Insufficient Effort Survey Responding: An Under-Appreciated Problem in Work and Organisational Health Psychology Research

Observer-rated outcomes of communication-centered treatment for adults who stutter: A social validation study

Previous studies have reported that adults who stutter demonstrate significant gains in communication competence, per self-ratings and clinician-ratings, upon completion of a communication-centered treatment, or CCT. The purpose of this social validation study was to determine whether communication competence ratings reported by untrained observers are consistent with client and clinician judgments of communication competence gains following CCT. Eighty-one untrained observers completed an online survey that required each to view one of two videos depicting an adult who stutters during a mock interview recorded prior to CCT or after CCT. Observers were then asked to rate the communication competence of the interviewee on a 100-point visual analog scale and provide additional demographic information. Communication competence of the adult who stutters who had completed CCT was rated significantly higher in their post-treatment video. Upon controlling for two demographic factors found to be associated with observer ratings (years of education, years the observers had known an adult who stutters), significantly higher ratings of communication competence for the post-treatment video were maintained. These preliminary findings provide social validity for CCT by demonstrating that the gains in communication competence reported in previous studies through clinician and client observations are also reported by untrained observers who are not familiar with CCT.

Emotion-related impulsivity across transdiagnostic dimensions of psychopathology

OBJECTIVE

Several dimensions have received attention for their potential role in explaining shared variance in transdiagnostic symptoms of psychopathology. We hypothesized emotion-related impulsivity, the trait-like tendency toward difficulty restraining responses to emotion, would relate to symptoms of psychopathology, with two separable dimensions of emotion-related impulsivity relating distinctly to internalizing and externalizing symptoms.

METHOD

Across two studies, we tested hypotheses using structural equation models of emotion-related impulsivity and multiple indicators of internalizing, externalizing, and thought symptoms.

RESULTS

In Study 1 (658 undergraduates), emotion-related impulsivity was highly correlated with the general psychopathology (p) factor. In study 2 (421 Mechanical Turk participants), models did not support a general p factor; however, we replicated the hypothesized associations of emotion-related impulsivity dimensions with internalizing and externalizing factors. Across both studies, forms of emotion-related impulsivity uniquely and differentially related to internalizing and externalizing symptoms.

CONCLUSIONS

Findings indicate emotion-related impulsivity may help explain transdiagnostic dimensions of psychopathology, such as the p factor.

Understanding professional development challenges of Chinese public health professionals: association and prediction analyses with data validity screening

Background

Little is known about the public health professionals engaged in educating and training new or future researchers in public health. Research in this direction identifies their issues, concerns, challenges, and needs. This study focused on the professional development challenges of Chinese public health professionals.

Methods

Snowball sampling was utilized. A total of 265 public health professionals participated. An instrument of 6 dimensions (burnout, sleep issue, mood issue, friends' support, exercise, and challenges) was developed, revised, and administered online. Two different approaches, the conventional and data screening approaches, were applied. The former started with item quality analyses, whereas the latter began with data quality checks. The chi-square tests of associations and logistic regressions were performed on both approaches.

Results and discussion

19.25% of the participants were detected and deleted as careless respondents. Using both approaches, six professional development challenges except one ("Multidisciplinary learning") were significantly associated with various demographic features. The two approaches produced different models though they converged sometimes. The latent variables of exercise predicted professional development challenges more frequently than other latent variables. Regarding correct classification rates, results from the data screening approach were comparable to those from the conventional approach.

Conclusion

The latent variables of exercise, such as "Exercise effects," "Expectations of exercise," and "Belief in exercise," might be understudied. More research is necessary for professional development challenges using exercise as a multidimensional construct. Based on the current study, screening and deleting careless responses in survey research is necessary.

What should I say? Testing ways to reduce fear and increase disclosure of incivility in reference checks

We utilize signaling theory as a foundation for testing ways to decrease reference providers' fear of adverse consequences and increase disclosure of workplace incivility in reference checks. We focus on three reminders-commonly recommended by practitioners-that may be sent to reference providers in the instructions prior to the reference check: reminders of applicant consent, qualified privilege, and confidentiality. 420 supervisors were recruited via Prolific.co to complete a hypothetical reference check for the employee with whom they least like to work. Participants were randomly assigned to one of eight conditions in a two (applicant consent reminder: yes/no) X two (qualified privilege reminder: yes/no) X two (confidentiality reminder: yes/no) between-subjects design. Instructions before the reference check were manipulated in a manner that corresponded to their experimental condition, after which they completed measures of fear and incivility. Results showed no main effects, but two interactions. Applicant consent and qualified privilege interacted in relation to fear of adverse legal consequences, and confidentially and qualified privilege interacted in relation to reports of applicant incivility (p < .10). Collectively, our largely null findings suggest that reference checks may be a limited tool for incivility prevention.

