ABSTRACT
In this two-wave study, we tested whether there would be positive and reciprocal relationships between employees gratitude and the job resources they perceive at work, as well as between gratitude and job crafting behaviours. Moreover, we explored whether job crafting could mediate the relationship between gratitude and job resources. The participants were 275 Romanian employees. No evidence for reciprocal relationships was found. Results showed that gratitude at T1 predicted more job resources at T2 (three months later), but job resources did not predict employees gratitude over time. One dimension of job crafting (increasing challenging job demands) at T1 positively predicted employees gratitude at T2, but the prospective effect of gratitude on job crafting was not significant (except for a marginally significant effect on increasing structural job resources). Job crafting did not mediate the longitudinal relationship between employees gratitude and job resources. These findings are discussed in relation to previous literature.(AU)
En este estudio se probó en dos momentos distintos si había relaciones positivas recíprocas entre la gratitud de los empleados y los recursos que percibían en el trabajo, así como entre la gratitud y la adaptación del puesto de trabajo al empleado. También se exploró si la adaptación del puesto al empleado podría mediar la relación entre gratitud y recursos del puesto de trabajo. En el estudio participaron 275 empleados rumanos. No se demostró que hubiera relaciones recíprocas. Los resultados indican que la gratitud en T1 predecía más los recursos del puesto en T2 (tres meses después), pero estos no predecían la gratitud de los empleados a lo largo del tiempo. Una dimensión de la adaptación del puesto al empleado, endurecer las exigencias del puesto en T1 predecía en sentido positivo la gratitud de los empleados en T2, pero el efecto prospectivo de la gratitud en la adaptación del puesto a los empleados no era significativo, excepto un efecto marginalmente significativo en el aumento de los recursos estructurales del puesto. La adaptación del puesto al empleado no mediaba la relación longitudinal entre la gratitud de los empleados y los recursos del puesto de trabajo. Se comentan los resultados en relación con las publicaciones anteriores.(AU)
Subject(s)
Humans , Male , Female , Adaptation, Psychological , Workplace , Labor Relations , RomaniaABSTRACT
Previous literature suggests that receiving gratitude in the workplace might have beneficial outcomes for the employees; however, the research linking received gratitude to employees' motivation is scant. In this study, we aimed to examine the relations between employees' received gratitude and their controlled and autonomous motivation, as well as amotivation at work. Drawing on the self-determination theory, we also explored whether the frustration and satisfaction of employees' basic psychological needs would mediate the relations between received gratitude expressions and work motivation. A sample consisting of 643 Romanian employees participated in the study. They filled out questionnaires assessing the gratitude they received in their jobs, the frustration and satisfaction of the basic psychological needs (i.e., for autonomy, competence, and relatedness), as well as the motivation to put in effort in their work. Results indicated that received gratitude was negatively related to amotivation and positively related to controlled motivation and autonomous motivation. Moreover, received gratitude was negatively related to the frustration of the three basic psychological needs, while the association between received gratitude and satisfaction of the basic psychological needs was positive. Results further supported the mediational role of the frustration and satisfaction of the basic psychological needs in the relations between received gratitude and employees' motivation. These findings suggest that expressions of thankfulness are an important stimulus for motivation in the workplace, as they remind employees about the importance of their efforts for other people, while also making them feel capable and autonomous in their jobs.
Subject(s)
Motivation , Workplace , Humans , Workplace/psychology , Frustration , Personal Autonomy , Personal SatisfactionABSTRACT
Background: A growing number of studies emphasize executive coaching as an effective developmental tool that managers can use to increase their performance in organizational settings. However, the coaching research suggests a large variety of processes and outcomes, lacking clarity on the primary psychological dimensions most impacted. Method: Reviewing 20 studies with a rigorous methodological design that used control trials and pre-post tests, we evaluated and compared the relative effects of coaching on different types and sub-types of outcomes by means of a classification of coaching outcomes based on previously used taxonomies. Results: The results indicate that the impact of coaching on behavioral outcomes was higher compared to attitudes and person characteristics outcomes, suggesting that behavioral coaching outcomes, especially cognitive behavioral activities, are the most impacted by executive coaching. Moreover, we found significant positive effects for some specific outcomes, such as self-efficacy, psychological capital, and resilience, indicating that executive coaching is effective in producing change even on dimensions considered relatively stable over time. The results show no moderation effects of the number of sessions. The length of the coaching program was a significant moderator only for the attitudes outcomes. Discussion: These findings provide evidence that executive coaching is a powerful instrument for organizations to support positive change and personal development.
ABSTRACT
The benefits of gratitude in the workplace, in general, and for teachers, in particular, are still understudied. In the present study, we investigated whether teachers' trait gratitude is linked to their work engagement and burnout. Moreover, we explored whether perceived job demands and job resources mediate the relation between employees' gratitude and these two outcomes. A sample of 312 Romanian teachers participated in the study. Participants filled out questionnaires assessing trait gratitude, perceived job characteristics, as well as burnout and work engagement. Results indicated that teachers' trait gratitude was positively associated with their work engagement and negatively with burnout. The relation between trait gratitude and work engagement was mediated by perceived job resources, whereas the link between trait gratitude and burnout was mediated by both job demands and job resources. Our findings suggest that educational institutions could cultivate teachers' gratitude in order to create a healthier and more motivated workforce.
