Is it just me or am I the people's choice? The stress and performance implications of (in)congruence between self- and other-identification as a leader or follower.

Identifying oneself and being identified by others as a leader (vs. a follower) is a critical aspect of informal leadership. But what happens when an organizational member's personal leader identity differs from how others identify them? Grounded in stress appraisal theory, this study explores the individual-level implications of (in)congruence between self- and other-identification as a leader or follower. We develop a conceptual model that explains how different forms of leader identity (in)congruence generate stress appraisals that influence the focal individual's in-role performance. We then describe two complementary studies testing the model. Study 1 is a multiwave, multisource field study of 226 coworker dyads. Study 2 is a controlled experiment with 648 full-time employees that assesses the causal relationship between different forms of leader identity (in)congruence and stress appraisals, as well as the generalizability of our findings to other-identification by an entire team. Across both studies, we find that identity incongruence (particularly when the focal individual identifies as a leader but others identify them as a follower) prompts hindrance stress appraisals that reduce in-role performance. In contrast, identity congruence (particularly congruence in identification as a leader) encourages challenge stress appraisals that enhance in-role performance. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Stopping surface-acting spillover: A transactional theory of stress perspective.

Faking one's emotional display to fit situational norms, otherwise known as surface acting, has long been regarded as harmful to employees at work. A nascent body of literature has begun to examine the detriments of surface acting beyond the workplace, particularly as they spill over into the homelife. We articulate how the transactional theory of stress serves as a unifying framework that not only explains why surface acting tends to deplete employees and leads to maladaptive responses at home but also what coping strategies can be utilized to halt this spillover process. Using two complementary experience-sampling methodology studies of employee-spouse dyads, we test a spillover model of surface acting. In Study 1 and our Supplement to Study 1, we find support for the buffering role of challenge appraisals on the relationship between surface acting and depletion at work. We also find support for the mitigating role of supportive spousal interactions on the relationship between depletion at work and perceived inauthenticity at home. We also find support for the conditional indirect effect from surface acting at work to relationship satisfaction at home. In Study 2, we develop daily writing exercises to enhance challenge appraisals and supportive spousal interactions, and we find that these interventions also buffer the surface-acting spillover process. Overall, this work demonstrates the importance of both depletion and perceived inauthenticity at home as linked spillover mechanisms and reveals the success of agentic coping mechanisms (in both domains) that can buffer this process. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Parkinson disease among patients treated for benign prostatic hyperplasia with α1 adrenergic receptor antagonists.

BACKGROUNDRecently the α1 adrenergic receptor antagonist terazosin was shown to activate PGK1, a possible target for the mitochondrial deficits in Parkinson disease related to its function as the initial enzyme in ATP synthesis during glycolysis. An epidemiological study of terazosin users showed a lower incidence of Parkinson disease when compared with users of tamsulosin, an α1 adrenergic receptor antagonist of a different class that does not activate PGK1. However, prior research on tamsulosin has suggested that it may in fact potentiate neurodegeneration, raising the question of whether it is an appropriate control group.METHODSTo address this question, we undertook an epidemiological study on Parkinson disease occurrence rate in 113,450 individuals from the United States with 5 or more years of follow-up. Patients were classified as tamsulosin users (n = 45,380), terazosin/alfuzosin/doxazosin users (n = 22,690), or controls matched for age, sex, and Charlson comorbidity index score (n = 45,380).RESULTSIncidence of Parkinson disease in tamsulosin users was 1.53%, which was significantly higher than that in both terazosin/alfuzosin/doxazosin users (1.10%, P < 0.0001) and matched controls (1.01%, P < 0.0001). Terazosin/alfuzosin/doxazosin users did not differ in Parkinson disease risk from matched controls (P = 0.29).CONCLUSIONThese results suggest that zosins may not confer a protective effect against Parkinson disease, but rather that tamsulosin may in some way potentiate Parkinson disease progression.FUNDINGThis work was supported by Cerevel Therapeutics.

Understanding well-being at work: Development and validation of the eudaimonic workplace well-being scale.

Given the amount of time and effort individuals pour into work, scholars and practitioners alike have spent considerable time and resources trying to understand well-being in the workplace. Unfortunately, much of the current research and measurement focuses on workplace well-being from only one perspective (i.e. hedonic well-being rather than eudaimonic well-being) or by generalizing between workplace well-being and general well-being. In this study, we sought to integrate the workplace context into the current eudaimonic perspective to develop an 8-item measure of eudaimonic workplace well-being. Using multi-wave data, we developed and validated a reliable, two-dimensional eudaimonic workplace well-being scale (EWWS). The measure replicated over seven samples and across 1346 participants and showed strong convergent, discriminant, and predictive validity. Furthermore, we combined EWWS with an existing measure of hedonic workplace well-being and the resulting model of overall workplace well-being explained a significant amount of variance in key organizational constructs over and above existing hedonic well-being measures. Overall, the present study suggests that the EWWS is a valuable and valid measure and, when taken together with hedonic workplace well-being, captures what it means to have a holistic sense of well-being at work.