, and psychosomatic. Sixty-three studies employing quantitative, qualitative and mixed-method designs have been included in the review. Findings indicate that we know more about remote e-workers’ affective state and their social and professional life than we know about their cognitive functioning and psychosomatic conditions. Whilst the research indicates a positive focus there are some negative aspects of this way of working which are highlighted within this review; such as social and professional isolation, and perceived threats in professional advancement. This review may be of great importance for academics, to continue the theoretical advancement of research into remote e-working, and practitioners, to implement and manage remote e-working attitudes and policies more effectively.     

Workaholism and work engagement: how are they similar? How are they different? A systematic review and meta-analysis

Workaholism and work engagement can be depicted, respectively, as the pathological and the healthy form of heavy work investment. In spite of their different definitions and outcomes on individual and organizational life, workaholism and work engagement are not clearly and adequately distinguished by scholars and researchers as they appear to show some overlapping features. The aim of this investigation was to meta-analyze available studies, selected by systematic review, on the relations between subdimensions of workaholism and work engagement. Thirty-five studies were eligible for analysis. Associations emerged between Working Excessively and Absorption (g = .34), Working Compulsively and Absorption (g = .28), and Working Excessively and Dedication (g = .14). Moreover, the results were not influenced by publication bias and showed nationality to be a significant moderator. Overall, these findings suggest that further research is necessary to extend our knowledge of workaholism, work engagement, and the relationship between the two, in order to disentangle commonalities and differences between them.