幸福感影响因素.docx
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幸福感影响因素
Anexaminationofpatienceandwell-being
bySchnitker,SarahAnn,Ph.D.,UniversityofCalifornia,Davis,2010,345pages;AAT3429560
Abstract(Summary)
Patience,conceptualizedasthepropensitytowaitcalmlyinthefaceoffrustration,adversity,orsuffering,haslongbeenupheldasacharacterstrengthandcriticalcomponentofhumanflourishingandwell-beingThenew3-FactorPatienceScale(developedinStudy1)measuresthreetypesofpatience(interpersonalpatience,long-termpatience,andshort-termpatience)andispositivelycorrelatedwithwell-beingindicators.Constructvalidityofthemeasureissupportedbymultipleformsofevidence,includingconfirmatoryfactoranalyses,test-retestreliability,participant-informantagreement,etc.InStudy2,goalpursuitandachievementareexaminedasmediatorsoftherelationbetweenpatienceandwell-being.Undergraduateparticipants(N=260)wereassessedfivetimesacrossthecourseofa10-weekquarter.Attheinitialmeasurementoccasion,theylisted10goalstheywerepursuingandratedeachgoalon15pursuitdimensions,includingpatienceenacted,difficulty,achievementsatisfaction,andeffort.Participantsratedthesesamegoalsatsubsequentmeasurementoccasions.Bothtraitpatienceandpatienceenactedongoalspredictedincreasedgoaleffort,progress,andsatisfaction,controllingforBigFivepersonalitytraits.StructuralEquationModeling(SEM)wasusedtoexaminetheeffectsoftraitpatienceonthevariousgoaldimensionsandtestifratingsforthegoaldimensionsmediatedtherelationbetweenpatienceenactedongoalsandgoalsatisfaction.Goalsatisfactionmediatedtherelationbetweentraitpatienceandlifesatisfaction/depression.Additionally,thedynamicsofgoalpursuitovertimewereexaminedbymodelingratingsofpatienceenacted,satisfaction,andeffortonindividualgoals(N=2,360)overthefivemeasurementoccasionswithSEMoflatentcross-laggedregressionmodels.Patienceenactedonagoalpredictedincreasedsatisfactiontwoweekslatercontrollingforvariancesharedatthesametimepoint.ResultsofStudy3supportthecausaleffectofpatienceonwell-being.Participantsintheexperimentalcondition(N=39;controlgroup:
N=28)participatedinatrainingprogramdesignedtoincreasetraitpatience.Administeredoverfour30-minutesessions,theprogramincludedgroupdiscussions,individualactivities(e.g.,reappraisalexercises),andguidedmeditation.Controllingforinitiallevels,participationinthepatiencetrainingprogramincreasedtraitpatience,decreaseddepression,andincreasedpositiveaffect.
Stress,coping,andpsychologicalwell-being:
ComparisonamongAmericanandAsianinternationalgraduatestudentsfromTaiwan,China,andSouthKorea
byYang,Ya-TingTina,Ph.D.,UniversityofKansas,2010,101pages;AAT3412894
Abstract(Summary)
Thepurposeofthisstudywastoexaminetherelationshipsofstress,coping,andpsychologicalwell-beingamongAmericangraduatestudentsandAsianinternationalgraduatestudentsfromTaiwan,China,andKorea.Thesampleconsistedof131Americangraduatestudents,and77Taiwanese,53Chinese,and50Koreaninternationalgraduatestudentsfrom90universitiesintheUS.Pearsoncorrelationcoefficients,factorialANOVAs,andmultipleregressionanalyseswereconductedforinvestigation.ResultsofthecurrentresearchwereconsistentwithpreviousresearchsuggestingthatAsianinternationalgraduatestudentswerenotahomogeneousgroupinexperiencingstress,coping,andpsychologicalwell-being.Insum,threegroupsofAsianinternationalgraduatestudentsexperiencedgreaterstressthanAmericangraduatestudents.Allgraduatestudentswithgreateracademic,environmental,andfamilystresswereassociatedwithmaladaptivecopingskills.Allgraduatestudentsusingmoreadaptivecopingskillswereassociatedwithgreaterpsychologicalwell-being.Inaddition,doctoralstudents,nomattertheculture,reportedhavinglessoverallstressandgreaterpsychologicalwell-being.AlthoughTaiwaneseinternationalgraduatestudentstendedtousemaladaptivecopingskills,theirpsychologicalwell-beingwasstillgreat.PerceivedEnglishskillsremainedtobeastrongpredictorinstress,coping,andpsychologicalwell-beingespeciallyinChineseandKoreaninternationalstudents.
