Work-family spillover of daily positive affect onto performance: The moderating role of domain identity salience

IntroductionA number of linking mechanisms between work and family domains have been studied, but one key mechanism has received little attention: the cross-domain influence of positive affect on performance.ObjectiveThis study examines the work-family spillover of positive affect at work onto performance in the family and, inversely, of positive affect in the family onto performance at work. Drawing upon the work-family enrichment theory (Greenhaus & Powell, 2006), we hypothesized that work and family identity salience moderate the work-to-family and family-to-work relationships between originating domain positive affect and receiving domain performance.MethodA sample of 124 Canadian workers completed a pre-diary survey and daily surveys during 10 consecutive days.ResultsMultilevel analyses showed an effect of daily positive affect in the family on daily performance at work, but no significant effect of daily positive affect at work on daily performance in the family. Furthermore, family identity salience facilitated the work-to-family and family-to-work spillover, whereas work identity salience had no significant moderating effect.ConclusionThe results extend the happy-productive worker thesis to the work-family interface by highlighting that positive affect contextualized in the family is related to performance at work.     

Beyond the relational principle of reinforcement

Behavior under baseline conditions in which the contingency is absent can shed some light on the individual's performance under a schedule, but is insufficient as a basis for prediction of performance. This insufficiency of the baseline data runs counter to a recent formalization of the relational principle of reinforcement (Donahoe, 1977). A more satisfactory predictive model must incorporate not only the baseline level of the instrumental response and that of the contingent response, but also the schedule requirements, the character of each response in relation to the other, and the behavior required in simply switching from each to the other.     

Stimulus control of Pavlovian facilitation

Two experiments were conducted using an autoshaping procedure with pigeons to examine whether dimensional stimulus control by a Pavlovian facilitator parallels the control established following operant discrimination training. Facilitation training consisted of the presentation of a black vertical line on a white background as the B stimulus in a feature-positive discrimination in which the A stimulus (white keylight) was followed by grain presentation only if preceded by B. In this way, B facilitates or sets the occasion for pecking at A. Subsequent testing for generalization along the line-orientation dimension produced decremental gradients when the facilitation paradigm incorporated an explicit feature-negative stimulus (B−). These results parallel the decremental control obtained following operant discrimination training and suggest that Pavlovian facilitators and instrumental discriminative stimuli are functionally equivalent.     

老年人视听觉整合的影响因素及其神经机制

老年人的视听觉整合能力强于还是弱于年轻人, 目前尚存在很大争议。对老年人视听觉整合脑机制的研究, 将为老年人脑保健提供一种科学的跨通道整合方案。基于已有研究成果从两方面进行论述：1)影响老年人视听觉整合的因素, 包括刺激的物理属性、刺激呈现的时空关系以及刺激得到的注意资源。2)老年人视听觉整合效应。研究表明, 一方面, 老年人表现出更高的功能连接性、网络效率和较强的视听觉整合效应, 如：老年人在后顶叶、内侧前额叶和左前额叶等脑区有较强的激活, 额中央区的P2振幅表现出超加性; 老年人比年轻人的视听觉整合发生较早并有较长的延伸。另一方面, 老年人有较长的反应时和较弱的整合促进, 以及对视听觉刺激进行反应时颞上回脑区的振幅弱于年轻人。简单刺激诱发的老年人视听觉整合为进一步揭示整合机制提供了可靠的基础, 但是对于复杂情景下的视听觉信息整合加工机制仍待探究。     

Life seems different with you around: Differential shifts in cognitive appraisal in the mere presence of others for neuroticism and impression management

How does mere social presence affect cognitive processes? The extant literature has focused on the impact of social presence on cognitive resources. The present study extends this work by focusing on the positivity of cognitive appraisal. Building on recent findings it was predicted that the traits neuroticism and impression management will differentially moderate the effect, such that neuroticism will be associated with a negative shift in appraisal, and impression management with a positive shift. In an experiment, participants (N = 158) formed evaluations of life events either alone or in social presence. The results supported the predictions. The findings advance the knowledge about the effect of social presence on cognition, and about the role of personality in moderating responses in public social contexts.     

