Counseling trainees’ academic burnout,meaningful work,and career choice satisfaction: A resilience framework

This study focused on examining counseling trainees’ perceptions of meaningful work as a resilience factor against decreased career choice satisfaction, which is related to burnout experience. As a result of latent moderated structural equation modeling, academic burnout and meaningful work were significantly related to career choice satisfaction. Furthermore, meaningful work significantly buffered the negative relationship between academic burnout and career choice satisfaction. Our findings suggest that meaningful work plays both compensatory and protective roles against the negative effect of academic burnout on career choice satisfaction. We provided implications for counselor training and preparation.     

Work–family Conflict and Job Satisfaction Relationship: The Roles of Gender and Interpretive Habits

This study examined the effects of gender and interpretive habits on the relationship between work–family conflict (WFC) and job satisfaction. The results of the analysis of the data collected from 286 academic personnel suggest that interpretive habits moderate the relationship between WFC and job satisfaction such that the negative effect of WFC and job satisfaction is stronger for employees focusing highly on deficiency, with high necessitating, and low skill recognition, referred to as stress‐predisposing interpretive habits. Furthermore, gender was found to have an influence on the role of interpretive habits in the WFC–job satisfaction relationship. Specifically, WFC had a negative association with job satisfaction for stress‐predisposed male employees while no relationship was found between WFC and job satisfaction for men with a low focus on deficiency, low necessitating and high skill recognition namely, stress‐resilient interpretive habits. Moreover, although WFC had a negative association with job satisfaction for female employees, this relationship was even stronger for stress‐resilient females. The implications of the findings and suggestions for future studies are discussed.     

The role of mindfulness in romantic relationship satisfaction and responses to relationship stress

Two studies examined the role of mindfulness in romantic relationship satisfaction and in responses to relationship stress. Using a longitudinal design, Study 1 found that higher trait mindfulness predicted higher relationship satisfaction and greater capacities to respond constructively to relationship stress. Study 2 replicated and extended these findings. Mindfulness was again shown to relate to relationship satisfaction; then, using a conflict discussion paradigm, trait mindfulness was found to predict lower emotional stress responses and positive pre- and postconflict change in perception of the relationship. State mindfulness was related to better communication quality during the discussion. Both studies indicated that mindfulness may play an influential role in romantic relationship well-being. Discussion highlights future research directions for this new area of inquiry.     

The effects of a workplace intervention on employees’ cortisol awakening response

Work-related stressors are known to adversely affect employees’ stress physiology, including the cortisol awakening response (CAR) – or the spike in cortisol levels shortly after people wake up that aids in mobilizing energy. A flat or blunted CAR has been linked to chronic stress and burnout. This daily diary study tested the effects of a workplace intervention on employed parents’ CAR. Specifically, we tested whether the effects of the intervention on CAR were moderated by the type of days (workday versus non-work day). Data came from 94 employed parents from an information technology firm who participated in the baseline and 12-month diurnal cortisol components of the Work, Family, and Health Study, a group-randomized field experiment. The workplace intervention was designed to reduce work-family conflict (WFC) and implemented after the baseline data collection. Diurnal salivary cortisol was collected on 4 days at both baseline and 12 months. Multilevel modeling revealed that the intervention significantly increased employees’ CAR at 12 months on non-workdays, but this was not evident on workdays or for employees in the usual practice condition. The results provide evidence that the intervention was effective in enhancing employees’ biological stress physiology particularly during opportunities for recovery that are more likely to occur on non-work days.     

How Childhood Circumstances Moderate the Long‐Term Impact of Divorce on Father–Child Relationships

Using retrospective survey data collected in the Netherlands in 2012, the author examined how childhood circumstances moderate the effect of an early parental divorce on relationships between fathers and adult children. Using adult children's reports about the frequency of contact and the quality of the relationship, he found strong negative effects of parental divorce. These effects are moderated by 3 childhood conditions. The more fathers were involved in childrearing during marriage, the less negative the divorce effect on father–child relationships. Father's resources also moderated the effect, with a smaller divorce effect for more highly educated fathers. Finally, high levels of interparental conflict reduce the impact of divorce as well, generalizing the stress relief effect to a new outcome. In general, the study shows that the impact of divorce is heterogeneous; that childhood circumstances play an important role in this; and that, under specific conditions, there is virtually no negative effect of parental divorce.     