Theeffectsofattitudinalbalanceonwell-being
byFuglestad,PaulT.,Ph.D.,UniversityofMinnesota,2010,145pages;AAT3422545
Abstract(Summary)
Althoughtheoriesofcognitiveconsistencyhavereceivedmuchempiricalattention,littleresearchhasinvestigatedtheimpactsofinconsistenciesonpeople'srelationalandpersonalwell-being.Drawingonbalancetheory(Heider,1958),thepresentinvestigationexaminedtherelationsofimbalance(i.e.,theextentofattitudinaldiscrepancywithcloseothers)andimbalancereductionstrategiestowell-beingandthemoderatinginfluenceofself-monitoring(Snyder,1974).Itwashypothesizedthatdiscrepancywithcloseothersregardingimportantattitudes(e.g.,corevalues)wouldhavenegativeeffectsonrelationalandpersonalwell-beingandthatself-monitoringwouldmoderatetheserelations.ParticipantscompletedtheSelf-MonitoringScale,assessmentsofattitudesfromthestandpointofselfandcloseothers(e.g.,friends,romanticpartner),andmeasuresofrelational(e.g.,closeness,communicationquality)andpersonalwell-being(e.g.,lifesatisfaction,anxiety).Acrossmultiplestudies,discrepancywithcloseothersregardingthefavorabilityofcorevalueswasconsistentlyrelatedtolessrelationalandpersonalwell-being.Thispatternwasparticularlytrueofromanticrelationshipsandfriendshipsandwasmoderatedbyself-monitoring.Forlowself-monitors,greatervaluediscrepancywithfriendsandromanticpartnerspredictedlessrelationalandpersonalwell-being,andtherelationofdiscrepancytopersonalwell-beingwaspartiallymediatedbyrelationalwell-being.Forhighself-monitors,greatervaluediscrepancywithromanticpartnerspredictedlessrelationalwell-being,butdidnotpredictpersonalwell-being.Additionally,theuseofdirectdiscussionasameanstoaddressimbalancewasrelatedtobetterrelationshipfunctioningandgreaterwell-being,whereasavoidancewasrelatedtonegativeoutcomes.Resultssuggestthatbalanceprocessesareimportantforcloserelationshipsandpsychologicalwell-being.Furthermore,individualdifferencesinself-monitoringmeaningfullymoderatetheseprocesses.
Evaluationofworkengagementasameasureofpsychologicalwell-beingfromworkmotivation
byAntonison,Mark,Ph.D.,TheUniversityofAlabamainHuntsville,2010,275pages;AAT3438414
Abstract(Summary)
Employeemotivationisrelatedtoorganizationalimprovementsandemployeewell-being;therefore,understandingmotivationlevelswithintheworkforceisimportanttoachievementoforganizationalgoals.Employeewell-beingmetricswithsensitivitybeyondjobsatisfactionmayprovidemanagerswithbetterfeedbackonemployeeworkmotivation.Directmeasurementofworkmotivationisdifficultbecauseitisahigherorderlatentvariablethatmustbeinferredfrommeasurementsofotheremployeework-relatedattitudesandbehaviors.Arelativelynewconstructcalledworkengagementhasbeendevelopedtomeasureemployeewell-beingatwork.Workengagementisdefinedbythreehighlycorrelatedfactors:
vigor,dedicationandabsorption.Thisdissertationevaluatedusingworkengagementasameasureofworkmotivation.Goaltheoryandjobcharacteristicstheoryprovidedtheframeworkfortworesearchmodels.Antecedentvariablesfromthetwomotivationtheoriesweretreatedaspredictorsofanemployee'slevelofworkengagement,includinggoalorientations,jobgoalattributes,occupationalself-efficacy,andjobcharacteristics.Thethreefactorsofworkengagementweretreatedasdependentvariables.
Themodelsweretestedusingacross-sectionalfieldstudyapproach.Researchmodelvariableswereoperationalizedinawebsurveybycombiningmeasurementscalesofpreviouslyvalidatedsurveyinstrumentsfromtheliterature.Thewebsurveywasdistributedtograduateengineeringstudentswithjobsandtoallemployeesofanengineeringtechnicalservicescompany.
Resultswereanalyzedtoevaluatethestrengthandsignificanceofcorrelationsandregressionpathsbetweenvariables.Structuralequationmodelingwasemployedtoevaluategoodness-of-fitbetweenthetheoreticalresearchmodelsandthesampledataset.Thegoaltheoryresearchmodelproducedfavorableresults.Theimplicationformanagementisthatworkengagementcanbeusedtomeasureworkmotivationinanengineeringtechnicalservicesorganization.Theresultsshowthatgoaltheory,whendeployedinanorganizationthatpromoteshealthyworkplacepractices,willhaveapositiveeffectonemployeepsychologicalwell-beingfromincreasedworkmotivation.Thiseffectcanbereliablyandvalidlymeasuredbymanagersusingthe9-itemversionoftheUtrechtWorkEngagementSurveyinstrument.
Themoderatingeffectofrolequalityontherelationshipbetweenwork-familyconflictandwell-being:
Alongitudinalstudy
byLeComte-Hinely,JennaRisa,M.S.,PortlandStateUniversity,2010,148pages;AAT1479532
Abstract(Summary)
Work-familyconflict(WFC)isastressorthatcancausenegativeconsequences,includingdeleteriouseffectsonanindividual'shealthandwell-being.ThisstudyexaminedthisrelationshipthroughthelensoftheJobDemands-Resources(JD-R)Model.ThisstudyexpandedontworecentapplicablestudiestoexaminerolequalityasamoderatoroftheWFC-well-beingrelationship.Well-beingwasoperationalizedbythreeconstructs:
overallhealth,depression,andlifesatisfaction.Hierar