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The Relationship between the Perceptions of Organizational politics to staff Affectivity and the Characteristics of Job¡¦s Interaction. ABSTRACT This research is based on the framework of revision model proposed by Ferris et al. (2002), discussing the Relationship between the Perceptions of organizational politics to staff status, staff Affectivity and the Characteristics of Job¡¦s Interaction. It takes 130th staffs of 40 Organization in Taiwan as the research object. 2133 copies of questionnaire have been issued and 1,940 copies have been taken back, the returns-ratio reaches 91.0%. After rejecting 50 invalid copies, the effective volume is 1,890, and effective returns-ratio is 88.6%. The data were analyzed by descriptive statistics, item analysis, reliability analysis, correlation analysis, factor analysis and hierarchical linear model. The major results of this study are as fallowing: 1-1. Positive Affectivity of Staff has a significant effect on perceptions of organizational politics. 1-2. Negative Affectivity of Staff has a significant effect on perceptions of organizational politics. 2-1. The interaction of supervisor and staff has a significant effect of organizational politics. 2-2. The interaction of staff and colleague has a significant effect on perceptions of organizational politics. 3-1.The interaction of staff and supervisor has moderate effect on the relationship between staff Positive affectivity and Perceptions of organizational politics. 3-2.The interaction of staff and supervisor has moderate effect on the relationship between staff negative affectivity and Perceptions of organizational politics. 3-3.The interaction of staff and colleagues has moderate effect on the relationship between staff Positive affectivity and Perceptions of organizational politics. 3-4.The interaction of staff and colleagues has not moderate effect on the relationship between staff Positive affectivity and Perceptions of organizational politics.

This study is based on the fundamentals of Perceptions of Organizational Politics¡]POP¡^proposed by Ferris, Adams, Kolodinsky, Hochwarter & Ammeter¡]2002¡^. We use the Hierarchical Linear Modeling to verify the relationship between the personal and job/work environment factors and POP. The personal factors include positive and negative affectivities, and job/work environment factors include accountability and feedback. The results showed a significant relationship between the affectivities of employees and POP. The positive affectivity was in a negative correlation with the POP while the positive affectivity was in a positive correlation. The job/work environment had a good relationship with POP as well. The job feedback showed a negative correlation POP while job accountability showed a positive correlation. However, the current study showed that the relationship between employees' affectivity and POP was not influenced by the job feedback and job accountability.

abstract: Obesity is associated with many well-established health risks as well as high annual public health costs. Intervening in the trajectory of obesity becomes significantly more difficult after a child has reached obesity. Therefore, it is crucial to understand the processes that influence weight early in life. Parents serve as one of the main influences on child health, have a significant impact on the weight of their offspring, and are often incorporated into childhood obesity prevention programs. However, the mutual influence that parents and children have on each other is not accounted for. Using an Actor-Partner Interdependence model, the current study 1) examined the effect of children’s and mother’s temperament (e.g., negative affectivity, effortful control, and impulsivity) on their own weight as well as the weight of the other dyad member, 2) explored the effect of the interaction between mother and child temperament on both members’ weight, 3) assessed the effect of mother’s approach to food on mother and child weight, and 4) investigated how temperament might moderate the relationships between mother’s approach to food and mother and child weight. The sample consisted of 220 mother-child dyads. Children ranged from 4 to 6 years of age. Mothers completed self-report questionnaires on their own temperament and approach to food as well as their child’s temperament. Weight measures were assessed in the laboratory for both mother and child. Results indicated children’s impulsivity was related to their mother’s higher weight. The interaction between mother and child temperament was not significantly associated with weight. However, the interaction between child impulsivity and mother’s approach to food was significant; the effect of the mother’s approach to food on her own weight depended on their child’s impulsivity behaviors. Specifically, mothers’ approach to food on her own weight was nonsignificant when her child showed higher levels of impulsivity. The association of mother’s approach to food with her own weight was stronger when her child exhibited average to low impulsivity levels. This investigation of the influence of mother and child on each other’s weight is well-placed for translation into later obesity preventative and intervention efforts for family systems. / Dissertation/Thesis / Doctoral Dissertation Psychology 2021

