Jonas W. B. Lang

Benefits of mindfulness at work : the role of mindfulness in emotion regulation, emotional exhaustion, and job satisfaction

Mindfulness describes a state of consciousness in which individuals attend to ongoing events and experiences in a receptive and non-judgmental way. The present research investigated the idea that mindfulness reduces emotional exhaustion and improves job satisfaction. The authors further suggest that these associations are mediated by the emotion regulation strategy of surface acting. Study 1 was a 5-day diary study with 219 employees and revealed that mindfulness negatively related to emotional exhaustion and positively related to job satisfaction at both the within- and the between-person levels. Both relationships were mediated by surface acting at both levels of analysis. Study 2 was an experimental field study, in which participants (N = 64) were randomly assigned to a self-training mindfulness intervention group or a control group. Results revealed that participants in the mindfulness intervention group experienced significantly less emotional exhaustion and more job satisfaction than participants in the control group. The causal effect of mindfulness self-training on emotional exhaustion was mediated by surface acting. Implications for using mindfulness and mindfulness training interventions in organizational research and practice are discussed in conclusion.

Emotional labor, strain, and performance: testing reciprocal relationships in a longitudinal panel study

Models of emotional labor suggest that emotional labor leads to strain and affects job performance. Although the link between emotional labor, strain, and performance has been well documented in cross-sectional field studies, not much is known about the causal direction of relationships between emotional labor, strain, and performance. Goal of the present study was therefore to test the direction of effects in a two-wave longitudinal panel study using a sample of 151 trainee teachers. Longitudinal lagged effects were tested using structural equation modeling. Results revealed that the emotional labor strategy of surface acting led to increases in subsequent strain while deep acting led to increases in job performance. In contrast, there was no indication of reverse causation: Neither strain nor job performance had a significant lagged effect on subsequent surface or deep acting. Overall, results support models of emotional labor suggesting that surface and deep acting causally precede individual and organizational well-being.

Work gets unfair for the depressed: Cross-lagged relations between organizational justice perceptions and depressive symptoms.

The organizational justice literature has consistently documented substantial correlations between organizational justice and employee depression. Existing theoretical literature suggests this relationship occurs because perceptions of organizational (in)justice lead to subsequent psychological health problems. Building on recent research on the affective nature of justice perceptions, in the present research we broaden this perspective by arguing there are also theoretical arguments for a reverse effect whereby psychological health problems influence perceptions of organizational justice. To contrast both theoretical perspectives, we test longitudinal lagged effects between organizational justice perceptions (i.e., distributive justice, interactional justice, interpersonal justice, informational justice, and procedural justice) and employee depressive symptoms using structural equation modeling. Analyses of 3 samples from different military contexts (N₁ = 625, N₂ = 134, N₃ = 550) revealed evidence of depressive symptoms leading to subsequent organizational justice perceptions. In contrast, the opposite effects of organizational justice perceptions on depressive symptoms were not significant for any of the justice dimensions. The findings have broad implications for theoretical perspectives on psychological health and organizational justice perceptions.

The power of presence: the role of mindfulness at work for daily levels and change trajectories of psychological detachment and sleep quality

In this research, we examined the role of mindfulness for recovery from work using a daily diary design (N = 121; 5 days; 3 measurement occasions per day). The first goal of the study was to investigate the relationship of mindfulness with sleep quality and the mediating role of psychological detachment from a day-level perspective. A second goal was to extend the process perspective in recovery research beyond the day level and consider systematic change trajectories in recovery variables over the course of the work week and the role of mindfulness in these trajectories. Results regarding day-level relationships confirmed that mindfulness experienced during work was related to subsequent sleep quality, and this relationship was mediated by psychological detachment from work in the evening. Furthermore, an investigation of the role of mindfulness in recovery change trajectories supported the idea that psychological detachment trajectories increase over the work week for individuals low on mindfulness while there was no systematic mean-level change for individuals high on mindfulness. In contrast, sleep quality followed a linear increase from Monday to Friday for all individuals, irrespective of their levels of trait mindfulness. Practical and theoretical implications for the mindfulness and the recovery literature are discussed in conclusion. (PsycINFO Database Record (c) 2014 APA, all rights reserved).

General mental ability and two types of adaptation to unforeseen change: Applying discontinuous growth models to the task-change paradigm

The present research provides new insights into the relationship between general mental ability (GMA) and adaptive performance by applying a discontinuous growth modeling framework to a study of unforeseen change on a complex decision-making task. The proposed framework provides a way to distinguish 2 types of adaptation (transition adaptation and reacquisition adaptation) from 2 common performance components (skill acquisition and basal task performance). Transition adaptation refers to an immediate loss of performance following a change, whereas reacquisition adaptation refers to the ability to relearn a changed task over time. Analyses revealed that GMA was negatively related to transition adaptation and found no evidence for a relationship between GMA and reacquisition adaptation. The results are integrated within the context of adaptability research, and implications of using the described discontinuous growth modeling framework to study adaptability are discussed.

