European Review of Applied Psychology-Revue Europeenne De Psychologie Appliquee最新文献

Introduction

The development of digital technologies raises the question of their impact on our neurocognitive abilities. To answer this question requires first to identify the cognitive functions that individuals attempt to support by using digital technologies.

Objective

The objective was to develop a psychometric tool, the Digital Cognition Scale NUMERICOG, allowing us to identify these cognitive functions.

Methods

We followed a four-step method. First, we conducted a survey (Step 1) to collect spontaneous uses of digital technologies (n = 160), allowing us to generate 94 items that we have subsequently sorted (Step 2) to produce a 24-item scale (n = 392). The psychometric qualities of our model were then tested (Step 3: n = 754) to obtain norms (Step 4; n = 1132).

Results

The scale consisted of four sub-scales that assess the propensity of an individual to use digital technologies to support their socio-emotional cognition, decision making, semantic memory, and episodic memory/executive functions.

Conclusion

The scale can be used to start the investigation of the consequences of our use of digital technologies on the four aforementioned cognitive functions.

Introduction

Certain professions are particularly exposed to stress and must make decisions with far-reaching consequences. Recent research indicates that stress alters subsequent decision-making. The two current studies examine the predictive effect of perceived stress and leadership responsibility on moral decision-making among emergency service personnel.

Objective

We hypothesized that under high levels of perceived stress, fewer utilitarian and fewer altruistic decisions are made. Utilitarian decisions involve saving the lives of more people while sacrificing a smaller number of people. Altruistic decisions lead to outcomes that benefit others rather than oneself. Furthermore, we hypothesized that leaders under high levels of perceived stress make more utilitarian and altruistic decisions than non-leaders.

Method

Two different samples (N1 = 368; N2 = 562) were exposed to two different types of moral dilemmas (Sample 1: sacrificial dilemmas, Sample 2: everyday dilemmas). Stress levels were assessed using the Perceived Stress Scale. The hypotheses were tested with hierarchical regression analysis.

Results

As hypothesized, in sacrificial dilemmas, high perceived stress levels predicted a decrease in utilitarian decisions. Moreover, highly stressed leaders made more utilitarian decisions compared to non-leaders. In everyday dilemmas, high-perceived stress levels predicted fewer altruistic decisions. No moderating effect of leadership responsibility was observed.

Conclusion

Our results indicate that perceived stress predicts moral decision-making among emergency service personnel.

The presence of a mental or physical illness prior to the pandemic, the perceived threat from COVID-19, resilience or emotional intelligence may influence the onset or increase of psychopathology during the COVID-19 lockdown. The aim was to assess predictors of psychopathology by comparing two statistical methodologies (one linear and one non-linear).

Method

A total of 802 Spanish participants (65.50% female) completed the questionnaires independently after signing informed consent. Psychopathology, perceived threat, resilience and emotional intelligence were assessed. Descriptive statistics, hierarchical regression models (HRM) and fuzzy set qualitative comparative analysis (fsQCA) were conducted.

Results

The data obtained through the HRM showed that the presence of a previous mental illness, low resilience and emotional clarity, high emotional attention and repair, and COVID-19 threat perception predicted 51% of the variance in psychopathology. Results obtained from QCA showed that different combinations of these variables explained 37% of high levels of psychopathology and 86% of low levels of psychopathology, highlighting how the presence of prior mental illness, high emotional clarity, high resilience, low emotional attention and low perceived COVID-19 threat play a key role in explaining psychopathology.

Conclusions

These aspects will help promote personal resources to buffer psychopathology in lockdown situations.

Introduction

The tendency to eat by paying attention and respecting the body's hunger and satiety cues is called intuitive eating. This eating behavior has been linked to positive health and well-being outcomes.

Objective

The purpose of this study was to test a global model linking intuitive eating with self-esteem, body esteem, media influence and including fear of negative appearance evaluation in adolescents’ boys and girls.

Method

In total, 740 adolescent high school students (51.5% girls; M age = 14, SD = 1.5) completed self-report questionnaires with measures of intuitive eating, body esteem, self-esteem, media influence and fear of negative appearance evaluation.

Results

Structural equation modeling revealed an overall excellent fit for the final four-variable model excluding the fear of negative appearance evaluation variable. Mediation analyses showed an indirect relationship between intuitive eating and body esteem via media influence, for girls but not for boys. Body esteem mediated the relationship between intuitive eating and self-esteem, for girls and boys.

Conclusion

A new model is proposed where intuitive eating is associated with self-esteem through body esteem and media influence. These findings suggest that regulating attitudes and behaviors toward food may be related to higher psychological well-being.

Background

The COVID-19 pandemic has abruptly and profoundly changed the way people interact with their organization, their colleagues and their supervisor.