Working while studying at university: The relationship between work benefits and demands and engagement and well-being

We tested a role-conflict, depletion, and enrichment model, in which work-based benefits (enabling resources, psychological rewards, and psychological involvement) and work-based demands (time-, strain-, and behaviour-based demands, and hours worked) were antecedents to work–university conflict and work–university facilitation, which, in turn, were antecedent to students' academic engagement (dedication and vigour) and well-being (general and context-specific feelings about university). We also tested whether conflict and facilitation acted as mediators in the relationships between benefits and demands and the outcomes of engagement and well-being. The hypotheses were tested using 185 university students (77% female; mean age = 22.7 years) who were working while studying. Work-based benefits (enabling resources, rewards, and involvement) were associated with higher work–university facilitation; more time demands and fewer psychological rewards were associated with more work–university conflict; facilitation was associated with more engagement (dedication) and general well-being; and conflict was associated with more negative feelings towards the university. There were no mediation effects. Working while studying is related to students' engagement and well-being, although modest effects were explained by role-conflict theory.     

Imitation: definitions, evidence, and mechanisms

Imitation can be defined as the copying of behavior. To a biologist, interest in imitation is focused on its adaptive value for the survival of the organism, but to a psychologist, the mechanisms responsible for imitation are the most interesting. For psychologists, the most important cases of imitation are those that involve demonstrated behavior that the imitator cannot see when it performs the behavior (e.g., scratching one's head). Such examples of imitation are sometimes referred to as opaque imitation because they are difficult to account for without positing cognitive mechanisms, such as perspective taking, that most animals have not been acknowledged to have. The present review first identifies various forms of social influence and social learning that do not qualify as opaque imitation, including species-typical mechanisms (e.g., mimicry and contagion), motivational mechanisms (e.g., social facilitation, incentive motivation, transfer of fear), attentional mechanisms (e.g., local enhancement, stimulus enhancement), imprinting, following, observational conditioning, and learning how the environment works (affordance learning). It then presents evidence for different forms of opaque imitation in animals, and identifies characteristics of human imitation that have been proposed to distinguish it from animal imitation. Finally, it examines the role played in opaque imitation by demonstrator reinforcement and observer motivation. Although accounts of imitation have been proposed that vary in their level of analysis from neural to cognitive, at present no theory of imitation appears to be adequate to account for the varied results that have been found.     

Beyond conflict: Functional facets of the work-family interplay

The present paper deals with three positive facets of the work-family interplay, i.e., transfer of competencies, transfer of positive mood, and cross-domain compensation. The latter refers to the experience that engagement in one domain helps dealing with failures in the other domain. In two correlational studies (N₁ = 107 working mothers, N₂ = 146 working men and women), cross-domain compensation predicted domain-specific well-being even when we controlled for work-family conflicts and the two other positive facets (viz., transfer of competencies and positive mood). In an additional experiment (N₃ = 63 working men and women), which exclusively focused on compensation, participants were asked to remember a job-related failure. Then they were instructed to think about a positive job-related experience (i.e., intradomain compensation) or family-related experience (i.e., cross-domain compensation). Compared to a control group, both experimental groups showed faster emotional recovery, with cross-domain compensation being a slightly more effective strategy at the beginning of that recovery.     

The impact of emotional labor on work-family outcomes

Theory and research on emotional labor at work is applied to the study of the work-family interface to explore how emotional experiences in both the work and the family domain relate to the experience of work-family conflict and work-family enrichment, and ultimately attitudinal and health outcomes. Emotional intelligence is also examined as a moderator of the relationship between emotional labor and affective responses to work and family life. A model focusing on emotional experiences in the both the work and family domains is proposed and tested using path analysis. Results indicate that emotional labor in both the work and family domains relate to affective responses to each respective domain, which in turn relates to work-family conflict and work-family enrichment. In turn, consistent with previous research work-family conflict relates to domain-specific satisfaction (job, life) and health outcomes (burnout, depression). Partial support was found for the proposed moderating effect of emotional intelligence.