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Background: Knowing whether interventions addressing everyday life as a whole can affect work readiness for people with severe mental health issues would be important for how to develop support. Objective: To compare two groups of people with mental health problems, receiving either of two types of 16-week activity-based interventions, Balancing Everyday Life (BEL) or Care as Usual (CAU), regarding work readiness in terms of perceived worker role and satisfaction with recent work experience. Changes from baseline (T1) to completed intervention (T2) and a six-month follow-up (T3) and variables of potential importance to changes were also explored. Methods: This cluster RCT recruited participants for BEL (n = 133) and CAU (n = 93) from specialized and community-based psychiatry. Questionnaires addressing work readiness and potentially influencing variables (sociodemographic, clinical, type of intervention, work experience, non-work activity factors, social interaction and self-esteem) were used. Mixed model regression analyses were employed. Results: Positive changes occurred for both groups in one worker role aspect (resources for a future worker role) and in satisfaction with recent work participation. Satisfaction with non-work everyday activities, having valued activities, and self-esteem were important for change in the work readiness variables, whereas intervention type, age, sex or general activity level were not. Conclusion: Both interventions yielded equally positive work readiness outcomes. Support that emphasizes engagement in satisfying and valued everyday activities and boosts self-esteem would be a potential way to help people with mental health issues develop work readiness in terms of the worker role and satisfaction with work participation.

Abstract: Personality is usually measured by means of self-ratings. Despite some drawbacks, the method is here to stay, and improving on it, particularly regarding social desirability, is essential. One way to do this is evaluative neutralization, that is, to rephrase items such that it is less obvious to the respondent what would be a desirable response. We present a 120-item evaluatively neutralized five-factor inventory and compare it to the IPIP-NEO ( Goldberg et al., 2006 ). Psychometric analyses revealed that the new inventory has high factor homogeneity, relatively independent facets with acceptable homogeneity and normally distributed ratings, and relatively evaluatively neutral ratings (as indicated by the level of item popularity). In sum, this new inventory captures the same personality variance as other five-factor inventories but with less influence from individual differences in evaluative responding, resulting in less correlation between factors and a factor structure more in line with the simple structure model than many other five-factor inventories. Evaluatively neutralized inventories should be particularly useful when the factor structure is central to the research question and focuses on discriminant validity, such as identifying theoretically valid relationships between personality traits and other concepts.

Abstract. Experience sampling often makes use of items that are similar to personality questionnaire items. Arguably, this opens up for item-popularity effects, where some respondents react to the items’ level of evaluative phrasing, causing a separate factor. Gauging the risk of item popularity effects in experience sampling is important since the multifactorial aspect of the responses to the items may cause spurious correlations. We investigate this in one original study and two existing datasets. The results reveal that evaluativeness in experience sampling items creates the same type of problems as in self-rating inventories. We conclude that personality researchers need to be aware that the experience sampling method is not vaccinated against socially desirable responding, and that careful phrasing of items promotes purer personality measures. This allows for more optimal testing of theoretical models of personality, as the fit between data and model will not concern variance in socially desirable responding but in the relevant constructs.

The aims of the present study are formulated to test theoretical assumptions of the incivility spiral presented by Andersson and Pearson (1999). The first aim is to investigate possible longitudinal outcomes of witnessed workplace incivility, in the form of instigated incivility and well-being. An additional aim is to explore whether witnessed workplace incivility is indirectly related to instigated incivility or well-being over time, via lower levels of perceived organizational justice. Lastly, we aim to explore if control, social support (from coworkers and supervisors), and job embeddedness moderate the relationship between witnessed and instigated incivility over time. An online questionnaire was distributed to a panel of Swedish engineers at three time points over one year with about six months between waves. Longitudinal data were provided by 341 respondents. Results from longitudinal structural equation panel models showed that witnessed workplace incivility, over time, predicted subsequent higher levels of instigated incivility but not lower levels of well-being. In addition, witnessed incivility predicted lower levels of perceived organizational justice over time but perceived organizational justice did not mediate the relationship between witnessed and instigated incivility or well-being. Finally, the results showed that control, social support from supervisors (but not coworkers), and job embeddedness partly moderated the relationship between witnessed and instigated incivility over time. The relationship between witnessed and instigated incivility between time 1 and time 2 was stronger when levels of control, support and job embeddedness were high. However, job embeddedness was the only robust moderator of the relationship.

