The role of planfulness for well-being, stress, and goal disruption during COVID-19

Planfulness refers to an individual's tendency to be future oriented, mentally flexible, and cognitively strategic when engaging with goals, and has been shown to predict goal completion. We investigated the relationships among planfulness, goal disruption, stress, and psychological well-being during the COVID-19 pandemic, which served as a unique setback context. We measured these constructs using the planfulness scale, an ad-hoc survey item probing goal disruption in the pandemic, the perceived stress scale, and the Warwick-Edinburgh Mental Wellbeing Scale, respectively. Participants were university students (N = 174; mean age 23.03, SD: 4.37; 77% female). Higher planfulness predicted lower goal-disruption, lower stress, and higher well-being during the pandemic, extending its benefits beyond the goal domain. High levels of planfulness did not protect against goal disruption among those participants in which the self-reported personal impact of the pandemic was highest. Differences in goal disruption across levels of planfulness were constrained to lower reported pandemic impact. However, the differences in psychological well-being and stress by levels of planfulness were retained even when self-reported perceptions of personal pandemic impact were high. More planful students maintained lower stress and higher psychological well-being than their less planful peers across levels of adversity. These findings suggest that even in extremely difficult contexts in which planfulness does not protect against goal disruption, it still confers personal benefits in terms of psychological health.

How Does Enlistment Motivation Shape Organizational Commitment? The Role of Career Identity and Organizational Support

This study, based on the integrative model of commitment and motivation and organizational support theory, examined the mechanism of intrinsic and extrinsic enlistment motivation on three facets of organizational commitment. A three-wave field questionnaire survey was conducted among 1606 Reserve Officers' Training Corps cadets from Chinese universities. The results showed that both intrinsic and extrinsic motivation positively predicted affective commitment, normative commitment, and continuous commitment. The positive effect of intrinsic motivation was stronger than extrinsic motivation. However, the interactive effect of intrinsic and extrinsic motivation negatively predicted the three aspects of organizational commitment. Career identity mediated all the direct effects above. Moreover, organizational support moderated the effects of intrinsic and extrinsic motivation on career identity. When organizational support was low, the positive effect of intrinsic motivation on career identity was stronger; whereas, when organizational support was high, the positive effect of extrinsic motivation on career identity was stronger. Furthermore, extrinsic motivation and organizational support jointly moderated the effect of intrinsic motivation on career identity and the mediating effects between intrinsic motivation and the three facets of organizational commitment. Specifically, when extrinsic motivation and organizational support were low, the direct and mediating effects above were stronger.

Influence of Career Decision Ambiguity Tolerance Preference on Career Adaptability: The Role of Individual and Organizational Career Management

Drawing on the career construction and cognitive appraisal theory, this study constructs a moderated mediation model to explore the mechanism of career decision ambiguity tolerance preference (CDAT-P) on career adaptability via challenge appraisal, as well as the interactive effect of individual and organizational career management. Participants comprised 1023 Chinese university students who completed questionnaires with a three-wave design. The results show that CDAT-P positively predicts career adaptability, and challenge appraisal mediates the direct effect. Moreover, individual career management and organizational career management have an interactive effect on the direct relationship between CDAT-P and challenge appraisal and the first stage of the mediating effect. Specifically, when individual and organizational career management are high, the positive direct effect of CDAT-P on challenge appraisal and the mediating effect are stronger.

Depression, Cognition, and Pain: Exploring Individual, Cultural and Country-Level Effects Across Europe

The aim of this paper was to investigate the role of economic (eg, GDP per capita), political (eg, healthcare spending), cultural (country-level aggregates norms) and individual correlates (eg, depression) of pain in a secondary analysis of a sample of 76,000 adults in 19 countries across Europe. The sample was aggregated from 2 waves of the Study of Health, Ageing and Retirement in Europe cohort, using multilevel models with cross-level interactions between individual and country-level effects. While there has been extensive focus on individual risk factors (eg, depression, cognition, BMI), the role of social, political and cultural contextual factors has been relatively underexplored. In addition to replicating well-established individual risk factors (eg, increased depression), we demonstrate that higher levels of depression, chronic pain diagnosis, and collectivism, aggregated at the country-level, are also associated with increased pain severity. There was evidence that these country-level effects moderate the effect of individual correlates of pain. These results contribute to the literature by identifying the importance of broader cultural factors alongside individual psychological indices of pain reporting. PERSPECTIVE: In this study we model how individual, political and cultural factors influence pain in a large cross-national sample. In addition to replicating established individual effects, it shows how cultural (ie, collectivism) and political (eg, GDP, healthcare spending) factors affect individual expressions of pain, and how the cultural and individual factors interact with each other.

