The Journal of psychology
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The Journal of psychology · May 2015
Influence of employees' attachment styles on their life satisfaction as mediated by job satisfaction and burnout.
The aim of this study was to obtain better insight into the associations between attachment styles and employees' life satisfaction. This was achieved by examining the mediating roles of burnout and job satisfaction. ⋯ However, the associations between attachment anxiety and life satisfaction were mediated by burnout but not by job satisfaction. Theoretical and practical implications for organizations and for attachment theory at work are discussed.
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The Journal of psychology · Jan 2015
Coping Styles, Pain Expressiveness, and Implicit Theories of Chronic Pain.
Whereas some individuals use active coping strategies and are able to adaptively cope with their pain, others use passive strategies and catastrophic appraisals, which are often associated with increased displays of pain behavior and negative pain-related outcomes. To investigate attribution-based implicit theories as a potential underlying mechanism that might affect coping success, we hypothesized that pain patients with an incremental implicit theory of pain (i.e., view pain as malleable) would have more active coping strategies, lower levels of pain expressiveness, and better pain-related outcomes than those with an entity implicit theory of pain (i.e., view pain as nonmalleable). ⋯ The findings suggest implicit theories of pain may represent an underlying social-cognitive mechanism linked to important coping, emotional, and expressive reactions to chronic pain. Identifying such a mechanism may provide valuable information for the assessment and treatment of chronic pain.
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The Journal of psychology · Jan 2015
Is Charismatic Leadership Effective When Workers Are Pressured To Be Good Citizens?
Prior research has explored how employees' perceptions of their leaders impact their work attitudes and behaviors. Studies have shown that charismatic leaders motivate individuals to be more engaged and to exhibit more organizational citizenship behaviors. This study considers how a moderator, citizenship pressure, affects how charismatic leaders might inspire their followers to go above and beyond and be more engaged in their work. ⋯ More specifically, findings suggest that persons are motivated to exhibit more OCBs to meet high expectations of charismatic leaders. However, when seeking engagement, feeling pressure to perform these OCBs has a reverse effect as more job engagement results with less citizenship pressure. Future research suggestions and limitations are discussed.
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The Journal of psychology · Jan 2015
Role Breadth Self-Efficacy and Foci of Proactive Behavior: Moderating Role of Collective, Relational, and Individual Self-Concept.
This study aims to identify the interactive effect of role breadth self-efficacy (RBSE) and the three levels of self-concept (collective, relational, and individual) in predicting of different foci of proactive behaviors. Results from 259 matched responses from an airline company in Taiwan showed that RBSE had a positive effect on (1) pro-organizational proactive behavior among those with higher collective self-concept, (2) pro-supervisor proactive behavior among those with higher relational self-concept, and (3) pro-self proactive behavior among those with higher individual self-concept. Our findings provide insights into the moderating role of different levels of self-concept on RBSE-proactive behavior process in terms of specific targets or beneficiaries. Further implications for organizational research and practice are discussed.
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The Journal of psychology · Jan 2015
The Impact of Job Insecurity on Counterproductive Work Behaviors: The Moderating Role of Honesty-Humility Personality Trait.
The detrimental effects of job insecurity on individual and organizational well-being are well documented in recent literature. Job insecurity as a stressor is generally associated with a higher presence of negative attitudes toward the organization. In this article, the moderating role of Honesty-Humility personality trait was investigated. ⋯ Results confirmed that job insecurity was positively related to counterproductive work behaviors whereas Honesty-Humility was negatively associated to them. More importantly, Honesty-Humility moderated this relationship, even after controlling for gender, age, type of contract, and the other HEXACO personality traits. For individuals with low Honesty-Humility, job insecurity was positively related to counterproductive work behaviors, whereas for individuals with high Honesty-Humility, job insecurity turned out to be unrelated to counterproductive work behaviors.