abstract: The comparison of between- versus within-person relations addresses a central issue in psychological research regarding whether group-level relations among variables generalize to individual group members. Between- and within-person effects may differ in magnitude as well as direction, and contextual multilevel models can accommodate this difference. Contextual multilevel models have been explicated mostly for cross-sectional data, but they can also be applied to longitudinal data where level-1 effects represent within-person relations and level-2 effects represent between-person relations. With longitudinal data, estimating the contextual effect allows direct evaluation of whether between-person and within-person effects differ. Furthermore, these models, unlike single-level models, permit individual differences by allowing within-person slopes to vary across individuals. This study examined the statistical performance of the contextual model with a random slope for longitudinal within-person fluctuation data. A Monte Carlo simulation was used to generate data based on the contextual multilevel model, where sample size, effect size, and intraclass correlation (ICC) of the predictor variable were varied. The effects of simulation factors on parameter bias, parameter variability, and standard error accuracy were assessed. Parameter estimates were in general unbiased. Power to detect the slope variance and contextual effect was over 80% for most conditions, except some of the smaller sample size conditions. Type I error rates for the contextual effect were also high for some of the smaller sample size conditions. Conclusions and future directions are discussed. / Dissertation/Thesis / Doctoral Dissertation Psychology 2016

Rationale and study aims: Persons with mild cognitive impairment (MCI) experience declines in everyday functioning and cognitive performance greater than what is experienced in normal aging but less than that of dementia. Daily stress and daily memory complaints associated with cognitive deficits may contribute to greater psychological distress in the day-to-day experiences of persons with MCI. However, research examining the occurrence of daily stressors, daily memory complaints and psychological distress in MCI is limited, and it is not clear how the daily processes of stress and affect in persons with MCI compare to cognitively healthy older adults. This dissertation examined the occurrence of daily stressors, daily memory complaints, retrospective and daily well-being in persons with MCI compared to cognitively healthy controls. Main analyses examined whether daily stressors and daily memory complaints were associated with worse daily affect in MCI participants compared to controls, and whether increased daily stress was associated with a greater number of memory complaints. Methods: The study used a short-term repeated measures design, and included MCI and control participants recruited from a university-based memory clinic. The interviews consisted of a baseline interview and up to eight consecutive days of brief daily phone interviews. The interviews included both retrospective and daily measures of psychological well-being, daily stressors, daily memory complaints, and open-ended questions about daily experiences. Results: Persons with MCI reported a greater number of daily memory complaints and worse psychological distress, as measured by both retrospective and daily reports. There were no significant differences between MCI and control participants, however, in the frequency of daily stressors. In both unadjusted and adjusted analyses, on days when a participant reported more daily stressors, they had higher negative affect. The stress-negative affect relationship was stronger for MCI participants compared to controls. MCI and control participants who reported more memory complaints, on average, had higher negative affect. Discussion: Daily stressors were disproportionally associated with greater psychological distress in MCI participants as compared to cognitively healthy controls. Interventions targeting the potential distress associated with daily life may be beneficial for psychological well-being in persons with MCI. Future research should examine other potential mechanisms of distress in daily lives of persons with MCI in order to inform relatives and caregivers of persons with MCI, clinicians who give diagnoses to their patients, and individuals providing community support for individuals living with MCI.

