Satisfaction with one's job and working at home in the COVID-19 pandemic: A two-wave study.

As greater numbers of people have worked at home during the COVID-19 pandemic, workers, organisations and policy makers have begun considering the benefits of a sustained move towards homeworking, with workers' satisfaction with homeworking often cited as a key driver. But is satisfaction with homeworking that relevant to workers' overall job satisfaction? In this study, we examine whether job and homeworking satisfaction are predicted by different demands and resources, namely, those well established in the job design literature (workload, job autonomy and social support) for the former and those specific to the context of homeworking (loneliness, work-nonwork interference, work-nonwork interference and adequacy of homeworking environment) for the latter. We also explore whether homeworking satisfaction mediates the relationship between homeworking demands and resources and job satisfaction. Findings of a study of university workers during the COVID-19 pandemic (N = 753 in Phase 1, 471 in Phase 2) support our expectations about the domain-specific nature of the predictors of job and homeworking satisfaction, autonomy is positively related to job satisfaction, while loneliness, nonwork-to-work interference and inadequate homeworking environment are negatively related to homeworking satisfaction. Results also support the argument that satisfaction with homeworking mediates the relationship between homeworking factors and job satisfaction, reinforcing the value of differentiating the two concepts.

Can music with prosocial lyrics heal the working world? A field intervention in a call center.

Music with lyrics about helping is shown to reduce aggression in the laboratory. This paper tests whether the prosocial lyric effect generalizes to reducing customer aggression in the workplace. A field experiment involved changing the hold music played to customers of a call center. The results of a 3 week study suggested that music significantly affected customers, but not in the way suggested by previous laboratory experiments; compared with days when instrumental background music was played, caller anger and employee exhaustion were lower on days when callers were played popular music with neutral, but not prosocial, lyrics. The findings suggest that music influences customer aggression, but that the prosocial lyric effect may not generalize from the laboratory to the call center.

The future of exposure assessment: perspectives from the X2012 Conference.

The British Occupational Hygiene Society, in collaboration with the Institute of Occupational Medicine, the University of Manchester, the UK Health and Safety Executive, and the University of Aberdeen hosted the 7th International Conference on the Science of Exposure Assessment (X2012) on 2 July-5 July 2012 in Edinburgh, UK. The conference ended with a special session at which invited speakers from government, industry, independent research institutes, and academia were asked to reflect on the conference and discuss what may now constitute the important highlights or drivers of future exposure assessment research. This article summarizes these discussions with respect to current and future technical and methodological developments. For the exposure science community to continue to have an impact in protecting public health, additional efforts need to be made to improve partnerships and cross-disciplinary collaborations, although it is equally important to ensure that the traditional occupational exposure themes are still covered as these issues are becoming increasingly important in the developing world. To facilitate this the 'X' conferences should continue to retain a holistic approach to occupational and non-occupational exposures and should actively pursue collaborations with other disciplines and professional organizations to increase the presence of consumer and environmental exposure scientists.

Achieving the same for less: improving mood depletes blood glucose for people with poor (but not good) emotion control.

Previous studies have found that acts of self-control like emotion regulation deplete blood glucose levels. The present experiment investigated the hypothesis that the extent to which people's blood glucose levels decline during emotion regulation attempts is influenced by whether they believe themselves to be good or poor at emotion control. We found that although good and poor emotion regulators were equally able to achieve positive and negative moods, the blood glucose of poor emotion regulators was reduced after performing an affect-improving task, whereas the blood glucose of good emotion regulators remained unchanged. As evidence suggests that glucose is a limited energy resource upon which self-control relies, the implication is that good emotion regulators are able to achieve the same positive mood with less cost to their self-regulatory resource. Thus, depletion may not be an inevitable consequence of engaging in emotion regulation.

The Influence of Personality on Interpersonal Emotion Regulation in the Context of Psychosocial Stress.