Emotional responding to overt and subtle social exclusion among young women who engage in non-suicidal self-injury

People who engage in non-suicidal self-injury (NSSI) consistently report greater emotion reactivity and dysregulation than their peers. However, evidence that these self-reports reflect an amplified emotional response under controlled conditions is limited. Here we test the effects of both subtle and overt social exclusion, to determine whether self-reported emotion dysregulation reflects responses to real-time emotional challenge for people who self-injure. We recruited 100 young women with past-year NSSI and 100 without NSSI to an online experiment. Participants took part in a baseline social inclusion ball-tossing game, followed by either an overt or subtle social exclusion ball-tossing game, while we measured negative mood and belongingness. Despite reporting greater emotion reactivity (d = 1.40) and dysregulation (d = 1.63) than controls, women with past-year NSSI showed no differences in negative mood or belongingness ratings in response to either overt or subtle social exclusion. Within the NSSI group, exploratory analyses found greater endorsement of intrapersonal functions predicted greater negative mood following social exclusion (β = 0.19). Given that amplified emotional responding is central to prominent theoretical models of NSSI, findings highlight the need to better understand the divergence in findings between self-reported emotion dysregulation and real-time emotional responding among people who self-injure.

Good Personality and Subjective Well-Being During the COVID-19 Pandemic: A Three-Wave Longitudinal Study in Chinese Contexts

Numerous studies have emphasized the importance of examining psychological distress during the COVID-19 pandemic. It is important to identify the factors that affect the influence of COVID-19 on people's mental health. The present research was a three-wave longitudinal study (N = 1495) examining the concurrent and prospective relations of good personality with subjective well-being during the COVID-19 pandemic. Results showed that good personality positively predicted the subsequent well-being after controlling for the respective autoregressive effects and Big Five personality traits. Specifically, individuals who scored higher on measures of good personality tended to maintain higher well-being in the face of COVID-19. However, subjective well-being could positively predict subsequent personality only at the first time point. In addition, the prospective effect of good personality on subjective well-being was greater than the reverse effect. These findings support the opinion that as a positive value orientation in personality, good personality has a significant positive impact on the response to the pandemic situation.

Leader extraversion and team performance: A moderated mediation model

Extraversion is the best and most consistent predictor of important leadership outcomes. However, there has been little exploration and examination of the mechanisms underlying the effects of extraverted leadership on performance. Drawing on distal-proximal motivational theory and situational strength theory, the present study proposes and examines a moderated mediation model that explains how leader extraversion affects team performance and how situational characteristics strengthen or constrain this relationship. Respondents were recruited through management team training courses run by the eight Chinese companies. We conducted two rounds of electronic questionnaire collection. The first round of data was collected during the training session. Four weeks later, we collected the data through the training courses' WeChat groups. Data collected from 226 Chinese team leaders was analyzed using SPSS 26 and Mplus 7. We find that leader extraversion predicts team performance through a motivational mechanism operationalized as leader work engagement. We further find that goal clarity and process clarity play an important role in strengthening the positive effect of leader extraversion on leader work engagement as well as the motivational mechanism, providing an empirical explanation of how leader extraversion affects team performance through a motivational mechanism operationalized as leader work engagement. We also explore how two potential situational characteristics, operationalized as goal clarity and process clarity of leaders, affect the relationship between leader extraversion and leader work engagement as well as the motivational mechanism. Addionally, the findings suggest important practical implications for the organizations seeking to identify effective team leaders.

Face mask use during the COVID-19 pandemic: how risk perception, experience with COVID-19, and attitude towards government interact with country-wide policy stringency

BACKGROUND

During the 2020 COVID-19 pandemic, governments imposed numerous regulations to protect public health, particularly the (mandatory) use of face masks. However, the appropriateness and effectiveness of face mask regulations have been widely discussed, as is apparent from the divergent measures taken across and within countries over time, including mandating, recommending, and discouraging their use. In this study, we analyse how country-level policy stringency and individual-level predictors associate with face mask use during the early stages of the global COVID-19 pandemic.

METHOD

First, we study how (self and other-related) risk perception, (direct and indirect) experience with COVID-19, attitude towards government and policy stringency shape face mask use. Second, we study whether there is an interaction between policy stringency and the individual-level variables. We conduct multilevel analyses exploiting variation in face mask regulations across countries and using data from approximately 7000 students collected in the beginning of the pandemic (weeks 17 through 19, 2020).

RESULTS

We show that policy stringency is strongly positively associated with face mask use. We find a positive association between self-related risk perception and mask use, but no relationship of mask use with experience with COVID-19 and attitudes towards government. However, in the interaction analyses, we find that government trust and perceived clarity of communication moderate the link between stringency and mask use, with positive government perceptions relating to higher use in countries with regulations and to lower use in countries without regulations.

