Search

Veel organisaties huren tegenwoordig flexibel werkenden in. Terwijl een dergelijke flexibele schil voor organisaties voordelen biedt, stelt het de flexibel werkenden voor diverse uitdagingen zoals onzekerheid en een kwetsbare arbeidsmarktpositie. In deze introductie van het themanummer beschrijven we de achtergrond van flexwerk, koppelen we dit aan de artikelen in het themanummer en bespreken we de inzichten en praktische implicaties die voortvloeien uit deze artikelen.

Het aandeel tijdelijke contracten blijft wereldwijd in rap tempo toenemen. Uit onderzoek weten we dat de baanonzekerheid die doorgaans gepaard gaat met tijdelijke contracten, schadelijk kan zijn voor de gezondheid en werkprestaties van werknemers. In dit onderzoek gaan we op zoek naar manieren waarmee tijdelijke werknemers hun gevoelens van baanonzekerheid en de negatieve gevolgen daarvan kunnen beperken. Wij onderzoeken allereerst of de relatie tussen de inschatting van mogelijk baanverlies (cognitieve baanonzekerheid) en mentale belasting wordt gemedieerd door de zorgen over mogelijk baanverlies (affectieve baanonzekerheid). Vervolgens onderzoeken we of, en hoe, actief copinggedrag en passief copinggedrag deze indirecte relatie kunnen modereren. Uit de resultaten, gebaseerd op een vragenlijstonderzoek onder 141 tijdelijke werknemers, blijkt dat er een positieve indirecte relatie is tussen cognitieve baanonzekerheid en mentale belasting via affectieve baanonzekerheid. Daarnaast blijkt dat actief copinggedrag de relatie tussen affectieve baanonzekerheid en mentale belasting dusdanig kan verzwakken, dat de indirecte relatie wegvalt. Passief copinggedrag houdt de indirecte relatie echter juist in stand. Tijdelijke werknemers kunnen dus mogelijk eigenhandig de mate van mentale belasting die voortkomt uit affectieve baanonzekerheid, verminderen door meer actief copinggedrag en minder passief copinggedrag te vertonen.

In een flexibele arbeidsmarkt, gekenmerkt door groeiende aantallen tijdelijke contracten en meer baanonzekerheid, is het cruciaal om proactief en toekomstgericht met een loopbaan bezig te blijven. De ervaring van baanonzekerheid bemoeilijkt echter dergelijk proactief loopbaangedrag. In dit onderzoek hebben we gekeken of en hoe een duidelijke future work self (FWS; een toekomstbeeld op het gebied van werk) deze negatieve relatie kan verminderen, en of dat met name werkt bij een optimale (gemiddelde) mate van FWS-duidelijkheid. Daarnaast verkenden we de inhoud van de FWS-omschrijvingen van deelnemers om te zien welke soorten FWS de beste buffers vormen tegen de negatieve gevolgen van baanonzekerheid. In vragenlijstonderzoek onder tijdelijke werknemers (N = 118) vonden wij geen bewijs voor de negatieve associatie tussen baanonzekerheid en proactief loopbaangedrag, noch voor het veronderstelde optimum van FWS-duidelijkheid. Wel bleek dat meer baanonzekerheid gepaard ging met meer proactief loopbaangedrag wanneer mensen géén duidelijke FWS hadden, iets dat bevestigd werd in de verkenning van de inhoud van FWS. De relatie tussen baanonzekerheid en proactief loopbaangedrag hing echter niet af van het soort FWS dat deelnemers omschreven. Voor tijdelijke werknemers die baanonzekerheid ervaren, lijkt een minder duidelijke FWS dus een voorwaarde voor proactief loopbaangedrag.

Despite their prevalence in daily teamwork, little is known about the influence of intrusions on teams. Therefore, the effect of intrusions on team interaction was investigated, focusing on relational communication. Three different theoretical perspectives regarding team interaction changes in response to a meeting intrusion are discussed. These perspectives were mapped onto fine-grained behavioral data from twelve teams ( N = 4,627 sense units) by means of lag sequential analysis. Teams’ use of relational communication changed in several ways in response to the intrusion. While these changes fit best with one perspective (task-focused), several results also align with other perspectives.

Since humanity's first steps, individuals have used nonverbal cues to communicate and infer leadership, such as walking ahead of others. Menon et al., (2010) showed that the use of spatial ordering as cue to leadership differs across cultures: Singaporeans were more likely than Americans to represent leaders behind rather than in front of groups. Furthermore, they showed that threat priming increases the representation of leaders at the back. We replicate and extend these findings. We draw on cultural tightness theory to explain variability in mental representations of leadership, advance the spatial precedence hypothesis that leaders are generally represented in the front, use a large cross-cultural sample to compare different cultural dimensions, and employ alternative operationalizations of threat. We show that leaders are generally represented in frontal spatial positions across 25 countries and in different types of teams. We also find that cultural tightness and ecological threat (pandemic, warfare, and predation) lead people to represent leaders at the back (Studies 1-5). Mediational models show that ecological threat triggers greater desire for tightness and norm-enforcing leaders, which in turn leads people to represent leaders at the back (Study 4). Likewise, in tightly regulated work-teams, leaders are thought of as being seated at the office's back desk (Study 5). Thus, we converge with Menon et al. that different cultures have different mental representations of leaders and individuals who face threats show greater preference for leaders at the back. Additionally, we demonstrate that cultural tightness is the key cultural predictor of mental representations of leadership. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Learning communities are increasingly popular to promote the development of knowledge and skills at work. Learning communities are communities in which employees and experts from different organizations co-actively learn and innovate. Despite their seemingly added value in practice, scientific research into learning communities is underdeveloped: especially studies that explore the underlying mechanisms of learning in learning communities are scarce. This is unfortunate because knowledge about the functioning of learning communities can provide useful insights on how to optimize learning in learning communities. In this article, we argue that research on learning and knowledge utilization in learning communities should take into account the unique characteristics of learning communities, such as their inter-organizational character and the dynamic transfer of knowledge gained in the learning community to the organization. We discuss directions for future research to understand the functioning of learning communities. With this fundamental knowledge, we can more effectively design learning communities that contribute to lifelong learning among the workforce.