Impact of self-disclosure and communication competence on perceived listener distraction

PURPOSE

The purpose of this study was to investigate the distraction reported by unfamiliar adults when listening to a speaker who stutters, and whether listener distraction is influenced by two factors: self-disclosure and communication competence.

METHOD

Two hundred seventy-five adults watched a video vignette and were asked to rate their level of distraction when observing an adult Latinx male producing stuttered speech. Each participant watched one of six randomized videos of the same speaker sharing the same content systematically manipulated by (a) presence or absence of 15% stuttering, (b) presence or absence of self-disclosure, and (c) high or low communication competence.

RESULTS

Listener distraction was higher when rating speakers with low communication competence, regardless of whether stuttering or self-disclosure were heard. Videos wherein the speaker was fluent were rated as significantly less distracting, but only in the context of high communication competence. For videos wherein the speaker stuttered, listeners reported significantly less distraction when the speaker demonstrated high communication competence and self-disclosed.

FINDINGS

These findings suggest that for persons who stutter, high communication competence and disclosing that they stutter will yield maximum reduction in listener distraction.

Good, Bad, and Ugly Leadership Patterns: Implications for Followers' Work-Related and Context-Free Outcomes

This research responds to calls for a more integrative approach to leadership theory by identifying subpopulations of followers who share a common set of perceptions with respect to their leader's behaviors. Six commonly researched styles were investigated: abusive supervision, transformational leadership (TFL), contingent reward (CR), passive and active management-by-exception (MBE-P and MBE-A, respectively), and laissez faire/avoidant (LF/A). Study hypotheses were tested with data from four independent samples of working adults, three from followers (N = 855) and a validation sample of leaders (N = 505). Using latent profile analysis, three pattern cohorts emerged across all four samples. One subpopulation of followers exhibited a constructive pattern with higher scores on TFL and CR relative to other styles. Two cohorts exhibited destructive patterns, one where the passive styles of MBE-A, MBE-P and LF/A were high relative to the other styles (passive) and one where the passive styles co-occurred with abusive supervision (passive-abusive). Drawing on conservation of resources theory, we confirmed differential associations with work-related (i.e., burnout, vigor, perceived organizational support and affective organizational commitment) and context-free (i.e., physical health and psychological well-being) outcomes. The passive-abusive pattern was devastating for physical health, yet passiveness without abuse was damaging for psychological well-being. Interestingly, we find a clear demarcation between passiveness as "benign neglect" and passiveness as an intentional and deliberate form of leadership aimed at disrupting or undermining followers-hence, the two faces of passiveness: "bad" and "ugly." We discuss the novel insights offered by a pattern (person)-oriented analytical strategy and the broader theoretical and practical implications for leadership research.

Scale Mean and Variance Differences in MTurk and Non-MTurk Samples

Abstract. We meta-analytically examined mean and variance differences between MTurk and non-MTurk samples for a variety of scales used in the organizational sciences. The influence of moderators (i.e., construct domain and valence, sample type, use of qualifications, and data cleaning procedures) was also examined. Across all scales (120 scales, N = 110,090), we found that, overall, MTurk and non-MTurk samples do not have significantly different scale means or variances. Our moderator analyses, however, indicated that MTurk samples may have larger variances than non-MTurk samples under certain conditions. Additionally, our results highlight the importance of data screening and cleaning procedures such that MTurk samples had larger variances than non-MTurk samples when MTurk samples were subjected to more stringent data screening and cleaning procedures.

The hidden performance costs of professional isolation? A latent change score model of professional isolation during the early stage of COVID-19 pandemic

Although past research has found that professional isolation can affect discernible work-related outcomes (e.g. job performance and turnover) and important job attitudes, researchers have not examined its impact on those less discernible but still costly work behaviours. Drawing on self-regulation theories, this study examined the effect of professional isolation on employees' cyberloafing and time theft through self-control capacity impairment. With longitudinal data collected from 343 U.S. employees across five consecutive weeks at the early stage of the pandemic (i.e. from mid-March to late April 2020), our results of latent change score modelling analyses found that professional isolation change was positively related with changes in cyberloafing and time theft via change in self-control capacity impairment. The results increase our understanding of the hidden performance cost of professional isolation. This research also shifts the research focus from a static, between-person perspective to dynamic, within-person changes in professional isolation and related outcomes. The findings shed light on the self-regulation perspective in understanding the harmful consequences of professional isolation. Implications for future research are discussed along with practical implications for organisations.

