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IntroductionPrevious studies examined the trajectory of self-esteem during critical developmental periods and over the life-span. However, little is known about how self-esteem changes during the school-to-work transition.MethodWe examined the effect of beginning a job for the first time on self-esteem development, using data from 368 adolescents assessed up to six times across a 14-year time span. Specifically, we analyzed the pattern of self-esteem change during the transition to work and whether the self-esteem trajectory varied as a function of several school- and job-related variables, while controlling for important covariates.ResultsResults revealed linear increases in self-esteem across the 14-year study period, with partial support that the rate of increase slowed slightly after the school-to-work transition. We found significantly greater variability in the slopes after the transition, supporting the idea that people differ in the way they cope with the developmental tasks associated with important life transitions. We also found evidence for an interaction between college graduation and educational expectations, such that the positive effect of college graduation on self-esteem change was stronger for those who graduated with low (vs. high) educational expectations.ConclusionSchool-to-work transition has an effect on self-esteem development. Developmental processes of findings were discussed.

Inspired by the Conservation of Resource theory (Hobfoll, 1989 (See CR51)), this study investigated the role of a broad set of personal vulnerabilities, social, and work-related stressors and resources as predictors of workers' well-being during the COVID-19 outbreak. Participants were 594 workers in Italy. Results showed that personality predispostions, such as positivity, neuroticism and conscientiousness as well as key aspects of the individuals' relationship with their work (such as job insecurity, type of employment contract or trust in the organization) emerged as factors promoting (or hampering) workers' adjustment during the COVID -19 outbreak. Interactions between stressors and resources were also found and discussed., Author(s): Guido Alessandri [sup.1] , Lorenzo Filosa [sup.1] , Sabine Sonnentag [sup.2] , Giuseppe Crea [sup.3] , Laura Borgnogni [sup.1] , Lorenzo Avanzi [sup.4] , Luigi Cinque [sup.1] , Elisabetta [...]

ObjectiveThis study investigates associations between Big Five personality trait change, organizational socialization, and organizational identification during a 3-year police officer training program (N = 416 police officer cadets).MethodParticipants completed a questionnaire measuring the Big Five personality traits when they entered the training academy, and then, completed the same personality questionnaire, along with measures of organizational socialization and identification, during their 2nd (n = 360) and 3rd (n = 397) year of training.ResultsResults corroborated the hypotheses that (a) the Big Five traits can show systematic changes even across a relatively short time period and (b) this change is functional, given that the latent difference scores of all Big Five traits significantly predicted increases in organizational socialization and identification.ConclusionThe Big five personality traits showed significant mean level changes across the 3-year training program. Although these changes were not fully consistent with theoretical expectations, they did predict two aspects of organizational adjustment (socialization and identification). The theoretical and practical implications of these findings were discussed.

Self-esteem represents one of the most important personal resources for workers. However, the value of different forms of self-esteem (i.e., global vs. organization-specific) for work outcomes and their reciprocal associations over time have yet to be examined. This preregistered study examined (1) longitudinal reciprocal relations between global and organizational self-esteem, (2) prospective effects of global and organizational self-esteem on job satisfaction and work engagement, and (3) the role of organizational self-esteem as a mediator of the effects of global self-esteem on job satisfaction and work engagement. Using data on 1014 workers who were assessed annually during the first three years of their careers, we implemented three cross-lagged panel (CLPM) models: the traditional CLPM, the Random Intercept-CLPM, and the Latent State Trait Model. The results from the best fitting model (the Latent State Trait Model), as well as the other two, failed to support our preregistered hypotheses; instead, the findings suggest that global and organizational self-esteem are largely independent, at both the between- and within-person level, and that neither form of self-esteem has important effects on job satisfaction or work engagement. [ABSTRACT FROM AUTHOR]