Abstract. Proponents of the general factor of personality have suggested that it is related to more instances of agreeable, conscientious, emotionally stable, extraverted, and open behavior. We tested this frequency hypothesis by relating the GFP from personality self-ratings to the number of instances of typical Big Five behaviors in real life. For a period of 18 consecutive days, 108 students provided responses to experience sampling items on their mobile phones. The items described concrete behaviors that were rated by experts of the Big Five as typical of either of the five traits and were phrased in a way that made them easy to interpret and respond to. The items were then validated in study 1 and it was found that the behavior correlated with Big Five ratings. In a second study, we tested the hypothesis that GFP is related to a higher frequency of GFP related behavior. The results provided little support for the frequency hypothesis and are more compatible with an interpretation of the GFP in terms of style rather than substance.

The influence of military members’ malevolent personality traits on their ethical attitudes and behaviors has been the subject of research for decades. We investigated the relationship between malevolent individual difference factors (Machiavellianism, narcissism, psychopathy, the dominance facet of social dominance orientation, and right-wing authoritarianism) and aspects of military ethics before and during a peacekeeping mission to Mali. Based on pre-service responses from 175 Swedish soldiers, a factor analysis revealed a latent variable to which all individual difference factors contributed. This latent “core of darkness” was related to being more positive toward unethical behaviors both in a warzone and in the Swedish military organization. Extending these findings using a sub-sample of the soldiers (n = 63), we also found that the latent darkness variable prospectively predicted a higher frequency of self-reported insulting and cursing of noncombatants while in Mali. Our results suggest that malevolent individual difference factors have a common core and that moral transgressions during peacekeeping can be predicted and perhaps minimized by identifying soldiers who score high on this common core. However, more research is needed to understand the unique relations of some malevolent factors and different types of morally questionable warzone behavior.

Purpose The purpose of this paper is to explore how witnessing workplace incivility from coworkers and supervisors relates to instigating incivility toward others. A further aim was to investigate if witnessed incivility is indirectly related to instigated incivility via perceived stress and low job satisfaction. An additional aim was to study if control, social support and job embeddedness moderate the relationships between witnessed and instigated incivility. Design/methodology/approach A total of 978 individuals, sourced from a Swedish trade union, completed an online questionnaire. Findings The results showed that witnessed incivility, mainly from coworkers but also from supervisors, was related to instigated incivility. Although witnessed incivility was related to both perceived stress and low job satisfaction, witnessed incivility was not linked to instigated incivility via perceived stress or low job satisfaction. In addition, the results showed that participants who had witnessed coworker incivility and at the same time perceived high levels of control, social support (from coworkers) or job embeddedness on average reported higher levels of instigated incivility. Similarly, participants who had witnessed supervisor incivility and at the same time perceived high levels of control, social support (from coworkers and supervisors) or job embeddedness on average reported higher levels of instigated incivility. Originality/value The findings expand the literature on bystander workplace incivility and highlight the importance of including experienced psychosocial work factors in models of incivility.

Most psychometric research relies heavily on patterns of correlations between items on which perceivers describe targets. Apart from the targets’ actual (“substantive”) characteristics, this type of data has been shown to also reflect a number of other, non-substantive sources of variation. This is problematic because each of these (semantic redundancy, attitudes, formal response styles) may all by itself account for correlations among items, which may then be misinterpreted in terms of substantive effects. We present an integrative theoretical account of how these non-substantive influences may affect the pattern of relationships between items. We also point out how this is relevant to the validity of conclusions drawn in research on “general factors” (of personality, psychopathology, and personality pathology) and on “network models”. Furthermore, we discuss various ways of dealing with the problem, which is necessary before any correlations between items may be interpreted in terms of substantive associations between the targets’ actual characteristics.