Flattening the Latent Growth Curve? Explaining Within-Person Changes in Employee Well-Being during the COVID-19 Pandemic

The COVID-19 pandemic represents one of the greatest global crises in modern history. In addition to recession and high unemployment, agencies such as the Centers for Disease Control and Prevention warn that stressors associated with a pandemic can cause increased strains, including difficulty concentrating, anxiety, and decreased mental health (CDC, 2020). Two general frameworks that explain these stressor-strain relationships over time include stress-reaction and adaptation models. Stress-reaction models suggest that stressors, such as heightened job demands due to the pandemic, accumulate over time and thus prolonged exposure to these stressors results in both immediate and long-term strain; conversely, adaptation models suggest that people adapt to stressors over time, such that strains produced by ongoing stressors tend to dissipate. After controlling for county-level COVID-19 cases, we found that (a) workers in general exhibited decreasing cognitive weariness and psychological symptoms over time, providing support for the adaptation model; (b) on-site workers experienced increasing physical fatigue over time, supporting the stress-reaction model among those workers; and (c) engaging in recovery behaviors was associated with improvements in cognitive weariness and psychological symptoms for all workers. We also found that our Time 1 outcomes were significantly different than pre-pandemic norms, such that our participants displayed lower initial levels of job-related burnout and higher initial levels of psychological symptoms than pre-pandemic norms. Furthermore, supplemental qualitative data support our quantitative findings for recovery behaviors. These findings have important implications for understanding workers' responses to the pandemic and they can help inform organizational practice.

Technology-enacted abusive supervision and its effect on work and family

This study examines the effects of technology-enacted abusive supervision, defined as subordinate perceptions of supervisor's use of information and communication technologies (ICTs) to engage in hostile communications. This research was designed to examine if technology-enacted abusive supervision has an impact on both the work and family domains. Based on conservation of resources theory, we theorize that technology-enacted abusive supervision enhances subordinate engagement in emotional labor surface acting, which contributes to emotional exhaustion, which in turn impacts both the work and family domains. Results demonstrate significant paths in both domains. Subordinate perceptions of technology-enacted abusive supervision are positively related to the engagement in technology-enacted incivility through the serial mediation of emotional labor surface acting and emotional exhaustion. Additionally, subordinate perceptions of technology-enacted abusive supervision are positively related to family undermining at home for the subordinate through the serial mediation of emotional labor surface acting, emotional exhaustion, and stress transmission.

Psychological Contract Violation or Basic Need Frustration? Psychological Mechanisms Behind the Effects of Workplace Bullying

Workplace bullying is a phenomenon that can have serious detrimental effects on health, work-related attitudes, and the behavior of the target. Particularly, workplace bullying exposure has been linked to lower level of general well-being, job satisfaction, vigor, and performance and higher level of burnout, workplace deviance, and turnover intentions. However, the psychological mechanisms behind these relations are still not well-understood. Drawing on psychological contract and self-determination theory (SDT), we hypothesized that perceptions of contract violation and the frustration of basic needs mediate the relationship between workplace bullying exposure and well-being, attitudinal, and behavioral outcomes. Self-reported data were collected among employees with different working backgrounds (N = 1,257) via Amazon's Mechanical Turk in an online survey. Results showed that feelings of contract violation and frustration of basic needs accounted for unique variation in well-being, work satisfaction, burnout, vigor, and turnover intentions, pointing to individual contributions of both psychological mechanisms. However, when controlled for frustration of basic needs, feelings of psychological contract violation were no longer a mediator between workplace bullying exposure and work performance. Helping employees to deal effectively with workplace bullying exposure might buffer its negative effects and reduce their experienced frustration of basic needs, preserving their well-being, vigor, and work performance and, eventually, prevent burnout. The present study is the first to concurrently elucidate the proposed psychological mechanisms and unique contributions of psychological contract violation and frustration of basic needs in the context of workplace bullying.

The bright and dark sides of employee mindfulness: Leadership style and employee well-being

In this study, we use a social information processing perspective to propose that employee mindfulness will boost the positive relationship between transformational leadership and employee well-being and will amplify the negative relationship between abusive supervision and employee well-being. We found, using a time-lagged survey of 246 employees (controlling for baseline well-being), that employee mindfulness strengthened the positive relationship between transformational leadership and psychological well-being. Furthermore, employee mindfulness intensified the relationship between abusive supervision and employee psychological well-being. This study shows the benefits of employee mindfulness in certain contexts and reveals one potential dark side of mindfulness at work. We conclude with a general discussion of this study and outline future directions for research.

