Belief in a just world and organisational loyalty: Trust as an underlying mechanism.

This research examined whether employees' personal belief in a just world (BJW) is associated with their organisational loyalty and whether this relationship is statistically mediated by organisational trust. To test these hypotheses, we conducted two studies with employees from China (study 1, N = 314) and Germany (study 2, N = 189). The results from both studies supported the proposed model. In addition, study 2 revealed that the relationship between BJW and organisational loyalty persisted when controlling for global personality traits. These suggest that managers and organisations may increase employees' loyalty by providing an environment that fosters their sense of justice and trust.

Using Protection Motivation Theory to Predict Adherence to COVID-19 Behavioral Guidelines.

COVID-19 has become a global pandemic. Throughout most of the pandemic, mitigating its spread has relied on human behavior, namely on adherence to protective behaviors (e.g., wearing a face mask). This research proposes that Protection Motivation Theory (PMT) can contribute to understanding differences in individual adherence to COVID-19 behavioral guidelines. PMT identifies four fundamental cognitive components that drive responses to fear appeals: perceptions of susceptibility (to the disease), severity (of the disease), self-efficacy (to protect oneself), and response efficacy (i.e., recommended behaviors' effectiveness). Two online self-report studies assessed PMT components' capacity to predict adherence to protective behaviors concurrently and across culturally different countries (Israel, Germany, India; Study 1), and again at six-week follow-up (Israeli participants; Study 2). Study 1's findings indicate excellent fit of the PMT model, with about half of the variance in adherence explained. No significant differences were found between participants from Israel (n = 917), Germany (n = 222) and India (n = 160). Study 2 (n = 711) confirmed that PMT components continue to predict adherence after six weeks. In both studies, response efficacy was the PMT component most strongly associated with adherence levels. This study demonstrates that PMT can serve as a theoretical framework to better understand differences in adherence to COVID-19 protective behaviors. The findings may further inform the design of adherence-promoting communications, suggesting that it may be beneficial to highlight response efficacy in such messages.

Can Belief in a Just World Buffer Mood and Career Prospects of People in Need of Risk Protection? First Experimental Evidence.

Research indicates that individuals high in belief in a just world (BJW) are confident that they will not fall victim to unforeseeable disasters. The current study tested the hypothesis that BJW acts as buffer that serves to sustain mood and career prospects of those in need of risk protection. Threat was manipulated by confronting participants with risks regarding their career outlook, and individual differences in threat perception were measured by degree of uncertainty tolerance. As hypothesized, BJW helped protect the mood of participants threatened by serious career-related risks who were unable to tolerate uncertainty. The finding supported the buffer hypothesis regarding mood, but not career prospects, possibly due to a more conscious mindset or variability in self-efficacy. However, BJW was overall positively associated with career prospects. Moreover, it was suggested that BJW can also serve as a personal resource, not only protecting from risk, but also enhancing mood among those with high uncertainty tolerance.

Why does interactional justice promote organizational loyalty, job performance, and prevent mental impairment? The role of social support and social stressors.

Using social exchange theory as a conceptual framework, we investigated the relationship between interactional justice and the outcomes organizational loyalty (affective commitment, turnover intentions), perceived job performance (self-rated performance, personal accomplishment), and mental impairment (cognitive irritation, emotional exhaustion) in an online survey of 218 employees working in the field of computer technology. Specifically, we predicted that interactional justice would heighten the quality of social exchange relationships and therefore expected perceived social support (POS) and bullying to mediate the proposed relationships. We tested our hypotheses applying a latent structural equation model. Our findings revealed that POS mediated the relationship between interactional justice and organizational loyalty, whereas bullying mediated the relationship between interactional justice and mental impairment. Practical implications are discussed concerning how to foster interactional justice and POS and how to weaken bullying behavior.

Justice perceptions and well-being: Belief in a just world is a personal resource and a coping resource.