Interpersonal emotion regulation is common in everyday life and important to various outcomes. However, there is a lack of understanding about the personality profiles of people who are good at regulating others' emotions. We conducted a dyadic study, pairing 89 'regulators' and 'targets', with the targets subjected to a psychosocial stressor in the form of a job interview, and the regulators instructed to manage the targets' feelings prior to the interview. We did not observe any relationship between the regulators' personality traits and the strategies that they reported using when trying to manage the targets' feelings, nor between the regulators' personalities and the targets' job interview performance. However, the anxiety levels of the targets who were paired with more extraverted regulators fluctuated less across the multiple measures throughout the study, suggesting more effective interpersonal emotion regulation. Our findings suggest that extraversion may be the most relevant trait in shaping interpersonal emotion regulation, and that the influence of personality on regulatory effectiveness is unlikely to arise due to preferences for using different types of strategies.

Does regulating others' feelings influence people's own affective well-being?

Individuals in a variety of social contexts try to regulate other people's feelings, but how does this process affect the regulators themselves? This research aimed to establish a relationship between people's use of interpersonal affect regulation and their own affective well-being. In a field study, self- and other-reported data were collected from prisoners and staff members in a therapeutic prison using two surveys separated in time. In a laboratory study, a student sample reported their affect before and after attempting to influence the feelings of talent show contestants in a role-play task. The results of both studies indicated congruent associations between the use of affect-improving and affect-worsening interpersonal affect regulation and strategy agents' affective well-being. Our findings highlight that, when performing interpersonal affect regulation, people may not be immune from the effects of their own actions.

Does bystander behavior make a difference? How passive and active bystanders in the group moderate the effects of bullying exposure.

Workplace bullying has negative effects on targets' well-being. Researchers are increasingly aware that bullying occurs within social contexts and is often witnessed by others in the organization, such as bystanders. However, we know little about how bystanders' responses influence outcomes for those exposed to bullying. In this multilevel study, involving 572 employees within 55 work groups, we explore how bystanders' passive (e.g., inaction) and active constructive (e.g., defending the target) responses to bullying can affect targets' somatic symptoms and work engagement. Drawing from Job-Demands Resource theory, we propose that passive and active constructive bystanders can worsen or buffer bullying's effects on these well-being outcomes, respectively. Specifically, we propose that passive bystanders can act as further demands for targets to cope with, leading to demand accumulation, while active constructive bystanders can act as resources. We found that exposure to workplace bullying was associated with somatic symptoms and low work engagement. The number of passive and active constructive bystanders in the target's work group moderated the relationship between exposure to bullying and engagement. In particular, with larger numbers of passive bystanders, the negative relationship of bullying exposure with engagement strengthened. Conversely, with a higher number of active constructive bystanders, bullying's negative relationship with engagement was mitigated. However, there was no moderating effect for somatic symptoms. This study contributes as the first empirical test of whether bystander behavior shapes the consequences of bullying for targets and provides a novel, group-level perspective to the bullying bystander literature. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Uncertainty and Well-Being amongst Homeworkers in the COVID-19 Pandemic: A Longitudinal Study of University Staff.

The COVID-19 pandemic heightened uncertainties in people's lives-and was itself a source of fresh uncertainty. We report a study of homeworkers on whether such uncertainties, and particularly those related to their work environment, are associated with lower levels of well-being and whether this association is exacerbated by prior poor well-being. We focus on five uncertainties surrounding the pandemic and employment-the virus, the job quality, workload, logistics of work lives, and support from the employer. Our empirical tests show that uncertainties around the virus, employer support, and their job quality have the strongest negative associations with well-being. These are based on data collected over three time periods in the first year of the pandemic from a sample of university staff (academics and non-academics) and well-being is measured on two continua, anxiety-contentment and depression-enthusiasm. The effects of uncertainties around workload and logistics are less pronounced, but more apparent among employees with better (not poorer) past well-being, at various times of the recession. The study adds to our understanding of the pandemic and highlights the need to link uncertainty to mental health more than it has in the past.

