•Examine self-regulation traits and abilities predicting high school success.•Success criteria included measures from school records and student-reports.•Test predictive validity of ...Conscientiousness, Grit, and Emotion Regulation.•Emotion Regulation Ability, but not Grit showed incremental validity.
The present paper examines validity of three proposed self-regulation predictors of school outcomes – Conscientiousness, Grit and Emotion Regulation Ability (ERA). In a sample of private high school students (N=213) we measured these constructs along with indices of school success obtained from records (rule violating behavior, academic recognitions, honors, and GPA) and self-reported satisfaction with school. Regression analyses showed that after controlling for other Big Five traits, all school outcomes were significantly predicted by Conscientiousness and ERA, but not Grit. The discussion focuses on the importance of broad personality traits (Conscientiousness; measure of typical performance) and self-regulation abilities (ERA; measure of maximal performance) in predicting school success.
COVID-19 has become a major source of stress for people around the world. Stressful life events play a role in the pathogenesis of sleep disorders such as insomnia which is considered a risk factor ...for anxiety and depression. Emotion regulation is an important factor linked with sleep and mental health problems. Therefore, the main goal of the present study was to examine whether insomnia could constitute a mediation mechanism that explains the relationship between emotion regulation strategies (rumination, reappraisal, suppression) and stress-induced mental health outcomes during the COVID-19 pandemic.
The cross-sectional study was conducted among young (M±SD 24.8±2.24) individuals (N = 281, 85.4% women) during the time of the third wave of infections in Poland. Data were collected by means of selfreport questionnaires, including the
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. The direct and indirect effects of emotion regulation strategies on depression, anxiety, and stress were calculated using a bootstrap estimation technique.
All analyzed indirect effects were significant. The results show that insomnia mediates the relationships between all 3 emotion regulation strategies and stress, anxiety and depression.
The presented results shed the light on the role of insomnia on the relationships between emotion regulation strategies and emotional states experienced during the COVID-19 pandemic. Additionally, the present study suggests that educational and therapeutic interventions aimed at improving emotion regulation might be useful for improving symptoms of insomnia and, through it, symptoms of affective disorders. Int J Occup Med Environ Health. 2023;36(1):151-59.
Perceivers' inferences about individuals based on their faces often show high interrater consensus and can even accurately predict behavior in some domains. Here we investigated the consensus and ...accuracy of judgments of trustworthiness. In Study 1, we showed that the type of photo judged makes a significant difference for whether an individual is judged as trustworthy. In Study 2, we found that inferences of trustworthiness made from the faces of corporate criminals did not differ from inferences made from the faces of noncriminal executives. In Study 3, we found that judgments of trustworthiness did not differ between the faces of military criminals and the faces of military heroes. In Study 4, we tempted undergraduates to cheat on a test. Although we found that judgments of intelligence from the students' faces were related to students' scores on the test and that judgments of students' extraversion were correlated with self-reported extraversion, there was no relationship between judgments of trustworthiness from the students' faces and students' cheating behavior. Finally, in Study 5, we examined the neural correlates of the accuracy of judgments of trustworthiness from faces. Replicating previous research, we found that perceptions of trustworthiness from the faces in Study 4 corresponded to participants' amygdala response. However, we found no relationship between the amygdala response and the targets' actual cheating behavior. These data suggest that judgments of trustworthiness may not be accurate but, rather, reflect subjective impressions for which people show high agreement.
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The release of ChatGPT has sparked quite a bit of interest about creativity in the context of artificial intelligence (AI), with theorizing and empirical research asking questions about the nature of ...creativity (both human and artificially-produced) and the valuing of work produced by humans and artificial means. In this article, we discuss one specific scenario identified in the creativity research community – co-creation, or use of AI as a tool that could augment human creativity. We present emerging research relevant to how AI can be used on a continuum of four levels of creativity, from mini-c/creativity in learning to little-c/everyday creativity to Pro-C/professional creativity and Big-C/eminent creativity. In this discussion, AI is defined broadly, not to include only large language models (e.g., ChatGPT) which might approach general AI, but also other computer programs that perform tasks typically understood as requiring human intelligence. We conclude by considering future directions for research on AI as a tool for creativity across the four c's.