Abstract. During very long self-rating sessions there is a risk that respondents will be tired and/or lose interest. Is this a concern for users of long personality inventories, such that the reliability becomes threatened in the latter half when respondents have made hundreds of personality self-ratings? Two thousand three hundred fifty-two volunteers completed long (≈ 500 items) personality inventories on the Internet, where items were presented in a unique random order for each participant. Perhaps counterintuitively, there was no evidence that reliability is threatened as respondents approach the end of a long personality inventory. If anything, the ratings in the second half of the inventories had higher reliability than ratings in the first half. Ratings were quicker towards the end of the inventories, but equally reliable. The criterion validity, estimated using Paunonen’s Behavior Report Form, was maintained too. The current results provide little reason to mistrust responses to items that appear towards the end of long personality inventories.

Self-reported level of right-wing authoritarianism (RWA), the two facets of social dominance orientation (SDO-Dominance and SDO-Egalitarianism) and pro-torture attitudes were measured both in the immediate aftermath (terror salience, N = 152) of the terror attacks in Paris and Brussels and when terrorism was not salient (non-salience, N = 140). Results showed that RWA and pro-torture attitudes, but not SDO-Dominance and SDO-Egalitarianism, were significantly higher immediately after. Furthermore, RWA and SDO both predicted pro-torture attitudes more strongly under terror salience. We argue that the reason why RWA is higher under terror salience is a response to external threat, and that SDO-Dominance may be more clearly related to acceptance of torture and other human-rights violations, across context. Future research on the effects of terror-related events on sociopolitical and pro-torture attitudes should focus on person-situation interactions and also attempt to discriminate between trait and state aspects of authoritarianism.

Abstract. Three experiments on professional recruiters explored how applicants’ ethnicity affects questions prepared for a job interview and the implications of this. Study 1 revealed that outgroup applicants prompt recruiters to focus more on whether applicants have integrated cultural norms and values fitting the ingroup norms (person-culture fit), as well as the match between the applicants and their would-be work team (person-group fit). When applicants were from the ethnic ingroup, recruiters focused more on questions pertaining to the match between the applicants’ abilities and the specific demands of the job (person-job fit). Studies 2 and 3 revealed that questions prepared for outgroup applicants were rated as less useful for hireability decisions, and that summaries emphasizing person-job fit were perceived as more useful.

The widely used Rosenberg's self-esteem scale (RSES) has not been evaluated for psychometric properties in Sweden.This study aimed at analyzing its factor structure, internal consistency, criterion, convergent and discriminant validity, sensitivity to change, and whether a four-graded Likert-type response scale increased its reliability and validity compared to a yes/no response scale.People with mental illness participating in intervention studies to (1) promote everyday life balance (N = 223) or (2) remedy self-stigma (N = 103) were included. Both samples completed the RSES and questionnaires addressing quality of life and sociodemographic data. Sample 1 also completed instruments chosen to assess convergent and discriminant validity: self-mastery (convergent validity), level of functioning and occupational engagement (discriminant validity). Confirmatory factor analysis (CFA), structural equation modeling, and conventional inferential statistics were used.Based on both samples, the Swedish RSES formed one factor and exhibited high internal consistency (0.90). The two response scales were equivalent. Criterion validity in relation to quality of life was demonstrated. RSES could distinguish between women and men (women scoring lower) and between diagnostic groups (people with depression scoring lower). Correlations0.5 with variables chosen to reflect convergent validity and around 0.2 with variables used to address discriminant validity further highlighted the construct validity of RSES. The instrument also showed sensitivity to change.The Swedish RSES exhibited a one-component factor structure and showed good psychometric properties in terms of good internal consistency, criterion, convergent and discriminant validity, and sensitivity to change. The yes/no and the four-graded Likert-type response scales worked equivalently.

To reduce the horizontal gender segregation in the labor market, we need to understand gender differences in career choice. The current study followed a large group of Swedish adolescents as they made their first educational choice, and tested for mediation of gender differences using measures of ability beliefs and career goals, which were collected shortly prior to the choice. Findings revealed strong gender differences in high-tech ability beliefs (e.g. computers), which combined with social ability beliefs (e.g. listening skills) and, to a lesser degree, communal career goals (e.g. helping) explained gender differences in educational choice. A new measure of career goal choice revealed that a majority of the adolescents prefer agentic (e.g. status) over communal goal fulfilment if made to choose, although this preference was stronger amongst the boys. Our results support social cognitive career theory, expectancy-value theory and the goal congruity perspective as they demonstrate how gender differences in educational choice can be understood in terms of differences in competence beliefs and career goals. Furthermore, the results suggest that one reason why gender balanced programs appeal to adolescents is their perceived ability to fulfill both agentic and communal career goals.