Psychological Capital (PsyCap) represents an individual's positive and resourceful state, defined by high levels of self‐efficacy, optimism, hope, and resiliency. Since its inception, extensive research has focused on exploring the factors influencing and outcomes associated with PsyCap within organizational contexts. Consequently, there has been a growing demand for reliable assessment tools to measure PsyCap accurately. The present multi‐study investigation aimed to examine whether the two main measures of Psychological Capital, namely the Psychological Capital Questionnaire and the Implicit‐Psychological Capital Questionnaire, show convergence in measuring the same underlying construct. In Study 1, using data from 327 employees from whom we obtained both self‐ and coworker reports on both explicit and implicit Psychological Capital, we evaluated the degree of convergence between measures using a Multitrait‐Multimethod approach. In Study 2, we used six‐wave longitudinal data from 354 employees, gathered every week for 6 consecutive weeks, to test a series of STARTS models, to decompose the proportions of variance of all the components (i.e., trait, state and error) of both Psychological Capital measures, and to compare their magnitude and similarity. In this second study, we also compared their longitudinal predictive power with respect to important organizational outcomes (i.e., work engagement and emotional exhaustion). All in all, results provided empirical evidence for the high degree of convergence of explicit and implicit measures of Psychological Capital. Implications and potential applications of our findings are discussed. [ABSTRACT FROM AUTHOR]

The role of different forms of self‐esteem (i.e., global vs. domain‐specific) at work and their longitudinal changes and associations have yet to be examined. Our aim is to analyze the pattern of longitudinal changes between global self‐esteem (GSE) and organization‐based self‐esteem (OBSE). We used three‐wave longitudinal data (N = 1616) of newcomers at the beginning of their career. Results from multivariate latent growth curve models revealed that OBSE and GSE decreased linearly. Their trajectories were positively correlated (rslopes = 0.52), suggesting positive longitudinal associations between changes in both forms of self‐esteem. Finally, OBSE and GSE trajectories differently predicted changes in job satisfaction, commitment, work engagement, and burnout. Findings support the importance of simultaneously considering both forms of self‐esteem at work. [ABSTRACT FROM AUTHOR]

With the global population of older adults projected to double to 2.1 billion by 2050, it becomes crucial to promote healthy aging to alleviate the associated disease burden. In this context, technology, particularly virtual reality (VR) and augmented reality (AR), has garnered attention for its potential to augment physical activity in older adults. These immersive technologies offer interactive and enjoyable exercise experiences, making physical activity more appealing. However, the effectiveness of these interventions is not solely attributed to technology itself but is deeply intertwined with psychological processes. This rapid review examines the effectiveness of VR and AR interventions in enhancing physical exercise among healthy older adults while exploring the role of psychological variables, including mood, self-efficacy, and motivation. The results of the study show that technology-enhanced physical activity interventions hold great promise but call attention to the need for a comprehensive understanding of psychological dynamics that will pave the way for more tailored and effective interventions. Future research endeavors should aim to bridge these gaps in knowledge to optimize the impact of technology on healthy aging. [ABSTRACT FROM AUTHOR]

Self-esteem represents one of the most important workers' resources, and has been studied from two different perspectives conceiving self-esteem (1) as a global (i.e., global self-esteem, GSE), or (2) as a domain-specific construct (i.e., organization-based self-esteem, OBSE). To our knowledge, no study has addressed the dynamic relations between these two different self-esteem expressions and their concurrent value as useful work-related personal resources. In this study, we addressed this issue using six-wave longitudinal data weekly gathered from N = 279 full-time workers. We privileged the analysis of the dynamic relationships between GSE and OBSE at the state level, with a close eye on their different impacts on important organizational outcomes. Results from Random Intercept Cross-Lagged Panel models revealed that GSE and OBSE did not predict each other over time, despite being concurrently closely associated within each wave. The same close relation between GSE and OBSE was observed at a trait level. Importantly, rigorous concurrent predictive models revealed that neither GSE nor OBSE predicted or were predicted by the outcomes considered in the present study (i.e., job satisfaction and work engagement). We deeply discussed the implications of these results for refining our understanding of the value of these important self-esteem expressions at work. [ABSTRACT FROM AUTHOR]

Recent research has shown that even stable psychological constructs, like self-esteem, are not static entities. Accordingly, research on state-trait decomposition is growing, but few studies have been conducted on investigating potential differences across situations. In this contribution, we used a Latent State-Trait model for the combination of Random and Fixed situations (LST-RF) to investigate self-esteem state-trait decomposition at home versus at work, in order to examine the impact of the organizational environment on some characteristics of self-esteem stability and change. Workers from various sectors (N = 161) completed a battery at T0 (age, gender, and organizational membership) and then responded to a questionnaire investigating their degree of global self-esteem and self-concept clarity across two days in 8 random situations that were nested within 2 fixed situations (home-work). Results showed that, contrary to our hypothesis, there were no substantial differences in self-esteem state-trait decomposition at home versus at work, while there was a significant mean-level decline of self-esteem when at work (consistent with the Conservation of Resources Theory) which was positively counteracted by organizational membership (according to the Sociometer Theory). In conclusion, we demonstrated that considering fixed situations may advance our knowledge on self-esteem state-trait decomposition. [ABSTRACT FROM AUTHOR]