Background Physicians increasingly show symptoms of burnout due to the high job demands they face, posing a risk for the quality and safety of care. Job and personal resources as well as support interventions may function as protective factors when demands are high, specifically in times of crisis such as the COVID-19 pandemic. Based on the Job Demands-Resources theory, this longitudinal study investigated how monthly fluctuations in job demands and job and personal resources relate to exhaustion and work engagement and how support interventions are associated with these outcomes over time. Methods A longitudinal survey consisting of eight monthly measures in the period 2020–2021, completed by medical specialists and residents in the Netherlands. We used validated questionnaires to assess job demands (i.e., workload), job resources (e.g., job control), personal resources (e.g., psychological capital), emotional exhaustion, and work engagement. Additionally, we measured the use of specific support interventions (e.g., professional support). Multilevel modeling and longitudinal growth curve modeling were used to analyze the data. Results 378 medical specialists and residents were included in the analysis (response rate: 79.08%). Workload was associated with exhaustion (γ = .383, p < .001). All job resources, as well as the personal resources psychological capital and self-judgement were associated with work engagement (γs ranging from -.093 to .345, all ps < .05). Job control and psychological capital attenuated the workload-exhaustion relationship while positive feedback and peer support strengthened it (all ps < .05). The use of professional support interventions (from a mental health expert or coach) was related to higher work engagement (estimate = .168, p = .032) over time. Participation in organized supportive group meetings was associated with higher exhaustion over time (estimate = .274, p = .006). Conclusions Job and personal resources can safeguard work engagement and mitigate the risk of emotional exhaustion. Professional support programs are associated with higher work engagement over time, whereas organized group support meetings are associated with higher exhaustion. Our results stress the importance of professional individual-level interventions to counteract a loss of work engagement in times of crisis.

Awe is a fascinating emotion, associated with positive consequences such as greater prosociality, generosity, and epistemic openness. Unfortunately, in spite of the weighty consequences of awe, the exact way in which it arises, and what it entails, is still a puzzle. Particularly puzzling is the question of whether awe is the result of expectancy violation. While awe is thought to arise in reaction to expectancy-violating objects or events, classical expectancy violations (e.g., a red queen of spades playing card) do not tend to cause awe. To shed light on this problem, we distinguished two types of expectancy violations-those that disconfirm and those that exceed one's expectancies-and we investigated whether awe is more likely to arise in reaction to one versus the other. We also looked at what appraisals constitute and are most important to the awe experience and how they structurally interact. To do this, we utilized network analysis and mapped out the network structure of appraisals linked to awe and to expectancy violations. Across two experimental studies (N = 823), we demonstrated that awe arises in reaction to exceeded (rather than disconfirmed) expectancies and that appraisals linked to exceeded expectancies (vastness and uniqueness) are central to awe, while appraisals linked to disconfirmed expectancies (uncertainty and inconsistency) are peripheral to the awe experience. Taken together, our investigation sheds new light on psychologists' understanding of expectancy violations and reveals when and how awe arises and what it entails. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Organizations, and the leaders within them, have been slow in adopting error management, an orientation that accepts error occurrence and focuses on correction and learning from errors. Image concerns are a potential barrier, specifically concerns about how a leader will be perceived by employees when adopting an error management orientation. In both an experimental study (Study 1; 73 student and non-student participants) and a field study (Study 2; 454 employees and 95 leaders) we explored the relationship between leaders’ perceived error orientation and employees’ perceptions of the warmth and competence of those leaders. Moreover, in Study 2 we extend our findings by testing the indirect effects of leader error orientation via perceived leader warmth and competence on indicators of employees’ work-related outcomes (i.e., job satisfaction, turnover intention, work engagement, and employee job performance). Our findings provide the first evidence to suggest that leaders should not be reluctant to apply error management in their practice as it offers benefits both for employees’ perception of leaders and for employees’ work-related outcomes. To inspire future research, based on previous theorizing and our findings, we propose an integrative theoretical model of the interindividual effects of leader error orientation on employee perceived leader warmth, competence, and work-related outcomes at both the individual and team levels.

Mental detachment, which includes both cognitive and emotional detachment, refers to an athlete’s sense of being away from the cognitive and emotional demands of sport and is considered an important recovery experience for athletes. However, mental detachment appears to be impaired by high levels of physical fatigue following training or competition, suggesting that self-regulating post-performance cognitions and emotions may depend on available energetic resources. The purpose of this daily diary study was therefore to investigate whether daily sport-related rumination and worry can explain the relation between daily post-training physical fatigue and vigor on the one hand, and subsequent cognitive and emotional detachment on the other hand. Thirty-nine Dutch elite athletes completed a daily survey after training (T1) and at bedtime (T2) across 3–9 days. Multilevel structural equation modeling showed that daily physical fatigue was positively associated with sport-related rumination and worry during recovery, whereas daily vigor was negatively associated with sport-related worry during recovery. In turn, worry, but not rumination, was negatively associated with both cognitive detachment and emotional detachment. Results also revealed a significant indirect effect of worry between physical fatigue and cognitive detachment. These findings are in line with the view that recovery is a self-regulation process that may be dependent on available energetic resources. Moreover, this study underscores the practical importance of regulating postperformance physical fatigue, vigor, and sport-related worry to optimize the recovery process.

Objectives Many medical students experience career decision-making stress in the final phase of training. Yet, the factors that induce or reduce career decision- making stress and how progression in their clerkships relates to these factors are unknown. This knowledge gap limits the possibilities for medical schools to develop and implement interventions targeting students’ career decision-making stress. This study explores content, process, and context factors that may affect career decision-making stress. Methods Using cross-sectional survey data from medical master students (n= 507), we assessed content (future work self ), process (choice irreversibility, time pressure, career decision-making self-efficacy), and context (supervisory support, medical school support, study load, competition) factors and their relationships with career decision-making stress. The hypothesized relationships were tested with structural equation modelling. Results A clearer future work self and higher career decision self-efficacy were associated with lower career decision-making stress, while experienced time pressure, competition, and study load were associated with higher career decision-making stress. Choice-irreversibility beliefs, supervisory support, and medical school support were unrelated to career decision-making stress. As students’ clerkships progressed, they gained a clearer future work self, but also experienced more time pressure. Discussion Clinical clerkships help students to form a clearer future work self, which can diminish career decision-making stress. Yet, students also experience more time pressure as the period of clerkships lengthens, which can increase career decision-making stress. A school climate of high competition and study load seems to foster career decision-making stress, while school support hardly seems effective in diminishing this stress.