Although the perception of justice is a core need of all individuals, the adaptive value of belief in a just world (BJW)-in everyday life and when facing severe distress-has been typically investigated in separate studies. In this article, we tested, in only one study, the possibility that BJW can be a personal resource and a coping resource. We analysed data from the European Social Survey comprised of random representative samples of 27 European countries (N = 24,776 participants). We considered distressing circumstances both at an individual level (health impairment and financial difficulty) and at a macroeconomic contextual level. The results showed that for people both facing and not facing financial or health-related distress, BJW was positively associated with well-being, supporting BJW as a personal resource. Furthermore, we found that the decrease of well-being of people facing distress, both at an individual level and at a contextual level, compared to people not facing distress, was lower for individuals with higher BJW than for individuals with lower BJW, supporting BJW as a coping resource.

The Only way is up? How Different Facets of Employee and Supervisor Perfectionism Help or Hinder Career Development.

Although the double-edged nature of perfectionism is widely acknowledged, little is known about how it shapes employee career development. By combining two field studies, we provide a multiperspective insight into the relevance of both employee and supervisor perfectionism for employee career development. While we expected self-oriented perfectionism (SOP) to have an ambivalent role for career development, we proposed that socially prescribed perfectionism (SPP) in particular, but also other-oriented perfectionism (OOP), would show maladaptive relationships with career-related indicators. In Study 1 (N = 116), we focused on the employee perspective and how multidimensional perfectionism relates to career aspirations (operationalized via work motivation) and subjective career success. Employees high in SOP reported higher, whereas those high in SPP reported lower perceived career success. OOP was negatively related to intrinsic motivation, but positively explained extrinsic (social) motivation and amotivation. In Study 2 (N = 146), we examined the role of supervisor perfectionism in supporting or hindering employees' career development by providing or draining resources. Our results show that supervisors high in SOP - and partly in OOP are reluctant to delegate highly responsible tasks; SPP even increased the likelihood of assigning illegitimate tasks to subordinates. Our findings suggest that both employee and supervisor perfectionism may boost or thwart employee career development and success. We discuss that supervisor perfectionism may limit employees' opportunities for experiential learning.

Parenting stress in parents with and without a mental illness and its relationship to psychopathology in children: a multimodal examination.

Objective: Children of parents with a mental illness are at heightened risk to develop a mental illness themselves due to genetics and environmental factors. Although parenting stress (PS) is known to be associated with increased psychopathology in parents and children, there is no study investigating PS multimodally in a sample of parents with a mental illness. This study aims to compare PS of parents with and without a mental illness and further to examine the relationship between PS and psychopathology of children. Methods: Participants were parents with a mental illness and parents without a mental illness and their children aged four to sixteen years. We assessed PS multimodally using a questionnaire, parents' evaluation of children's behavior (relational schemas) and psychophysiological arousal of parents during free speech task. Results: Self-reported PS was increased, and evaluation of children's behavior was more negative and less positive in parents with a mental illness compared to parents without a mental illness. Children's psychopathology was associated with self-reported PS and relational schemas of parents. Regarding psychophysiological arousal, parents with a mental illness showed reduced reactivity in heart rate from baseline to free speech task in comparison to parents without a mental illness. Conclusions: Our findings highlight the importance of implementing intervention programs to reduce PS for parents and children. In particular, parents with a mental illness might benefit from specific intervention programs in order to interrupt the transgenerational transmission of mental disorders.

Empathy and psychopathology in children and adolescents: the role of parental mental illness and emotion regulation.

Objective: Although empathy is known to be a strength, recent studies suggest that empathy can be a risk factor for psychopathology under certain conditions in children. This study examines parental mental illness as such a condition. Further, it aims to investigate whether maladaptive emotion regulation (ER) mediates the relationship between empathy and psychopathological symptoms of children. Methods: Participants were 100 children of parents with a mental illness (55% female) and 87 children of parents without a mental illness (50% female) aged 6 - 16 years and their parents. Results: Greater cognitive empathy was related to more psychopathological symptoms in COPMI, but not in COPWMI. In addition, in COPMI maladaptive ER mediated this relationship. In contrast, greater affective empathy was associated with more psychopathological symptoms regardless of whether parents had a mental illness. Conclusion: Our findings highlight the importance of implementing preventive programs for COPMI that specifically target the reduction of maladaptive ER.