Homeworking, Well-Being and the COVID-19 Pandemic: A Diary Study.

As a response to the COVID-19 pandemic, many governments encouraged or mandated homeworking wherever possible. This study examines the impact of this public health initiative on homeworkers' well-being. It explores if the general factors such as job autonomy, demands, social support and work-nonwork conflict, which under normal circumstances are crucial for employees' well-being, are outweighed by factors specific to homeworking and the pandemic as predictors of well-being. Using data from four-week diary studies conducted at two time periods in 2020 involving university employees in the UK, we assessed five factors that may be associated with their well-being: job characteristics, the work-home interface, home location, the enforced nature of the homeworking, and the pandemic context. Multi-level analysis confirms the relationship between four of the five factors and variability in within-person well-being, the exception being variables connected to the enforced homeworking. The results are very similar in both waves. A smaller set of variables explained between-person variability: psychological detachment, loneliness and job insecurity in both periods. Well-being was lower in the second than the first wave, as loneliness increased and the ability to detach from work declined. The findings highlight downsides of homeworking, will be relevant for employees' and employers' decisions about working arrangements post-pandemic, and contribute to the debate about the limits of employee well-being models centred on job characteristics.

Observer reactions to workplace mistreatment: It's a matter of perspective.

Workplace mistreatment regularly occurs in the presence of others (i.e., observers). The reactions of observers toward those involved in the mistreatment episode have wide-reaching implications. In the current set of studies, we draw on theories of perspective-taking to consider how this form of interpersonal sensemaking influences observer reactions toward those involved in a witnessed incident of workplace mistreatment. We find that observers' blame attributions and empathic concern for the individual whose perspective is taken explain the positive effects of perspective-taking on observer attitudes toward and performance evaluations of both the target and instigator of a witnessed incident of mistreatment. We also find that the effect of perspective-taking on observer reactions is stronger when the witnessed mistreatment is more severe. Finally, we find that although observer perspective-taking in the context of mistreatment can be encouraged, the effect seems to benefit instigators' performance evaluations rather than targets'. Implications for targets, instigators, and organizations are discussed. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Personality traits and emotion regulation: A targeted review and recommendations.

Where do individual differences in emotion regulation come from? This review examines theoretical and empirical evidence describing the role that personality traits play in shaping individuals' intrapersonal and interpersonal regulation styles. We define and delineate personality traits and emotion regulation and summarize empirical relations between them. Specifically, we review research on the Big Five personality traits in relation to each stage of Gross' (2015) extended process model of emotion regulation. In doing so, we document evidence concerning the relationships between personality traits and three key stages of emotion regulation, namely, identification (i.e., choosing which emotions to regulate), selection (i.e., choosing a broad regulatory approach), and implementation (i.e., adopting specific regulatory tactics). Finally, we make recommendations for future research that we hope will guide researchers in building a systematic understanding of how personality traits shape intrapersonal and interpersonal emotion regulation. (PsycINFO Database Record (c) 2020 APA, all rights reserved).

A classification of controlled interpersonal affect regulation strategies.

Controlled interpersonal affect regulation refers to the deliberate regulation of someone else's affect. Building on existing research concerning this everyday process, the authors describe the development of a theoretical classification scheme that distinguishes between the types of strategy used to achieve interpersonal affect regulation. To test the theoretical classification, the authors generated a corpus of 378 distinct strategies using self-report questionnaires and diaries completed by student and working samples. Twenty participants then performed a card-sort of the strategies. Hierarchical cluster analysis was used to determine how well the theoretical classification represented spontaneous understandings of controlled interpersonal affect regulation. The final classification primarily distinguished between strategies used to improve versus those used to worsen others' affect, and between strategies that engaged the target in a situation or affective state versus relationship-oriented strategies. The classification provides a meaningful basis for organizing existing research and making future conceptual and empirical distinctions.