ABSTRACT
This study tested how type of goals (i.e., performance and mastery goals) influence perceived control for goal achievement over time (i.e., after 12 months) while controlling for motivational persistence, gender, self-efficacy, initial perceived control, emotional involvement, and perceived difficulty. Goals and self-reported data from 1220 students were analyzed. Comparative test indicated that students describing a mastery goal display more motivational persistence and more perceived control for goal achievement, compared to those describing a performance goal. Type of goals directly and significantly predict perceived control of goal achievement at 12 months. Motivational persistence directly, positively, and significantly predicts perceived control of goal achievement at 12 months. In addition, motivational persistence positively and significantly mediates the relation between type of goals and perceived control of goal achievement at 12 months. Results support a partial mediation model.
Subject(s)
Achievement , Goals , Humans , Motivation , Students/psychologyABSTRACT
Postpartum depression (PD) is a frequently occurring disorder that affects the cognitive, emotional and social development of a mother after childbirth. Online cognitive-behavioral therapy (OCBT) is used as therapy for PD symptomatology, but no clear evidence is available about its effectiveness. The goal of this meta-analysis was to identify, synthesize and analyze the empiric studies regarding the OCBT effectiveness for PD. A search for indexed articles and unpublished theses between 2000 and 2017 was made in Google Scholar, Proquest, ScienceDirect, APA PsycNet, Cochrane, SpringerLink, Medline, PubMed and Dissertations Abstract International. Six studies were selected based on the following eligibility criteria: (1) papers published in English, (2) papers about PD, (3) papers that empirically investigated the effectiveness of OCBT for PD, and (4) papers comparing an experimental group with a control group. Exclusion criteria included investigations of PD for: (1) mothers diagnosed with another severe disorder and (2) mothers with deceased children and (3) women with an age below 18 years old. This meta-analytic study identified a moderate significant size-effect (d = - 0.54, 95% CI [-0.716; -0.423]) of the OCBTs in reducing PD, and practical implications and limitations are discussed.
Subject(s)
Cognitive Behavioral Therapy/methods , Depression, Postpartum/therapy , Therapy, Computer-Assisted/methods , Female , HumansABSTRACT
This study investigated how personality traits are related to postnatal depression 2 weeks after giving birth and whether these relations are mediated by postnatal anxiety, measured after 3-4 days after giving birth and moderated by the type of birth. New mothers (N = 672, Mage = 29.33) completed scales assessing their personality traits, postnatal anxiety, and postnatal depression 3 or 4 days after giving birth (T1). They also reported postnatal depression 2 weeks after giving birth (T2). Path analysis indicated that postnatal anxiety explained the link between personality traits (i.e., neuroticism) and postnatal depression 2 weeks after childbirth. The type of birth moderated the relation among, personality traits, postnatal anxiety and depression. Neuroticism and consciousness, in the natural birth's group, and neuroticism and agreeableness, in the cesarean birth's group, were associated with postnatal depression. Further, anxiety explained the relation between neuroticism and postnatal depression in both natural and cesarean birth groups. In addition, postnatal anxiety mediated the relation between extraversion and postnatal depression in the cesarean birth group. Our findings highlight that postnatal anxiety is a potential mechanism explaining how personality traits (i.e., neuroticism, extraversion) are related to postnatal depression, and that these relations may depend on the type of childbirth.
ABSTRACT
BACKGROUND AND OBJECTIVES: Cognitive and affective overloads trigger automatic dysfunctional thoughts and undermine their voluntary management [ADTs; Beck, A. T. (1976). Cognitive therapy and the emotional disorders. New York: Meridian; Wegner, D. M. (1994). Ironic processes of mental control. Psychology Review, 101(1), 34-52]. Taking into account intense negative emotions as triggers for the ADTs, we explored whether context (i.e., social context) and emotional experience (i.e., emotional intensity) predict the successful management of ADTs. We also examine the moderating role of difficulties in emotional regulation strategies. METHOD: Thirty-eight participants wrote in a personal online diary of at least 10 times in 40 weeks. We analyzed the conditions for managing ADTs by means of multilevel in stages models. RESULTS: Emotional intensity negatively predicted successful management of ADTs. Attempts to control ADTs and work context positively predicted successful management of ADTs. The negative relation between the emotional intensity and the management of ADTs was stronger as individuals were less aware of their own emotions, and was weaker as they had less clear representations of their own emotions. Superior access to emotion regulation strategies explained a stronger relationship between the work context and the successful management of ADTs. CONCLUSIONS: We discuss theoretical and practical implications of the results.
Subject(s)
Cognition Disorders/psychology , Cognition Disorders/therapy , Diaries as Topic , Self-Control/psychology , Adult , Emotions , Female , Humans , Male , Middle Aged , Surveys and Questionnaires , Young AdultABSTRACT
The authors examined group differences in memories for hearing the news of and reactions to the September 11 attacks in 2001. They measured memory for reception context (immediate memory for the circumstances in which people first heard the news) and 11 predictors of the consistency of memory for reception context over time (flashbulb memory). Shortly after 9/11, a questionnaire was distributed to 3,665 participants in 9 countries. U.S. vs. non-U.S. respondents showed large differences in self-rated importance of the news and in memory for event-related facts. The groups showed moderate differences in background knowledge and emotional-feeling states. Within non-U.S. groups, there were large differences for emotional-feeling states and moderate differences for personal rehearsal, background knowledge, and attitudes toward the United States. The authors discuss the implications of those findings for the study of group differences in memory and for the formation of flashbulb memories.