Mindfulness and health behaviors in college students: The moderating role of sleep

Abstract

Objective: To examine the moderating effects of subjective sleep quality (SSQ) and sleep duration on the relationships between mindfulness and health behaviors (i.e. nutrition and exercise) among undergraduate students. The unique influence of the five facets (i.e. factors) of mindfulness (i.e. observing, describing, acting with awareness, nonreactivity to inner experience and nonjudging of inner experience) on students’ health behaviors was also explored. Participants: Three hundred fifty seven undergraduate students enrolled in U.S. colleges. Methods: Students completed an online survey. Hierarchical multiple regression analyses were conducted to determine whether SSQ moderated the relationship between mindfulness and nutrition behavior. Results: SSQ moderated the relationship between mindfulness and nutrition behavior. The observe facet of mindfulness was the most predictive of nutrition behavior, whereas the observe and describe facets were the most predictive of exercise behavior. Conclusions: Interventions that target mindfulness and sleep quality may help promote healthy eating and increased exercise engagement in college students.     

Role Conflict and Ambiguity

Abstract

This study explores the relationship between role conflict and role ambiguity, and burnout of mental health service providers. The study used a sample of 259 mental health service providers who completed a questionnaire that included several measures: role conflict and ambiguity scales, the Maslach Burnout Inventory, social support scales and an involvement scale. Results showed that role conflict and role ambiguity had statistically significant correlations with several of the burnout dimensions. The author discusses the potential implications for increasing workers' quality of work life.     

Psychological Contracts and Organizational Identification: The Mediating Effect of Perceived Organizational Support

Understanding the processes through which employees incorporate the organization’s identity into their own identity is critical to building positive employer-employee relationships. We draw primarily on organizational support theory to advance the argument that psychological contract breach is negatively related to organizational identification and positively related to organizational disidentification because it makes employees believe that their organizations do not value their contributions or care about their well-being (reduces perceived organizational support). Results from two studies generally provide support for our hypotheses: in Study 1, perceived organizational support fully mediated the relationship between psychological contract breach and organizational identification. In Study 2, Time 2 perceived organizational support fully mediated the relationship between Time 1 relational psychological contract breach (e.g., promises related to training, development, job security) and organizational identification, but not the relationship between transactional psychological contract breach (e.g., promises related to pay and work hours) and organizational identification. Time 2 perceived organizational support partially mediated the relationship between relational psychological contract breach and organizational disidentification, but not the relationship between transactional psychological contract breach and organizational disidentification. We conclude that organizations should be concerned with this erosion of the positive employer-employee relationship (organizational identification) and fostering of a negative employer-employee relationship (disidentification).     

Bridging the work-family policy and productivity gap: A literature review

This paper uses both qualitative and quantitative methods to examine the relationship between work-family conflict and six work outcomes: performance, turnover, absenteeism, organizational commitment, job involvement, and burnout. Also reviewed are studies on the effects of employer (work-family) policies aimed at reducing such conflict. Policies to aid employees in managing work and family roles can be expensive, and studies show that they are often marginally effective. The review shows that relationships between work-family policies and organizational effectiveness is mixed and their connection to work-family conflict often under-examined. Work-family conflict is a critical link that may shed light on policy impacts. Suggestions on how future studies can build bridges between practitioners and academics and more clearly examine organizational effectiveness links are provided.     

Positive and Negative Interactions Observed Between Siblings: Moderating Effects for Children Exposed to Parents' Conflict

This study investigated links between interparental conflict appraisals (specifically threat and self‐blame), sibling relationship quality (positive and negative dimensions), and anxiety in sibling pairs comprised of an adolescent and a younger sibling close in age. Sibling relationship quality was measured through behavioral observation. Links between self‐blame and anxiety were moderated by sibling relationship quality. In older siblings, positive behavior with a sibling was associated with an attenuated relation between self‐blame and anxiety. A paradoxical moderating effect was found for negative interactions; for both younger and older siblings, a relation between self‐blame and anxiety was weakened in the presence of sibling negativity. Results offered support for theorized benefits of sibling relationship quality in helping early adolescents adjust to conflict between parents.     

Core Self‐Evaluations,Work–Family Conflict,and Burnout

This study investigated how core self‐evaluations relate to work–family (and family–work) conflict and burnout. Drawing from a sample of 289 police officers and civilian staff who were either married or living in a union as common‐law partners, this study advances an empirical integration of work–family and core self‐evaluations research. The results suggested that even when work, nonwork, and demographic variables are controlled for, positive core self‐evaluations (i.e., composite scale, self‐esteem, locus of control, emotional stability) are related to less work–family (and family–work) conflict. The associations between core self‐evaluations and burnout are partially mediated by work–family (and family–work) conflict. Finally, core self‐evaluations moderated the association between work–family conflict and burnout, but not the one between family–work conflict and burnout.     