Priming Competence Diminishes the Link Between Cognitive Test Anxiety and Test Performance: Implications for the Interpretation of Test Scores

Researchers disagree whether the correlation between cognitive test anxiety and test performance is causal or explainable by skill deficits, which lead to both cognitive test anxiety and lower test performance. Most causal theories of test anxiety assume that individual differences in cognitive test anxiety originate from differences in self-perceived competence. Accordingly, in the present research, we sought to temporarily heighten perceptions of competence using a priming intervention. Two studies with secondary- and vocational-school students (Ns = 219 and 232, respectively) contrasted this intervention with a no-priming control condition. Priming competence diminished the association between cognitive test anxiety and test performance by heightening the performance of cognitively test-anxious students and by lowering the performance of students with low levels of cognitive test anxiety. The findings suggest that cognitively test-anxious persons have greater abilities than they commonly show. Competency priming may offer a way to improve the situation of people with cognitive test anxiety.

Implicit motives, explicit traits, and task and contextual performance at work.

Personality psychologists have long argued that explicit traits (as measured by questionnaires) channel the expression of implicit motives (as measured by coding imaginative verbal behavior) such that both interact in the prediction of relevant life outcome variables. In the present research, we apply these ideas in the context of industrial and organizational psychology and propose that 2 explicit traits work as channels for the expression of 3 core implicit motives in task and contextual job performance (extraversion for implicit affiliation and implicit power; explicit achievement for implicit achievement). As a test of these theoretical ideas, we report a study in which employees (N = 241) filled out a questionnaire booklet and worked on an improved modern implicit motive measure, the operant motive test. Their supervisors rated their task and contextual performance. Results support 4 of the 6 theoretical predictions and show that interactions between implicit motives and explicit traits increase the explained criterion variance in both task and contextual performance.

Dissociating Indifferent, Directional, and Extreme Responding in Personality Data: Applying the Three-Process Model to Self- and Observer Reports.

Research suggests that respondents vary in their tendency to use the response scale of typical (Likert-style) questionnaires. We study the nature of the response process by applying a recently introduced item response theory modeling procedure, the three-process model, to data of self- and observer reports of personality traits. The three-process model captures indifferent, directional, and extreme responding. Substantively, we hypothesize that, and test whether, trait Honesty-Humility is negatively linked to extreme responding. We applied the three-process model to personality data of 577 dyads (self- and observer reports of the HEXACO Personality Inventory-Revised; Lee & Ashton, ) of Dutch and German undergraduate respondents. First, we provide evidence that indifferent, directional, and extreme responding can be separated from each other in personality data through the use of the three-process model. Second, we show that the various response processes show a pattern of correlations across traits and rating sources which is in line with the idea that indifferent and extreme responding are person-specific tendencies, whereas directional responding is content-specific. Third, we report findings supporting the hypothesis that Honesty-Humility is negatively linked to extreme responding. In Likert-based personality data, applying the three-process model can unveil individual differences in the response process.

Dissociating indifferent, directional, and extreme responding in personality data

Research suggests that respondents vary in their tendency to use the response scale of typical (Likert-style) questionnaires. We study the nature of the response process by applying a recently introduced item response theory modeling procedure, the three-process model, to data of self- and observer reports of personality traits. The three-process model captures indifferent, directional, and extreme responding. Substantively, we hypothesize that, and test whether, trait Honesty-Humility is negatively linked to extreme responding. We applied the three-process model to personality data of 577 dyads (self- and observer reports of the HEXACO Personality Inventory-Revised; Lee & Ashton, ) of Dutch and German undergraduate respondents. First, we provide evidence that indifferent, directional, and extreme responding can be separated from each other in personality data through the use of the three-process model. Second, we show that the various response processes show a pattern of correlations across traits and rating sources which is in line with the idea that indifferent and extreme responding are person-specific tendencies, whereas directional responding is content-specific. Third, we report findings supporting the hypothesis that Honesty-Humility is negatively linked to extreme responding. In Likert-based personality data, applying the three-process model can unveil individual differences in the response process.

Understanding Relative and Absolute Change in Discontinuous Growth Models Coding Alternatives and Implications for Hypothesis Testing

Organizational researchers routinely have access to repeated measures from numerous time periods punctuated by one or more discontinuities. Discontinuities may be planned, such as when a researcher introduces an unexpected change in the context of a skill acquisition task. Alternatively, discontinuities may be unplanned, such as when a natural disaster or economic event occurs during an ongoing data collection. In this article, we build off the basic discontinuous growth model and illustrate how alternative specifications of time-related variables allow one to examine relative versus absolute change in transition and post-transition slopes. Our examples focus on interpreting time-varying covariates in a variety of situations (multiple discontinuities, linear and quadratic models, and models where discontinuities occur at different times). We show that the ability to test relative and absolute differences provides a high degree of precision in terms of specifying and testing hypotheses.