Personality in intimate relationships

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Weight-Related Selves and Their Relationship With Body Mass Index Among Young Individuals in Curaçao

Based on the assumptions of self-discrepancy theory, the present study examined the degree of overweight, weight-related body images, and the relation between these images and body mass index (BMI) among two samples of young people from Curaçao (secondary school students, n = 176; undergraduate students, n = 205). In addition to BMI, participants reported their current, ideal, and most feared body sizes, the thinnest and largest body sizes still acceptable to them, and the body size they considered the healthiest by means of the Contour Drawing Rating Scale. We expected females to show a larger discrepancy between current and ideal body size than males (Hypothesis 1) and that this discrepancy (as an indicator of body dissatisfaction) would be related more strongly to BMI among females than among males (Hypothesis 2). Results yielded support for Hypothesis 1 among secondary school students only. Only in the undergraduate sample, BMI and body dissatisfaction were related, but equally so for males and females. Possible explanations are discussed as well as implications for weight management interventions

The link between empowering leadership and employees' perceptions of the effectiveness of blended working

Linked to technological and societal developments, including the COVID-19 pandemic, employees are increasingly being given the opportunity to blend onsite and remote working including flexibility as to when and where they work. Despite the proliferation of such blended working, there is little empirical research on how leaders in organizations can contribute to facilitating its effectiveness. In the present study, we hypothesized that an empowering leadership style would be positively associated with employees' perceptions of the effectiveness of blended working. Additionally, grounded in Self-Determination Theory, we hypothesized that the satisfaction of employees' work-related psychological needs for autonomy and for competence would mediate this relation. Results of a field study (N = 405 employees) using a two-wave panel design supported a cross-lagged effect of empowering leadership on employees' perceptions of the effectiveness of blended working. However, no evidence was found for the hypothesized mediated relations. Our findings could be of value to organizations as they indicate a specific leadership style that is likely to facilitate the effectiveness of blended working

Perceptions of ideal and former partner's personality and similarity

The present study aimed to test predictions based on both the ‗similarity-attraction‘ hypothesis and the ‗attraction-similarity‘ hypothesis, by studying perceptions of ideal and former partners. Based on the ‗similarity-attraction‘ hypothesis, we expected individuals to desire ideal partners who are similar to the self in personality. In addition, based on the ‗attraction-similarity hypothesis‘, we expected individuals to perceive former partners as dissimilar to them in terms of personality. Findings showed that, whereas the ideal partner was seen as similar to and more positive than the self, the former partner was seen as dissimilar to and more negative than the self. In addition, our study showed that individuals did not rate similarity in personality as very important when seeking a mate. Our findings may help understand why so many relationships end in divorce due to mismatches in personality

Do individual differences in need strength moderate the relations between basic psychological need satisfaction and organizational citizenship behavior?

An important theoretical debate in the literature on psychological needs concerns the potential moderating role of individuals’ need strength in the effects of basic psychological need satisfaction. The present study adds to the relatively small literature with inconsistent findings by examining whether the relations between work-related basic psychological need satisfaction (autonomy, competence, and relatedness) and organizational citizenship behavior (i.e., constructive voluntary job performance) are enhanced when employees’ work-specific explicit need strength increases. Survey data from two samples of employees in the United States (N = 353; MAge = 38.13) and in the Netherlands (N = 298; MAge = 44.57) consistently showed that across the need domains, need satisfaction was positively associated with organizational citizenship behavior through work engagement. However, we only found minor evidence for a moderating role of need strength. These findings largely endorse core self-determination theory assertions, as they underscore the relevance of employees’ psychological need satisfaction rather than fit between high psychological need satisfaction and high need strength in the workplace

A Cock in the Henhouse:Relations Between Dark Triad, Jealousy, and Sex Ratio

The present study's primary aim was to examine the effect of an imbalanced sex ratio on the Dark Triad traits, three types of jealousy, and their relations. For this purpose, data were collected in the Netherlands (n = 297) and Cura'ao (n = 199). Cura'ao is a constituent part of the Netherlands, but has, contrary to the Netherlands, a highly imbalanced sex ratio. We expected the Dark Triad traits to be positively related to anxious and preventive jealousy, but not to reactive jealousy (Hypothesis 1), and, in addition, these relations to be more pronounced in Cura'ao than in the Netherlands (Hypothesis 2). Furthermore, it was expected that Cura'aoan men would score higher on the Dark Triad traits than Dutch men (Hypothesis 3), and that Cura'aoan men and women would, overall, report higher levels of jealousy than Dutch men and women (Hypothesis 4). Results largely supported Hypotheses 1, 2, and 4, but not Hypothesis 3. Results are discussed in relation to the role of sex ratio and the cultural beliefs that may accompany it. The current study's findings may provide new insights into the role of the Dark Triad traits in mating psychology