Students in higher education are increasingly part of international classrooms. While these classrooms have the potential to catalyze learning, they also come with lower senses of inclusion and psychological safety –factors that are crucial for learning. In the current study, we empirically test a contextual model in which these psychological costs are related to the number of cultural misunderstandings which are, in turn, associated with the prevailing diversity approach. Specifically, we surveyed the experiences of 360 university freshman enrolled in either a mononational or an international version of an otherwise identical educational program in the Netherlands, allowing us to investigate the unique effects of studying in an international classroom. Quantitative analyses exposed that students in international (vs. mononational) classrooms indeed experienced heightened levels of cultural misunderstandings that, in turn, were related to lower senses of inclusion and psychological safety. Crucially, this chain of effects differed depending on whether students perceived the diversity approach as more multicultural vs. colorblind. When lecturers were perceived to adopt a multicultural approach (i.e. recognizing and valuing cultural diversity), students experienced less cultural misunderstandings, and, therefore, less negative outcomes associated with studying in international classrooms. However, when lecturers were perceived to communicate a colorblind approach (i.e. overlooking cultural differences), cultural misunderstandings and their concomitant negative effects remained high. Together, these findings postulate a contextual model to understand why students’ sense of inclusion and psychological safety may be jeopardized in international classrooms and encourage further research on both the mechanisms and potential benefits of a multicultural approach.

Dovish and hawkish constituency pressures influence representative negotiations. Dovish constituency voices promote a collaborative and problem-solving approach, but can also allow for exploitation in negotiations. Hawkish voices encourage a competitive approach, but may leave value on the table. These dynamics are investigated in four experiments. In two interactive dyadic-negotiation experiments (Experiments 1 & 2; N = 186 and N = 220), we investigated how constituency pressures influenced outcomes in two negotiation settings (distributive and integrative). Representatives of dovish constituencies reached higher negotiation outcomes than representatives of hawkish constituencies, when facing a representative with a similar constituency (Experiment 1). However, when representatives with a dovish constituency met with representatives of a hawkish constituency, dovish representatives reached lower gains in both negotiation settings (Experiment 2). This hawkish advantage was replicated in two online scenario studies (Experiments 3 & 4; N = 248 and N = 319). There was no consistent empirical support for the role of a potential future interaction in eliciting representatives’ concessions (Experiment 1–3), however, an absence of accountability to constituents reduced representatives’ competitiveness, irrespective of whom they represented (Experiment 4). Theoretical and practical implications for labor relations, diplomacy, and business negotiations are discussed.

PurposeThe present study investigates the relationship between servant and authoritarian leadership, and leaders’ third-party conflict behaviors in followers’ conflicts, thereby contributing to integrating knowledge on leadership styles and leaders’ third-party conflict behaviors. This study aims to investigate leadership and conflict management in a context hardly studied: local religious communities or convents within a female religious organization.Design/methodology/approachThe authors collected quantitative survey data from 453 religious sisters, measuring their perception of leaders’ behaviors. These religious sisters live in local religious communities within a Catholic Women Religious Institute based in Nigeria (West Africa) and in other countries across the globe.FindingsResults show that servant leadership relates positively to leaders’ third-party problem-solving behavior and negatively to leaders’ avoiding and forcing. Moreover, authoritarian leadership relates positively to leaders’ third-party avoiding and forcing behaviors.Originality/valueThis study expands theory development and practices on leadership and leaders’ third-party conflict behaviors. The authors associate servant and authoritarian leadership with leaders’ third-party conflict behaviors: avoiding, forcing and problem-solving, in followers’ conflicts. The authors offer practical recommendations for religious leaders on servant leadership and leaders’ third-party conflict behaviors.

After finishing school, career starters face the challenge of finding a job. Job search is a difficult process because there is no clear pathway to obtaining employment. We identify job search systematicity, in addition to job search intensity, as an important dimension of job search behaviour that may predict the likelihood of obtaining a job. Job search systematicity is defined as the extent to which people have an adaptable and persistent rather than a volatile and fortuitous approach towards job seeking. We explored whether job search systematicity relates to increased chances of obtaining employment and explored potential antecedents of job search systematicity (i.e., job search clarity, employment commitment, anticipated financial need, and affect). The results of our field study among 217 job seeking career starters using a five-wave correlational design show that job search systematicity positively relates to job attainment, controlling for job search intensity. Moreover, job search clarity, employment commitment, and activating affect (both positive and negative) were positively associated with job search systematicity. These findings extend theory by broadening the conceptualization of job search, and inform job seeking career starters and employment and career counsellors about how to approach the job search process.

Net als werknemers worden topsporters blootgesteld aan verschillende taakeisen. Om met deze taakeisen om te gaan, kunnen topsporters enerzijds sport-gerelateerde hulpbronnen gebruiken en anderzijds hun sportgerelateerde inspanningen compenseren met adequaat herstel na hun sportinspanning. In dit overzichtsartikel bespreken we de rol van zowel sport-gerelateerde taakeisen en hulpbronnen alsook herstel van sport als determinanten van welbevinden in topsport. Hierbij is gekeken naar zowel fysieke als cognitieve en emotionele dimensies van taakeisen, hulpbronnen, herstel en welbevinden. Vier deelonderzoeken uit een proefschrift (een psychometrische studie, een cross-sectionele studie en twee dagboekstudies) worden besproken die tezamen laten zien dat het niet alleen in de werkcontext, maar ook in de topsport nuttig en noodzakelijk is om een onderscheid te maken tussen de fysieke, cognitieve en emotionele aard van taakeisen, hulpbronnen en herstel. Door de sterke overeenkomsten tussen de sport- en werkcontext hebben theorieën en modellen vanuit de A&O-psychologie de potentie om topsporters te helpen in hun zoektocht naar gezonde en optimale sportprestaties., Similar to employees, elite athletes are exposed to different job demands. In this article we discuss the role of both situational determinants (sportrelated demands and resources) and individual determinants (detachment) of well-being in elite sport. The research was conducted while taking into account physical as well as cognitive and emotional dimensions of sport-related demands and resources, detachment, and well-being. Four sub-studies of a doctoral dissertation are discussed (a psychometric study, a cross-sectional study, and two diary studies), which together show that it is both useful and necessary to differentiate between the physical, cognitive, and emotional nature of demands, resources, and detachment from sport. Moreover, the relations of sport-related demands and resources with elite athletes’ well-being are highly similar to the relations of work-related demands and resources with employee well-being. As such, theories and models in the domain of W/O psychology have the potential to assist elite athletes in their quest for healthy and optimal performance.

