Rumination mediates the prospective effect of low self-esteem on depression: a five-wave longitudinal study

Previous research supports the vulnerability model of low self-esteem and depression, which states that low self-esteem operates as a prospective risk factor for depression. However, it is unclear which processes mediate the effect of low self-esteem. To test for the mediating effect of rumination, the authors used longitudinal mediation models, which included exclusively prospective effects and controlled for autoregressive effects of the constructs. Data came from 663 individuals (aged 16 to 62 years), who were assessed 5 times over an 8-month period. The results indicated that low self-esteem predicted subsequent rumination, which in turn predicted subsequent depression, and that rumination partially mediated the prospective effect of low self-esteem on depression. These findings held for both men and women, and for both affective-cognitive and somatic symptoms of depression. Future studies should test for the mediating effects of additional intrapersonal and interpersonal processes.     

The ambivalence of challenge stressors: Time pressure associated with both negative and positive well-being

According to the challenge–hindrance model, challenge stressors contain both stressful and challenging aspects, hindrance stressors only stressful aspects. Typically, negative outcomes of challenge stressors refer to well-being (strain), positive outcomes to so-called work outcomes (e.g., productivity, intention to quit). As both effects occur simultaneously, the positive outcomes often emerge only when controlling for the negative effects. We suggest that the negative and the positive effects of challenge stressors may refer to well-being. Specifically, we propose challenge to indicate competence, thus fostering organization-based self-esteem (OBSE), which, in turn, should enhance more general indicators of positive well-being. We explored the effect of time pressure (a prototypical challenge stressor) on a general well-being variable (positive attitude towards life; PAL). We postulated challenge stressors to be associated with PAL positively via OBSE and negatively via strain. These processes should (a) result in a non-significant bivariate association, which should (b) become significant once strain is controlled (suppression), but (c) become insignificant again once OBSE is controlled (mediation). Using structural equation modeling, we could confirm our hypotheses in a cross-sectional study. Results confirm the inherently ambivalent nature of time pressure, containing both positive and negative variance. In line with our theoretical position, results suggest that the negative and the positive outcomes may be conceived in terms of different aspects of well-being, in addition to “work outcomes” that do not refer to well-being. This concept of challenge stressors may help to explain why many people do not reduce challenge stressors even when they could: Feeling good about themselves and their lives may, at least temporarily, outweigh the strain.     

The Role of Personality and Job Stressors in Predicting Counterproductive Work Behavior: A three‐way interaction

The current study examined interactive effects among personality and job stressors in predicting employees' engagement in counterproductive work behavior (CWB) defined as behavior that harms organizations or people in organizations. Survey data were collected from 932 employees and results showed significant negative relationships of agreeableness, conscientiousness, and emotional stability with CWB directed at organizations (CWB‐O) and people (CWB‐P), and significant positive relationships of interpersonal conflict and organizational constraints with CWB‐O and CWB‐P. Further, it was found that the positive relationships of interpersonal conflict with CWB‐O and CWB‐P were strongest for people of low emotional stability–low agreeableness among all emotional stability–agreeableness combinations, and that the positive relationships of organizational constraints with CWB‐O and CWB‐P were strongest for people of high emotional stability–low conscientiousness among all emotional stability–conscientiousness combinations.     

Personal values and relational models

In this study, the comprehensive value research by Schwartz (e.g. 1992) was linked to Fiske's relational models theory (RMT, e.g. Fiske, 1991). A sample of 297 people answered the personal values questionnaire (PVQ), the modes of relationship questionnaire (MORQ) and the relationship profile scale (RPS) in a web‐based online survey. As hypothesized, the set of 10 values correlated in a systematic manner—according to the circular structure of personal value systems—with both trait‐like construal of and motivational investment in the relational models communal sharing (CS), authority ranking (AR) and market pricing (MP). Further research concerning a person–environment value congruency approach to predict well‐being is suggested combining the two research traditions. Copyright © 2008 John Wiley & Sons, Ltd.     