Despite continuing interest in the impact of employees’ emotional intelligence (EI) in explaining for their engagement and emotional exhaustion, there are still large gaps in our understanding of the ...role played by contextual EI-related factors, such as an EI-related organizational culture and supervisors’ emotionally intelligent behavior (EIB). This two-study research approaches EI from a macro-level perspective, attempting to address three objectives: (1) to develop and define a theoretical concept of EI-supportive organizational culture, (2) to develop and validate measures of organizations’ EI-related values and practices, and (3) to investigate their top-down effect on employee engagement and exhaustion,
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supervisor EI-related behavior. In the first study, we conceptualize and develop measures of perceived EI-related organizational values and human resource management (HRM) practices, as separate yet related dimensions of organizations’ EI-related culture, and test their validity. In the second study, we build on the job demands-resources (JD-R) theory and Ability-Motivation-Opportunity (AMO) framework to develop and test a model of the process links between perceived EI-related values and HRM practices and employee engagement and exhaustion, using a large sample of employees across industries in the USA workforce (
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= 12,375). In line with our hypotheses, the findings suggest that EI-supportive HRM practices have a top-down effect on employee engagement and exhaustion
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supervisor EIB, whereas low regard for emotions values has a top-down effect on employee exhaustion
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supervisor emotional misbehavior. Results are discussed in the context of the JD-R theory, AMO framework, and the EI literature.
How do we know what we know about creativity? This article argues for the importance of specification in defining different aspects of creativity (e.g., creative potential vs. creative behavior) and ...how they are measured (self-reported vs. externally judged, length of assessment) when making conclusions about creativity-relevant traits and processes. This methodological and conceptual point is illustrated with examples from the study of creativity and emotion. The conclusions about creativity and emotion will depend on specific measures used because different measures capture psychologically distinct aspects of creativity. The article focuses on measures of three aspects of creativity - performance on divergent thinking tests, self-perceived creativity, and reports of creative behavior and achievement. Specific emotion-related predictors are most relevant to different aspects of creativity based on the nature of predictors and outcomes and the match between them. For example, emotion traits describe typical ways of feeling across time and situations and are best suited to predict creative behavior and achievement accrued over long periods of time (e.g., from a year to a lifetime). Without specifying aspects of creativity or referring to creativity as a unitary construct, conclusions drawn can be unhelpful or misleading. Implications for future research are discussed.
The way people feel is important for how they behave and perform in the workplace. Experiencing more positive−and less negative−emotions at work is often associated with greater status and power. But ...there may be differences in how men and women feel at work, particularly at different levels in their organizations. Using data from a nation-wide sample of working adults, we examine differences in the emotions that men and women experience at work, how gender interacts with rank to predict emotions, if the association between gender and emotions is accounted for by emotional labor demands, and if this relationship differs according to the proportion of women in an industry or organizational rank. Results demonstrate that women experience emotions associated with disvalue and strain at work more frequently than men and that organizational rank moderates the relationship between gender and several discrete emotions. Some of the effects are partially accounted for by occupational emotion demands, differing by organizational rank and/or the proportion of women employed in an industry.
The COVID-19 pandemic influenced emotional experiences globally. We examined daily positive and negative affect between May/June 2020 and February 2021 (N = 151,049; 3,509,982 observations) using a ...convenience sample from a national mobile application-based survey that asked for daily affect reports. Four questions were examined: (1) How did people in the United States feel from May/June 2020 to February 2021?; (2) What demographic variables are related to positive and negative affect?; (3) What is the relationship between experienced stressors and daily affect?; and (4) What is the relationship between daily affect and preventive behavior? Positive affect increased, and negative decreased over time. Demographic differences mirrored those from before the pandemic (e.g., younger participants reported more negative and less positive affect). Stressors such as feeling unwell, experiencing COVID-19 symptoms, exposure to COVID-19, and lack of sleep were associated with less positive and more negative affect. Exercising protective behaviors predicted future affect, and affect also predicted future protective behaviors (e.g., less protective behavior when happy but more when grateful and thoughtful). The implications for public health communication were discussed.
