Emerging adulthood is a time rife with transitions, and is thus an important time period to study the various ways in which people both connect with and move away from others, or how they are socially oriented. Previous research has suggested a number of factors that contribute to social orientations, including social motivations, the self in relation to others, other-directed emotions and cognitions, and actual social behaviors. The current study examined what types of social orientations exist and how they relate to indices of relational and individual well-being in a sample of US emerging adults (N = 787). Using latent profile analysis, results suggest five types of social orientations, each showing a distinct pattern of moving toward and/or away from others and links to varying degrees of relational and individual well-being. Overall, results suggest that being overly oriented toward or away from others presents both relational and individual challenges, whereas more balanced approaches tend toward optimal outcomes. This study presents a unique and novel view of how emerging adults move toward and away from others, allowing for a more detailed discussion of social and nonsocial subtypes and the nuances of how and why they relate differentially to well-being. This is the first study to consider multiple aspects of social orientations, and as such provides one of the clearest and most detailed descriptions of social subtypes in emerging adulthood to date.

Many corporate offices now offer fitness benefits to their employees. Evidence shows that corporate fitness programs are linked to decreased tardiness, absenteeism, and reduced healthcare costs. These programs also help address the growing obesity crisis threatening one in every three American adults. However, many employees do not participate in corporate fitness plans in spite of the convenience many programs offer. Thus, I wished to explore the personality and lifestyle factors that contribute to older (age 25+) employees’ exercise habits, their use of corporate benefits and correlates to the Big Five model of Personality along with other personality measures. I gathered 94 participants aged 25 and above, who work full-time (at least 32+ hours per week).I had my participants report their demographic information and take a survey through Qualtrics and Amazon Mechanical Turk analyzing their exercise habits and use of corporate benefits. Based on my findings, the Big 5 facet that correlated with corporate benefit use the most was immoderation. Other factors that correlated included Externally Controlled Motivation, Autonomous Motivation, and Perceived Competence. Furthermore, participants were able to share tips for how to improve corporate benefit use. The study could have benefitted from a larger sample size and observation-based reporting, however overall it serves as a good indicator of traits that make a person more inclined to participate in exercise programs and poses suggestions for the improvement of said programs.

One of the contributing factors to the current nursing shortage is job dissatisfaction due to conflict in the workplace. In order to develop strategies to reduce conflict, research is needed to understand the causes and outcomes of conflict in nursing work environments. This study tested a theoretical model linking antecedent variables (core self-evaluation, complexity of nursing care, unit size, interactional justice, managerial support, unit morale) to intragroup conflict, followed by conflict management, and ultimately, job stress and job satisfaction. A predictive, non-experimental design was used in a random sample of 277 acute care nurses in Ontario. Structural equation modeling techniques were used to analyze the hypothesized model. Final analysis revealed relatively good fit of data to the hypothesized model (Chi-square = 211.7, df = 80, CFI = .92, RMSEA=0.07). Lower core self-evaluation, higher complexity of nursing care, lower interactional justice, and poor unit morale resulted in higher intragroup relationship conflict, and ultimately a less ‘agreeable’ conflict management style, higher stress and job dissatisfaction. Conflict management style partially mediated the relationship between conflict and job satisfaction. Job stress also had a direct effect on job satisfaction and core self-evaluation had a direct effect on job stress. The study results suggest that conflict and its associated outcomes is a complex process, affected by dispositional, contextual and interpersonal factors. Nurses’ core self-evaluations, complexity of nursing care and relationships with managers and nursing colleagues influences the level of conflict they experience. How nurses manage conflict may not prevent the negative effects of conflict on job stress and job satisfaction, however learning to manage conflict using collaboration and accommodation may help nurses feel more satisfied with their jobs. In addition, education programs that contribute to an individual’s ability to feel more confident about their ability to manage conflict may help them cope more effectively with the stress generated by conflict.