La justice globale du groupe fait référence aux perceptions du traitement juste ou injuste reçu de la part des membres du groupe de travail ou des collègues de travail. Les perceptions de justice organisationnelle ont longtemps été considérées comme stables dans le temps, qui ne pouvaient changer que sur le niveau interindividuel. Cependant, il a été démontré empiriquement que les perceptions de justice varient dans le temps sur les deux niveaux inter et intra-individuels que ce soit d’une période à une autre, d’une semaine à une autre, d’un jour à un autre et même au cours d’une seule et même journée. La justice organisationnelle est connue pour avoir une influence significative sur un certain nombre de comportements et attitudes au travail tels que la performance, la satisfaction, l’intention de départ, l’engagement ou encore l’implication au travail. Récemment, il a été révélé que les perceptions de justice avaient également une influence sur le sentiment de bien-être au travail des individus. Ainsi, la présente recherche examine l’effet des perceptions de justice globale du groupe sur le bien-être au travail en adoptant une approche dynamique appelée la méthode du journal personnel ou la Diary Study. Cette recherche étudie également les mécanismes explicatifs de cette relation. / Overall team justice refers to the perceived treatments received by team members or coworkers at work. Organizational justice has been long considered as a stable variable over time changing from one individual to another. However, empirical studies have shown that justice perceptions vary over time at both the between and the within-individual level across periods of time, from one week to another, form one day to another, and even over the course of one single day. Organizational justice has been shown to have a significant influence on different individual’s attitudes and behaviors at work such as performance, satisfaction, turnover intention, engagement and implication at work. Recently, studies have revealed that justice perceptions have also an influence on individual’s wellbeing at work. Thus, the present research examines the effect of overall team justice perceptions on wellbeing at work by using a dynamic approach, namely, the Diary Study. This research also examines the underlying mechanisms of this relationship.

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In multiple studies, neuroticism and romantic relationship satisfaction are negatively related to one another. Yet, the exact behaviors that link neuroticism to lower relationship satisfaction are unknown. Our seven-day daily diary study (N = 246) identified specific, everyday behaviors that might mediate this association. After establishing positive and negative factors using exploratory factor analysis, we examined whether positive or negative behaviors (and sub-categories of these dimensions) mediate the relationship between neuroticism and relationship satisfaction. Our results showed that negative behaviors mediated the relationship between neuroticism and relationship satisfaction but positive behaviors did not. A subcategory of conflict tactics mediated the relationship over and beyond the mediational impact of the broader negative behaviors factor. There were no other mediational influences. The implications of this research can inform clinical interventions aimed at increasing relational functioning via a reduction in maladaptive relational behaviors associated with neuroticism.

<div>To capture the dynamic nature of frontline employees’ subjective well-being (SWB) and turnover intention in the hotel industry, this study used Affective Events Theory (Weiss & Cropanzano, 1996) and the unfolding model of employee voluntary turnover (Lee & Mitchell, 1994) to argue the short-term variability in SWB and turnover intention. Using the job demandsresources model (JD-R model) as the framework, this study examined the role of daily job</div><div>demands (challenge stressors, hindrance stressors, and emotional dissonance) and the role of daily job resources (supervisor support, coworker support, and job autonomy). Given that hotel employees work with different supervisors and co-workers and face various guest situations during each shift, these employees may face high work stress and workload. Furthermore, employees in this industry are often requested to perform non-routine tasks. Therefore, their work is highly associated with high job demands and resource variability. Moreover, the study results stress the importance of the moderating role of day-level job resources and the multilevel moderating effects of employees’ individual levels of resilience and self-efficacy. </div><div>The design of the study employed an experience sampling method. Participants were employees who are in guest-facing positions from food & beverage and front office departments in full-service or luxury hotels in the United States. Sixty-five participants completed a one-time baseline survey and a daily diary study twice per day for at least five working days, resulting in a total of 416 day-level observations. The data structure is day nested within each person. The multi-level data was analyzed by using multilevel linear modeling. </div><div>In summary, this study shows that SWB and turnover intention may not always be stable phenomena among hotel employees due to the daily influences of job demands and job resources. In addition, both personal resources and daily job resources were found to mitigate the negative daily influences of job demands. This study helps managers to better understand employees’ feelings on a daily basis and apply strategies for daily management of employee SWB and turnover intention.</div>

Acknowledging the critical role that occupational factors play in employee health, researchers have tried to understand ways to reduce the harmful effects of work on employee health. As the process by which individuals recharge resources that have been depleted, recovery has been recognized as important due to its potential to mitigate the negative effects of work on employee well-being. Although the recovery literature has continued to grow, many questions remain unanswered. The purpose of the present study was to expand our knowledge of recovery by examining situational (job characteristics) and individual (trait guilt) predictors of recovery and investigating psychological attributes of off-job activities. An experience sampling design was used to understand relationships among focal variables at day level. Hypotheses were tested using the data from 99 full-time employees living with a full-time working spouse and at least one dependent. The results suggest that daily job characteristics serve an important role in recovery such that they relate to recovery experiences of psychological detachment and relaxation. However, job characteristics did not have significant relationships with the choice of off-job activities. With regard to subjective experiences of off-job activities, findings demonstrated considerable variance across individuals. Further, psychological attributes of off-job activities were found to relate to recovery experiences although the results were not always consistent with expectation. Next, little support was found for the moderating role of trait guilt in the relationship between job characteristics and off-job activities. Finally, consistent with previous research, recovery experiences related to better well-being outcomes.

