Unpacking the Relationship between Fear Motives and Self-Control Strategies among Managers: The Mediating Role of Intrusive Thoughts.

In motive research, only a handful of studies have appeared on the correlates and antecedents of fear motives. In this research, we contribute to both research and practice by investigating the relationships between fear motives, intrusive thoughts, self-control strategies, and positive affect. We propose that fear motives, similar to trait anxiety, are positively associated with intrusive thoughts and that intrusive thoughts, in return, are negatively related to the frequency with which individuals employ self-control strategies. Finally, we propose that the frequency of self-control strategies is positively associated with positive affect. To test these, two field studies with managers (Study 1: N = 100 and Study 2: N = 80) were conducted. Bayesian mediation analyses showed that in both Study 1 and Study 2, fear motives were positively associated with intrusive thoughts, and intrusive thoughts were negatively related to self-control strategies. Additionally, in line with predictions, intrusive thoughts mediated the fear motives-self-control strategies relation. Finally, in Study 2, we found self-regulation strategies to be significantly and positively associated with positive affect. The theoretical and practical implications of the study are discussed.

Predicting employee telecommuting preferences and job outcomes amid COVID-19 pandemic: a latent profile analysis.

In this two-study research using latent profile analysis (LPA), we investigated intra-individual combinations of conscientiousness, autonomy, self-regulation, and extraversion. Based on these combinations, we designed profiles and explored telecommuting preferences and job outcomes of employees during the COVID-19 pandemic. In Study 1, we recruited 199 participants (77 females, ages ranging from 18 to 65). Results of this study revealed three profiles. One profile scored high on all of the variables and displayed preferences for working on-site more than the other profiles. Additionally, this profile showed higher work engagement, job satisfaction, and perceived productivity than the other two profiles. To validate these findings, we conducted a second study with a sample of 492 participants (169 females; age ranged from 18 to 65). The results yielded five profiles, one scoring high on all of the variables. Similar to Study 1, this profile exhibited higher work engagement, job satisfaction, and perceived productivity than the other four profiles. Individuals in this profile preferred to work on-site compared to individuals in other profiles. Our findings add to the research demonstrating the importance of personality characteristics for telecommuting preferences and work-related outcomes. Supplementary Information: The online version contains supplementary material available at 10.1007/s12144-021-02496-8.

Insecure yet Resourceful: Psychological Capital Mitigates the Negative Effects of Employees' Career Insecurity on Their Career Satisfaction.

The COVID-19 pandemic has increased employee career concerns (i.e., insecurity), and many people face difficulties with their current jobs. In addition, employees have struggled with their health due to COVID-19. Based on the psychological capital (PsyCap) and the conservation of resource theories, we suggest that personal resources, such as resilience, can mitigate the adverse effects of employee career insecurity on their career-related outcomes, such as career satisfaction, as well as on their health. In a German-speaking sample (N = 185) and a two-wave design, we investigated the role of employees' career insecurity on their career satisfaction. We employed PsyCap as a moderator in these relationships. Results showed a negative relationship between career insecurity and career satisfaction. In addition, moderation analyses revealed that PsyCap significantly moderates the effects of career insecurity on employee career satisfaction. Specifically, for high PsyCap the effect of career insecurity on employee career satisfaction does not hold significant, while it does for low PsyCap, showing that PsyCap can mitigate the negative effects of career insecurity on employee career satisfaction. With a robust personal construct in career research, our study contributes to this field by investigating the role of PsyCap for employee careers, especially in a crisis context (i.e., COVID-19). We discuss implications for employees and organizations.

Latent transition analysis in organizational psychology: A simplified "how to" guide by using an applied example.

Demands for more robust designs in organizational research have led to a steady increase in the number of longitudinal studies in organizational psychology (OP) journals. Similarly, the number and ways to analyze longitudinal data have also increased. In this paper, we adopt a relatively new and promising approach to help researchers analyze their longitudinal data in OP, namely latent transition analysis (LTA). We present a simplified guideline on LTA and discuss its role for OP researchers. Moreover, we demonstrate how organizational scholars can use this method with a practical example. In this example, we investigate (a) if there are qualitatively distinct subgroups of employees based on particular patterns of psychological capital (PsyCap) dimensions (i.e., efficacy, hope, resilience, and optimism), (b) if employees stay in these subgroups or transition to other groups over time, and finally, (c) if leader-member exchange (LMX) is associated with this transition. We use LTA to examine these steps in a German sample (N = 180).

The Role of Death-Anxiety-Induced Fear of COVID-19 in Compliance With and Acceptance of Government-Issued COVID-19 Regulations.

The present research was conducted to empirically examine whether death anxiety is the fundamental fear that feeds people's fear of COVID-19 and leads to increased behavioral compliance with and acceptance of COVID-19 regulations. Results from an online survey of 313 participants from New York City show that death anxiety was, indeed, positively associated with behavioral compliance with, but not acceptance of, COVID-19 regulations via an increased fear of COVID-19. Hence, media campaigns that are designed to increase people's compliance with restrictive COVID-19 measures by stirring up their death anxiety are likely to meet their target, but they do not necessarily lead to increased public acceptance of the measures taken.

Perceived Intrinsic Motivation Mediates the Effect of Motive Incongruence on Job Burnout and Job Satisfaction.

Job burnout is a profound concern in modern society producing enormous financial and emotional costs for companies, health insurances, and the individual employee. In this study, we aimed at contributing to the literature on determinants of job burnout by investigating the indirect effects of implicit and explicit motive discrepancies (IED) through intrinsic motivation, with the aim of replicating previous findings from the literature. In addition, we extended this research by adding job satisfaction as an outcome variable in the mediation model, as well as volition as a moderator in these relationships. We preregistered our study and collected data from 136 participants (82 females; Mage = 29.33 years, SDage = 6.30) using indirect measures (for implicit motives) and self-report measures (for explicit motives, job burnout, job satisfaction and volition). IED was shown to have an indirect effect on both job burnout and job satisfaction through intrinsic motivation. Additionally, these indirect effects were mitigated by high levels volition. We discuss implications of our findings for research and practice.Supplemental data for this article is available online at https://doi.org/10.1080/00223980.2021.1980758.

Misattribution of duties as free choices: The role of emotional awareness in self-infiltration.

Individuals sometimes mistake others' expectations or imposed duties for self-chosen goals, even though they are not congruent with their emotional preferences or integrated values-a phenomenon coined as self-infiltration. Previous studies demonstrated that self-infiltration is more likely to occur in individuals with reduced self-regulation abilities. Here, we investigated in a sample of 250 students whether this association may be mediated by trait emotional awareness, the ability to recognize and understand one's emotions. This mediation hypothesis could be confirmed. We discuss our findings with respect to their potential relevance for research on motivated goal pursuit and health and practical applications.