Social ties are the most important resource human beings have. Although other people can be difficult and challenging, they can also provide protection, solace, and social support, among other benefits. However, some relationships can be toxic and because these adverse conditions can be physiologically taxing, they can negatively affect both mental and physical health. Changes such as these can operate in large part through alterations in the sympathetic nervous system, the hypothalamic-pituitary-adrenal system, and the immune system. Much of the benefit of social support is perceptual and stems from the comfort of believing that supportive others can or will be there when times are stressful. The abilities to gain and perceive social support begin early in life and are heavily influenced by the climate of the family. Social support depends, in part, on reciprocity, yet many challenges to receiving support exist. Giving support to others has its own psychological and physiological benefits, although at intense levels, such as demanding caregiving responsibilities, these benefits dwindle. Moreover, social support needs change over time with changing circumstances. Public policy efforts to help people build and capitalize on their potential support networks is essential to maximize the impact of social ties on mental and physical health.

This study focused on the associations between parental divorce and interparental conflict with young adults’ current attachment-related anxiety and avoidance, and romantic relationship expectations. The moderating effect of attachment history was also investigated. Using a sample of 1,078 Spanish young adults (544 women, 518 men; average age 21.4 years), our results confirmed that parental divorce is not associated with young adult children’s higher attachment anxiety and avoidance nor poorer romantic relationship expectations. Moreover, interparental conflict is more strongly associated with attachment-related avoidance (p < .001) and romantic relationship expectations (p < .05) than parental divorce, yet depending on attachment history. In fact, in support of our hypothesis, a more secure attachment history with mother has a buffering effect on the association between high-unresolved interparental conflict and attachment avoidance (β = .17, p < .001). Findings add to the existing literature and promote a better understanding of the complex associations between parental divorce and conflict on adult children´s current attachment and relationship expectations.

In this article, we present a meta-analysis and a scientific mapping about the relationship between different types of well-being and job performance. We followed The PRISMA statement for reporting systematic reviews and meta-analyses (Moher et al., 2009), and conduct the search in Web of Science, SCOPUS, Ebscohost, Proquest, and Jstor databases. We identified 43 studies from 1994 to early 2020 that represent 45 independent samples, 34,221 participants, and 77 correlations between four types of well-being and six of job performance. Meta-analysis results show that are different forms of relations between types and there is not only one form to explain the happy-productive worker hypothesis. The scientific mapping shows that there are seven clusters of topics about well-being and job performance in the Web of Science base articles: (I) Burnout and axiety, (II) Stress and depression, (III) Individual resources, (IV) Work context, (V) Work engagement and commitment, (VI) Justice, and (VII) Human resources practices. We organize the topics from each cluster in the different groups of variables of the contextual model of individual work, well-being and performance (van Veldhoven & Peccei, 2015) to explain their impact in well-being and job performance. We included the observations of our analysis and identified the future key directions for the field.

Big data and related technologies are radically altering our society. In a similar way, these approaches can transform the psychological sciences. The goal of this commentary is to motivate psychologists to embrace big data science for the betterment of the field. Big data sources, algorithmic methods, and a culture that embraces prediction has the potential to advance our science, improve the robustness and replicability of our research, and allow us to focus more centrally on actual behaviors. We highlight these key transformations, acknowledge criticisms of big data approaches, and emphasize specific ways psychologists can contribute to the big data science revolution.

The parent version of the Short Mood and Feelings Questionnaire (SMFQ-P) is a brief 13-item tool for the screening of depression in children from the age of 6 years. Despite the wide use of the SMFQ-P, its psychometric properties and factor structure remain understudied, with few data available for young school-aged children. The objective of this study was to examine for the first time the factorial structure and psychometric properties of the SMFQ-P in a non-clinical sample of Spanish-speaking children aged 6–8 years. Participants were 181 children whose parents completed the Spanish-adapted version of the SMFQ-P along with the parent version of other measures of anxiety and general difficulties and positive attributes. The SMFQ-P demonstrated adequate internal consistency (α = .83) and test-retest reliability over an eight-week period (ICC = .80), and good convergent and divergent validity. Factor analysis confirmed the original 13-item model, thus supporting the unidimensionality of the measure in the Spanish sample. Overall, this study provides initial empirical evidence for the utility of the SMFQ-P with Spanish-speaking children from early school ages, and extends the international support of the measure.

Although modern lines for dealing with missing data are well established from the 1970s, today there is a challenge when researchers encounter this problem in multilevel models. First, there is a variety of existing software to handle missing data based on multiple imputation (MI), currently pointed out by experts as the most promising strategy. Second, the two principal paradigms of MI are joint modelling (JM) and fully conditional specification (FCS), one more complication because they are not equally useful depending on the combination of multilevel model and the estimated parameters affected by missing data. Technical literature do not contribute to ease the number of decisions that researcher has to do. Given these inconveniences, the present paper has three objectives. (1) To present a thorough revision of the most recently developed software and functions about multiple imputation in multilevel models. (2) We derive a set of suggestions, recommendations, and guides for helping researchers to handle missing data. We list a number of key questions to consider when analyzing multilevel models. (3) Finally, based on the previous relevant questions, we present two detailed examples using the recommended R packages to be easy for the researcher applying multiple imputation in multilevel models.