CONCLUSIONS

We highlight that those countries that aim for widespread use of face masks should set strict measures, stress self-related risks of COVID-19, and use clear communication.

Self-Other Agreement in Experience Sampling Measures

Experience sampling methodology (ESM) has provided researchers with a flexible and innovative measurement tool, and the methodology has become increasingly popular in several fields of psychology. Therefore, validity studies on such measures are important. The present study investigated convergent and discriminant validity of ESM measures using peer-ratings as the criteria. We obtained ESM self- and other-ratings of personality states, situation perceptions, and feelings from 344 occasions, from 49 target participants. The results showed that several—but not all—widely used ESM self-ratings have substantial and distinct self-other agreement. We conclude that many ESM self-reports are likely to capture, at least to an extent, target persons’ actual personality states, feelings, and situation perceptions.

The downside of managers: The moderator role of political skill & deceptive situation

Relying on the trait activation theory and socioanalytic theory, this study investigate conditions that activate or restrain a manager's dark triad, which can predict exploitative leadership. First, we examine the interacting effect of narcissism, Machiavellianism, and psychopathy with deceptive situation cues at work. Then, we investigated the effect of a manager's political skill - into the emergence of exploitative leadership. A multisource data were collected across two studies administered first to employees then to their corresponding managers (N = 150). Structural equation modeling were used to test hypothesis. The study's findings show that the interaction of deceptive conditions with the dark triad is the most predictive of exploitative leadership, while managers' political skill was found to have a neutralize effect. The present study provides an effort to identify a potential cause and a solution to manager's exploitative behavior at work. Implications for the dark triad literature, theories underlying it, and exploitative leadership are discussed.

Personality in a naturally occurring strong situation: Unique effects of HEXACO traits on COVID-19 mitigation

The first Italian lockdown during COVID-19 pandemic constituted an example of strong situation. Under this context, we investigated associations of HEXACO personality with COVID-19 mitigation behaviors (self-reported hygiene, distancing, going out). We tested unique associations through regularized regressions and out-of-sample prediction after establishing the best level of analysis (HEXACO traits, facets, items). Personality always explained out-of-sample variance over and above demographics, COVID-related knowledge, concern, impacts, and goals. Hygiene and distancing were best predicted by HEXACO traits, whereas facets constituted the best level for the prediction of going out. In general, honesty-humility (trait or facets) was the clearest predictor of safer behaviors. Results corroborate the relevance of personality even in strong situations, as well as its importance for COVID-19 mitigation.

How does COVID-19 pandemic strength influence work fatigue? The mediating role of occupational calling

Drawing on event system theory, this study explored the mechanism by which COVID-19 pandemic strength (including criticality, disruption, and novelty) influences work fatigue through the mediating role of occupational calling. A two-wave field study was conducted with 857 Chinese police officers using COVID-19 pandemic strength, occupational calling, and work fatigue questionnaires. The results showed that COVID-19 pandemic criticality had a positive effect on work fatigue and occupational calling, and that occupational calling mediated the direct link between COVID-19 pandemic criticality and work fatigue. Additionally, the first and second stages of the mediating effect were jointly moderated by COVID-19 pandemic disruption and novelty. When COVID-19 pandemic disruption and novelty were high, the positive relationship between COVID-19 pandemic criticality and occupational calling, and the mediating role of occupational calling, were stronger. The negative relationship between occupational calling and work fatigue was strengthened when COVID-19 pandemic disruption was high and novelty was low.

Career Calling and Task Performance: The Moderating Role of Job Demand

The Work as a Calling Theory (WCT) predicts that career calling fosters job performance. A quantitative summary of previous work supports this prediction and shows that the relation between calling and job performance is moderate in size ( ρ = .29, K = 11, N = 2286) . Yet, the environmental conditions that modulate this relation are completely unknown. According to an interactionist perspective, we argue that calling may predict performance only when job demand is low. Results of a multisource study on salesmen and managers dyads ( N= 965) partially supported this prediction. We observed that highly demanding work environments, characterized by pressure to perform, high workload, and unachievable deadlines, suppress the positive relation between calling and self-reported performance. Job demand directly impairs performance and suppresses the positive effect of career calling. Theoretical and practical implications of these results are discussed.

