It's an e-work life! An explorative study on the relationships between e-work characteristics and well-being.

This study investigates how remote e-working characteristics are related to employees' well-being in Italy. We conducted a longitudinal study with two time points and a 1-month time lag, involving a final sample of 223 employees. Controlling for the auto-regressive effects of all the outcomes, our results revealed that experiencing work-life balance during e-working was negatively associated with emotional exhaustion and social isolation, while it was positively related to career progression. Organisational trust also showed a positive relationship with career progression. Regarding well-being indicators of e-working, cognitive weariness during e-working was positively linked to emotional exhaustion, social isolation and physical complaints. Lastly, social isolation was negatively associated with subsequent perceptions of career progression. These findings contribute to a better understanding of the factors in e-work related to different well-being outcomes and can inform organisational interventions aimed at enhancing the well-being of employees working remotely.

Workers' emotional exhaustion and mental well-being over the COVID-19 pandemic: a Dynamic Structural Equation Modeling (DSEM) approach.

The COVID-19 pandemic has presented significant challenges to the workforce, particularly concerning emotional and mental well-being. Given the prolonged periods of work-related stress, unexpected organizational changes, and uncertainties about work faced during the pandemic, it becomes imperative to study occupational health constructs under a dynamic methodological perspective, to understand their stable and unstable characteristics better. In this study, drawing on the Dynamic Structural Equation Modeling (DSEM) framework, we used a combination of multilevel AR(1) models, Residual-DSEM (RDSEM), multilevel bivariate VAR(1) models, and multilevel location-scale models to investigate the autoregression, trend, and (residual) cross-lagged relationships between emotional exhaustion (EmEx) and mental well-being (MWB) over the COVID-19 pandemic. Data were collected weekly on 533 workers from Germany (91.18%) and Italy (8.82%) who completed a self-reported battery (total number of observations = 3,946). Consistent with our hypotheses, results were as follows: (a) regarding autoregression, the autoregressive component for both EmEx and MWB was positive and significant, as well as it was their associated between-level variability; (b) regarding trend, over time EmEx significantly increased, while MWB significantly declined, furthermore both changes had a significant between-level variability; (c) regarding the longitudinal bivariate (cross-lagged) relationships, EmEx and MWB negatively and significantly affected each other from week to week, furthermore both cross-lagged relationships showed to have significant between-level variance. Overall, our study pointed attention to the vicious cycle between EmEx and MWB, even after controlling for their autoregressive component and trend, and supported the utility of DSEM in occupational health psychology studies.

An intergenerational study of parental bonding on perceptions of parental and spousal criticism and marital relationship quality in Singapore.

Criticism is a form of interpersonal social rejection and destructive conflict behavior which has been associated with poor relationship outcomes in both parent-child and marital relationships. However, the role of the individual's perceptions of parental and spousal criticism in influencing the perceptions of criticism of other members in the family unit has not been examined. This study investigated the associations between parental bonding and perceptions of parental and spousal criticism across generations in Singapore. In all, 134 Singaporean married parent dyads (G2) and one child (G3) of each dyad were recruited. G2 parent participants completed the Perceived Criticism measure for their parents (G1) and spouses, the Parental Bonding Instrument and the Quality of Marriage Index. G3 children participants completed the Perceived Criticism measure for their parents (G2). Path analysis found that G2 perceptions of parental bonding were significant predictors of G2's perceptions of G1 parental criticism, which significantly predicted both G2's perceptions of spousal criticism and G3's perceptions of G2 parental criticism. Perceptions of spousal criticism were also found to predict marital relationship quality in G2 participants. Findings highlight the intergenerational transmission of perceptions of criticism across relationships in the family unit, providing support that parenting practices and communication patterns in one generation can predict those in the next generation in the Singaporean context. Future studies can look to replicate the findings in other cultures and include further investigations into sibling relationships as well.

The association of self-esteem variability with diurnal cortisol patterns in a sample of adult workers.

This study explored the relationships between self-esteem level and self-esteem variability at work with parameters of diurnal cortisol rhythm, using intensive longitudinal data collected during two consecutive working days from N = 166 workers. Participants self-reported measures of sex, height, weight, self-esteem, neuroticism, and negative events at T0. Then, they answered a single item of self-esteem 4 times per day. Self-esteem variability was assessed by means of the relative variability index approach proposed by Mestdagh et al. (2018). Further, participants collected salivary samples at specific time points for analysis of diurnal cortisol patterns. Self-esteem average levels and a specific form of self-esteem variability were associated with diurnal cortisol parameters. In particular, results showed a relationship between low self-esteem and blunted cortisol awakening response, specifically when low self-esteem levels were stable over time. Moreover, self-esteem variability predicted a lower diurnal cortisol decline and a smaller magnitude of overall cortisol production. Present findings highlight the neuroendocrine correlates of self-esteem level and variation at work, suggesting potential pathways by which short-term variability in self-esteem states may impact hypothalamic-pituitary-adrenal axis functioning and long-term workers' health and well-being.

The validity of the higher-order structure of effortful control as defined by inhibitory control, attention shifting, and focusing: A longitudinal and multi-informant study.