Coming Out and Job Satisfaction: A Moderated Mediation Model

Prior research suggests that the disclosure of sexual identity at work is not always significantly associated with job satisfaction. The authors investigated (a) the mediating role of workplace heterosexist climate in linking workplace outness with job satisfaction, and (b) the moderating role of anticipated discrimination in influencing the indirect and direct relationship between workplace outness and job satisfaction. This model was tested among 1,460 lesbian, gay, and bisexual (LGB) employees in Italy. Results indicated that workplace heterosexist climate mediated relationships between workplace outness and job satisfaction. Anticipated discrimination moderated the relationships between LGB employees’ disclosure of their sexual identity and job satisfaction and between workplace heterosexist climate and job satisfaction. This moderated mediation model may assist researchers who aim to understand the complexity of the relationship between workplace outness and job satisfaction. In this regard, practitioners need to recognize the role played by workplace heterosexist climate and anticipated discrimination.     

Negative affect as a moderator of the relationship between hookup motives and hookup consequences

ABSTRACT

Objective: The current study examined the extent to which negative affect moderates the relationships between distinct hookup motives and hookup consequences. Participants: Data were collected from 271 heavy-drinking undergraduate college students. Methods: Students from 3 US universities completed online surveys assessing hooking up–related motives, behaviors, and consequences. Results: The results showed that conformity motives to hookup and negative affect predicted hookup consequences. Furthermore, negative affect moderated the relationship between hooking up for relationship reasons and hookup consequences. Specifically, among students with high negative affect, hooking up to secure a long-term relationship was positively associated with hookup consequences whereas among students with low negative affect, securing a long-term relationship was negatively associated with hookup consequences. Conclusions: These findings highlight the role that motives and negative affect play in the prediction of negative hookup consequences. Moreover, the findings from the current study have the potential to inform prevention efforts designed to reduce hookup consequences.     

Dispositional Affect and Career Barriers: The Moderating Roles of Gender and Coping

This study examined whether gender and coping efficacy for career barriers moderated the relationship between both positive and negative dispositional affect and perceptions of career barriers. The sample included 294 undergraduate students (195 women, 99 men) from a large, midwestern university. Gender and coping efficacy did not moderate the relationship between negative dispositional affect and perceptions of career barriers. Coping efficacy for career barriers did moderate the relationship between positive dispositional affect and perceptions of career barriers for both women and men in different directions. When investigating women separately, the results revealed a weakening of the negative beta weight between positive affect and perception of career barriers as coping scores increased. An opposite effect was found for men; there was a reduction of the positive beta weight between positive affect and perception of career barriers as coping scores increased. Interventions to address perceptions of career barriers based on gender and dispositional affect are discussed.     

Cyberbullying perpetration among Chinese adolescents: The role of interparental conflict,moral disengagement,and moral identity

The current study examined the relationships among interparental conflict, moral disengagement, moral identity, and cyberbullying perpetration among adolescents. Participants were 649 Chinese high school students (aged 11–19 years, 48% girls). Hierarchical multiple regression analysis and SPSS macro PROCESS were conducted to test the proposed the moderated mediation model. Results showed that moral disengagement was positively correlated with adolescents' cyberbullying perpetration behavior. Moral identity was negatively related to cyberbullying perpetration behavior. Moral disengagement and moral identity mediated the effect of interparental conflict on cyberbullying perpetration. Moreover, moral identity moderated the indirect effect of interparental conflict on cyberbullying perpetration behavior through moral disengagement. These findings suggest that interparental conflict could foster cyberbullying perpetration through adolescents' moral disengagement and moral identity. In addition, a strong moral identity can buffer the negative effect of moral disengagement on cyberbullying perpetration.     

Supervisor Support Buffers Daily Psychological and Physiological Reactivity to Work‐to‐Family Conflict

Using a daily diary design, the current study assessed within‐person associations of work‐to‐family conflict with negative affect and salivary cortisol. Furthermore, the authors investigated whether supervisor support moderated these associations. Over 8 consecutive days, 131 working parents employed by an information technology company answered telephone interviews about stressors and mood that occurred in the previous 24 hours. On Days 2–4 of the study protocol, they also provided 5 saliva samples throughout the day that were assayed for cortisol. Results indicated a high degree of day‐to‐day fluctuation in work‐to‐family conflict, with employed parents having greater negative affect and poorer cortisol regulation on days with higher work‐to‐family conflict compared to days when they experience lower work‐to‐family conflict. These associations were buffered, however, when individuals had supervisors who offered support. Discussion centers on the use of dynamic assessments of work‐to‐family conflict and employee well‐being.     