Several instruments have been developed to measure the human beings-nature relationship, one of which is the Love and Care for Nature Scale. Three studies were conducted with the aim of analyzing to what extent the construct of love and care for nature, responds to two empirically different dimensions, as well as conducting a psychometric study of the scale. The analysis of construct components showed a large cluster formed by two others (connectedness and well-being), considered “love for nature”, and one two-items cluster referring to “care” (Study 1, n = 51). Considering the “love” items, it was found that ten of the items present adequate psychometric properties (Study 2, n = 1071), and adequate levels of reliability and validity (Study 3, n = 151). Consequently, an appropriate measure of love of nature is established, while an interesting future research line would be to separately study the scale’s two components.

Several studies have reported the factor structure of posttraumatic stress disorder (PTSD) using confirmatory factor analysis (CFA). The results show models with different number of factors, high correlations between factors, and symptoms that belong to different factors in different models without affecting the fit index. These elements could suppose the existence of considerable item cross-loading, the overlap of different factors or even the presence of a general factor that explains the items common source of variance. The aim is to provide new evidence regarding the factor structure of PTSD using CFA and exploratory structural equation modeling (ESEM). In a sample of 1,372 undergraduate students, we tested six different models using CFA and two models using ESEM and ESEM bifactor analysis. Trauma event and past-month PTSD symptoms were assessed with Life Events Checklist for DSM-5 (LEC–5) and PTSD Checklist for DSM-5 (PCL–5). All six tested CFA models showed good fit indexes (RMSEA = .051–.056, CFI = .969–.977, TLI = .965–.970), with high correlations between factors (M = .77, SD = .09 to M = .80, SD = .09). The ESEM models showed good fit indexes (RMSEA = .027–.036, CFI = .991–.996, TLI = .985–.992). These models confirmed the presence of cross-loadings on several items as well as loads on a general factor that explained 76.3% of the common variance. The results showed that most of the items do not meet the assumption of dimensional exclusivity, showing the need to expand the analysis strategies to study the symptomatic organization of PTSD.

Research on teams in organizations tends to focus on understanding the causes of team performance with a focus on how to enjoy the benefits of team success and avoid the negative consequences of team failure. This paper instead asks the question, ‘what are some of the negative consequences of team success?’ A review of the literature on teams is augmented with research from cognitive science, sociology, occupational psychology, and psychology to explore the potential negative long-term consequences of teamwork success. The general topics of groupthink, overconfidence bias, regression to the mean, role overload, and strategy calcification are reviewed while discussing the implications for future research streams and practical team management.

Women suffer different forms of violence, both explicit and covert, due to gender asymmetry. This study analyzes the relationship between the internalization of norms assigned to the female gender understood as a form of covert social violence and the presence of anxiety and depression. 286 women were evaluated with the Inventory of Concealed Social Violence (IVISEM) to measure the internalization of gender norms, the Inventory of Situations and Responses to Anxiety (ISRA), to measure anxiety, and the Three-Dimensional Depression Questionnaire (CTD) to measure depression. In addition, the possible influence of some variables such as maternity, age and marital status on the internalization of norms and on the presence of emotional alterations is discussed. The findings showed the relationship between IVISEM factors and the seven health indicators measured. Age appeared as a modulating variable in relation to cognitive anxiety and depression and marital status is related to all depression factors. The results show that women's internalization of gender norms can be understood as hidden social violence, since it was associated with high scores in anxiety and depression.

Temporal psychology constructs are an individual difference variable related to behavioral outcomes. Recent research has shown that there are different time attitude profiles based on different configurations of the six Adolescent and Adult Time Inventory-Time Attitude (AATI-TA) subscales. The objective of this study was to analyze the psychometric properties of AATI-TA scores in Uruguay and determine the existence of temporal profiles in this context. Participants were a convenience sample of 446 (36.5% males) adults in Uruguay with a mean age of 34.53 years (SD = 13.17, range 18–75 years). Participants completed a sociodemographic questionnaire, the AATI-TA, and questionnaires on intentions, behaviors, and attitudes towards healthy food consumption and physical activity. AATI-TA scores had good reliabilities (> .70). The six-factor solution was supported and invariance by gender and age group was established. We identified five profiles – Resilients, High Positives, Negatives, Present Negatives, and Moderate Positives – which were associated differently with healthy food consumption patterns. Negative profiles were related to higher levels of unhealthy food consumption.