OBJECTIVE: Effortful control (EC) has been conceptualized as a higher-order construct defined by a class of self-regulatory mechanisms. However, the developmental higher-order structure of EC has seldom been investigated with a thorough psychometric analysis. To begin to fill this gap in the literature, data were obtained from parents and teachers of 185 children (age at T1: M = 9.43 y/o, SD = 1.17) every 2 years for 8 years. METHOD: We used a structural equation modeling approach for assessing if EC develops as a higher-order factor superordinate to three commonly studied self-regulatory mechanisms, namely inhibitory control (IC), attention focusing (AF), and attention shifting (AS). RESULTS: Results showed that (a) IC, AF, and AS followed a similar pattern of growth, (b) EC displayed an acceptable degree of scalar longitudinal invariance when operationalized as a latent variable indicated by IC, AF, and AS, (c) a higher-order structure explained the co-development of IC, AF, and AS, and (d) stability and change in EC negatively predicted externalizing symptoms, much better than the stability and change of IC, AF, and AS, but only for parents' reports. CONCLUSION: Overall, the higher-order structure of EC was supported, but our results also indicated that there is a certain degree of uniqueness in its facets.

The mediational effect of social support between organizational identification and employees' health: a three-wave study on the social cure model.

BACKGROUND: Recent research postulated that organizational identification plays an important role in employees' health and well-being. Building on the Social Identity Approach as a framework, we test the so-called social cure hypothesis, according to which group-based processes of social support should reduce employees' psychological distress. DESIGN AND METHODS: While there is a considerable amount of cross-sectional evidence concerning the positive role played by organizational identification in this dynamic, there is a lack of full panel studies. This study tries to fill this gap by using data from a sample of technical and administrative staff of a University in Italy at three time points (N = 96). Data were analyzed using Autoregressive Cross-Lagged Panel models. RESULTS: We found support for the hypothesized longitudinal mediational model. Specifically, strongly identified employees tend to receive more social support, and this in turn reduces psychological distress over time. CONCLUSIONS: This study is the first test of the social cure hypothesis in an organizational context that uses a panel study design. We discuss the theoretical and practical implications for management.

Unravelling Work Drive: A Comparison between Workaholism and Overcommitment.

Workaholism and overcommitment are often used as interchangeable constructs describing an individual's over-involvement toward their own job. Employees with high levels in both constructs are characterized by an excessive effort and attachment to their job, with the incapability to detach from it and negative consequences in terms of poor health and job burnout. However, few studies have simultaneously measured both constructs, and their relationships are still not clear. In this study, we try to disentangle workaholism and overcommitment by comparing them with theoretically related contextual and personal antecedents, as well as their health consequences. We conducted a nonprobability mixed mode research design on 133 employees from different organizations in Italy using both self- and other-reported measures. To test our hypothesis that workaholism and overcommitment are related yet different constructs, we used partial correlations and regression analyses. The results confirm that these two constructs are related to each other, but also outline that overcommitment (and not workaholism) is uniquely related to job burnout, so that overcommitment rather than workaholism could represent the true negative aspect of work drive. Additionally, workaholism is more related to conscientiousness than overcommitment, while overcommitment shows a stronger relationship with neuroticism than workaholism. The theoretical implications are discussed.

Personality trait change at work: Associations with organizational socialization and identification.

OBJECTIVE: This study investigates associations between Big Five personality trait change, organizational socialization, and organizational identification during a 3-year police officer training program (N = 416 police officer cadets). METHOD: Participants completed a questionnaire measuring the Big Five personality traits when they entered the training academy, and then, completed the same personality questionnaire, along with measures of organizational socialization and identification, during their 2nd (n = 360) and 3rd (n = 397) year of training. RESULTS: Results corroborated the hypotheses that (a) the Big Five traits can show systematic changes even across a relatively short time period and (b) this change is functional, given that the latent difference scores of all Big Five traits significantly predicted increases in organizational socialization and identification. CONCLUSION: The Big five personality traits showed significant mean level changes across the 3-year training program. Although these changes were not fully consistent with theoretical expectations, they did predict two aspects of organizational adjustment (socialization and identification). The theoretical and practical implications of these findings were discussed.

State-trait decomposition of Name Letter Test scores and relationships with global self-esteem.

The Name Letter Test (NLT) assesses the degree that participants show a preference for an individual's own initials. The NLT was often thought to measure implicit self-esteem, but recent literature reviews do not equivocally support this hypothesis. Several authors have argued that the NLT is most strongly associated with the state component of self-esteem. The current research uses a modified STARTS model to (a) estimate the percentage of stable and transient components of the NLT and (b) estimate the covariances between stable/transient components of the NLT and stable/transient components of self-esteem and positive and negative affect. Two longitudinal studies were conducted with different time lags: In Study 1, participants were assessed daily for 7 consecutive days, whereas in Study 2, participants were assessed weekly for 8 consecutive weeks. Participants also completed a battery of questionnaires including global self-esteem, positive affect, and negative affect. In both studies, the NLT showed (a) high stability across time, (b) a high percentage of stable variance, (c) no significant covariance with stable and transient factors for global self-esteem, and (d) a different pattern of correlations with stable and transient factors of affect than global self-esteem. Collectively, these results further undermine the claim that the NLT is a valid measure of implicit self-esteem. Future work is needed to identify theoretically grounded correlates of the NLT. (PsycINFO Database Record

Second-Order Growth Mixture Modeling in Organizational Psychology: An Application in the Study of Job Performance Using the Cusp Catastrophe Model.