Coaching is a systematic and goal-oriented one-on-one intervention by a coach aimed to guide clients in their professional and personal development. Previous research on coaching has demonstrated effects on a number of positive outcomes, including well-being and performance, yet little is known about the processes that underlie these outcomes, such as the type of questions coaches use. Here, we focus on three different types of coaching questions, and aim to uncover their immediate and sustained effects for affect, self-efficacy, and goal-directed outcomes, using a between-subjects experiment. One hundred and eighty-three medical residents and PhD students from various medical centers and healthcare organizations in the Netherlands were recruited to participate in a self-coaching writing exercise, where they followed written instructions rather than interacting with a real coach. All participants were randomly allocated to one of three conditions: either one of two solution-focused coaching conditions (i.e., the success or miracle condition) or a problem-focused coaching condition. Self-report questionnaires were used to measure key outcomes of coaching, that is positive and negative affect, self-efficacy, goal orientation, action planning (i.e., quantity and quality) and goal attainment. Two follow-up measurements assessed if the effects of the self-coaching exercise led to problem-solving actions within an initial follow-up period of 14 days and a subsequent follow-up period of 10 days. Findings showed that participants experienced more positive affect, less negative affect, and higher approach goal orientation after the solution-focused coaching exercise compared to the problem-focused coaching exercise. In all conditions, goal attainment increased as a consequence of the self-coaching intervention. We discuss the implications of our findings for the science and practice of contemporary coaching.

Team members may vary in the degree to which they are self-motivating, diligent, and organized, but effects of such conscientiousness diversity are poorly understood. We propose that conscientiousness diversity effects depend on the team leader’s knowledge about managing negative affective responses—that is emotion regulation knowledge. Data of two time-lagged team studies show that for teams with leaders with lower emotion-regulation knowledge, conscientiousness diversity was negatively associated with team satisfaction (Study 1 and 2), team cohesion and information elaboration (Study 2), which in turn influenced team performance (Study 2). These negative relationships reversed in teams with leaders with higher emotion-regulation knowledge.

Theories link threat with right-wing political beliefs. We use the World Values Survey (60,378 participants) to explore how six types of threat (e.g., economic, violence, and surveillance) are associated with multiple political beliefs (e.g., cultural, economic, and ideological identification) in 56 countries/territories. Multilevel models with individuals nested in countries revealed that the threat-political belief association depends on the type of threat, the type of political belief, and the country. Economic-related threats tended to be associated with more left-wing economic political beliefs and violence-related threats tended to be associated with more cultural right-wing beliefs, but there were exceptions to this pattern. Additional analyses revealed that the associations between threat and political beliefs were different across countries. However, our analyses identified few country characteristics that could account for these cross-country differences. Our findings revealed that political beliefs and perceptions of threat are linked, but that the relationship is not simple.

Detachment from sport refers to refraining from sport-related activities (physical detachment) as well as disengaging from sport-related thoughts and emotions during time in recovery (cognitive and emotional detachment). Detachment is associated with improved physical and mental recovery from sport demands. However, research conducted among nonathletes shows that high demands are actually linked with lower detachment. Our understanding of whether such paradoxical effects also exist in elite sport is currently limited. Therefore, the aim of this daily diary study was to investigate within-person associations between daily physical, cognitive, and emotional sport demands and daily physical, cognitive, and emotional detachment. In addition, we examined whether physical fatigue, cognitive liveliness, and positive affect mediate the association between daily sport demands and daily detachment. Eighty-five elite athletes (56 males, 29 females) active at the national or international level completed a daily survey at 2 time points over a maximum of 2 weeks. Mostly in line with our hypotheses, findings revealed that high daily physical and emotional sport demands were associated with increased physical fatigue after training and competition. In turn, high physical fatigue was associated with lower physical and cognitive detachment after training/competition. More importantly, physical fatigue mediated the association between physical and emotional sport demands and physical and cognitive detachment. These findings point toward an “underrecovery trap,” in which high levels of physical fatigue can interfere with athletes’ physical and mental recovery. Using postperformance strategies to alleviate physical fatigue will likely benefit physical as well as mental recovery processes. (PsycInfo Database Record (c) 2021 APA, all rights reserved)

Self-control enables people to regulate their emotions, desires, cognitions, and behaviors. We distinguish between two types of self-control (i.e., inhibitory/stop-control and initiatory/start-control), revised De Boer et al.'s stop/start-control scales (Study 1), and examined their value in predicting work-related behavior and emotion regulation among employees in a two-wave design (Study 2). The findings show that stop- and start-control have differential predictive validity: Stop-control relates negatively to counterproductive work behavior and positively to expressive suppression, whereas start-control relates positively to increasing challenging job demands (job crafting), cognitive reappraisal, and positive framing. Moreover, usefulness analyses supported the incremental validity of the narrow stop/start-control facets beyond general trait self-control. These findings illustrate the value of stop/start-control at work, further substantiate stop/start-control theory, and suggest organizations should take stop/start-control into account (e.g., in personnel selection, job design).

A common belief is that narcissism is a manifestation of high self-esteem. Here, we argue that self-esteem and narcissism are fundamentally distinct and have unique early physiological indicators. We hypothesized that children predisposed to narcissism would show elevated, whereas children predisposed to high self-esteem would show lowered, physiological arousal in social-evaluative contexts. We tested this in a prospective study including 113 children, who were first assessed at age 4.5, a critical age when children begin evaluating themselves through others' eyes. At age 4.5, children sang a song in front of an audience while being videotaped. Children's physiological arousal (skin conductance, heart rate, and heart rate variability) was assessed while children anticipated, performed, and recovered from the singing task. At age 7.5, children's narcissism and self-esteem levels were assessed. Consistent with our predictions, children predisposed to higher narcissism levels showed elevated skin conductance levels during anticipation. Their skin conductance levels further rose during performance (but less so than for other children) and failed to return to baseline during recovery. By contrast, children predisposed to higher self-esteem levels showed lowered skin conductance levels throughout the procedure. The effects emerged for skin conductance but not heart rate or heart rate variability, suggesting that arousal was sympathetically driven. Effects were larger and more robust for self-esteem than for narcissism. Together, these findings uncover distinct physiological indicators of narcissism and self-esteem: Narcissism is predicted by indicators reflecting early social-evaluative concerns, whereas self-esteem is predicted by indicators reflecting an early sense of comfort in social-evaluative contexts.