Facial emotion recognition in children of parents with a mental illness.

Objective: Facial emotion recognition (FER) is a fundamental social skill essential for adaptive social behaviors, emotional development, and overall well-being. FER impairments have been linked to various mental disorders, making it a critical transdiagnostic mechanism influencing the development and trajectory of mental disorders. FER has also been found to play a role in the transgenerational transmission of mental disorders, with the majority of research suggesting FER impairments in children of parents with a mental illness (COPMI). Previous research primarily concentrated on COPMI of parents with internalizing disorders, which does not cover the full spectrum of outpatient mental health service populations. Furthermore, research focuses on varying components of FER by using different assessment paradigms, making it challenging to compare study results. To address these gaps, we comprehensively investigated FER abilities in COPMI using multiple tasks varying in task characteristics. Methods: We included 189 children, 77 COPMI and 112 children of parents without a diagnosed mental illness (COPWMI), aged 6 to 16 years. We assessed FER using three tasks with varying task demands: an emotional Go/NoGo task, a morphing task, and a task presenting short video sequences depicting different emotions. We fitted separate two-level hierarchical Bayesian models (to account for sibling pairs in our sample) for reaction times and accuracy rates for each task. Good model fit was assured by comparing models using varying priors. Results: Contrary to our expectations, our results revealed no general FER deficit in COPMI compared to COPWMI. The Bayesian models fitted for accuracy in the morphing task and Go/NoGo task yielded small yet significant effects. However, Bayes factors fitted for the models suggested that these effects could be due to random variations or noise in the data. Conclusions: Our study does not support FER impairments as a general feature of COPMI. Instead, individual factors, such as the type of parental disorder and the timing of its onset, may play a crucial role in influencing FER development. Future research should consider these factors, taking into account the diverse landscape of parental mental disorders.

How to measure mental illness stigma at work: development and validation of the workplace mental illness stigma scale.

Introduction: The study objective was to design a new theoretically driven multidimensional scale for the use in the empirical measurement of stigmatizing attitudes towards persons with mental illness within the return-to-work process as this integral part of vocational reintegration has been widely neglected by scholars so far. Methods: Therefore, we developed and validated a 21-item instrument to comprehensively measure the three-factorial structure of stigmatizing attitudes (affect, cognition, behavior) across two studies (overall N = 251). Results: In both studies the new scale proved to be highly internally consistent, and its proposed three-factor structure was equally supported across the two studies. Convergent and discriminant validity were demonstrated by moderate and high correlations or zero correlations with pertinent measures. Furthermore, construct validity of the new scale was supported by significant positive associations with relevant personality characteristics within stigma research. Discussion: The WMISS is the first instrument to measure mental health stigma specifically within the return-to-work-process and demonstrates strong psychometric properties. Inclusion of this scale in future research can help facilitate understanding of mental illness stigma within the occupational sector and assist with targeted intervention development.

Commitment is the key: A moderated mediation model linking leaders' resources, work engagement, and transformational leadership behavior.

The present study aims at gaining insights into the underlying mechanisms leading from leaders' resources to their transformational behavior. Based on the Job Demands-Resources theory, we hypothesized that leaders' personal (self-efficacy) and job (role clarity) resources eventually enhance their performance, more specifically their transformational leadership, through fostering work engagement. Further, we proposed that the link between work engagement and transformational behavior is moderated by leaders' affective commitment, drawing on Social Identity Theory. Data were collected from N = 216 German leaders in 2020 via an online survey. Hypotheses were tested by applying a moderated mediation model linking resources, engagement, commitment, and leadership behavior. The problem of potential endogeneity was further addressed. As predicted, both self-efficacy and role clarity enhanced leaders' transformational behavior, mediated through work engagement. The relationship between leaders' work engagement and performance was stronger when they felt a strong belonging and emotional attachment to their organization, that is, high affective commitment.

Maintaining High Eudaimonic Wellbeing Despite Ambiguity Intolerance Among Three Employment Status Groups: Examining the Buffering Effects of Positive Psychological Attributes.