In recent years, research in organizational psychology has witnessed a shift in attention from a mostly variable-focused approach, to a mostly person-focused approach. Indeed, it has been widely recognized that the study of worker's heterogeneity is a meaningful and necessary task of researchers dealing with human behavior in organizational contexts. As a consequence, there has been growing interest in the application of statistical analyses able to uncover latent sub-groups of workers. The present contribution was conceived as a tutorial for the application of one of these statistical analyses, namely second-order growth mixture modeling, and to illustrate its inner links with concepts from non-linear dynamic models. Throughout the paper, we provided (a) a discussion on the relationships between growth mixture modeling and the cusp catastrophe model; (b) Mplus syntaxes and output excerpts of a longitudinal analysis conducted on job performance (N = 420 employees rated once a year for four consecutive years);

Evaluating Intervention Programs with a Pretest-Posttest Design: A Structural Equation Modeling Approach.

A common situation in the evaluation of intervention programs is the researcher's possibility to rely on two waves of data only (i.e., pretest and posttest), which profoundly impacts on his/her choice about the possible statistical analyses to be conducted. Indeed, the evaluation of intervention programs based on a pretest-posttest design has been usually carried out by using classic statistical tests, such as family-wise ANOVA analyses, which are strongly limited by exclusively analyzing the intervention effects at the group level. In this article, we showed how second order multiple group latent curve modeling (SO-MG-LCM) could represent a useful methodological tool to have a more realistic and informative assessment of intervention programs with two waves of data. We offered a practical step-by-step guide to properly implement this methodology, and we outlined the advantages of the LCM approach over classic ANOVA analyses. Furthermore, we also provided a real-data example by re-analyzing the implementation of the Young Prosocial Animation, a universal intervention program aimed at promoting prosociality among youth. In conclusion, albeit there are previous studies that pointed to the usefulness of MG-LCM to evaluate intervention programs (Muthén and Curran, 1997; Curran and Muthén, 1999), no previous study showed that it is possible to use this approach even in pretest-posttest (i.e., with only two time points) designs. Given the advantages of latent variable analyses in examining differences in interindividual and intraindividual changes (McArdle, 2009), the methodological and substantive implications of our proposed approach are discussed.

The costly burden of an inauthentic self: insecure self-esteem predisposes to emotional exhaustion by increasing reactivity to negative events.

BACKGROUND AND OBJECTIVES: A long research tradition has investigated the impact of stress on university students by assuming that individuals have a limited reservoir of resources, and that negative events and circumstances progressively drain resources thereby producing exhaustion. A recent research tradition, instead, has focused on the detrimental consequences of discrepant levels of implicit (ISE) and explicit (ESE) self-esteem on the development of stress-related symptoms. The present research attempted to merge the aforementioned approaches, with the aim of explaining significant predictors of stress. DESIGN: Within the framework of a Longitudinal Structural Equation Model, we followed a moderated-mediated approach. METHOD: A sample of university students (N = 209; 66% females) completed a questionnaire battery including measures of ISE, ESE, perceptions of negative events, and emotional exhaustion. Participants were assessed once a week for eight consecutive weeks. RESULTS: ISE significantly moderated the relationship between ESE and negative events; in turn, the latter significantly predicted emotional exhaustion. Monte Carlo method for assessing mediation showed that negative events significantly mediated the relationship between incongruent self-esteem and emotional exhaustion. CONCLUSIONS: The detrimental role of incongruent self-esteem has been corroborated. Practical implications and suggestions for future research dealing with stress in a university setting were provided.

Use of Social Desirability Scales in Clinical Psychology: A Systematic Review.

OBJECTIVE: There is still an open debate about the utility of social desirability indicators. This report systematically reviewed the use of social desirability scales in studies addressing social desirability in clinical psychology. METHOD: A systematic review (January 2010-March 2015) was conducted, including 35 studies meeting the inclusion criteria of being published in peer-reviewed journals and describing quantitative findings about an association of social desirability with clinical psychology variables using a cross-sectional or longitudinal design. RESULTS: Social desirability was associated with self-reports of various clinical-psychological dimensions. Most of the included studies treated social desirability as a 1-dimensional variable and only 10 of 35 disentangled the impression management and self-deception components. Although theoretical literature does not consider social desirability a mere response bias, only 4 of the reviewed articles controlled for the possible suppressor effect of personality variables on social desirability, while the majority focused upon the stylistic (response bias) rather than the substantive (personality) nature of this construct. CONCLUSION: The present review highlighted some limitations in the use of social desirability scales in recent clinical psychology research and tried to offer a few suggestions for handling this issue.