Seeing the sociopolitical system as fair and legitimate is important for people’s participation in civic duties, political action, and the functioning of society in general. However, little is known about when migrants, without life-long socialization in a certain system, justify the sociopolitical system of their host country and how system justification influences their political participation. We examined antecedents of system justification using a survey among Iranian migrants in eight European countries (N = 935). Subsequently, we examined the relationship between system justification and political participation intentions. We found that system justification beliefs are generally high in our sample, mainly stemming from an assessment of opportunity to achieve changes in intergroup relations. Stronger social identity threat, feeling disadvantaged, a longer residence in Europe, and perceived intergroup stability all relate to less system justification. Conversely, stronger efficacy beliefs bolster system justification. Furthermore, we found some support for a curvilinear relationship between system justification and political participation intentions, but the size of this effect is small. The results show that the high levels of system justification of Iranian migrants are at risk when discrimination and disadvantage are perceived to be stable facets of society. Surprisingly, political participation to better Iranian migrants’ societal position is barely affected by system justification. We discuss implications and further research that can increase understanding of system justification among migrants.

Conflicts are ubiquitous in all life’s domain where people live and perform interdependent tasks, including convents. Managing conflicts among followers is an essential responsibility of leaders. The way leaders behave while managing such conflicts have received little academic attention; available studies have focused on business contexts. This study aimed to examine the relationship between servant leadership, and emotional exhaustion through team conflicts, and further investigates the mediating role of lead-ers’ third-party conflict behaviors such as avoiding, forcing, and problem-solving. Data were gathered from 453 religious sisters (followers), in 166 convents, in a Catholic Women Religious Institute mostly based in Nigeria. Structural equation modeling confirmed that servant leadership was associated with reduced team conflicts through leaders’ third-party behaviors. Further findings showed that perceived servant leadership was negatively related to emotional exhaustion through a nonforcing expression. We dis-cussed theoretical and practical implications.

Mental rest appears critical to sustained high performance in sports and other human performance contexts. We draw on the developing science of mental rest to provide a useful guide for practitioners about how athletes and other performers can obtain the mental rest they need. We describe why mental rest is important for recovery and skill learning in athletes and how athletes obtain mental rest by engaging in sleep and resting while awake, known as wakeful resting. We also provide strategies that enable athletes to obtain more sleep and wakeful resting, and present tools for monitoring athletes’ mental rest.

We assessed empirical support for (a) the widely held notion that across so-called “honor, dignity, and face cultures,” internal and external components of self-esteem are differentially important for overall self-esteem; and (b) the idea that concerns for honor are related to internal and external components of self-esteem in honor cultures but not in dignity and face cultures. Most importantly, we also set out to (c) investigate whether measures are equivalent, that is, whether a comparison of means and relationships across cultural groups is possible with the employed scales. Data were collected in six countries (N = 1,099). We obtained only metric invariance for the self-esteem and honor scales, allowing for comparisons of relationships across samples, but not scale means. Partly confirming theoretical ideas on the importance of internal and external components of self-esteem, we found that only external rather than both external and internal self-esteem was relatively more important for overall self-esteem in “honor cultures”; in a “dignity” culture, internal self-esteem was relatively more important than external self-esteem. Contrary to expectations, in a “face” culture, internal self-esteem was relatively more important than external self-esteem. We were not able to conceptually replicate earlier reported relationships between components of self-esteem and the concern for honor, as we observed no cultural differences in the relationship between self-esteem and honor. We point toward the need for future studies to consider invariance testing in the field of honor to appropriately understand differences and similarities between samples.Keywords: honor, dignity, face, self-esteem, equivalence, invariance

This study focuses on team achievement goals and performance outcomes in interdependent sports teams. Team achievement goals reflect shared motivational states that exist exclusively at the team level. In a survey among 310 members of 29 premier-league field-hockey teams, team-level performance-approach, performance-avoidance, mastery-approach, and mastery-avoidance achievement goals explained 69% of the overall variance in team performance and 16% after controlling for previous performance. Teams performed better to the extent they were more approach- and less avoidance oriented in terms of both mastery and performance, although mastery-approach goals related to early-season team performance rather than predicting later changes in team performance.

Theories of dishonest behavior implicitly assume language independence. Here, we investigated this assumption by comparing lying by people using a foreign language versus their native tongue. Participants rolled a die and were paid according to the outcome they reported. Because the outcome was private, they could lie to inflate their profit without risk of repercussions. Participants performed the task either in their native language or in a foreign language. With native speakers of Hebrew, Korean, Spanish, and English, we discovered that, on average, people inflate their earnings less when they use a foreign language. The outcome is explained by a dual system account that suggests that self‐serving dishonesty is an automatic tendency, which is supported by a fast and intuitive system. Because using a foreign language is less intuitive and automatic, it might engage more deliberation and reduce the temptation to lie. These findings challenge theories of ethical behavior to account for the role of the language in shaping ethical behavior. This project was supported by the Israel Science Foundation grant number 1337/11, by a grant from the University of Chicago's Wisdom Research Project and the John Templeton Foundation, a grant by the National Science Foundation #1520074 to the University of Chicago, a grant from the European Research Council (ERC) under the European Union's Horizon 2020 research and innovation program (grant agreements: ERC‐StG‐637915), two grants by the Spanish Ministry of Economy and Competitiveness (PSI2014‐52181‐P; PSI2017‐84539‐P), a grant from the Catalan Government (SGR 2017‐268), and a grant from the European Research Council under the European Community's Seventh Framework (FP7/2007–2013 Cooperation Grant Agreement 613465‐AThEME). Joanna D. Corey was supported by a grant from the Catalan Government (FI‐DGR).

Our goal was to validate the Conceptions of the Nature of Athletic Abilities Questionnaire (CNAAQ-2) in a Dutch context. We conducted three studies to examine its psychometric qualities. In Study 1 we performed exploratory factor analyses on two samples (N = 400, and N = 341), which supported a solution of four factors labeled entity-stable, entity-gift, incremental-learning, and incremental-improvement. A confirmatory factor analysis showed an acceptable fit of a four-plus-two higher-order factor model, with entity and incremental as higher-order factors. To further improve the psychometric properties, 25 items were added, and in Study 2 we merged three samples that were then randomly split in two halves. A principal component analysis of the first half of the data (N = 255) led to a selection of 21 items (the CNAAQ-2-NL), which was verified in a confirmatory factor analysis of the second half of the data (N = 255). The fit of a model with four lower-order factors (entity-stable, entity-gift, incremental-learning, and incremental-improvement) was acceptable, as was the fit of a four-plus-two higher-order factor model, with entity and incremental as higher-order factors. In Study 3 (N = 322) we administered the CNAAQ-2-NL along with other measures, at two points in time three weeks apart. Test-retest reliability was good, and convergent validity was supported by relations with Dweck’s measures of implicit theories of intelligence and sport abilities. Criterion-related validity was supported by relations with achievement goals. We conclude that the factor structure of the CNAAQ-2-NL was according to theory, and that validity was sufficiently supported. However, our findings also suggest that the role of implicit theories may be different in sport than in the context of intelligence and needs further investigation