工作家庭衝突領域之研究已有豐富的理論與成果，探討短時間內工作家庭衝突隨著工作者所處環境與心理歷程的動態發展亦成為新興趨勢。本研究採用資源保存理論的觀點，認為工作者每日隨職家環境與認知歷程而變動的狀態性心理資源，能中介工作家庭衝突與工作者在職場與家庭中人際行為表現的關係，並提出反芻作為情境變項，驗證個體不同類型的認知思考對每日工作家庭衝突與關係損耗間的調節作用 本研究採用日記型研究法，首先進行前測調查，並隨後進行一周連續五個工作日的日記型問卷調查，研究資料共有96名受試者，433筆有效樣本，結果採取階層線性模型分析之。研究發現，每日的工作家庭衝突與家庭工作衝突皆顯著預測當日與主管、同事、與家人的關係損耗，並預測當日更低的自我效能。在反芻部分，負向反芻能降低工作者每日家庭對工作衝突與家人關係損耗的負向關係；問題解決反芻能降低工作者每日工作對家庭衝突與家人關係損耗的負向關係。其結果顯示，每日工作家庭衝突與個人自我調節資源有正向關聯，而透過不同的反芻型態，則能夠減緩衝突對於家人關係的負向影響。

The main topic of this diploma thesis is comparison of two different methods of research. The first method is diary and the second method is online community. The subject of research in which these methods are compared with each other is the drinking regime of university students, more precisely the situation in which different drinks are consumed by university students. A total of twenty university students were involved in the research that is of a qualitative nature, with ten students in one research method. For one week, the students recorded not only all the drinks they drank per week, but also the circumstances of consuming these beverages, such as time of consumption, place, reasons for consumption etc. The diploma thesis outlines the differences between these research methods in terms of research results, frequency and quantity of information obtained, preparation and implementation of the methods, analysis of acquired data, as well as the perception of these methods by the respondents themselves. The resulting data analysis presents the benefits and limits of each of the selected methods in the situational research of the drinking regime and also suggests possible implications for further research.

In the light of major changes affecting the workplace, the present research investigates the interaction of life domains. Specifically, the studies included in this research comprehensively integrate conceptual advancements in the literature on the interaction of life domains. These advancements refer to the scope of the life domains considered, the different directions of interactions between the work and the private life domain, the inclusion of a positive perspective on the interplay, and the adoption of multi-time and multi-level research methodology. At the same time, the present research adopts new perspectives by investigating life domain conflict and enrichment from an international perspective, by integrating boundary management tactics and by considering the role of emotions at the workplace. Four different studies based on different international and domestic samples were conducted. The results of the first study demonstrate that life domain enrichment plays an important role for international assignees and contributes to the prediction of important outcomes beyond what is contributed by life domain conflict. Using a large international sample, the second study underlines the need to take cultural value dimensions into account when examining the interplay of life domains. This study indicates that Individualism/Collectivism moderate the relationship between life domain conflict and satisfaction outcomes, such that the relationship is stronger in cultures high on Individualism. In the third study, the impact of boundary management tactics for the interplay of different life domains is shown for a sample of expatriates. Specifically, the third study demonstrates that permeability and flexibility of life domains are associated with life domain conflict and enrichment. Finally, the fourth study adopts a longitudinal research design using a weekly diary approach. This study indicates that daily affective events and mood predict life domain conflict and enrichment over time. Taken together, the present studies demonstrate that the integration of conceptual advancements with recent trends at the workplace substantially contribute to our knowledge on life domain interactions and open promising avenues for future research. At the same time, this integration provides several implications for organizations and individuals for the successful management of the interplay of life domains in a modern workplace.