How help during pregnancy can undermine self-efficacy and increase postpartum intentions to quit

Pregnancy reflects a common experience for women in today's workforce, yet recent data suggest that some women scale back or leave the workforce following childbirth. Considering these effects on women's careers, researchers have sought to understand the underlying dynamics of these decisions. Here, we explore a paradoxical reason for weakened postpartum career attitudes: help that women receive during pregnancy. We integrate stereotype threat and benevolent sexism theories to explain how the effects of help on postpartum intentions to quit may be transmitted through reductions in work self-efficacy. In doing so, we consider the role of perceived impact—or the extent to which help interferes with versus enables women's perceived ability to continue performing their work role. Results of a weekly diary study of 105 pregnant employees suggest that work-interfering help led to decreased self-efficacy for work during the following week. Furthermore, there was an indirect effect of average help received at work during pregnancy on postpartum intentions to quit the workforce through reductions in work self-efficacy that was stronger insofar as help was work-interfering versus work-enabling. Taken together, our results highlight unintended negative consequences that occur when others provide ineffective support to women at work during pregnancy.     

Reciprocal Relationships between Leader–Member Exchange (LMX) and Job Satisfaction: A Cross‐Lagged Analysis

While previous research has mainly emphasised the importance of leader–member exchange (LMX) to job satisfaction, there is a lack of research on reciprocal relationships between job satisfaction and LMX. In this study, we not only suggest that good LMX increases job satisfaction, but that job satisfaction can also enhance high‐quality supervisor–employee relationships. A full cross‐lagged panel analysis was used to test reciprocal relationships between LMX and job satisfaction. Employees (N= 279) of a large information technology company filled out questionnaires at two times, with a time lag of 3 months. In line with our predictions, findings revealed a positive relationship between LMX and job satisfaction both at Time 1 and Time 2. Moreover, LMX at Time 1 predicted the increase of job satisfaction at Time 2, and job satisfaction at Time 1 predicted the increase of LMX at Time 2. The results demonstrate the need to consider reciprocal relationships between job satisfaction and LMX when explaining employees' workplace outcomes. Our findings are discussed in terms of positive psychology theory.     

The MMPI and clinical diagnosis: a comparison of classification system outcomes with discharge diagnoses

This study examined the agreement or congruence rate between clinical-discharge diagnoses rendered by a psychiatrist, and admission and discharge MMPI-derived diagnoses from four diagnostic classification systems that have been developed for the MMPI. The four classification systems included a simple high-point code based on the most elevated clinical scale in the profile, the Henrichs revision of the Meehl-Dahlstrom rules, the Goldberg equations, and a system developed by Lachar. Subjects consisted of 150 patients selected from a larger pool of patients who had completed a 9-week adult residential treatment program. Overall, this study yielded modest hit rates between 26% and 34% for MMPI-derived diagnoses and psychiatric diagnoses across the various classification systems. In addition, stability of MMPI-based diagnoses from admission to discharge assessments ranged from 48% to 51% depending on the classification system employed. Findings are discussed in terms of their implications for the use of the MMPI in patient diagnosis. It is recommended that the MMPI be used in conjunction with other sources of clinical and test information in deriving clinical diagnoses.