Job search quality is important for unemployed individuals pursuing reemployment. To comprehensively measure job search quality, we develop and test a 20-item Job Search Quality Scale (JSQS), using four samples of unemployed individuals (pilot sample, N=218; exploration sample, N=3372; confirmation sample, N=3372; and replication sample, N=434). Results show a four-dimensional structure, composed of (a) goal establishment and planning, (b) preparation and alignment, (c) emotion regulation and persistence, and (d) learning and improvement. Substantial evidence was found for its reliability, convergent and discriminant validity. Building job search quality’s nomological net, conscientiousness, learning goal orientation, self-efficacy, employment commitment, autonomous job search motivation, and social support emerged as positive correlates. Supporting its criterion-related validity, the JSQS predicted key job search and employment outcomes. Moreover, usefulness analyses supported its incremental validity beyond extant job search measures. Our findings have important implications for studying and measuring job search quality in future research and career counseling practice.

Diversity approaches are beliefs or organizational models for how to manage workplace diversity. Two prominent approaches exist: diversity-awareness (e.g., multiculturalism), which focuses on recognizing and celebrating group differences, and diversity-blindness (e.g., colorblindness), which ignores group membership in favor of focusing on individuality, similarities, or equality. While effectively harnessing these approaches has great potential as a leadership strategy, the literature has remained relatively silent about how leaders can utilize approaches to maximize the benefits and reduce the downsides of diversity in the workplace. In this chapter, we first review the literature on the DI benefits and challenges associated with diversity approaches. Next, we propose effective ways for leaders to utilize diversity approaches to attain a diverse and inclusive workplace. We discuss future directions for diversity and leadership scholars and practitioners.

English remains a language of power in post-apartheid South Africa, providing access to goods, services, social status, and is indexical to White privilege. Raciolinguistic theoretical perspectives postulate that if “standard” English is used by racialized individuals, they are stigmatized as “language deficient’ and have fewer opportunities for inclusion and upward social mobility. In this study we examined the dynamics of raciolinguistic ideology and linguistic inequalities atwork. Thematic analysis of interviews with 18 racialized academics produced several themes indicating that these individuals need English to succeed but that they are also marginalized based on how they speak it. We argue that raciolinguistic ideologies in higher education should be addressed to create a more inviting atmosphere for academics of color.

Contains fulltext : 252598.pdf (Publisher’s version ) (Open Access) Previous research on ADHD and ASD has mainly focused on the deficits associated with these conditions, but there is also evidence for strengths. Unfortunately, our understanding of potential strengths in neurodevelopmental conditions is limited. One particular strength, creativity, has been associated with both ADHD and ASD. However, the distinct presentations of both conditions beg the question whether ADHD and ASD associate with the same or different aspects of creativity. Therefore, the current study investigated the links between ADHD and ASD symptoms, creative thinking abilities, and creative achievements. To investigate the spectrum of ADHD and ASD symptoms, self-reported ADHD and ASD symptoms, convergent (Remote Associations Test) and divergent thinking (Alternative Uses Task) and creative achievements (Creative Achievement Questionnaire) were assessed in a self-reportedly healthy sample of adults (n = 470). We performed correlation analysis to investigate the relation between ADHD/ASD symptoms and creativity measures. In a second phase of analysis, data from an adult ADHD case-control study (n = 151) were added to investigate the association between ADHD symptoms and divergent thinking in individuals with and without a diagnosis of ADHD. Our analysis revealed that having more ADHD symptoms in the general population was associated with higher scores on all the outcome measures for divergent thinking (fluency, flexibility, and originality), but not for convergent thinking. Individuals with an ADHD diagnosis in the case-control sample also scored higher on measures of divergent thinking. Combining data of the population based and case-control studies showed that ADHD symptoms predict divergent thinking up to a certain level of symptoms. No significant associations were found between the total number of ASD symptoms and any of the creativity measures. However, explorative analyses showed interesting links between the ASD subdomains of problems with imagination and symptoms that relate to social difficulties. Our findings showed a link between ADHD symptoms and divergent thinking abilities that plateaus in the clinical spectrum of symptoms. For ASD symptoms, no relation was found with creativity measures. Increasing the knowledge about positive phenotypes associated with neurodevelopmental conditions and their symptom dimensions might aid psychoeducation, decrease stigmatization and improve quality of life of individuals living with such conditions. 15 p.

The aim of this three-study report was to validate the Dutch version of the promotive and prohibitive voice scale and to further embed the constructs of promotive and prohibitive voice within their nomological network. Promotive voice refers to the expression of suggestions for improving work practices, whereas prohibitive voice refers to the expression of concerns about practices and behaviors that are detrimental. In Study 1 (N= 121), confirmatory factor analyses (CFAs) provided evidence for the two-factor structure, which was replicated in the other two studies. In Study 2 (NT1= 209/NT2= 107), we investigated the convergent and discriminant validity of the promotive and prohibitive voice scale, and tested measurement invariance across gender and time. Results provided validity evidence, partial scalar invariance for gender, and scalar invariance across time. In Study 3 (N= 149), we expanded the nomological network of the promotive and prohibitive voice scales through their relationship with personal initiative, approach temperament, and risk propensity. Taken together, our results provide strong evidence for the validity of the Dutch version of the promotive and prohibitive voice scale.

Social Identity Theory (SIT) is commonly applied to explain social change. We aim to revive interest in the concept of social creativity in order to provide a SIT perspective on bolstering and challenging social stability. Social creativity allows people to maintain or achieve a positive social identity through re-interpreting intergroup relations. Despite this crucial role in shaping intergroup comparisons, the causes and effects of social creativity are largely unknown. To understand how social creativity can contribute to social stability, we argue for a return to SIT's dynamic nature of constantly renegotiating intergroup relations, involving both higher- and lower-status groups. Within these dynamics, we propose that social creativity can play the roles of coping with, promoting, and questioning social stability. Additionally, we outline a research agenda for future research on social creativity and discuss the impact that social stability can have in societies.