A prospective study of college student depressive symptoms, sense of purpose, and response to a COVID-19 campus shutdown

Individual differences can shape the way major life events are experienced. In this study, we explored the unique and interactive effects of depressive symptoms and sense of purpose on downstream appraisals of a COVID-19 college campus shutdown. Data were from a sample of U.S. college students (n = 152) surveyed prior to widespread COVID-19 transmission (Time 1; early fall 2019), and again just after their university closed as a protective measure (Time 2; mid-spring 2020). Depressive symptoms were positively associated, whereas sense of purpose was negatively associated, with cross-sectional reports of social status change due to shutdown. Depressive symptoms at Time 1 positively predicted perceived external control of the situation at Time 2, and sense of purpose at Time 1 positively predicted changes to worldview at Time 2. Purpose and depressive symptoms evidenced high rank-order stability from Time 1 to Time 2. This study represents a rare documentation of college students' feelings and experiences before, and during, a historical moment. The implications of these findings for future research are discussed.

Do predictors of adherence to pandemic guidelines change over time? A panel study of 22,000 UK adults during the COVID-19 pandemic

In the absence of a vaccine, governments have focused on behaviour change (e.g. social distancing and enhanced hygiene procedures) to tackle the COVID-19 pandemic. Existing research on the predictors of compliance with pandemic measures has often produced discrepant results. One explanation for this may be that the determinants of compliance are context specific. Understanding whether this is the case is important for designing public health messaging and for evaluating the generalisability of existing research. We used data from the UCL COVID-19 Social Study; a large weekly panel of UK adults from first five months of lockdown in the UK (n = 22,625). We tested whether the extent to which demographic, socio-economic position, personality traits, social and pro-social motivations, and the living environment predict compliance changed across the pandemic using multilevel regression modelling. Low compliance was strongly related to younger age and also to risk attitudes, empathic concern, and high income, among other factors. The size of some of these associations was larger in later months when less stringent lockdown and household mixing measures were in place. The results showed that compliance was lower and fell faster across some groups, suggesting the importance that public health communications adopt a plurality of messages to maximize broad adherence.

Proactive Personality and Creative Performance: Mediating Roles of Creative Self-Efficacy and Moderated Mediation Role of Psychological Safety

Previous research has suggested that employees’ proactive personality can enhance their creative performance. However, studies that address the underlying mechanism of the effect of proactive personality on creative performance have been scarce. Additionally, contextual factors that could serve as useful conditions have received insufficient academic attention. Therefore, the present study proposed that creative self-efficacy serves as a mediator and psychological safety serves as a moderator in the positive relationship between employees’ proactive personality and their creative performance. The results of a large-scale survey revealed that a proactive personality was positively associated with creative performance. Furthermore, we found that the positive relationship between a proactive personality and creative performance was positively mediated by creative self-efficacy and further strengthened by psychological safety. Additionally, we found that psychological safety influenced the mediating role of creative self-efficacy in the link between employees’ proactive personality and creative performance. We have discussed theoretical and practical implications with future research directions.

Personality in a pandemic: Social norms moderate associations between personality and social distancing behaviors

To limit the transmission of the coronavirus disease 2019 (COVID-19), it is important to understand the sources of social behavior for members of the general public. However, there is limited research on how basic psychological dispositions interact with social contexts to shape behaviors that help mitigate contagion risk, such as social distancing. Using a sample of 89,305 individuals from 39 countries, we show that Big Five personality traits and the social context jointly shape citizens' social distancing during the pandemic. Specifically, we observed that the association between personality traits and social distancing behaviors were attenuated as the perceived societal consensus for social distancing increased. This held even after controlling for objective features of the environment such as the level of government restrictions in place, demonstrating the importance of subjective perceptions of local norms.

Emotional and Behavioral Responses to COVID-19

Abstract. This review appraises evidence for the role of personality in COVID-19 related emotions and behaviors. Three key models of personality are considered: the Five-factor Model, HEXACO model, and Reinforcement Sensitivity Theory (RST). In line with personality research, more generally, most studies focus on the Five-Factor model. Key findings are that neuroticism is most associated with poor mental health, and extraversion is associated with a reluctance to socially isolate. Conscientiousness predicts compliance with safety guidelines but also with fewer prosocial behaviors, particularly stockpiling. Research within the HEXACO framework largely confirms these findings, especially for emotionality and mental health. The additional HEXACO Honesty-Humility factor is found to be associated with prosocial views and abstention from panic buying. Studies based on the Reinforcement Sensitivity Theory of personality indicate emotional conflict as people wish to stay safe while maintaining a sense of normality. Behavioral compliance is driven by activation in the Fight-Flight-Freeze System (FFFS; fear-related) and the Behavioral Inhibition System (BIS; anxiety-related). The Behavioral Approach System (BAS) is implicated in approach-driven behaviors such as avoiding infection. These findings have implications for health communications and post-pandemic support.