Offshore industry: management of health hazards in the upstream petroleum industry.

BACKGROUND: Upstream oil and gas operations involve a range of activities, including exploration and drilling, conventional oil and gas production, extraction and processing of 'tar sands', heavy oil processing and pipeline operations. AIMS: Firstly, to outline the nature of health risks in the offshore oil and gas industry to date. Secondly, to outline the commercial, technical and social challenges that could influence the future context of health management in the industry. Thirdly, to speculate how the health function within the industry needs to respond to these challenges. METHODS: A review of the published literature was supplemented with industry subject matter and expert opinion. RESULTS: There was a relatively light peer-reviewed published literature base in an industry which is perceived as having changed little over three decades, so far as offshore health hazards for physical, chemical, biological hazards are concerned. Recent focus has been on musculoskeletal disorders and stress. CONCLUSIONS: The relative stability of the knowledge base regarding health hazards offshore may change as more innovative methods are employed to develop hydrocarbon resources in more 'difficult' environments. Society's willingness to accept risk is changing. Addressing potential health risks should be done much earlier in the planning process of major projects. This may reveal a skills gap in health professionals as a consequence of needing to employ more anticipatory tools, such as modelling exposure estimations and the skills and willingness to engage effectively with engineers and other HSSE professionals.

Witnessing workplace bullying and employee well-being: A two-wave field study.

This article aims to (a) explore the impact of witnessing workplace bullying on emotional exhaustion, work-related anxiety, and work-related depression and (b) determine whether the resources of trait optimism, coworker support, and supportive supervisory style buffer the effects of witnessed bullying. In a two-wave study involving 194 employees, we found that witnessing bullying undermined employees' well-being (work-related depression and anxiety) 6 months later, but only if the employees were low in optimism (personal resource) and lacked supervisor support (contextual resource). Strong coworker support weakened the relationship between witnessing bullying and well-being (emotional exhaustion and work-related depression). Our findings demonstrate for the first time some of the factors that protect against the impact of witnessing workplace bullying. Future research should focus on the development of workplace interventions that foster feelings of social support and optimism among employees. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

The four key characteristics of interpersonal emotion regulation.

Emotion researchers are increasingly interested in processes by which people influence others' feelings. Although one such process, interpersonal emotion regulation, has received particular attention in recent years, there remains confusion about exactly how to define this process. The present article aims to distinguish interpersonal emotion regulation from other, related processes by outlining its four key characteristics. Specifically, interpersonal emotion regulation is presented as a process of (i) regulation, that (ii) has an affective target, (iii) is deliberate, and (iv) has a social target. Considering these characteristics raises questions for future research concerning factors that may influence the process of interpersonal emotion regulation, why interpersonal emotion regulation sometimes fails, and whether interventions can improve people's use of interpersonal emotion regulation.

Sharing concerns: Interpersonal worry regulation in romantic couples.

Two dyadic studies investigated interpersonal worry regulation in heterosexual relationships. In Study 1, we video-recorded 40 romantic couples discussing shared concerns. Male partners' worry positively predicted female partners' interpersonal calming attempts, and negatively predicted female partners' interpersonal alerting attempts (i.e., attempts to make their partners appreciate the seriousness of concerns). Video-cued recall data also indicated that changes in partner A's worry over time positively predicted partner B's motivation to reduce partner A's worry, and that this effect was stronger when B was the female partner. Study 2 was a dyadic survey of 100 couples. Individual differences in partner A's negative affect were positive predictors of partner B's interpersonal calming, and individual differences in partner A's expressive suppression were negative predictors of partner B's interpersonal calming. Further, individual differences in male partners' expressivity were significant positive predictors of female partners' interpersonal calming, and individual differences in male partners' reappraisal were significant positive predictors of female partners' interpersonal alerting. These findings suggest that interpersonal worry regulation relates to partners' expression and intrapersonal regulation of worry, but not equally for men and women. (PsycINFO Database Record

Does leader-affective presence influence communication of creative ideas within work teams?

