School Perceptions of Children Raised by Grandparents

Increasing numbers of children raised by grandparents are students in schools. Their substitute family structure and precursors to the emergence of this family structure have implications for the children's school performance. Research suggests teachers view these children as at risk for difficult school functioning. The aforementioned judgment is problematic because teacher expectations, attributions, and biases are associated with stereotype threat that impacts student performance adversely. The author compares children raised by grandparents with children raised by parents and foster parents. The author examines the children's perceptions of their teachers' views of their school performance. He also examines the children's general feelings about school. Participants in the study were 6,550 students in Grades 6–8 from the nationally representative Health Behaviour in School-aged Children survey. Nonparametric statistical analyses reveal children raised by grandparents believe teachers' view their school performance negatively when compared with children living with both parents. Strategies are described to improve the children's performance in school and to foster favorable teacher perceptions.     

Combined effects of workplace bullying and perceived organizational support on employee behaviors: does resource availability help?

Background and Objective: This research examines the detrimental effects of workplace bullying as a social stressor on employees’ job performance, organizational retaliatory behaviors, and organizational citizenship behaviors and how the availability of support can reduce the negative impact of bullying. Using social exchange theory and the conservation of resources theory as theoretical frameworks, we propose that workplace bullying drains personal resources, leading to reduced job performance, low citizenship behaviors, and increased organizational retaliatory behaviors. We also propose that perceived organizational support acts as moderator, such that it reduces the detrimental effects of bullying on employee behaviors.

Research Design and Methods: We tested our hypotheses in two field studies (N?=?478 and N?=?395) conducted in Pakistan.

Results: The results of both studies supported the assertion that workplace bullying exacerbates employees’ job performance, reduces organizational citizenship behaviors and intensifies organizational retaliatory behaviors. The idea that perceived organizational support would moderate the bullying-work behavior relationships found mixed support. While perceptions of organizational support reinforced the bullying-job performance and bullying-retaliatory behaviors relationships, it did not moderate the bullying-citizenship behaviors relationship in the suggested direction.

Conclusion: The findings show that workplace bullying leads to more organizational citizenship behaviors when employee’s perceptions of organizational support is high.     

Experiential Avoidance: An Examination of the Construct Validity of the AAQ-II and MEAQ

Experiential avoidance (also referred to as acceptance or psychological flexibility) is a core construct of third-wave behavior therapies. It is the tendency to avoid uncomfortable thoughts or feelings, even when doing so has negative long-term consequences. In order for developments in experiential avoidance and third-wave behavior therapies to continue, it is imperative to examine the construct validity of the most widely used measures of this construct, the Acceptance and Action Questionnaire–II (AAQ-II) and the Multidimensional Experiential Avoidance Questionnaire (MEAQ). In Amazon’s Mechanical Turk (N = 1,052) and college (N = 364) samples, we evaluated the construct validity of these measures. The AAQ-II demonstrated suboptimal patterns of convergent and discriminant validity with measures of neuroticism/negative affect (Big Five Inventory, Big Five Aspects Scale, Positive and Negative Affect Schedule), the MEAQ, and mindfulness (Five Factor Mindfulness Questionnaire). In contrast, the MEAQ demonstrated optimal convergent and discriminant validity. Factor analyses at the scale, subscale, and item levels demonstrated that the AAQ-II loads with indicators of neuroticism/negative affect and not with other constructs at the core of third-wave behavior therapies. In contrast, the MEAQ loads on factors with mindfulness or forms its own factors. These findings suggest the AAQ-II functions as a measure of neuroticism/negative affect, whereas the MEAQ functions as an indicator of experiential avoidance. These findings have substantial implications for research on experiential avoidance and third-wave behavior therapies. Therefore, in order to improve the theory, research, and practice of third-wave behavior therapies, we recommend using the MEAQ to assess experiential avoidance.     

教师支持与心理素质对中学生学业成绩的影响

采用学生感知教师支持行为问卷和中学生心理素质问卷,对西南地区两所中学7~12年级的824名在校中学生进行调查研究,探讨教师整体支持和不同类型支持与中学生学业成绩的关系及心理素质在其中的中介作用。结果发现：（1）教师整体支持与中学生心理素质、学业成绩间存在显著正相关;教师情感支持与中学生心理素质、学业成绩间存在显著正相关,教师学习支持、能力支持与中学生心理素质存在显著正相关,但与学业成绩相关均不显著;（2）控制性别和年龄后,心理素质在教师整体支持与学业成绩的关系中起完全中介作用;心理素质在教师情感支持与学业成绩关系中起部分中介作用,在教师学习支持与学业成绩、教师能力支持与学业成绩关系中均起完全中介作用。     