Initial exertion of self-control has been suggested to impair subsequent self-regulatory performance. The specific cognitive processes that underlie this ego depletion effect have rarely been examined. Drawing on the dual-process theory of executive control (Engle & Kane, ; Kane & Engle, ), the current meta-analysis revealed that initial self-control exertion impairs participants' capacities of maintaining the task goal but its effect on capacities of resolving response competition is in need of further investigation. Our results are more consistent with recent theoretical views that consider ego depletion as a switch cost and a result arising from reduced motivation to engage in further self-control.

To investigate how day center attendees with psychiatric disabilities perceived their worker role and the importance of current work situation and personal factors in that respect.Two-hundred attendees completed the Worker Role Self-assessment and questionnaires addressing possible predictors of the worker role: current employment situation, satisfaction with that situation, and a personal factor (encompassing self-esteem, self-mastery and engagement). Structural equation modeling was used.A model indicated two worker role factors; belief in a future worker role (WR1) and current capacities and routines (WR2). WR1 was positively influenced by having a job, younger age and the personal factor. Satisfaction with current work situation (usually unemployment) was negatively associated with WR1. The personal factor was single predictor of WR2. The attendees rated WR2 more positively than WR1.The personal factor was crucial for both WR1 and WR2. Work-related factors were only important for WR1. The more negative rating of belief in a future worker role may be interpreted as mistrust in the services. The attendees' positive ratings of capacities indicate, however, that they had a rehabilitation potential to develop. Enhancing self-esteem, mastery and engagement may be an avenue for staff in efforts to support the attendee's worker role.

Background: High-quality instruments are essential for implementation practitioners and researcher; only valid and reliable measures can confidently and consistently measure what they are intended to measure. Psychometrically sound and pragmatic measures have the potential to guide the tailoring and evaluation of an implementation program thus contributing to the knowledge base of implementation science. The Evidence-Based Practice Attitude Scale (EBPAS) is one of few implementation instruments with strong psychometric qualities and is widely used to measure attitudes toward Evidence-Based Practice (EBP) in implementation practice and research. The Multidimensionality of the EBPAS has repeatedly been supported. Whether all of the fifteen individual items contribute to the EBPAS total scale beyond their subscales (Appeal, Requirements, Openness and Divergence) has yet to be proven. In addition, the Divergence subscale has been questioned because of low correlation with the other subscales and low inter-item correlations. Methods: The factor structure of the EBPAS was investigated in a child- and adolescent psychiatry setting (N=925, 62%, n =570) using first- and second-order Confirmatory factor analysis, thus replicating Aarons' initial studies. In addition, the present study is the first to use a bifactor model in a large and representative sample. Results: The EBPAS was supported as a multifaceted instrument. The EBPAS had a rather strong general factor supporting the use of the inventory as a single measure of attitudes. There were still four dimensions of attitude after the general factor was accounted for. All items, including the items of the Divergence factor, contributed to general attitude as well as to their specific construct. Conclusions: The present study is the first to show that it is justified to use and interpret the EBPAS as an instrument measuring global as well as specific attitudes toward EBP. Sum score and subscales scores can be used in implementation research and practice.

Even though Sweden stands out in many ways, with for example a well-developed welfare system, there are some indications that Swedish egalitarianism does not include tolerance for people with low i...

The aim of this study is two folded: 1) to analyze the reliability and validity of a cyberbullying behaviour questionnaire (CBQ) in working life and 2) to analyze the reliability and validity of a short version of a cyberbullying behaviour questionnaire (CBQ-S) in working life. A total of 3371 working adults (MAge = 49.85 years) in Sweden, and 238 (MAge = 35.61 years) in the USA participated in the study. The results of the Exploratory Structural Equation Modeling (ESEM) showed that the one-factor model had an excellent fit to data, and Cronbach’s alpha indicates that both scales are reliable. In addition, the criterion validity of the scales was demonstrated by significant correlations with the following theoretically relevant concepts: wellbeing, work engagement and intention to quit. The results of the study support the use of the CBQ and CBQ-S as reliable and valid measures of cyberbullying behaviour in working life.