Self-recognition is of great significance to our sense of self. To date, disturbances in the processing of visual self-recognition are well studied in people with schizophrenia, whereas relatively few studies have focused on the processing of self in other domains, such as auditory. An investigation of auditory self-recognition contributes to delineate changes related to self and the potential roots of the described psychopathological aspects connoting schizophrenia. By applying unimodal task and multisensory test, this study investigated auditory self-recognition in people with schizophrenia under unimodal and bimodal circumstances. Forty-six adults diagnosed with schizophrenia and thirty-two healthy controls were involved in this study. Results suggested that people with schizophrenia seemed to have significantly lower perceptual sensitivity in detecting self-voice, and also showed stricter judgment criteria in self-voice decision. Furthermore, in the presentation of stimuli that combined the stimulation of others’ faces with one’s own voice, people with schizophrenia mistakenly attributed the voices of others as their own. In conclusion, altered auditory self-recognition in people with schizophrenia was found.

Psychological contract (PC) describes the labor relationships through the different promises made by the employer towards the employees and the promises made by employees to their employer. PC mutuality is defined as the agreement about whether these promises were actually made. Mutuality is a key element in PC theory. The aim of this study is to test a mediation model of relationships between PC mutuality and work related outcomes, through PC fulfillment. We analyze whether PC mutuality regarding promises made by the employer are significantly related to employees’ affective, attitudinal, and behavioral work-related outcomes, and whether fulfillment of PC promises mediates these relationships. The sample was composed of 942 employees and their HR managers from 47 organizations in three sectors (food, education, and sales). Mediation model is tested, using the bootstrapping technique developed by Hayes (2009). The study provides support for the hypothesized mediation model. Results show that PC mutuality predicts work-related outcomes such as job satisfaction, well-being, organizational commitment, intention to quit, in-role perceived performance, and perceptions of PC violation, and that PC fulfillment partially mediates these relationships. These findings provide theoretical insights into PC theory, highlighting the relevance of PC mutuality. They offer practical suggestions for companies about the importance of achieving mutuality in their relationships with employees in order to increase positive work-related outcomes.

Implicit theories (also referred to self-theories) represent a cognitive conceptualization about a matter, generally raised as a belief. It is marked as the primary aspect of cognitive processing among living beings affecting their overall behavior towards others’. In the present study, it is attempted to consider a Pakistani perspective on this phenomenon of self-theories and also to validate the implicit theories Scale. It is a measure of people’s beliefs about things to be fixed or changeable. A quantitative approach of correlational methodology was employed. Participants of the study were 355 Pakistani young adults with an age range of 20–30 years (M = 23.08, SD = 1.99). There were 175 males and 180 females (as they reported their gender) from Islamabad. Confirmatory factor analysis was computed to assess the dimensionality of the scale. An adequate model fit indices were found as Root Mean Square Error of Approximation = .04, Comparative Fit Index = .99, Tucker-Lewis Index = .98, Goodness of Fit Index = .97, and Incremental Fit Index = .99, confirming a bidimensional implicit theories measure. The reliability coefficients of Entity Theory and Incremental Theory subscales were assessed through internal consistency and test-retest methods which are found to be in an acceptable range. Demographic specifications are also addressed to reflect upon the indigenous importance of this concept. This will be an additive feature in the literature to consider the cultural specification enabling individuals to align their mindsets in the desired direction of growth and achievement.

There is a series of conventions governing how Confirmatory Factor Analysis gets applied, from minimum sample size to the number of items representing each factor, to estimation of factor loadings so they may be interpreted. In their implementation, these rules sometimes lead to unjustified decisions, because they sideline important questions about a model’s practical significance and validity. Conducting a Monte Carlo simulation study, the present research shows the compensatory effects of sample size, number of items, and strength of factor loadings on the stability of parameter estimation when Confirmatory Factor Analysis is conducted. The results point to various scenarios in which bad decisions are easy to make and not detectable through goodness of fit evaluation. In light of the findings, these authors alert researchers to the possible consequences of arbitrary rule following while validating factor models. Before applying the rules, we recommend that the applied researcher conduct their own simulation studies, to determine what conditions would guarantee a stable solution for the particular factor model in question.

This multi-wave, multi-source study focuses on the benefits of work engagement for employee adaptation to organizational change. The change entailed the implementation of a flexible office design in an engineering firm, which caused radical change for employees. Building on conservation of resources (COR) theory and change transition models, we predict that work engagement trajectories during change are crucial for successful adaptation. The hypothesized process was that initial employee meaning-making will facilitate work engagement, which, in turn, predicts supervisor-rated adaptive performance (i.e. adaptive work-role performance and extra-role performance) via attitude-to-change. Attitude-to-change was modeled as reciprocally related to work engagement at different points in time. Weekly questionnaires were completed by 71 employees during the first five weeks of the change (296 observations). Latent growth trajectories using weekly engagement measures showed no overall growth, but did show significant variance around the slope of work engagement. Meaning-making and attitude-to-change at the onset were positively related to initial levels, but not to growth of work engagement. Meaning-making was indirectly related to short-term attitude-to-change via work engagement. Short-term attitude-to-change was predictive of supervisor-rated adaptive performance and long-term attitude-to-change. Finally, work engagement (slope) predicted long-term attitude-to-change and supervisor-rated extra-role performance via short-term attitude-to-change. Taken together, the study contributes to knowledge about micro-level transition processes of employee adaptation and the benefits of work engagement during change.