Objective: Effortful control (EC) has been conceptualized as a higher‐order construct defined by a class of self‐regulatory mechanisms. However, the developmental higher‐order structure of EC has seldom been investigated with a thorough psychometric analysis. To begin to fill this gap in the literature, data were obtained from parents and teachers of 185 children (age at T1: M = 9.43 y/o, SD = 1.17) every 2 years for 8 years. Method: We used a structural equation modeling approach for assessing if EC develops as a higher‐order factor superordinate to three commonly studied self‐regulatory mechanisms, namely inhibitory control (IC), attention focusing (AF), and attention shifting (AS). Results: Results showed that (a) IC, AF, and AS followed a similar pattern of growth, (b) EC displayed an acceptable degree of scalar longitudinal invariance when operationalized as a latent variable indicated by IC, AF, and AS, (c) a higher‐order structure explained the co‐development of IC, AF, and AS, and (d) stability and change in EC negatively predicted externalizing symptoms, much better than the stability and change of IC, AF, and AS, but only for parents' reports. Conclusion: Overall, the higher‐order structure of EC was supported, but our results also indicated that there is a certain degree of uniqueness in its facets. [ABSTRACT FROM AUTHOR]

Copyright of Seminare Learned Investigations / Seminare. Poszukiwania naukowe is the property of Francis de Sales Scientific Society / Towarzystwo Naukowe Franciszka Salezego and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Orientamenti Pedagogici is the property of Pontificio Ateneo Salesiano (Facoltà di Scienze dell'Educazione dell'Università Pontificia Salesian) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Orientamenti Pedagogici is the property of Pontificio Ateneo Salesiano (Facoltà di Scienze dell'Educazione dell'Università Pontificia Salesian) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

AbstractThe goal was to create a brief temperament inventory grounded in the Regulative Theory of Temperament (FCB-TMI-CC), with a user-friendly, online applicability for studies in different cultures. As the regulative role of temperament is strongly revealed under meaningful stress, the study was planned within the time of the COVID-19 pandemic. To ensure high diversity in terms of culture, economic and environmental conditions, data from nine countries (Poland, United States of America, Italy, Japan, Argentina, South Korea, Ireland, United Kingdom and Kazakhstan) were utilized (min. N = 200 per country). Validation data were gathered on the level of COVID-19 stressors, posttraumatic stress disorder (PTSD), depression, anxiety and stress symptoms, and Big Five personality traits. Multigroup confirmatory factor analysis served as the basis for the inventory’s construction. The final culture-common version includes 37 items (5–6 in each of the 7 scales) and covers the core aspects of temperament dimensions. Temperament structure was confirmed to be equivalent across measured cultures. The measurement is invariant at the level of factor loadings and the reliability (internal consistency) and theoretical validity of the scales were at least acceptable. Therefore, the FCB-TMI-CC may serve as a valuable tool for studying temperament across diverse cultures and facilitate cross-cultural comparisons. [ABSTRACT FROM AUTHOR]

With the global population of older adults projected to double to 2.1 billion by 2050, it becomes crucial to promote healthy aging to alleviate the associated disease burden. In this context, technology, particularly virtual reality (VR) and augmented reality (AR), has garnered attention for its potential to augment physical activity in older adults. These immersive technologies offer interactive and enjoyable exercise experiences, making physical activity more appealing. However, the effectiveness of these interventions is not solely attributed to technology itself but is deeply intertwined with psychological processes. This rapid review examines the effectiveness of VR and AR interventions in enhancing physical exercise among healthy older adults while exploring the role of psychological variables, including mood, self-efficacy, and motivation. The results of the study show that technology-enhanced physical activity interventions hold great promise but call attention to the need for a comprehensive understanding of psychological dynamics that will pave the way for more tailored and effective interventions. Future research endeavors should aim to bridge these gaps in knowledge to optimize the impact of technology on healthy aging.