Objective

This study assesses the effects of telework-induced professional isolation due to the pandemic. Drawing on organizational support theory, this study examines the relationship between professional isolation and satisfaction with the telework experience and affective organizational commitment during mandatory teleworking caused by the COVID-19 crisis. It does so by focusing on the moderating role of perceived organizational and supervisor support in these relations.

Methods

Data was collected via self-reported survey questionnaires from 728 pandemic teleworkers from various industry sectors in Quebec during the COVID-19 crisis. The study's hypotheses were tested using structural equation modeling (SEM), and moderation effects were probed with the Johnson-Neyman technique.

Results

The results reveal that professional isolation negatively affects satisfaction with the telework experience, but does not affect affective organizational commitment. The relationship between satisfaction with telework and professional isolation was moderated by perceived organizational support, and the relationship between affective organizational commitment and professional isolation was moderated by perceived supervisor support.

Conclusion

This study expands the organizational support theory by examining perceived organizational and supervisor support during a crisis as a counterbalance to a challenging social and organizational climate that has led to professional isolation. The implications of the findings as well as future directions for research on professional isolation and telework are discussed.

Introduction

Social representations related to collaborative/therapeutic and information-gathering assessment could explain some psychological assessment practices. However, no other study has attempted to examine the actual place of these models in psychological assessment practices.

Objective

The goal of this study was to examine the social representations of different groups of professionals with regard to their preferred approach to psychological assessment.

Method

A latent profile analysis was conducted on a sample of licensed Canadian guidance counselors (n = 382), psychologists (n = 235), and psychoeducators (n = 97).

Results

Results revealed three psychological assessment profiles, which significantly differ in terms of a few social factors. Results also showed that some psychological assessment practices differ across profiles.

Conclusion

This study provides a better understanding of psychometric instruments users’ approaches to assessment and the influence of social factors.

Introduction

The life of organizations is punctuated by a wide range of managerial decisions (e.g., hiring and selection procedure, performance appraisal, new working methods). Facing such events, employees evaluate the fairness of the situation experienced (event justice). They can also examine the fairness demonstrated by a specific entity, such as the organization or the supervisor (social entity justice). So far, little is known about how justice judgments about events vs. entities are related to each other, especially in a context of organizational change.

Objective

Building on decision-making and organizational justice literature, we investigate the directionality of the causal relationships between event justice and social entity justice within a context of organizational change in a Belgian company (a significant reorganization at the level of the organization chart resulting in different changes for employees).

Methods

We used two samples (team leaders and executives) and realized a cross-lagged panel analysis with two measurement times.

Results

The study shows that, in both samples, employees’ fairness perceptions about their organization (social entity justice) influence their interpretation of the fairness of subsequent events involving the organization (event justice).

Conclusion

Building and fostering a climate of justice is therefore of primary importance to organizations, since global fairness perceptions about the organization may help employees to perceive a specific event, such as an organizational change, as being fair.

Introduction

Research on the behavioral antecedents of employee championing behavior lacks scholarly investigation. The current study aims to fill this gap by studying behavioral interventions as the antecedents of championing behavior.

Objective

The current study has proposed and tested a moderated mediation model that states that perceived opportunity to craft cultivates championing behavior among employees. This relation is mediated by job crafting, whereas employee willingness to exert extra effort invigorates this relationship.

Method

The current study is based on survey-based data collected in three-time lags from employees working in the IT sector organizations.

Results

The results supported the proposed model leading to the revelation that perceived opportunity to craft enhances championing behavior among employees through job crafting, and employee discretionary efforts moderate this indirect relationship.

Conclusion

The results prove that behavioral interventions play a significant role in predicting championing behavior, whereas discretionary effort acts as a boundary condition. The results of the current study offer several theoretical and practical insights, but it also has a few limitations. This study opens several future research avenues that are discussed in the end.

Introduction

Research on expatriates has typically left underexplored the critical antecedents of expatriates’ organizational citizenship behavior (OCB).

Objectives

This study aims to fill this research gap by studying the effects of constructs specific and nonspecific to the expatriate context of expatriates’ OCB performance.

Methods

Using online surveys, data were collected from 200 expatriates and 280 of their coworkers working in 62 host countries. The hypotheses were tested with structural equation modeling analysis.

Results

First, Agreeableness, Conscientiousness, job satisfaction, work adjustment and interaction adjustment all had unique contributions in predicting expatriates’ OCB. Second, there was initial support for the indirect effect of the host country coworkers’ OCB performance targeted at expatriates on expatriates’ OCB-I performance. Finally, the results did not provide support for the indirect effect of personality factors on expatriates’ OCB performance.

Conclusion

Compared to job satisfaction, expatriates’ personality traits (i.e., Agreeableness and Conscientiousness) may have a stronger effect on expatriates’ OCB performance.