One of the contributing factors to the current nursing shortage is job dissatisfaction due to conflict in the workplace. In order to develop strategies to reduce conflict, research is needed to understand the causes and outcomes of conflict in nursing work environments. This study tested a theoretical model linking antecedent variables (core self-evaluation, complexity of nursing care, unit size, interactional justice, managerial support, unit morale) to intragroup conflict, followed by conflict management, and ultimately, job stress and job satisfaction. A predictive, non-experimental design was used in a random sample of 277 acute care nurses in Ontario. Structural equation modeling techniques were used to analyze the hypothesized model. Final analysis revealed relatively good fit of data to the hypothesized model (Chi-square = 211.7, df = 80, CFI = .92, RMSEA=0.07). Lower core self-evaluation, higher complexity of nursing care, lower interactional justice, and poor unit morale resulted in higher intragroup relationship conflict, and ultimately a less ‘agreeable’ conflict management style, higher stress and job dissatisfaction. Conflict management style partially mediated the relationship between conflict and job satisfaction. Job stress also had a direct effect on job satisfaction and core self-evaluation had a direct effect on job stress. The study results suggest that conflict and its associated outcomes is a complex process, affected by dispositional, contextual and interpersonal factors. Nurses’ core self-evaluations, complexity of nursing care and relationships with managers and nursing colleagues influences the level of conflict they experience. How nurses manage conflict may not prevent the negative effects of conflict on job stress and job satisfaction, however learning to manage conflict using collaboration and accommodation may help nurses feel more satisfied with their jobs. In addition, education programs that contribute to an individual’s ability to feel more confident about their ability to manage conflict may help them cope more effectively with the stress generated by conflict.

The aim of the present study was to develop two conceptual frameworks / that are antecedents of family-to-work conflict and enhancement in the family domian, and antecedents of work-to-family conflict and enhancement in the work domain / and to test the relationships that are proposed by these frameworks. A pilot study was conducted with 73 career people to investigate the psychometric qualities of the adapted or constructed measures. The main study was conducted with 293 married career people. Results supported some of the hypotheses. In the family-to-work framework, gender role ideology, family salience, perceptions of family/home demands and core self-ealuations predicted family-to-work conflict. Furthermore, direct effects of family salience and core self-evaluations on family-to-work enhancement were found. In the work-to-family framework, work salience predicted both work-to-family conflict and work-to-family enhancement. In addition, core self evaluations moderated the relationship between subjective work demands and work-to-family conflict and between subjective work demands and work-tofamily enhancement.

Affective Events Theory (AET) of Weiss and Cropanzano (1996) provides a theoretical basis for explaining the antecedents and consequences of affective states at work. In this study, an extended model based on the AET framework was tested for examining the relationships between work events, affective dispositions, affective states and reactions, and the work attitudes and behaviors of the employees. Work events were assessed comprehensively using an affective work events inventory developed as part of the study. A tripartite affect structure (pleasure, calmness, and energy) was adopted for mapping the affective states of the employees at work. Core self- and external-evaluations constructs were used as the dispositional antecedents of affective experiences. Job satisfaction, organizational commitment, organizational citizenship behaviors (OCB), and turnover intentions were examined as the work attitudes and behaviors. Findings of the study provided evidence for the validity of the AET model. Both positive and negative work events were significantly related to the affective experiences of the employees, negative events having stronger influences. The affective dispositions of core self- and external-evaluations also contributed to the prediction of affective experiences. However, these affective dispositions did not have any moderating influences on the relationship between work events and affective experiences at work. Affective experiences were significantly related with job satisfaction, organizational commitment, and OCB. Exploratory analyses revealed that the major themes intersecting the critical work events and event categories were organizational justice, and coworker or supervisory support. The implications of the study for theory, practice, and future research are discussed.

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Objective: To examine the relationship between hope, core self-evaluations, physical function, emotional well-being, health risk behaviors, and academic performance in freshman enrolled in their first year of college. Participants: Freshman (N = 495) attending a large public university in the Northeast completed an online survey between February 1 to February 13, 2017. Methods: Cross sectional descriptive survey. Linear regression, path analysis, and structural equation modeling procedures were performed. Results: Core self-evaluations mediated the relationship between hope and emotional well-being and academic performance. Contrary to the hypotheses, higher hope predicted more sexual risk taking behaviors and alcohol use. Conclusions: Core self-evaluations is an important component of hope theory. Hope Theory is useful for predicting emotional well-being, and academic performance, but not as useful for predicting drug use, alcohol use, and sexual risk taking. Hope and core self evaluations interventions are needed to improve academic performance and emotional well-being in university freshman.