This investigation examines some of the potential underlying processes and factors associated with marital stability. Two studies were guided by Karney and Bradbury's vulnerability-stress-adaptation (VSA) model of marital development. Variables examined included negative affectivity, educational attainment, work and family stressors, conflict resolution styles, mutual problem solving, marital satisfaction, personal commitment, and divorce proneness. Study one used an existing data set consisting of 194 married couples and tested a part of the VSA model. Results indicate that high negative affectivity is associated with the endorsement of negatively toned conflict styles. In comparison to husbands, wives' negative affectivity and use of negatively toned conflict styles were found to be more detrimental to marital quality in general. Conflict resolution styles were able to explain the relationship between negative affectivity and marital quality for husbands more so than wives. Study two examined 186 newly married couples and tested additional paths of the VSA. The enduring vulnerability, negative affectivity, played a significant role in wives' and husbands' perceived stress and lower marital quality. Marital quality was significantly associated with how spouses personally communicated with their spouses about problems and concerns. Additionally, mutual problem solving was related to increased levels of stress for wives and husbands. There were partner effects for husbands' mutual problem solving on wives' perceived stress, but not vice versa. Last, mutual problem solving significantly mediated some of the relationships between enduring vulnerabilities, stressful events, and marital quality. Both studies highlight the impact communication processes have on a dyadic level in marital relationships. These findings will allow scholars, clinicians, and married individuals to further understand some of the factors and processes that contribute to dyadic adjustment and stable marriages.

The work environment in which South African employees have to function in is highly demanding, offering them little in terms of job security, but simultaneously expecting them to give more in terms of inter alia flexibility, competency, and effort. Tracking and addressing government employees' functioning in areas that could affect their wellness and consequent standard of service is essential. Job insecurity, affectivity, burnout and work engagement are specific focus areas in this research. It is important to use reliable and valid measuring instruments to measure these constructs. It appears that job insecurity may affect employees' levels of burnout and work engagement and that affectivity may also influence the stress outcome relationship. A lack of South African research exists regarding job insecurity and wellness of employees, hence the importance of this research. The objectives of this study were to investigate the relationship between job insecurity, affectivity, burnout, and work engagement of employees (N = 297) in a government organisation. A cross-sectional survey design was used. Constructs were measured by means of the Job Insecurity Inventory (JII), the Affectometer 2 (AFM 2), the Oldenburg Burnout Inventory (OLBI) and the Utrecht Work Engagement Scale (UWES). The research method for each of the three articles consists of a brief literature review and an empirical study. Exploratory factor analyses, as well as Cronbach's alphas were computed to assess the reliability and validity of the OLBI, UWES and AFM 2. Structural equation modeling was used to assess the construct validity of the JII, while alpha coefficients were computed to assess the internal consistency of its scales. Descriptive statistics were used to analyse data and Pearson product moment correlation coefficients, as well as regression analyses were used to examine the relationships between the constructs employed in this research. Structural equation modeling results confirmed the two-factor structure of the JII, consisting of an affective and cognitive dimension, although a one-factor model also resulted in a good, but not superior fit. Exploratory factor analyses of the OLBI resulted in a two-factor model of burnout, consisting of exhaustion disengagement and engagement subscale and the UWES resulted in a one-factor model of engagement. Exploratory factor analyses of the AFM 2 resulted in a two-factor model, consisting of a negative and positive affect scale. All scales used in this research demonstrated adequate internal consistencies. It was found that white participants experience higher levels of cognitive job insecurity and lower levels of engagement (OLBI) compared to black participants. Shorter tenure was associated with increased engagement (OLBI). It was furthermore found that participants who had been working in the organisation for less than one year and those who worked for two to five years demonstrated higher levels of positive affect compared to employees who had been working in the organisation for 11 years and longer. Regarding negative affect, it was established that participants with tenure less than one year presented lower negative affect levels compared to participants who had been employed in the organisation for longer. Job insecurity and burnout were found to be statistically significantly correlated. Cognitive and affective job insecurity demonstrated a practically significant relationship with work engagement. Positive and negative affectivity showed a practically significant correlation with both the affective and cognitive job insecurity scales and work engagement. Positive affectivity partially mediated the relationship between cognitive job insecurity and exhaustion disengagement. Furthermore, both positive and negative affectivity partially mediated the relationship between cognitive job insecurity and work engagement. Conclusions are made, limitations of the current research are discussed and recommendations for future research are put forward. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.