Identifying Predictive Factors in Compliance with the COVID-19 Containment Measures: A Mediation Analysis

INTRODUCTION

The outbreak of the COVID-19 pandemic has led governments to implement some containment measures to flatten the curve of the diffusion of the virus. The current study aims to investigate individual differences in compliance with these restrictive behaviors. In a sample of Italian individuals (N = 300), we examined whether sociodemographic factors, personality traits, fatalism, and fear could be considered as possible predictors.

METHODS

We performed a series of standard multiple regression analyses and proposed a mediation analysis to test the associations among variables.

RESULTS

Overall, our results suggested that men are less likely to engage in preventive behaviors, younger individuals are more reluctant to adhere to social distancing mandates, and fear has a functional role in predicting positive outcomes.

CONCLUSION

The results of our analyses are discussed and suggestions for future research are provided.

Humor in Workplace Leadership: A Systematic Search Scoping Review

Humor studies are increasingly prevalent in workplace and leadership domains, it has shown significant development in the last 40 years. The multifaceted nature of humor means varied definitions and diverse measurement approaches have been approved. As a result, research methodologies and findings are not easily clarified, and have not been synthesized. The aim of this scoping review was to review the existing body of literature relevant to humor in workplace leadership to identify key research areas, methodologies used, guiding theoretical frameworks, and gaps that are persisting over the last 40 years. Using qualitative review methods, four key themes in the research emerged relating to: (1) humor styles and outcomes; (2) humor as communication and discursive resource; (3) variables in the humor and leadership relationship; and (4) cultural context. This review demonstrates significant research progress on the topic of humor in workplace leadership. Research progress and gaps are discussed based on five key questions. Future research directions are outlined and discussed.

The situation during the COVID-19 pandemic: A snapshot in Germany

During government-implemented restrictions in the wake of the COVID-19 pandemic, people's everyday lives changed profoundly. However, there is to date little research chronicling how people perceived their changed everyday lives and which consequences this had. In a two-wave study, we examined the psychological characteristics of people's situations and their correlates during shutdown in a large German sample (NT1 = 1,353; NT2 = 446). First, we compared characteristics during government-issued restrictions with retrospective accounts from before and with a follow-up assessment 6 to 7 months later when many restrictions had been lifted. We found that mean levels were lower and variances were higher for most characteristics during the shutdown. Second, the experience of certain situation characteristics was associated in meaningful and theoretically expected ways with people's traits, appraisals of the COVID-19 crisis, and subjective well-being. Lastly, situation characteristics often substantially explained the associations of traits with appraisals and well-being. Our findings highlight the importance of considering perceived situations as these contribute to people's functioning during crises.

The Upsides and Downsides of High Self-Control: Evidence for Effects of Similarity and Situation Dependency

High trait self-control is generally depicted as favorable. We investigated whether this holds for social perception. Using vignettes, we tested whether a person with high self-control is 1) preferred as a partner for all or only certain social situations, 2) perceived as less likeable than a person with low self-control, 3) liked more if the person is female and the behavior thus fits the sex-stereotype, and 4) perceived differently from a person with low self-control with respect to a wide range of adjectives used to describe personality. Competing theories are presented for each area. Results indicate that although high self-control is associated with a wide range of socially desirable traits, choice of partners 1) depends on the type of situation in which the interaction will occur, 2) depends on the similarity between the respondent and the partner, 3) does not depend on a stereotype match, and 4) does not depend or depends only to a small degree on the partner's high self-control. The perception of individuals with high self-control is thus variable and situationally contingent, and more than a single theory is needed to explain it.

Understanding the Relationship between Situational Strength and Burnout: A Multi-Sample Analysis

Many studies have examined the effect of situational strength (clarity, consistency, constraints, and consequences) on organisational behaviour, but little has been investigated about its health effects. This study aimed to analyse the relationship between situational strength and burnout. Specifically, we examined whether situational strength characteristics may be associated with burnout, whether these characteristics are risk (or protective) factors for burnout, and whether a strong situation is related to higher levels of burnout. Examining three samples from different occupations, it was found that clarity and consistency are negatively associated with burnout, being protective factors, while constraints are positively associated with burnout, being risk factors. These results are consistent across the samples. In addition to the direct effects, interaction effects between clarity and consistency in the office employee's sample (two-way interaction), between constraints and consequences in the samples of office employees and teachers (two-way interaction), and among clarity, consistency, and constraints in the salespeople's sample (three-way interaction) were also significant, explaining from 20% to 33% of the variance of burnout. We concluded that situational strength is associated not only with behaviour but also with health. The theoretical and practical implications of these findings are discussed.

