Behaviors associated with anger.

Verscheidene auteurs hebben aangetoond dat emoties en gedragingen nauw met mekaar verbonden zijn. In dit doctoraat leggen we ons toe op emotiegerelateerd gedrag, meer specifiek, op kwaadheidsgedrag. In het eerste hoofdstuk van dit doctoraat spitsen we ons toe op de systematische identificatie van kwaadheidsgedragingen en op de frequenties waarmee deze gedragingen worden gesteld. Op basis van resultaten van een vrije opsommingsstudie konden we acht verschillende categorieën van kwaadheidsgedragingen onderscheiden, drie agressieve (fysieke agressie, verbale agressie en autoagressie) en vijf niet-agressieve (praten, weglopen, emoties tonen, je afreageren, kwaadheid laten overwaaien). Resultaten tonen verder aan dat, ondanks de sterke associatie tussen kwaadheid en agressie, fysieke agressie vaak wordt geïnhibeerd; mensen worden echter vooral verbaal agressief, of stellen niet agressief gedrag, zoals praten of weglopen. In hetzelfde eerste hoofdstuk gaan we verder ook de invloed na van situationele en persoonlijkheidsfactoren op kwaadheidsgedrag, en dit naast onder meer eigenschappen van de ervaren kwaadheid zelf (zoals haar precieze aard en intensiteit). Resultaten tonen aan dat alle bovengenoemde factoren een specifieke invloed hebben op de uitvoering van de verschillende kwaadheidsgedragingen. In het tweede hoofdstuk brengen we de gezamenlijke invloed van de persoon en de situatie op kwaadheidsgedrag in kaart. We stellen hierbij vast dat individuele verschillen in kwaadheidsgedrag multi-dimensioneel zijn, en zowel van eigenschappen van de situatie als van de aard van het gedrag afhangen. We vinden ook betekenisvolle verbanden met traditionele persoonlijkheidsvariabelen. In het derde hoofdstuk leggen we ons toe op een potentieel relevante mediator van kwaadheidsgedrag, namelijk de verwachte gedragsgevolgen. We tonen aan dat verwachte gedragsgevolgen sterk variëren in functie van de aard van het gedrag (agressief vs. niet agressief gedrag), de gevolgen (zelfgerelateerde gevolgen vs. gevolgen voor de kwaadheid), en het individu. Bovendien vinden we ook hier betekenisvolle verbanden met traditionele persoonlijkheidsvariabelen. In het vierde hoofdstuk leggen we ons toe op een ruimere groep van potentiële cognitief/affectieve mediatoren van kwaadheidsgedrag, namelijk de attitude (resulterend uit de combinatie van de bovengenoemde verwachte gedragsgevolgen en de waarde die men aan deze gevolgen toekent), de subjectieve norm en self-efficacy verwachtingen. We gaan hierbij na in welke mate deze factoren de verschillende kwaadheidsgedragingen en hun actietendensen beïnvloeden en of en op welke niveaus individuele verschillen optreden. De resultaten tonen aan dat vooral self-efficacy een invloed heeft op kwaadheidsgedrag, en dat individuele verschillen zich voordoen in de verschillende cognitieve en affectieve factoren, in de kwaadheidsgedragingen, en in de relatie tussen deze twee. Ook hier vinden we betekenisvolle verbanden met traditionele persoonlijkheidsvariabelen.General Introduction Chapter 1 A Taxonomy of Anger-related Behaviors Chapter 2 Multidimensional Individual Differences in Anger-related Behaviors Chapter 3 Expected Consequences of Anger-Related Behaviors Chapter 4 Individual Differences in the Process Basis of Anger-related Behaviors Concluding remarksstatus: publishe

Job insecurity and employee performance: Examining different types of performance, rating sources and levels