留守妇女与儿童焦虑的代际传递:有调节的中介效应

基于发展系统论和社会提供论构建的有调节的中介模型,对322名留守、323名非留守母子进行为期半年共两次的追踪测查,考察家庭（母亲心理控制）、学校（教师支持）和同伴（朋友支持）系统对焦虑代际传递的影响机制。结果发现：（1）心理控制对留守、非留守母子焦虑的代际传递均起部分中介作用;（2）留守母子焦虑代际传递的中介效应受教师支持的调节,随教师支持水平的提高,中介效应变得不再显著;（3）留守、非留守母子焦虑代际传递的直接效应受朋友支持的调节,随朋友支持水平的提高,直接效应变得不再显著。未来研究可聚焦于母亲、教师、同伴的视角打破留守母子焦虑的代际传递。     

Linking Individual Value Orientations to Employee Attitudes: An Exploratory Analysis

This study tested the relationships of individualism, power distance, and mastery orientation to 2 employee attitudes (organizational trust and organizational commitment) that are associated with employees’ psychological benefits within the organization. Results from university employees (N = 706) showed that individualism negatively, whereas mastery positively, related to trust and commitment. Power distance positively related to trust only. The moderating role of mastery was also identified. These findings can help employment or organizational counselors to appreciate value‐related factors that facilitate employees in psychologically integrating into the organization and to explore new ways for employers to foster employees’ positive attitudes.     

Social comparison processes in the experience of personal relative deprivation

Drawing on social comparison and equity theories, we investigated the role that perceived similarity of a comparison target plays in how resentful people feel about their relative financial status. In Study 1, participants tended to choose a comparison target who was better off, and they selected a target they perceived to be more similar than dissimilar along dimensions that surrounded their financial outcomes. In Study 1, perceived relative disadvantage was positively associated with resentment regardless of the perceived similarity of the comparison target. The results of Studies 2 to 5b clarified these findings by showing that being both similar and dissimilar to a target can cause resentment depending on the context. Using hypothetical and real social comparisons, we found that people are more dissatisfied with their financial outcomes when their comparative targets have the same background qualifications (i.e., are similar) but are financially better off (Studies 2, 3b, 4, and 5b). However, we also found that when the comparative financial contexts were similar (i.e., equal affluence), participants were more dissatisfied when their target for comparison had lower qualifications (i.e., was dissimilar; Studies 2, 3a, 4, and 5a). In all cases, perceptions of unfairness mediated the effects of social comparison on financial dissatisfaction. Taken together, these studies address some of the ambiguities around what it means to be similar to a target in the context of social comparisons of affluence, and they underscore the importance of perceived unfairness in the link between social comparison and resentment with one's financial status.     

The Construct Validity of the Work-Related Flow Inventory in a Sample of Australian Workers

The purpose of this study was to examine the construct validity of the WOrk-reLated Flow inventory (WOLF; Bakker, 2008). This instrument was administered to 711 men and women who were working in Queensland, Australia. The results from the confirmatory factor analysis showed that the WOLF has moderately acceptable construct validity, with the three-factor model being a borderline fit to the data. Tests of the convergent validity of the WOLF yielded satisfactory results. However, the analysis of the discriminant validity of the WOLF showed that the instrument poorly discriminated between work enjoyment and intrinsic work motivation. Follow-up exploratory factor analysis, using recommended procedures for determining the number of factors to extract, revealed a two-factor solution, with the work enjoyment and intrinsic work motivation items loading on the same factor. Drawing on literature on psychological flow and motivation, as well as the findings of the present study, questions are raised over the adequacy of the conceptual basis of the three-factor model of work-related flow, the discriminant validity of the WOLF subscales, and the appropriateness of the wording of several of this measure's items. Using alternative methods and measures to investigate flow in work settings is recommended.     

Is Charismatic Leadership Effective When Workers Are Pressured To Be Good Citizens?

Prior research has explored how employees’ perceptions of their leaders impact their work attitudes and behaviors. Studies have shown that charismatic leaders motivate individuals to be more engaged and to exhibit more organizational citizenship behaviors. This study considers how a moderator, citizenship pressure, affects how charismatic leaders might inspire their followers to go above and beyond and be more engaged in their work. Using a sample of 243 workers, this study's findings show that charismatic leadership has a stronger positive effect on job engagement when employees perceive less citizenship pressure. Citizenship pressure did not moderate the relationship between charismatic leadership and organizational citizenship behavior. Implications of this study include an examination of the moderating influence of citizenship pressure, a relatively new construct. Practically, the implications may shed some light on leadership factors that encourage increased effort from employees and greater employee engagement. More specifically, findings suggest that persons are motivated to exhibit more OCBs to meet high expectations of charismatic leaders. However, when seeking engagement, feeling pressure to perform these OCBs has a reverse effect as more job engagement results with less citizenship pressure. Future research suggestions and limitations are discussed.