Objective The present study aims to investigate the association between diabetes-related distress and work outcomes (burnout & job satisfaction) among employed people with type 1 diabetesResearch design and methodsEmployed adults with type 1 diabetes (N = 297) completed an online survey. Measures assessed emotional, social, food- and treatment-related diabetes-related distress, burnout, and job satisfaction, as well as the type of insulin treatment. We conducted multiple regression analyses to test our hypotheses.ResultsEmotional diabetes-related distress was significantly and positively associated with burnout. Social diabetes-related distress was significantly and negatively associated with job satisfaction. The type of treatment (insulin pen versus insulin pump) had no significant effect on the outcomes. ConclusionsThis study sets the stage for research on the interactions between working conditions, work outcomes and illness symptoms, and problems of people with type 1 diabetes, and, generally, employees with chronic illnesses. The findings have implications for individual health and illness management, burnout prevention, and occupational health measures.

Ambivalence in social interactions has been linked to health-related outcomes in private relationships and recent research has started to expand this evidence to ambivalent leadership at the workplace by showing that ambivalent supervisor-employee relationships are related to higher stress levels in employees. However, the mental health consequences of ambivalent leadership have not been examined yet. Using a multilevel approach, this study estimated associations of ambivalent leadership with mental health indicators (depression, anxiety, vital exhaustion, fatigue) in 993 employees from 27 work groups. A total effect of ambivalent leadership was found for all four mental health measures, as well as within-group and between-group effects. The consistent relationships of ambivalent leadership with higher symptoms of mental ill-health at the individual- (i.e., within-group) and the group-level (i.e., between-group) support the existence of an un-confounded association, as well as group effects of collective ambivalence.

An increasing number of people experience insecurity about the future of their job, making it more important than ever to manage this insecurity. While previous research suggests that proactive coping is a promising way to alleviate job insecurity, we suggest that, paradoxically, it may be particularly difficult to act proactively when feeling emotionally distressed about the future of one’s job. Drawing on the principle of resource scarcity and the Conservation of Resources theory, we propose that affective job insecurity ignites a scarcity mindset that inhibits workers’ future focus and cognitive functioning, thereby undermining proactive career behavior. Additionally, we examine whether income adequacy can compensate for these negative consequences of job insecurity. Results of a three-wave survey study among 108 self-employed professionals during the COVID-19 pandemic showed that initial affective job insecurity was negatively related to cognitive functioning but unrelated to future focus. Yet, the latter relationship was moderated by income adequacy: affective job insecurity was positively related to future focus when participants reported high income adequacy. In turn, future focus was positively related to proactive career behavior, which was subsequently related to lower cognitive job insecurity. Thus, while replicating the finding that workers can proactively manage their cognitive job insecurity, we also showed that initial affective job insecurity may obstruct people’s cognitive functioning. We discuss how our results signal a Matthew effect, in which job insecure people with sufficient means are able to look ahead and proactively build resources to change their career, while job insecure people with insufficient means may fall behind.

Purpose Older workers are expected to suffer more from work changes than younger ones, but empirical evidence is lacking. Negative responses to work changes may result rather from maladaptive coping expectations. This study examined possible age differences in job and life satisfaction, and sleep disturbances, after work changes (voluntary and involuntary job changes, reorganizations) and the moderating role of maladaptive coping expectations. Methods Four biennial waves from the Swedish Longitudinal Occupational Survey of Health (SLOSH) including respondents who participated in all four waves (n = 3084). We used multilevel path analyses to estimate direct and moderated relationships between work changes and outcomes. Results Involuntary job changes were associated with lower job and life satisfaction and more sleep disturbances. Reorganizations were only associated with lower job satisfaction. Older employees were more satisfied with their jobs and lives than younger employees and experienced more sleep disturbances. After involuntary job changes, older employees had similar (lower) levels of well-being as younger ones, but they reported more sleep disturbances when having experienced reorganizations. Maladaptive coping expectations were related to lower job and life satisfaction and more sleep disturbances. Employees with maladaptive coping expectations reported more sleep disturbances after involuntary job changes and reorganizations. Conclusion Our results suggest that there are few age differences in well-being after work changes. Employee well-being seems to mostly depend on maladaptive coping expectations. Organizations aiming to prepare employees for job changes and reorganizations could focus their efforts on employees with maladaptive expectations rather than on older ones.

Objective: Exercise is seen as a possible way to manage stress, yet causal evidence regarding the stress-buffer potential of exercise is still very limited. The present study experimentally tested the stress-buffer hypothesis of exercise by examining whether participation in an aerobic exercise training program reduces the detrimental effects of stress on health. Methods: A total of 149 healthy and insufficiently active men were randomly assigned to a 12-week exercise training intervention, a 12-week relaxation training intervention, or a wait list control group. Health, stress, exercise levels, and physical fitness were assessed before and after the interventions. One hundred and six subjects completed all measurements and were included in the final analyses. Results: As the main result, covariance analyses showed that both intervention programs buffered negative effects of stress on general health and mental health; however, no significant buffer effects for physical health and physical complaints were found. Furthermore, regression analyses provided support for the assumption that the amount of exercise participants engaged in functions as a moderator of the relationship between stress and general health; physical fitness was not found to moderate the stress–health relationship. Conclusions: Overall, the findings present experimental support for the assumption that physical exercise buffers the effects of stress on general and mental health. Remarkably, the same effects were found for the participants of the relaxation training program. Thus, future studies need to further examine the stress-buffering effects of different exercise types as well as the effects of alternative stress-regulative interventions to determine which interventions are the most effective.

This study investigates how female religious leaders nurture spiritual well-being in religious sisters. Specifically, we examined how servant leadership fosters spiritual well-being [Gifts and Fruits of the Spirit (GFSp)] through, respectively, the mediating role of team trust and reduced occurrence of team conflicts. Quantitative survey data were collected from 453 religious sisters (followers) within a Catholic Women Religious Institute in Nigeria. Using structural equation modeling, results showed that servant leadership is positively related to team trust and negatively related to team conflict. Further findings showed that servant leadership indirectly fosters spiritual well-being: Gifts of the Spirit (GSp), and Fruits of the Spirit (FSp), through the mediating role of team trust, however not through reduced team conflict. Theoretical and practical implications are discussed. ispartof: Frontiers In Psychology vol:12 pages:1-14 ispartof: location:Switzerland status: published

Introduction: Narcissistic individuals often rise to positions of influence, but how so? Upward mobility in formal hierarchies is frequently contingent upon supervisory evaluations. We examined the relation between employee narcissism and supervisor promotability ratings, testing predictions from the display of power perspective (narcissism will positively predict promotability due to higher perceived power) and impression management perspective (narcissism will positively predict promotability due to self-promotion). Method: In two multisource studies involving employees and their supervisors from diverse organizations (S1: N employees = 166; N supervisors = 93; S2: N employees = 128; N supervisors = 85), we measured employee narcissism (S1, S2), employee sense of power, employee impression management tactics toward the supervisor (S2), and employee promotability as rated by supervisors (S1–S2). Further, in an experiment (S3: N = 181), we tested the causal effect of employee sense of power on promotability. Results: Results favored the display of power perspective. Although narcissism predicted both higher self-promotion toward the supervisor and greater sense of power, it was the latter that explained the positive relation between employee narcissism and promotability ratings. Conclusion: Employees high on narcissism act as if they have more power in organizations, and thus, demonstrate behavior that would be expected in higher level positions. The findings help to explain narcissistic individuals' rise through the ranks.

