Passion for a sport activity, escapism, and affective outcomes: Exploring a mediation model

Abstract The context of organizational change may affect the well-being, namely when this change generate unfairness perceptions on employees. The aim of this study was to investigate the influence of the organizational change context on the perception of organizational justice and well-being. We proposed a mediation model of perceived organizational justice between the context of organizational change and well-being. A cross-sectional quantitative study was conducted with 731 public employees in the energy sector. Participants answered three instruments which evaluate organizational change context, justice perception and well-being. Factorial analyses and regression analysis were performed in order to test the psychometric qualities of the scale and the mediation model, respectively. The results indicate that the relationship between context and welfare perception is mediated by justice perceptions. This study contributes to research on reactions to organizational change and its impacts on individuals, highlighting the influence of perceived justice on the affective outcomes of organizational change.

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Defining and assessing affective outcomes in undergraduate pediatric dentistry

Journal of Dental Education ◽

10.1002/j.0022-0337.1990.54.3.tb02397.x ◽

1990 ◽

Vol 54 (3) ◽

pp. 184-187

Author(s):

CL Cullen

Keyword(s):

Pediatric Dentistry ◽

Affective Outcomes

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The Relation Between Aerobic Fitness and Cognitive Performance

Journal of Psychophysiology ◽

10.1027/0269-8803/a000159 ◽

2016 ◽

Vol 30 (3) ◽

pp. 102-113 ◽

Cited By ~ 8

Author(s):

Chun-Hao Wang ◽

Chun-Ming Shih ◽

Chia-Liang Tsai

Keyword(s):

Cognitive Performance ◽

Aerobic Fitness ◽

Reaction Times ◽

Mediation Model ◽

Brain Potentials ◽

Fitness Level ◽

Eeg Data ◽

Attention Performance ◽

P3 Amplitude ◽

The Relationship

Abstract. This study aimed to assess whether brain potentials have significant influences on the relationship between aerobic fitness and cognition. Behavioral and electroencephalographic (EEG) data was collected from 48 young adults when performing a Posner task. Higher aerobic fitness is related to faster reaction times (RTs) along with greater P3 amplitude and shorter P3 latency in the valid trials, after controlling for age and body mass index. Moreover, RTs were selectively related to P3 amplitude rather than P3 latency. Specifically, the bootstrap-based mediation model indicates that P3 amplitude mediates the relationship between fitness level and attention performance. Possible explanations regarding the relationships among aerobic fitness, cognitive performance, and brain potentials are discussed.

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Response Interference as a Mechanism Underlying Implicit Measures

European Journal of Psychological Assessment ◽

10.1027/1015-5759.24.4.218 ◽

2008 ◽

Vol 24 (4) ◽

pp. 218-225 ◽

Cited By ~ 28

Author(s):

Bertram Gawronski ◽

Roland Deutsch ◽

Etienne P. LeBel ◽

Kurt R. Peters

Keyword(s):

Task Performance ◽

Psychological Research ◽

Implicit Measures ◽

Mediation Model ◽

Response Interference ◽

Relevant Evidence ◽

Moderated Mediation Model ◽

Stimulus Features ◽

Underlying Mechanisms

Over the last decade, implicit measures of mental associations (e.g., Implicit Association Test, sequential priming) have become increasingly popular in many areas of psychological research. Even though successful applications provide preliminary support for the validity of these measures, their underlying mechanisms are still controversial. The present article addresses the role of a particular mechanism that is hypothesized to mediate the influence of activated associations on task performance in many implicit measures: response interference (RI). Based on a review of relevant evidence, we argue that RI effects in implicit measures depend on participants attention to association-relevant stimulus features, which in turn can influence the reliability and the construct validity of these measures. Drawing on a moderated-mediation model (MMM) of task performance in RI paradigms, we provide several suggestions on how to address these problems in research using implicit measures.

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Employee Strengths Use and Thriving at Work

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000262 ◽

2020 ◽

Vol 19 (4) ◽

pp. 197-205

Author(s):

He Ding ◽

Xixi Chu

Keyword(s):

Self Efficacy ◽

Mediation Model ◽

Model Data ◽

Strengths Use ◽

Moderated Mediation Model ◽

Indirect Relationship ◽

Relationship Of ◽

The Relationship ◽

Humble Leadership ◽

Thriving At Work

Abstract. This study aimed to investigate the relationship of employee strengths use with thriving at work by proposing a moderated mediation model. Data were collected at two time points, spaced by a 2-week interval. A total of 260 medical staff completed strengths use, perceived humble leadership, self-efficacy, and thriving scales. The results of path analysis showed that strengths use is positively related to thriving, and self-efficacy mediates the relationship of strengths use with thriving. In addition, this study also found perceived humble leadership to positively moderate the direct relationship of strengths use with self-efficacy and the indirect relationship of strengths use with thriving via self-efficacy. This study contributes to a better understanding of how and when strengths use affects thriving.

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