Affective presence is a novel, emotion-related personality trait, supported in experimental studies, concerning the extent to which a person makes his or her interaction partners feel the same way (Eisenkraft & Elfenbein, 2010). Applying this concept to an applied teamwork context, we proposed that team-leader-affective presence would influence team members' communication of creative ideas. Multilevel modeling analysis of data from a survey study conducted with teams from a consultancy firm confirmed that team-leader-affective presence interacted with team-member creative idea generation to predict inhibition of voicing their ideas. Specifically, withholding of ideas was less likely when team members generated creative ideas and their team leader had higher positive affective presence or lower negative affective presence. These findings contribute to emotion research by showing affective presence as a trait with interpersonal meaning, which can shape how cognition is translated into social behavior in applied performance contexts, such as teamwork in organizations. (PsycINFO Database Record

Leader affective presence and innovation in teams.

Affective presence is a novel personality construct that describes the tendency of individuals to make their interaction partners feel similarly positive or negative. We adopt this construct, together with the input-process-output model of teamwork, to understand how team leaders influence team interaction and innovation performance. In 2 multisource studies, based on 350 individuals working in 87 teams of 2 public organizations and 734 individuals working in 69 teams of a private organization, we tested and supported hypotheses that team leader positive affective presence was positively related to team information sharing, whereas team leader negative affective presence was negatively related to the same team process. In turn, team information sharing was positively related to team innovation, mediating the effects of leader affective presence on this team output. The results indicate the value of adopting an interpersonal individual differences approach to understanding how affect-related characteristics of leaders influence interaction processes and complex performance in teams. (PsycINFO Database Record

Why Do You Make Us Feel Good? Correlates and Interpersonal Consequences of Affective Presence in Speed-dating.

Recent research indicates that people consistently make others feel a certain way (e.g. happy or stressed). This individual difference has been termed affective presence, but little is known about its correlates or consequences. The present study investigated the following: (i) whether affective presence influences others' romantic interest in a person and (ii) what types of people have positive and negative affective presence. Forty volunteers took part in a speed-dating event, during which they dated six or seven opposite-sex partners. A Social Relations Model analysis confirmed that individuals prompted consistent positive emotional reactions in others. Participants were more likely to want to see dates with greater positive affective presence again in the future, and positive affective presence explained the effects of perceived responsiveness on romantic interest. Associations between positive affective presence and trait predictors, including emotion regulation, emotional expressiveness, attachment style, agreeableness and extraversion, were also observed. The findings indicate that what emotionally distinguishes one individual from another lies in part in the emotional consequences of their behaviours on others. © 2013 The Authors. European Journal of Personality published by John Wiley & Sons Ltd on behalf of European Association of Personality Psychology.

Becoming popular: interpersonal emotion regulation predicts relationship formation in real life social networks.

Building relationships is crucial for satisfaction and success, especially when entering new social contexts. In the present paper, we investigate whether attempting to improve others' feelings helps people to make connections in new networks. In Study 1, a social network study following new networks of people for a 12-week period indicated that use of interpersonal emotion regulation (IER) strategies predicted growth in popularity, as indicated by other network members' reports of spending time with the person, in work and non-work interactions. In Study 2, linguistic analysis of the tweets from over 8000 Twitter users from formation of their accounts revealed that use of IER predicted greater popularity in terms of the number of followers gained. However, not all types of IER had positive effects. Behavioral IER strategies (which use behavior to reassure or comfort in order to regulate affect) were associated with greater popularity, while cognitive strategies (which change a person's thoughts about his or her situation or feelings in order to regulate affect) were negatively associated with popularity. Our findings have implications for our understanding of how new relationships are formed, highlighting the important the role played by intentional emotion regulatory processes.