Group strength in safety performance: the effects of group characteristics on individual personality expression in high-speed railway operators

Objectives. In diverse working situations, the predictive effect of individual personality on job performance is not always the same. Thus, how to best understand and use personality in the workplace has been an important issue in recent years. Methods. Based on trait activation theory, the present study provides initial evidence from high-risk organizations (high-speed railway organizations) regarding interactionist effects of group-level characteristics on the relationship between individual personality (Big Five model) and safety performance (both safety compliance and safety participation). Data were obtained from a sample of high-speed rail operators from nine railway bureaus (N = 1012 from 86 working groups). Results. The results indicate that group conscientiousness, agreeableness and neuroticism enhance the relationship between individual personality and safety performance, while group openness weakens the relationship between individual personality and safety performance, and group extraversion has no effect on their relationship. Conclusion. These results suggest that high-risk organizations should focus not only on individual factors but also on the interactions between individual factors and group situations in individuals' safety performance.

Neuroticism and emotional risk during the COVID-19 pandemic

Large-scale health crises, such as the COVID-19 pandemic, may evoke negative affective responses, which are linked to psychological maladjustment and psychopathology. Here, we shed light on the role of the personality trait neuroticism in predicting who experiences negative affective responses. In a large-scale experience-sampling study (N = 1,609; 38,120 momentary reports), we showed that individuals high in neuroticism experienced more negative affect and higher affective variability in their daily lives. Individuals high in neuroticism also (a) paid more attention to COVID-19-related information and worried more about the consequences of the pandemic (crisis preoccupation), and (b) experienced more negative affect during this preoccupation (affective reactivity). These findings offer new insights into the consequences and dynamics of neuroticism in extreme environmental contexts.

Equilibria in Personality States: A Conceptual Primer for Dynamics in Personality States

We provide a basic, step–by–step introduction to the core concepts and mathematical fundamentals of dynamic systems modelling through applying the Change as Outcome model, a simple dynamical systems model, to personality state data. This model characterizes changes in personality states with respect to equilibrium points, estimating attractors and their strength in time series data. Using data from the Personality and Interpersonal Roles study, we find that mean state is highly correlated with attractor position but weakly correlated with attractor strength, suggesting strength provides added information not captured by summaries of the distribution. We then discuss how taking a dynamic systems approach to personality states also entails a theoretical shift. Instead of emphasizing partitioning trait and state variance, dynamic systems analyses of personality states emphasize characterizing patterns generated by mutual, ongoing interactions. Change as Outcome modelling also allows for estimating nuanced effects of personality development after significant life changes, separating effects on characteristic states after the significant change and how strongly she or he is drawn towards those states (an aspect of resiliency). Estimating this model demonstrates core dynamics principles and provides quantitative grounding for measures of ‘repulsive’ personality states and ‘ambivert’ personality structures. © 2020 European Association of Personality Psychology

Methods matter: An examination of factors that moderate predictions of the capability model concerning the relationship of frontal asymmetry to trait measures

The capability model of anterior asymmetry integrates trait-related and state-related frontal asymmetry research by proposing that frontal asymmetry is dependent on relevant traits if they are activated by a situation. However, differences in experimental design and EEG recording methods haven't been fully explored. We investigated 56 participants under three different situational paradigms (virtual T-maze, mental imagery, movies), varying the stimulus and type of measurement concerning frontal asymmetry. We predicted that "strong" situational manipulations (virtual T-maze, frontal asymmetry measured as event-related desynchronization) would eclipse relationships between frontal asymmetry and relevant traits, whereas "weaker" task manipulations, measured during longer time periods, would enhance relationships to relevant traits compared to frontal asymmetry at rest. The results confirmed these expectations, stressing the importance of stimulus characteristics, trait measures and recording methods with respect to the capability model. Additionally, a revision of the capability model to an inverse U-shaped quadratic relationship might be appropriate.

Neuroticism and emotional risk during the COVID-19 pandemic

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Experience sampling study (N = 1,609) during early phases of COVID-19 pandemic in Germany.

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Neuroticism uniquely related to negative affect mean levels und variability.

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High neuroticism individuals attend to and worry more about the pandemic.

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Neuroticism as an important predictor of affective responses to major health crises.

Large-scale health crises, such as the COVID-19 pandemic, may evoke negative affective responses, which are linked to psychological maladjustment and psychopathology. Here, we shed light on the role of the personality trait neuroticism in predicting who experiences negative affective responses. In a large-scale experience-sampling study (N = 1,609; 38,120 momentary reports), we showed that individuals high in neuroticism experienced more negative affect and higher affective variability in their daily lives. Individuals high in neuroticism also (a) paid more attention to COVID-19-related information and worried more about the consequences of the pandemic (crisis preoccupation), and (b) experienced more negative affect during this preoccupation (affective reactivity). These findings offer new insights into the consequences and dynamics of neuroticism in extreme environmental contexts.