Detecting computer-generated random responding in questionnaire-based data: A comparison of seven indices

With the development of online data collection and instruments such as Amazon's Mechanical Turk (MTurk), the appearance of malicious software that generates responses to surveys in order to earn money represents a major issue, for both economic and scientific reasons. Indeed, even if paying one respondent to complete one questionnaire represents a very small cost, the multiplication of botnets providing invalid response sets may ultimately reduce study validity while increasing research costs. Several techniques have been proposed thus far to detect problematic human response sets, but little research has been undertaken to test the extent to which they actually detect nonhuman response sets. Thus, we proposed to conduct an empirical comparison of these indices. Assuming that most botnet programs are based on random uniform distributions of responses, we present and compare seven indices in this study to detect nonhuman response sets. A sample of 1,967 human respondents was mixed with different percentages (i.e., from 5% to 50%) of simulated random response sets. Three of the seven indices (i.e., response coherence, Mahalanobis distance, and person-total correlation) appear to be the best estimators for detecting nonhuman response sets. Given that two of those indices-Mahalanobis distance and person-total correlation-are calculated easily, every researcher working with online questionnaires could use them to screen for the presence of such invalid data.

Careless Responding Threatens Factorial Analytic Results and Construct Validity of Personality Measure

The current research investigates the impact of careless responding on factorial analytic results and construct validity with real data. Results showed that inclusion of careless respondents in data analysis distorts factor loading pattern and hinders recovery of theoretical existing factors. Careless respondents also blur the distinction of theoretically distinct factors, resulting in higher inter-factor correlations. That careless responding may threaten convergent validity also receives limited support. Researchers are advised to exclude careless respondents before statistical analysis.

The Assessment and Impact of Careless Responding in Routine Outcome Monitoring within Mental Health Care

Careless responding by mental health patients on self-report assessments is rarely investigated in routine care despite the potential for serious consequences such as faulty clinical decisions. We investigated validity indices most appropriate for detecting careless responding in routine outcome monitoring (ROM) in mental health-care. First, we reviewed indices proposed in previous research for their suitability in ROM. Next, we evaluated six selected indices using data of the Brief Symptom Inventory and the Mood and Anxiety Symptom Questionnaire from 3,483 outpatients. Simulations showed that for typical ROM scales the Lmax index, Mahalanobis distance, and inter-item standard deviation may be too strongly confounded with the latent trait value to compare careless responding across patients with different symptom severity. Application of two different classification methods to the validity indices did not converge in similar prevalence estimates of careless responding. Finally, results suggest that careless responding does not have a substantial biasing effect on scale-score statistics. We recommend the lzp person-fit index to screen for random careless responding in large ROM data sets. However, additional research should further investigate methods for detecting repetitive responding in typical ROM data and assess whether there are specific circumstances in which simpler validity statistics or direct screening methods perform similarly as the lzp index.

Mindfulness as a Buffer of Leaders' Self-Rated Behavioral Responses to Emotional Exhaustion: A Dual Process Model of Self-Regulation

In this study, we investigate the self-regulatory role of mindfulness in buffering the relationship between leaders' emotional exhaustion and self-rated leadership behavior (transformational leadership and abusive supervision). Specifically, we propose that leader mindfulness buffers the relationship between emotional exhaustion and both negative affect and impaired perspective taking, which link leader emotional exhaustion and leadership behavior (i.e., moderated mediation). Using a time-lagged survey of leaders (N = 505) we found that leader perspective taking and negative affect mediated the relationships between emotional exhaustion and self-reported leadership behavior. Furthermore, we found that leader mindfulness buffers the relationship between emotional exhaustion and negative affect, which weakened the mediated relationship between emotional exhaustion and both transformational leadership and abusive supervision. However, leader mindfulness did not moderate the relationship between emotional exhaustion and perspective taking. Theoretical and practical implications are discussed.

Exploring daily affective changes in university students with a mindful positive reappraisal intervention: A daily diary randomized controlled trial

Brief and cost-effective interventions focused on emotion regulation techniques can buffer against stress and foster positive functioning. Mindfulness and positive reappraisal are two techniques that can mutually enhance one another to promote well-being. However, research testing the effectiveness of interventions combining mindfulness and reappraisal is lacking. The current pilot examined the effect of a combined mindful-reappraisal intervention on daily affect in a 5-day diary study with 106 university students. Participants were randomized to a mindful-reappraisal intervention (n = 36), a reappraisal-only intervention (n = 34), or an active control activity (n = 36). All participants described a negative event each day but only reappraised the event in the intervention conditions. Using multilevel growth modelling, results indicated that negative affect in both interventions declined over 5 days compared to the control; however, there were no differences in the growth of positive affect. Compared to reappraisal-only, the mindful-reappraisal group reported overall lower daily negative affect and marginally higher daily positive affect over the 5-day intervention. These findings suggest that brief daily practice combining mindfulness and positive reappraisal can be trained as a self-regulatory resource to promote positive affect and buffer negative affect above and beyond reappraisal practice alone.