The unemployed, as well as individuals in self and salaried employment, face several work-related risks and uncertainties which can result in diminished psychological wellbeing especially for individuals with high ambiguity intolerance. However, positive psychology literature suggests that individuals with strong psychological resources can be resilient in difficult circumstances. Using a sample of 922 individuals (including 240 unemployed, 391 salary-employed, and 291 self-employed) from Uganda and Kenya, we investigated the moderating effects of locus of control and psychological capital on the association between ambiguity intolerance and eudaimonic wellbeing, comparing the unemployed with individuals in salaried and self-employment. Our findings indicated that ambiguity intolerance and external locus of control are negatively associated with eudaimonic wellbeing. Conversely, internal locus of control and psychological capital were positively associated with eudaimonic wellbeing. The moderation analysis revealed that whereas an external locus of control boosts the negative effects of ambiguity intolerance on eudaimonic wellbeing, internal locus of control and psychological capital buffer against the negative effects of ambiguity intolerance on eudaimonic wellbeing. Differences between employment status groups and implications are discussed.

Leave Me Alone With Your Symptoms! Social Exclusion at the Workplace Mediates the Relationship of Employee's Mental Illness and Sick Leave.

Although a substantial part of employees suffers from a mental illness, the work situation of this population still is understudied. Previous research suggests that people with a mental illness experience discrimination in the workplace, which is known to have detrimental effects on health. Building on the stereotype content model and allostatic load theory, the present study investigated whether employees with a mental illness become socially excluded at the workplace and therefore show more days of sick leave. Overall, 86 employees diagnosed with a mental disorder were interviewed and completed online-surveys. Path analyses supported the hypotheses, yielding a serial mediation: The interview-rated severity of the mental disorder had an indirect effect on the days of sick leave, mediated by the symptomatic burden and the social exclusion at the workplace. In the light of the costs associated with absenteeism the present paper highlights the harmfulness of discrimination. Organizations and especially supervisors need to be attentive for signs of exclusion within their teams and try to counteract as early as possible.

Longitudinal study of painful diabetic neuropathy in the Zucker diabetic fatty rat model of type 2 diabetes: impaired basal G-protein activity appears to underpin marked morphine hyposensitivity at 6 months.

OBJECTIVES: Epidemiological studies in patients with type 1 and type 2 diabetes show that hyperglycemia is associated with the development of long-term microvascular complications, including painful diabetic neuropathy (PDN). However, as the prevalence of type 2 diabetes in humans far exceeds that of type 1, the present study was undertaken as a 22-week longitudinal investigation commencing at 7 weeks of age, to assess the utility of the Zucker diabetic fatty (ZDF) rat model of type 2 diabetes for the study of PDN. DESIGN: Behavioral methods were used to characterize temporal changes in hindpaw sensitivity as well as morphine potency in these animals. The effect of long-term diabetes on µ-opioid receptor function and mRNA expression levels in the spinal cord was also assessed. RESULTS: Diabetes developed spontaneously in ZDF rats with marked hyperglycemia (blood glucose levels ≥15 mM) evident by 11 weeks of age, which was maintained until study completion at 29 weeks. In ZDF rats, there was progressive development of mechanical allodynia in the hindpaws such that it was fully developed by 6 months of age. Concurrently, there was temporal loss of opioid sensitivity in these animals such that marked morphine hyposensitivity was evident at 6 months. In the spinal cord, basal G-protein function was significantly impaired at 29 weeks of age, resulting in apparently reduced agonist-stimulated µ-opioid receptor function compared with the prediabetic state. CONCLUSIONS: Together, our findings suggest that impaired basal G-protein activity underpins morphine hyposensitivity in PDN. CLINICAL RELEVANCE: Clinical management of diabetic neuropathic pain has been challenging. This study provides a mechanistic explanation regarding the effectiveness, or lack thereof, of opioid analgesia in the treatment of diabetic neuropathic pain.

Insulin implants prevent the temporal development of mechanical allodynia and opioid hyposensitivity for 24-wks in streptozotocin (STZ)-diabetic Wistar rats.