Growth Mindset as a Personal Preference Predicts Teachers' Favorable Evaluation of Positive Education as an Imported Practice When Institutional and Normative Support for It Are Both Strong or Both Weak

Past research on pathways to cultural influence on judgment has compared the explanatory power of personal preferences, perceived descriptive norms and institutionalization. Positive education is an education movement inspired by Western positive psychology. The present study examined how these factors jointly predict Hong Kong teachers’ evaluation of imported positive education programs in their schools. In a field study, we measured teachers’ personal endorsement of growth mindset (a positive psychology construct developed in the US) and their evaluation of adopting positive education programs in their schools. We also measured teachers’ perception of the extent of institutional and normative support for positive education in their schools. The results show that teachers’ personal preferences for growth mindset predict more favorable evaluation of positive education programs when institutional and normative support for positive education programs are both weak, or when they are both strong. We interpret these effects from the perspectives of the strong situation hypothesis and the intersubjective theory of culture.

Toward a Model of Situations and Their Context

Developing a widely accepted theory of behavior causation has been hampered by the lack of a rigorous approach to understanding the kinds of determinants at work. Interest in behavior change is also burgeoning, and requires a profound understanding of how personal and environmental determinants interact dynamically to predict changed behavioral outcomes. Behavior settings theory, a powerful naturalistic theory with a huge empirical underpinning, has long been available for describing the recurrent, everyday behavioral episodes in which many social and psychological scientists are interested. In this article, I review settings theory and update it in the light of a number of recent contributions from various quarters. I argue that this syncretic model should be seen as defining the proximate causal network surrounding these common behavioral episodes, which I call “situations.” I further propose that “contexts” should be thought of as the more distal, second-order causes circumscribing situations. I argue that these situational and contextual “spheres” of causation are a powerful way to understand behavior determination. I conclude by introducing a quasi-computational model of situations that is worthy of the further development necessary to make psychology a predictive science of behavioral causation and change.

Perceived Socio-moral Climate and the Applicability of Signature Character Strengths at Work: a Study among Hospital Physicians

Previous research demonstrated that the applicability of signature character strengths at work is associated with employee well-being. However, there is a lack of research on possible antecedents of the applicability of signature character strengths in the occupational domain. In this study we examined whether the perceived socio-moral climate of medical departments has a positive impact on the applicability of hospital physicians' signature character strengths and whether it relates to work engagement, hedonic subjective well-being (SWB) and eudaimonic psychological well-being (PWB). Based on cross-sectional data of N = 165 hospital physicians in Austria, we tested mediation models with perceived socio-moral climate as predictor, applicability of signature character strengths as mediator, and work engagement, SWB and PWB as outcomes. Additionally, we collected longitudinal data (time-lag T1-T2: 6 months) from a sub-sample (n = 69) for testing the relationship between the perceived socio-moral climate and the applicability of signature character strengths over time. The cross-sectional results showed indirect effects of the perceived socio-moral climate on work engagement and eudaimonic well-being via the applicability of signature character strengths at work. Results from a cross-lagged panel analysis suggested an impact of socio-moral climate at T1 on the applicability of signature character strengths 6 months later (T2), but also an even stronger reversed effect of the applicability of signature character strengths at T1 on perceived socio-moral climate at T2.

How Cortisol Reactivity Influences Prosocial Decision-Making: The Moderating Role of Sex and Empathic Concern

The fight and flight theory and the tend-and-befriend theory suggest two opposite behavioral stress responses, and heterogeneous research results revealed the importance of taking sex into account. The experiment was designed to investigate the effect of stress-related cortisol reactivity on subsequent prosocial decision-making behaviors, and the moderating role of sex and empathic concern (EC) in the process. Sixty-one healthy students (34 women, 27 men) underwent the Trier Social Stress Test for Groups (TSST-G) or the control condition. Subsequently, participants completed three economic tasks-the dictator game, the ultimatum game, and the third-party compensation game. Statistical analyses revealed a significant main effect of cortisol reactivity on individuals' third-party compensation behaviorssex. A sex-specific effect of stress-related cortisol change on prosocial behaviors was found, with men behaving more generously in the dictator game as stress-related cortisol reactivity increased. Furthermore, the level of EC was found to moderate the association between stress-related cortisol change and prosocial behaviors, that individuals with a low level of EC reported more generosity and third-party compensation behaviors. Overall, the present study contributes to a better understanding of the behavioral stress responses, that individuals whose hypothalamic-pituitary-adrenal (HPA) axis are highly activated in response to stress would exhibit tend-and-befriend responses, but only among men and those with a low level of EC.