Illegitimate tasks as assessed by incumbents and supervisors: converging only modestly but predicting strain as assessed by incumbents,supervisors, and partners

ABSTRACT

Illegitimate tasks are tasks that violate norms about what an employee can reasonably be expected to do. Representing a relatively recent stressor concept, illegitimate tasks have been linked to strain, but so far have been assessed only by self-report. The current multisource study investigates to what extent supervisors’ assessments of illegitimate tasks converge with incumbents’ self-reports of illegitimate tasks and predict three kinds of strain, namely psychological strain (incumbent report of exhaustion), behavioural strain (supervisors report of incivility), and family strain (partner report of work-family conflict). Low convergence between assessments was expected due to idiosyncratic appraisals but also to differing perspectives of supervisors and incumbents due to their roles, as described by the newly developed roles-as-perspectives theory proposed in this paper. Data from 166 triads were analysed by structural equation modelling and Relative Weight Analysis. Results showed that convergence between incumbent and supervisor reports of illegitimate tasks was rather low; it was higher when the supervisor had a limited span of control. Illegitimate tasks were associated with all three types of strain for both self- and supervisor reports of illegitimate tasks, indicating that the detrimental effects of illegitimate tasks cannot be explained by common method biases alone and that incumbents and supervisors have overlapping but not identical concepts of illegitimate tasks.     

Age differences in instability, contingency, and level of self-esteem across the life span

We investigated age differences in instability, contingency, and level of self-esteem from age 13 to 72 years, using data from 1386 individuals who participated in a diary study over 25 days. Instability and contingency of self-esteem decreased from adolescence to old age, whereas level of self-esteem increased. Big Five personality traits predicted the level, but not the slope, of the trajectories of self-esteem characteristics. Age differences in self-esteem characteristics did not merely reflect age differences in instability and level of positive and negative affect. Finally, self-esteem characteristics showed a stable pattern of interrelations across the life span. Overall, the findings suggest that people’s self-esteem tends to become better adjusted—i.e., more stable, less contingent, and higher—across the life course.     

Forgiveness and psychological adjustment following interpersonal transgressions: A longitudinal analysis

Forgiveness is often assumed to be adaptive for psychological adjustment following interpersonal transgressions. Three hundred and forty seven individuals who had experienced a recent interpersonal transgression were surveyed on four occasions over the course of six weeks. Forgiveness was assessed with scales measuring interpersonal avoidance and revenge motivation and psychological adjustment was assessed with scales measuring depression and rumination. Latent growth curve analyses showed that intraindividual changes in forgiveness were positively correlated with changes in adjustment. Latent difference score analyses indicated that adjustment predicted subsequent change in forgiveness, but that forgiveness did not predict subsequent change in adjustment. The results suggest that adjustment facilitates forgiveness, but not that forgiveness facilitates adjustment.     

Believing in a personal just world helps maintain well-being at work by coloring organizational justice perceptions

Justice is a core fundamental theme for individuals in organizations. This study suggests that believing the world is just where one gets what one deserves, and deserves what one gets, is an important personal resource that helps maintain well-being at work. Further, it suggests that personal belief in a just world, but not general belief in a just world, exerts its influence on well-being through increasing overall justice perceptions of the work environment. Using two waves of data drawn from a large random sample of working adults in Switzerland, results showed that personal belief in a just world at time 1 indeed augmented perceptions of overall organizational justice, and this in turn increased job satisfaction at time 2, that is, 1 year later. As expected, this effect was only evident for personal and not general belief in a just world, highlighting personal belief in a just world as an important yet largely overlooked resource for the work context, and suggesting the need to consider individual’s beliefs about justice as drivers of overall organizational justice perceptions.     

The semantic view of theories and higher-order languages

Synthese - Several philosophers of science construe models of scientific theories as set-theoretic structures. Some of them moreover claim that models should not be construed as structures in the...