The Journal of general psychology
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In the context of the COVID-19 pandemic, striking public health measures have been implemented to encourage physical distancing in order to slow the spread of disease. However, the impact of these measures on health and wellbeing is not well understood. ⋯ Overall, daily social distancing (close adherence to social distancing guidelines) was associated with decreases in psychological wellbeing/resources, less social/interpersonal connection with others (including technology-mediated communication), fewer positive health behaviors, and increased reports of stress-related physical illness symptoms. Discussion centers on implications of these findings as well as the importance of identifying ways to mitigate the effects of these necessary but costly measures on health and wellbeing.
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The purpose of the study was to psychometrically characterize the Ethical Leadership Scale (ELS) through confirmatory factor analysis (CFA) and Rasch analysis. Data were collected from 469 teachers across several countries. The one-factor structure of the ELS was confirmed in CFA. ⋯ None of the items showed DIF across gender. Overall CFA and Rasch models provided evidence for the psychometric quality of the 10-item ELS. However, reassessment of the scale after removing Item 4 showed improvement in the psychometric properties of the scale.
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This study investigates how expressions of politeness and gratitude influence interpersonal perceptions of a job interviewee's trustworthiness and personality. A pilot study disentangled politeness and gratitude ratings for phrases. ⋯ Expressing higher gratitude reduced formality and increased friendliness ratings. We conclude that expressing politeness and gratitude impacts positively on perceptions of women, in line with Politeness Theory.
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The relationship between abusive supervision and newcomers' turnover intention was explored from the perspective of perceived workplace ostracism. Findings from three-wave data (n = 300) showed that (1) abusive supervision was positively associated with newcomers' perceived coworker ostracism, perceived supervisor ostracism, and turnover intention; (2) rather than perceived coworker ostracism, perceived supervisor ostracism was positively associated with newcomers' turnover intention; and (3) the relationship between abusive supervision and newcomers' turnover intention was mediated by perceived supervisor ostracism but not by perceived coworker ostracism. ⋯ Results underscore the importance of perceived supervisor ostracism in accounting for the relationship between abusive supervision and newcomers' turnover intention. Implications and directions for future research are also discussed.
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Based on uncertainty management theory (Lind & Van den Bos, 2002; Van den Bos & Lind, 2002), we explored whether uncertainty in the workplace (role ambiguity) as well as off the workplace (economic hardship) moderates the relationship between abusive supervision and subordinates' job burnout. Using survey method, we obtained 458 valid responses from employees in a transportation company in Taiwan. ⋯ Abusive supervision related more strongly to job burnout when subordinates perceived higher role ambiguity (higher uncertainty) or higher economic hardship (higher uncertainty). As predicted, high uncertainty increases subordinates' attentions to the injustice from abusive supervision and thus strengthens the negative psychological consequences of abusive supervision, regardless of whether the source of uncertainty corresponds to the source of (in)justice perception.