The diverse nature of 21st‐century organizations has compelled leaders to minimize discrimination and bring about inclusion amongst their employees. One of the ways this can be achieved is through authentic, respectful, and inclusive leadership. The aim of the present paper was to (1) explore whether the three leadership styles can promote inclusion and curtail discrimination in the South African context and (2) ascertain whether this relationship has any bearing on well‐being across Dutch, German, Icelandic, Indonesian, and South African contexts. To reach these aims, two cross‐sectional studies have been conducted. In Study 1, 569 employees were surveyed, and results indicated that all three leadership styles loaded on a common latent factor (positive leadership) that was positively associated with both inclusion and discrimination. In Study 2, 1,926 employees were surveyed across the five countries. Results indicated that once again, the latent, positive leadership factor was positively associated with both inclusion and discrimination. Furthermore, inclusion, when compared to discrimination seemed to be a stronger mediator in the relationship between positive leadership and well‐being. We propose leadership development that will cultivate positive leadership behaviors for the benefit of employee well‐being and collaboration in increasingly diverse teams.

The authors develop and evaluate an online networking intervention, Building Relationships and Improving Opportunities (BRIO), built in conjunction with the networking literature and social cognitive theory (Bandura, 1986, 1999). A field experiment using 491 unemployed job seekers shows that the intervention increases networking intensity, networking self‐efficacy, and proximal networking benefits. Further, the intervention generates higher quality reemployment through its positive effects on networking self‐efficacy. Individuals who completed the intervention and were also lower in extraversion showed the most positive improvements in networking self‐efficacy and reemployment quality. The study advances the literature by uncovering the mechanisms through which a networking intervention may result in improved reemployment success, and demonstrating the moderating role of individual differences in affecting intervention outcomes. The study helps practice by providing a publicly available, research‐based training to improve job search networking.

PurposeThe primary purpose of this descriptive study was to compare the levels of, and relationships among mental health problems, mental health shame, self-compassion, work engagement and work motivation between workers in Japan (collectivistic and success-driven culture) and the Netherlands (individualistic and quality-oriented culture).Design/methodology/approachA cross-sectional design, where convenience samples of 165 Japanese and 160 Dutch workers completed self-report measures about mental health problems, shame, self-compassion, engagement and motivation, was used. Welch t-tests, correlation and regression analyses were conducted to compare (1) the levels of these variables, (2) relationships among these variables and (3) predictors of mental health problems, between the two groups.FindingsDutch workers had higher levels of mental health problems, work engagement and intrinsic motivation, and lower levels of shame and amotivation than Japanese workers. Mental health problems were associated with shame in both samples. Mental health problems were negatively predicted by self-compassion in Japanese, and by work engagement in Dutch employees.Originality/valueThe novelty of this study relates to exploring differences in work mental health between those two culturally contrasting countries. Our findings highlight potential cultural differences such as survey responding (Japanese acquiescent responding vs Dutch self-enhancement) and cultural emphases (Japanese shame vs Dutch quality of life). Job crafting, mindfulness and enhancing ikigai (meaningfulness in life) may be helpful to protect mental health in these workers, relating to self-compassion and work engagement. Findings from this study would be particularly useful to employers, managers and staff in human resources who work with cross-cultural workforce.

Why do some workers experience less insecurity than others even when facing the same objectively insecure work situation? Combining appraisal theory with the construct of proactive coping, we propose that proactive career behavior represents a form of resource accumulation that mitigates the extent to which insecure work situations result in perceived insecurity. We hypothesize that proactive career behavior moderates the effect of an acute insecure work situation (time remaining before contract expiration) and a chronic insecure work situation (probability of digitalization) on control appraisals of these situations and, in turn, perceptions of job and employment insecurity. We tested this moderated mediation model in a 3-wave field study with 2 samples. First, workers in unstable temporary jobs (with no renewed contract, N = 227) perceived higher lack of control and hence higher job insecurity as their contract got closer to expiring. As hypothesized, this process was mitigated by proactive career behavior. Second, workers in stable jobs (with a renewed contract or a permanent contract, N = 205) perceived higher lack of control and hence higher employment insecurity, as their occupation had a higher probability of digitalization. In contrast to our hypothesis, proactive career behavior did not mitigate this effect. Results further replicated established relationships between perceived insecurity and later stress and career dissatisfaction. By moving up the causal chain and focusing on the emergence of insecurity rather than the more common emphasis on consequences of insecurity, our study uncovers the role of proactive coping in the job insecurity process. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

Contains fulltext : 212507.pdf (Publisher’s version ) (Open Access) The triple-match principle, as outlined by the Demand-Induced Strain Compensation (DISC) Model, states that resources are most effective when they match particular demands. The present study investigates the role of match in elite sport with regard to the relation between sport-related demands, sport-related resources, and vigor (i.e., physical strength, cognitive liveliness, and emotional energy). We hypothesized that moderating effects of resources on the relation between demands and vigor are most likely when there is a triple-match between demands, resources and vigor, followed by double-match and non-match. A cross-sectional survey study was conducted among 118 semi-professional and professional athletes (70 females, 48 males, Mage = 24.7, SD = 6.5). Physical resources moderated (i.e., strengthened) the positive relation between physical demands and physical strength, whereas emotional resources moderated (i.e., buffered) the negative relation between emotional demands and emotional energy. Moderating effects of sport-related resources on the relation between sport-related demands and vigor occurred more often when there was a triple-match compared to when there was less match or no match at all. These findings indicate that, also in the domain of elite sport, resources do not randomly moderate the relation between demands and well-being. Implications and limitations of the study are discussed. 28 p.