Don't forget the group! The importance of social norms and empathy for shaping donation behaviour

Feelings of empathy and the influence of social descriptive norms are related to intentions to donate. People are more likely to help and donate to others when they empathise with them, and when they perceive descriptive norms to encourage such behaviour. However, previous work has not considered the potential interplay between empathy and descriptive norms. Across two surveys in two different national settings (Ns = 1300 and 144), we assessed the interplay between empathy and social descriptive norms on frequency of donation (Study 1) and on willingness to donate (Study 2). Consistent with our main hypotheses, in Studies 1 and 2, norms and empathy were positive predictors of frequency of donation and willingness to donate. Importantly, a consistent interaction between norms and empathy was found in both studies. Empathy was a stronger predictor of donation behaviour and disposition when norms were low. Theoretical and applied implications of these findings are discussed.

From Data to Causes I: Building A General Cross-Lagged Panel Model (GCLM)

This is the first paper in a series of two that synthesizes, compares, and extends methods for causal inference with longitudinal panel data in a structural equation modeling (SEM) framework. Starting with a cross-lagged approach, this paper builds a general cross-lagged panel model (GCLM) with parameters to account for stable factors while increasing the range of dynamic processes that can be modeled. We illustrate the GCLM by examining the relationship between national income and subjective well-being (SWB), showing how to examine hypotheses about short-run (via Granger-Sims tests) versus long-run effects (via impulse responses). When controlling for stable factors, we find no short-run or long-run effects among these variables, showing national SWB to be relatively stable, whereas income is less so. Our second paper addresses the differences between the GCLM and other methods. Online Supplementary Materials offer an Excel file automating GCLM input for Mplus (with an example also for Lavaan in R) and analyses using additional data sets and all program input/output. We also offer an introductory GCLM presentation at https://youtu.be/tHnnaRNPbXs . We conclude with a discussion of issues surrounding causal inference.

Career Adaptability, Work Engagement, and Employee Well-Being Among Chinese Employees: The Role of Guanxi

The present study examined whether and how career adaptability predicts employee well-being (EWB) based on career construction theory. A three-wave questionnaire design was used to collect the data, and 338 employees participated in the study. The results suggest that career adaptability has a significant effect on work engagement, which, in turn, predicts EWB. In addition to developing a mediation model, we tested the effect of guanxi as a moderator on the former part of the model. Thus, a moderated-mediation model was constructed in this research. In addition to the finding of the mediating role of work engagement, the discussion of guanxi represents a more important novel aspect that draws attention to contextual factors that may shape how employees respond to career adaptability. The results revealed that the indirect effect of career adaptability on EWB through work engagement when guanxi is low is stronger than that when guanxi is high. Furthermore, we discuss the limitations of this study and the implications for future research on career adaptability and EWB.

How Consistent Contributors Inspire Individuals to Cooperate: The Role of Moral Elevation and Social Value Orientation

Achieving cooperation to address social dilemmas has long been a global problem. This study examined, using an environment-focused step-level public-goods-dilemma game, the effect a consistent contributor (CC) has on group cooperation, as well as the mediating role moral elevation and the moderating role social value orientation (SVO) play in this process. A total of 196 students were recruited and classified as “pro-selfs” or “pro-socials” based on their SVOs; individuals with the same SVO characterization were randomly allocated to groups of four, and then randomly assigned to the CC condition or the control condition to play 15 rounds of public-goods-dilemma games. In the CC condition, additional computer-controlled players represented the CCs. The results showed that the CC groups cooperated and earned more than the control groups did. Multi-level mediation analysis confirmed that moral elevation partially mediates the CC effect. Although the CCs had a direct impact on both pro-socials and pro-selfs, multi-level moderated-mediation analysis demonstrated that CCs influenced pro-socials directly, but affected pro-selfs’ decision-making indirectly, through moral elevation. This study contributes to a better understanding of sustainability of cooperation in social dilemmas by showing that consistent cooperative behaviors are contagious, and that their effects differ based on an individuals’ SVO.

Giving Rise to Creative Leadership: Contextual Enablers and Redundancies

Creative leadership plays a key role in realizing the competitive advantage of creativity for organizations, yet little is known about the contextual factors that give rise to creative leadership. We propose a model that includes enabling contextual variables that facilitate individuals with the motivation to lead for creativity to engage in creative leadership. In addition, building on substitutes for leadership theory, contextual redundancies that reduce the necessity for creative leadership as a means for realizing creative outcomes are proposed. This model provides new insights about the role of contextual enablers and redundancies at the organizational and external environmental levels of analysis for creative leadership. Theoretical and practical implications of this model are also discussed.