OBJECTIVE: As the diabetes control and complications trial showed that intensive glycemic control in patients with Type 1 diabetes decreased the risk of development of long-term microvascular complications including painful diabetic neuropathy by approximately 60%, hyperglycemia was implicated as a causal factor in the etiology of this condition. Hence, the present study was designed as a 24-week longitudinal investigation of the extent to which the level of glycemic control in the streptozotocin (STZ)-diabetic rat model of Type 1 diabetes affects the development of mechanical allodynia and opioid hyposensitivity in these animals. RESULTS: Diabetes was fully developed (blood glucose levels ≥ 15 mM) in adult male Wistar rats by 7 days after intravenous STZ (75 mg/kg) administration. Mechanical allodynia developed in a temporal manner in the rat hindpaws, such that it was fully developed by 6 weeks and persisted for at least 24 weeks post-STZ administration. Morphine hyposensitivity also developed in a temporal manner in the same animals. By contrast, restoration and maintenance of euglycemia using insulin implants commencing at diabetes diagnosis on Day 7 post-streptozotocin administration, prevented development of both mechanical allodynia and opioid hyposensitivity in STZ-diabetic rats for the 24-week study duration. CONCLUSIONS: This study shows that long-term restoration of euglycemia over a 6-month period in STZ-diabetic rats prevents the hallmark symptoms of PDN including morphine hyposensitivity. CLINICAL RELEVANCE: Our findings are consistent with epidemiological data showing that tight glycemic control in patients with Type 1 diabetes markedly reduces the prevalence of PDN, further implicating persistent hyperglycemia as a pathogenic factor.

Personal Belief in a Just World and Conscientiousness: A meta-analysis, facet-level examination, and mediation model.

Extensive research efforts have been devoted to understanding the nature of Conscientiousness, the only Big Five personality trait that has been robustly linked to professional achievement and longevity. We proposed that Conscientiousness is associated with Personal Belief in a Just World (PBJW), that is, the extent to which an individual believes that her or his efforts will be rewarded. To investigate this proposition, we undertook a meta-analysis synthesizing past findings regarding the relationship between PBJW and Conscientiousness; we confirmed a positive relationship between the two constructs (r = .16) based on 17 samples and 5,810 individuals. We further proposed a theoretical framework linking PBJW to specific facets of Conscientiousness. A survey of a representative sample of the US population (n = 311) confirmed that PBJW is positively correlated with the specific facets of Self-efficacy, Achievement-striving, and Self-discipline. Internal Locus of Control mediated these associations, elucidating the underlying processes linking PBJW and Conscientiousness.

Subgroup Formation in Diverse Virtual Teams: The Moderating Role of Identity Leadership.

Background: As today's organizations are becoming increasingly globalized and adding the impetus to a more remote form of working due to the present COVID-19 pandemic, new ways of collaboration-like virtual teams-have gained importance. In the present study, we aim to investigate how virtual team outcomes are linked to perceived diversity and subgroup formation and attempt to gain some initial insight into the role of the social identity approach to leadership in virtual teams. Method: In the present cross-sectional study, a total of 102 virtual team members participated in an online survey measuring perceived diversity, identity leadership, subgroup formation, perceived performance, and team satisfaction, to examine the factors moderating the relationship between perceived diversity and subgroup formation as well as between perceived diversity and team performance and satisfaction. Results: Moderation analysis revealed that perceived diversity had a negative influence on performance ratings when subgroups were highly perceived to be present, but not if subgroup formation was rated as low. The relationship between perceived diversity and team satisfaction was not moderated by perceived subgroup formation. Furthermore, identity leadership was found to be positively related to team satisfaction and perceived performance, while subjective diversity was negatively associated with both team outcomes. Identity leadership moderated the relationship between perceived diversity and subgroup formation, in that high levels of identity leadership weakened the positive relationship. Conclusion: This study provides first evidence to the importance of the team leader's role as a manager of a shared social identity in virtual teams where perceived differences can lead to subgroup splits, as identity leaders may hinder the emergence of subgroups in virtual teams.

Can Personality Traits Predict Depression during the COVID-19 Pandemic?