The general factor of personality (GFP) is understood as a hierarchically superordinate factor, which suggests that it and the subordinate personality traits are mutually dependent on one another. If a personality inventory captures the subordinate traits the GFP should appear too. Likewise, manipulating the GFP should affect the subordinate traits and vice versa. The current study was an attempt to uniquely affect the size of the GFP by manipulating the evaluativeness of the inventory. First we estimated a general factor in a standard (evaluative) personality inventory, and found it to be robust. Then we estimated it in an inventory with evaluatively neutralized items, and found it to be unreliable. Finally, the neutralized inventory was made evaluative again. As expected, the GFP reappeared, suggesting the increased evaluative content to be the cause. Results are discussed in relation to personality assessment and to higher order factors in personality theory. It is suggested that for determining whether the GFP exists or not researchers should turn to other measures than personality inventories.

Purpose – The purpose of this paper is to evaluate a leadership program in a way that captures leadership self-efficacy, political skills (PS) and resilience in the form of indicators of health and well-being that would have relevance for leadership roles in turbulent organizations. Design/methodology/approach – The design was quasi-experimental with pre- and post-measurement with unequal controls. Measurement was made through a mail survey before and after the leadership development program. n=107. Findings – Program participants differed from the control group in the post-measurement in that they reported higher levels on leadership self-efficacy and had better health compared to a year earlier. Research limitations/implications – Concepts like leadership self-efficacy, PS and measures of health and well-being can be used to operationalize and measure broad and contextually relevant outcomes of leadership development. Practical implications – Evaluation of leadership development can benefit from including these more psychologically relevant and generic outcomes. Originality/value – The study illustrates how psychologically based concepts can help to elucidate key outcomes of leadership development that can be critical for meeting the challenges in the turbulent and fluid work situation managers currently meet.

The aim of the study was to explore what types of incivility temporary agency workers might experience or witness. A total of 162 temporary agency workers (97 women and 65 men) from three unions and three temporary work agencies completed an online questionnaire. The questionnaire consisted of a one-item question, with an open-ended response format, regarding what types of incivility temporary agency workers might experience or witness in the workplace. The participants were employed in the sectors of healthcare, education, transportation, IT, retail and whitecollar service work. Overall, thematic analysis resulted in the identification of six themes: 1) exclusion from the collegiality, 2) with-holding information and resources, 3) acting condescendingly and using insulting remarks, 4) questioning competence and making higher demands, 5) threatening job security and using abusive terms of employment, and 6) showing more severe negative workplace behaviors. The results show that there are types of uncivil behaviors that are not fully captured by the most frequent used measures of today. Exclusion from the collegiality and not being respected for their competence, and condescending behavior were uncivil behaviors typically associated with temporary agency work. The study has implications for the future development of methods for studying incivility and negative workplace behaviors among temporary agency workers.

This study investigated possible mediators of the identifiable victim effect (IVE), the proportion dominance effect (PDE), and the in-group effect (IGE) in helping situations. In Studies 1–3, participants rated their emotional reactions (distress and sympathy toward the victims), perceived impact of helping, perceived responsibility to help, and helping motivation toward four versions of a helping situation. Gradually increasing victim identifiability in the helping situations primarily affected emotional reactions and sympathy completely mediated the IVE. Gradually making the reference-group smaller primarily affected perceived impact, and impact completely mediated the PDE. Gradually increasing in-groupness primarily affected perceived responsibility, and responsibility completely mediated the IGE. Study 4 included real monetary allocations and largely replicated the results using a between-subject design. Together, the results shed light on how contextual factors trigger help motivation, and indicate that different helping effects are primarily mediated by different mechanisms.