We examine the relationship between job insecurity (JI) and performance (i.e., adaptivity, proactivity, task performance) from a multilevel perspective. We suggest that different behavioural responses will be triggered depending on whether the JI refers to an employee's relative JI within a team or a team's collective JI. An individual employee's relative JI within a team may evoke a withdrawal reaction (i.e., diminished performance) because the individual experiences the insecurity as a personal issue (one which does not affect the rest of the team as much; i.e., a "person-at-risk" situation). However, when JI is experienced as a collective phenomenon (one that affects the entire team as a whole because of the shared context, i.e., a "job-at-risk" situation), employees may demonstrate higher performance as they are driven by job preservation motives. We incorporated both individual employee and supervisor ratings as they have complementary value in evaluating performance. Data was obtained from 53 teams, including 403 employees and 53 supervisors. Team's collective JI was associated with higher supervisor-rated performance at the team-level, both in terms of adaptivity and proactivity but not in terms of task performance. The employee's relative JI within a team was associated with reduced self-rated performance in terms of both adaptivity and task performance

Predicting the Duration of Emotional Experience:Two Experience Sampling Studies

The authors present 2 studies to explain the variability in the duration of emotional experience. Participants were asked to report the duration of their fear, anger, joy, gratitude, and sadness episodes on a daily basis. Information was further collected with regard to potential predictor variables at 3 levels: trait predictors, episode predictors, and moment predictors. Discrete-time survival analyses revealed that, for all 5 emotions under study, the higher the importance of the emotion-eliciting situation and the higher the intensity of the emotion at onset, the longer the emotional experience lasts. Moreover, a reappearance, either physically or merely mentally, of the eliciting stimulus during the emotional episode extended the duration of the emotional experience as well. These findings display interesting links with predictions within N. H. Frijda’s theory of emotion, with the phenomenon of reinstatement (as studied within the domain of learning psychology), and with the literature on rumination

Unraveling the importance of the quantity and the quality of workers motivation for well–being: a person–centered perspective

The current study compares the quantitative and the qualitative viewpoints on work motivation by relying on Self-Determination Theory's differentiation between autonomous and controlled motivation. Specifically, we employed a person-centered approach to identify workers' naturally occurring motivational profiles and compared them in terms of positive and negative aspects of worker well-being. Across a representative population sample (Sample 1) as well as two divergent samples of different organizations (Samples 2 and 3), four profiles were found: (1) a HA-HC profile characterized by high autonomous and high controlled motivation, (2) a HA-LC profile characterized by high autonomous and low controlled motivation, (3) a LA-HC profile typified by low autonomous and high controlled motivation and (4) a LA-LC profile characterized by low autonomous and low controlled motivation. In general, workers in the former two profiles (both scoring high on autonomous motivation) reported most job satisfaction, work enthusiasm/engagement and the lowest levels of strain/burnout. The latter two profiles (both scoring low on autonomous motivation) displayed the least optimal outcomes. Results seem to point at the importance of autonomous motivation

Unraveling the importance of the quantity and the quality of workers' motivation for well-being: A person-centered perspective

The current study compares the quantitative and the qualitative viewpoints on work motivation by relying on Self-Determination Theory's differentiation between autonomous and controlled motivation. Specifically, we employed a person-centered approach to identify workers' naturally occurring motivational profiles and compared them in terms of positive and negative aspects of worker well-being. Across a representative population sample (Sample 1) as well as two divergent samples of different organizations (Samples 2 and 3), four profiles were found: (1) a HA-HC profile characterized by high autonomous and high controlled motivation, (2) a HA-LC profile characterized by high autonomous and low controlled motivation, (3) a LA-HC profile typified by low autonomous and high controlled motivation and (4) a LA-LC profile characterized by low autonomous and low controlled motivation. In general, workers in the former two profiles (both scoring high on autonomous motivation) reported most job satisfaction, work enthusiasm/engagement and the lowest levels of strain/burnout. The latter two profiles (both scoring low on autonomous motivation) displayed the least optimal outcomes. Results seem to point at the importance of autonomous motivation. © 2012 Elsevier Inc.publisher: Elsevier articletitle: Unraveling the importance of the quantity and the quality of workers’ motivation for well-being: A person-centered perspective journaltitle: Journal of Vocational Behavior articlelink: http://dx.doi.org/10.1016/j.jvb.2012.11.005 content_type: article copyright: Copyright © 2012 Elsevier Inc. All rights reserved.status: publishe

Intensity profiles of emotional experience over time

profiles of emotional experience over time',Cognition & Emotion,23:7,1427 — 144

Baanonzekerheid en mentaal welzijn: gemedieerd door de bedreiging van Jahoda's functies van werk?

status: publishe