The emotional costs of the COVID-19 pandemic have raised concerns among clinicians and scholars. The goal of the current study was to test whether or not neuroticism, conscientiousness, and personal belief in a just world are associated with depression during the COVID-19 pandemic. Moreover, the contribution of neuroticism and conscientiousness was assessed over and above demographic variables and COVID-19 perceptions, and the unique contribution of personal belief in a just world was evaluated beyond all the other study variables. Samples were collected in three different countries-Israel (N = 917), Germany (N = 213), and India (N = 160). Online self-report questionnaires were utilized to measure age, gender, COVID-19 perceptions (probability, severity, and self-efficacy), neuroticism, conscientiousness, personal belief in a just world, and depression. The findings indicated that, across the three countries, neuroticism was positively associated with depression (correlations ranging from .24 to .44), and conscientiousness and personal belief in a just world were negatively associated with depression (correlations ranging from - .31 to - .21, and from - .35 to - .23, respectively). Moreover, neuroticism and conscientiousness explained unique variance over and above demographic variables and COVID-19 perceptions (except conscientiousness in India), and the effect of personal belief in a just world on depression was significant beyond the effects of all other study variables. These findings support the role of personality in explaining depression regardless of situational characteristics and stress the role of just world beliefs as protective factors against negative emotions.

"Perfect Leader, Perfect Leadership?" Linking Leaders' Perfectionism to Monitoring, Transformational, and Servant Leadership Behavior.

Despite the growing interest in perfectionism and its many facets, there is a lack of research on this phenomenon in the context of leadership. Attending to this deficit, the present study is the first to investigate the relationship between the three facets of perfectionism (self-oriented, socially prescribed, and other-oriented perfectionism) and three types of self-rated leadership behavior. In Study 1 (N = 182), leaders' perfectionism and its association to their organizational, goal-oriented leadership behavior-self-rated as transactional (management by exception) and transformational leadership-is explored. In Study 2 (N = 185), the relationship of leaders' perfectionism to their servant leadership as a people-centered leadership behavior is investigated. In line with the perfectionism social disconnection model (PSDM), we assume other-oriented and socially prescribed perfectionism to be positively related to management by exception (i.e., monitoring behavior) and negatively related to transformational and servant leadership, whereas the opposite pattern is primarily predicted for self-oriented perfectionism. Our findings in Study 1 reveal a negative relationship between leaders' self-oriented perfectionism as well as positive relationships to their other-oriented and socially prescribed perfectionism in management by exception, while no substantial correlations with transformational leadership have emerged. In Study 2, a negative association between other-oriented perfectionism and the forgiveness dimension of servant leadership is revealed, indicating a possible barrier to building interpersonal relationships of acceptance and trust. Additionally, self-oriented perfectionism has been proven to be a rather favorable trait in servant leadership.

Cultural differences in geographic mobility readiness among business management students in Germany and Spain ahead of graduation.

Given the increased internationalization of organizations and economies of scale concentrated in urban centers, graduates are often expected to relocate for their first job. Based on Hofstede's model and Theory of Planned Behavior (TPB), we examine the effects of cultural dimensions (individualism-collectivism and uncertainty tolerance) as well as subjective norms (parents' and peers' attitudes towards geographic mobility) on readiness for geographic job-related mobility in samples of German and Spanish business management students ahead of graduation from university. The study involved administering a survey questionnaire to 273 third- and fourth-year business management students of two large universities (one in Germany and another in Spain). Cross-cultural measurement invariance of the measures was confirmed, allowing for comparison of scores across the groups. We found that German students had generally a larger geographical mobility, whose readiness was predicted by parents' and peers' perceived attitude and uncertainty tolerance. Readiness for geographic mobility was also higher when social or material incentives are offered, yet geographic mobility readiness for career incentives and for social incentives was predicted by vertical individualism and horizontal collectivism, respectively. This study is one of the first to examine geographic mobility readiness among undergraduate management students in the two countries, who by nature of their training are expected to be mobile. The study also shows the differential effects of sub-dimensions of the Hofstede cultural dimensions. SUPPLEMENTARY INFORMATION: The online version contains supplementary material available at 10.1007/s43545-021-00171-0.