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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.

The Contingencies of Self-Worth Scale (CSWS) is a widely used personality self-report questionnaire developed for measuring the domains in which self-esteem is sustained by successes and achievements as well as threatened by obstacles and failures. Two studies (N.sub.study1 = 453, N.sub.study2 = 293) aimed to further refine our knowledge of its psychometric properties. Results attested that, at the first-order level, the originally hypothesized seven-factor model proved to be the best-fitting one, but the inclusion of a method factor significantly improved the fit to the data. At the second-order level, the model with two higher-order variables representing private sphere and public sphere of CSW fit better than alternative models. Finally, there was evidence that first- and second-order domains had a good degree of construct and discriminant validity. Overall, these studies provided a step forward in refining the psychometric structure of the CSWS., Author(s): Enrico Perinelli [sup.1] , Guido Alessandri [sup.2] , Michele Vecchione [sup.3] , David Mancini [sup.2] Author Affiliations: (1) grid.11696.39, 0000 0004 1937 0351, Department of Psychology and Cognitive Science, [...]

Criticism is a form of interpersonal social rejection and destructive conflict behavior which has been associated with poor relationship outcomes in both parent–child and marital relationships. However, the role of the individual's perceptions of parental and spousal criticism in influencing the perceptions of criticism of other members in the family unit has not been examined. This study investigated the associations between parental bonding and perceptions of parental and spousal criticism across generations in Singapore. In all, 134 Singaporean married parent dyads (G2) and one child (G3) of each dyad were recruited. G2 parent participants completed the Perceived Criticism measure for their parents (G1) and spouses, the Parental Bonding Instrument and the Quality of Marriage Index. G3 children participants completed the Perceived Criticism measure for their parents (G2). Path analysis found that G2 perceptions of parental bonding were significant predictors of G2's perceptions of G1 parental criticism, which significantly predicted both G2's perceptions of spousal criticism and G3's perceptions of G2 parental criticism. Perceptions of spousal criticism were also found to predict marital relationship quality in G2 participants. Findings highlight the intergenerational transmission of perceptions of criticism across relationships in the family unit, providing support that parenting practices and communication patterns in one generation can predict those in the next generation in the Singaporean context. Future studies can look to replicate the findings in other cultures and include further investigations into sibling relationships as well. [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]

Job crafting has often been conceptualized as a higher-order construct composed of 3 dimensions: seeking resources, seeking challenges, and reducing demands. However, recent advances in job crafting studies have questioned the composition of its multidimensional structure. Furthermore, job crafting has been widely studied in age-diverse samples of workers, but not properly studied among older workers. In this article, we investigate the multidimensional structure of job crafting in 2 samples of older workers with a managerial role. In Study 1, in a cross-sectional sample (1,020 school superintendents, M age = 57.27, SD age = 5.15) using a series of competing factorial analytic models (CFA, ESEM, bifactor-CFA, bifactor-ESEM), we demonstrated that reducing demands did not show significant relationships with the other 2 dimensions (at both the item and latent levels). In Study 2, a longitudinal study (350 school superintendents, M age = 56.54, SD age = 5.11, Wave = 2, lag = 10 months), we further supported the structural results obtained in Study 1; furthermore, using a factorial cross-lagged panel model with 2 widely-accepted correlated constructs of job crafting (i.e. work engagement and emotional exhaustion), we again supported the independent nature of the reducing demands dimension, and we also showed the importance of seeking challenges. Indeed, the latter was a significant longitudinal predictor of work engagement, while all the other cross-lagged relationships were nonsignificant. Overall, our studies pose new questions about the structure of job crafting in older-worker populations. [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]

The sociometer theory of self‐esteem (STS) argues that one's self‐esteem is affected by one's perception of the quality of one's relationships with significant others. Although the STS has been widely used in individual differences research there have been few investigations of its validity and value in organizational settings. Here we provide a systematic review of articles published in organizational journals that took STS as their main theoretical framework (N = 8). We then drew on STS principles in an investigation of the validity of a model in which organizational socialization longitudinally mediates the link between workers' quality of relationships with colleagues and their levels of self‐esteem. A complete cohort of 320 workers (Mage = 23.02, SDage = 2.23) over a three‐year period completed a battery of questionnaires once a year for three consecutive years. Structural equation analyses corroborated our hypotheses. This contribution highlights the utility and validity of the STS in organizational contexts and should encourage researchers and practitioners to pay more attention to workers' perception of their interpersonal environment at work (in particular during the socialization and adjustment process to a new workplace) given that it may exert a significant impact on sense of personal self‐worth. [ABSTRACT FROM AUTHOR]

In this study we investigated whether regulatory emotional self-efficacy beliefs (RESE) indirectly predict turnover intentions (TI) through organizational socialization (OS) and organizational identification (OI). Three waves of data (1-year lag) were collected on a representative sample of 890 military newcomers belonging to two different cohorts. We tested our hypotheses using a multigroup autoregressive cross-lagged panel model (MG-ACLP) and results fully confirmed the posited theoretical model. Regulatory emotional self-efficacy beliefs reduced intentions to quit indirectly, via organizational socialization and identification. The present study contributes to fill several literature gaps by offering a complete picture of the socialization process. Moreover, it offers insights about how to support the military newcomers' work adjustment and retention by fostering and developing their regulatory emotional self-efficacy beliefs. Limitations as well as directions for future research are discussed. [ABSTRACT FROM AUTHOR]