Nonverbal behaviour has an important function in team sports, but research is limited. Adopting a psychological momentum (PM) framework, this study explores the relationship between a team’s history of events, nonverbal post-shot celebrations in the form of gestures and touch shown by the shooter after scoring, and subsequent team performance during handball matches. A naturalistic design with systematic observation was chosen for the present study. Based on an existing coding scheme, 616 post-shot periods from 18 high-stake matches of the highest league in Sweden were analysed. Results showed that the better a team’s prior performance, the more gestures were displayed after scoring in the following period. A high degree of touch when playing well, and a low degree of touch when playing poorly were related to positive subsequent team performance, while, showing much touch when playing poorly, or showing little touch when playing well were related to negative subsequent team performance. The amount of displayed gesture and touch alone was not significantly related to subsequent team performance. To conclude, nonverbal post-shot celebrations were related to subsequent team performance, but only when the ongoing history of events was taken into account, and only for touch. Based on these results, the history of events emerges as an important variable when the dynamics of ongoing team sport matches are investigated. Furthermore, touch, compared to gesture, seems to be of more importance for subsequent team performance. As expected when investigating complex phenomena in ongoing matches, the findings resulted in small effect sizes.

Throughout the world, the labor market is clearly gender segregated. More research is needed to explain women's lower interest in STEM (Science, Technology, Engineering and Mathematics) majors and particularly to explain men's lower interest in HEED (Health care, Elementary Education, and the Domestic spheres) majors. We tested self-efficacy (competence beliefs) and social belongingness expectations (fitting in socially) as mediators of gender differences in interest in STEM and HEED majors in a representative sample of 1,327 Swedish high school students. Gender differences in interest in STEM majors strongly related to women's lower self-efficacy for STEM careers and, to a lesser degree, to women's lower social belongingness expectations with students in STEM majors. Social belongingness expectations also partly explained men's lower interest in HEED majors, but self-efficacy was not an important mediator of gender differences in interest in HEED. These results imply that interventions designed to lessen gender segregation in the labor market need to focus more on the social belongingness of students in the gender minority. Further, to specifically increase women's interest in STEM majors, we need to counteract gender stereotypical competence beliefs and assure women that they have what it takes to handle STEM careers.

Much of what we know concerning impression formation is based on experimental methods where the participant receives a list of traits or behaviors and is asked to make trait judgments or meta-cognitive judgments. The present study aimed to put some well-known effects from the impression formation literature to a test in a more dynamic computerized environment, more akin to many real world impression formation scenarios. In three studies participants were introduced to multiple target persons. They were given information about the target persons' behavior, one at a time, while making ratings of their warmth and competence, and their probability of performing related behaviors in the future. In neither of the studies the negativity effect of warmth or the positivity effect of competence were reproduced.

This study explores nonverbal behaviors in the form of gestures and touch during elite handball matches. Based on a coding scheme, 616 postshot periods following a goal, stemming from 18 matches, were analyzed. Results revealed that, on average, 2.77 nonverbal behaviors were displayed after scoring. Play-off matches resulted in a higher average of nonverbal behaviors than league matches. The more a team was leading by, the higher the overall number of nonverbal behaviors; meanwhile, the overall amount of nonverbal behaviors declined over the course of a match. The results pinpoint to the situation specificity of nonverbal behaviors during ongoing matches.

The original version and an evaluatively neutralized version (with items rephrased to reduce popularity) of a personality inventory were compared. The results revealed (i) similar criterion validity across three different sets of self–rated behaviours, (ii) stronger relations to the rated social desirability of criteria for the original version and (iii) less correlation between factors for the neutralized version. We take the results to indicate that evaluative neutralization is a viable technique for reducing social desirability in self–ratings. Implications for test construction are discussed. Copyright © 2014 European Association of Personality Psychology

The aim of the present study was to explore the ability of personality to predict academic performance in a longitudinal study of a Swedish upper secondary school sample. Academic performance was assessed throughout a three-year period via final grades from the compulsory school and upper secondary school. The Big Five personality factors (Costa & McCrae, 1992) - particularly Conscientiousness and Neuroticism - were found to predict overall academic performance, after controlling for general intelligence. Results suggest that Conscientiousness, as measured at the age of 16, can explain change in academic performance at the age of 19. The effect of Neuroticism on Conscientiousness indicates that, as regarding getting good grades, it is better to be a bit neurotic than to be stable. The study extends previous work by assessing the relationship between the Big Five and academic performance over a three-year period. The results offer educators avenues for improving educational achievement.