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Thesis (Ph.D. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.

Background: Type D personality, or the "distressed personality", is a psychosocial factor associated with negative health outcomes, although its impact in younger populations is unclear. The purpose of this study was to investigate the prevalence of Type D personality and the associations between Type D personality and psychosomatic symptoms and musculoskeletal pain among adolescences. Methods: A population-based, self-reported cross-sectional study conducted in Vastmanland, Sweden with a cohort of 5012 students in the age between 15-18 years old. The participants completed the anonymous questionnaire Survey of Adolescent Life in Vastmanland 2008 during class hour. Psychosomatic symptoms and musculoskeletal pain were measured through index measuring the presence of symptoms and how common they were. DS14 and its two component subscales of negative affectivity (NA) and social inhibition (SI) were measured as well. Results: There was a difference depending on sex, where 10.4% among boys and 14.6% among girls (p = < 0.001) were defined as Type D personality. Boys and girls with a Type D personality had an approximately 2-fold increased odds of musculoskeletal pain and a 5-fold increased odds of psychosomatic symptoms. The subscale NA explained most of the relationship between Type D personality and psychosomatic symptoms and musculoskeletal pain. No interaction effect of NA and SI was found. Conclusions: There was a strong association between Type D personality and both psychosomatic symptoms and musculoskeletal pain where adolescent with a type D personality reported more symptoms. The present study contributes to the mapping of the influence of Type D on psychosomatic symptoms and musculoskeletal pain among adolescents.

The purpose of this study was to investigate the influence of hostile attribution style (HAS) on the processes linking job stressors and CWB. Self and peer data were collected via online questionnaires from employed participants recruited from undergraduate classes and non-student employees. Using data from 147 dyads of employees and coworkers, the effects of HAS on three areas were examined: the influence of HAS on the appraisal of psychosocial (incivility, interactional justice, and interpersonal conflict) and nonsocial (organizational constraints and workload) stressors; HAS as a moderator of the link between stressors and CWB; and HAS as mediator of the link between CWB and the individual difference variables of negative affectivity (NA), trait anger, and Machiavellianism. Regarding appraisals, HAS was more strongly related to psychosocial stressors than to workload (nonsocial stressor). However, results regarding the comparisons of the HAS-psychosocial stressor correlations with the HAS-organizational constraints (nonsocial stressor) correlations were mixed. Moreover, contrary to what was hypothesized, correlations of HAS with interpersonal constraints and job context constraints were not significantly different in magnitude. HAS was shown to moderate the relationship between CWB and the stressors of interpersonal conflict and organizational constraints. Individuals high on HAS engaged in more CWB when stressors were high, whereas individuals low on HAS engaged in low levels of CWB overall. HAS partially mediated the relationship between NA and CWB, in addition to the relationship between trait anger and CWB. It fully mediated the relationship between Machiavellianism and CWB. The influence of Machiavellianism on the occupational stress process also was explored. It was expected that high Machiavellians would appraise and respond to stressors in a negative fashion. However, contrary to what was expected, Machiavellianism was positively associated with informational justice and negatively related to incivility and CWB. Furthermore, it was negatively associated with NA and HAS. An alternative explanation for the results regarding Machiavellianism was presented. Although all hypotheses regarding the effects of HAS were partially supported, results of this study were generally demonstrative of the merits of including attributional processes (i.e., hostile attribution style) in CWB research within the occupational stress framework.