Mindfulness and Decision‐Making Style: Predicting Career Thoughts and Vocational Identity

Mindfulness has been a focus of psychological research and practice in recent decades. Yet, there is limited research on the relationship between mindfulness and vocational decision‐making. This study’s purpose was to examine the role of mindfulness in a career context by investigating the relationships among mindfulness, decision‐making style, negative career thoughts, and vocational identity. The sample included 258 undergraduate students (204 women, 54 men) at a large southeastern U.S. university. Mindfulness was significantly (p < .01) associated with fewer negative career thoughts, external and thinking‐based decision‐making styles, and higher vocational identity. Multiple regression procedures found that mindfulness, coupled with decision‐making style, accounted for 31% of the variance in negative career thoughts and 22% of the variance in vocational identity. These findings suggest that more holistic career counseling interventions could incorporate mindfulness techniques to help reduce anxiety and negative thoughts while increasing self‐clarity and problem‐solving skills. Future research could include more diverse samples, additional constructs (e.g., choice volition, self‐efficacy), and a pretest–posttest design to examine the efficacy of mindfulness‐based career interventions.     

Interparental Conflict and Adolescents' Romantic Relationship Conflict

This study examined associations between interparental conflict and adolescents' romantic relationship conflict. High school seniors ( N =183) who lived with married parents completed questionnaires about their parents' marriage and their own romantic relationships. A subset of 88 adolescents was also observed interacting with their romantic partners. Adolescents' perceptions and appraisals of interparental conflict were related to the amount of conflict in romantic relationship and adolescents' conflict styles. Adolescents' appraisals of interparental conflict (i.e., self-blame, perceived threat) moderated many of the associations between interparental conflict and conflict behavior with romantic partners. The patterns of moderated effects differed by gender. These findings suggest that the meanings boys and girls ascribe to interparental conflict are important for understanding how family experiences contribute to the development of romantic relationships.     

Mindfulness and academic performance: An example of migrant children in China

Mindfulness emphasizes the awareness of the “here-and-now.” Studies in the recent decade have found that mindfulness can affect positive change in child and adolescent school performance. As an emerging field, however, the mechanisms and effects of mindfulness practice on academic performance for children in developing countries have not been elaborated sufficiently in previous studies. Using China as an example context, this paper examines the relationship between mindfulness practice and academic performance of migrant children, and explores the role of executive function in this relationship. Through a survey with 219 fifth-graders in two migrant schools in Beijing, this study validates the positive association between mindfulness, executive function, and better school grades in Chinese, math, and English tests. Additionally, this study adds empirical evidence to the roles of mindfulness in child development, and also sheds light on the pathway through which mindfulness positively correlates with academic performance. These findings provide implications for addressing child academic challenges and conducting further research among migrant children in China and beyond.     

Work-family culture and job satisfaction: does gender and parenting status alter the relationship?

Previous studies on work-family culture have examined its relationship with different employee outcomes (e.g., work-family conflict, job satisfaction, commitment) but neglected one important question; namely, who are most likely to benefit from a supportive work-family culture in terms of positive employee outcomes? The aim of this study was to shed new light on the work-family culture–job satisfaction linkage by examining the moderator effects of gender and parenting status in this relationship. Specifically, we asked whether gender and parenting status would alter the association between work-family culture and job satisfaction. We hypothesized – on the basis of traditional gender roles – that women, and especially mothers, would benefit most from a family supportive organizational culture. We utilized three divergent samples gathered from male (N=768) and female (N=1364) employees in Finland: (1) a female-dominated sample from social and health care; (2) a male-dominated sample from paper industry; and (3) more gender-mixed sample from the ICT company. Work-family culture was described through its positive (work-family support) and negative facets (work-family barriers), whereas job satisfaction was operationalized via a facet-based scale. Hierarchical moderated regression analyses performed separately for the three different organizations revealed that the results for mothers and fathers under the condition of high work-family support differed in the paper mill and the information and communication technology (ICT) company. Thus, in addition to gender, the type of organization also moderated the relationship. Specifically, in the paper mill, mothers benefited more from high work-family support than fathers, whereas in the ICT company the reverse situation held: fathers benefited more than mothers. Thus, high work-family support was associated with higher job satisfaction among mothers in the paper mill and among fathers in the ICT company.