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The country has been gripped by the events that have unfolded in the wake of the police killings of George Floyd and Breonna Taylor. In response to these new examples of long-standing police violence, there have been calls to substantially reimage policing to reduce the number of violent incidents that occur between officers and the public and to combat officers’ disproportionate use of force with Black Americans. In this article, we call on industrial-organizational (I-O) psychologists to leverage their expertise to help actuate meaningful change within law enforcement. To help guide our collective efforts as a field, we provide a review of the current state of affairs as they relate to recruitment, selection, training, performance management, occupational stress, and organizational culture in law enforcement and then offer recommendations for ways to change current practices to encourage more equitable and responsible policing. We also highlight areas in which further investigation is needed and urge I-O psychologists to invest in building the knowledge necessary to inform future practices. We hope this article can facilitate a discussion about how our field can contribute to achieving evidence-based and lasting change that benefits officers and the members of the communities they serve.
This Element investigates the balance and interaction of imagination (visions) and technique (decisions) in the composition of music and includes current scientific research on dreams, the hypnagogic state, emotions, and feelings. It also includes thoughts of composers past and present, and examines how works start from visions in a range of music, comparing musical ideas and techniques to models in other creative disciplines. The Element elucidates aspects of musical discourse by imagining how Haydn, Mozart, and other composers would order falafel for takeout. This unorthodox approach emphasizes parallels between music and theater that are central to this Element.
We make the case in this chapter that work-life balance is an important topic because research has shown that work-life balance influences a host of organizational outcomes (e.g., organizational identification, loyalty, and commitment; turnover, job performance, employee morale, and organizational citizenship) and personal outcomes (employee stress, employee burnout, employee wellbeing, satisfaction with life overall, personal happiness, eudaimonia, satisfaction with family life, satisfaction with social life, satisfaction with leisure life, satisfaction with spiritual life, satisfaction with financial life, etc.).
There is evidence for intergenerational transmission of substance use and disorder. However, it is unclear whether separation from a parent with substance use disorder (SUD) moderates intergenerational transmission, and no studies have tested this question across three generations. In a three-generation study of families oversampled for familial SUD, we tested whether separation between father (G1; first generation) and child (G2; second generation) moderated the effect of G1 father SUDs on G2 child SUDs. We also tested whether separation between father (G2) and child (G3; third generation) moderated the effect of G2 SUDs on G3 drinking. Finally, we tested whether G1-G2 or G2-G3 separation moderated the mediated effect of G1 SUDs on G3 drinking through G2 SUDs. G1 father-G2 child separation moderated intergenerational transmission. In families with G1-G2 separation, there were no significant effects of father SUD on G2 SUD or G3 drinking. However, in nonseparated families, greater G1 father SUDs predicted heightened G2 SUDs and G3 grandchild drinking. In nonseparated families, G1 father SUDs significantly predicted G2 SUDs, which predicted G3 drinking. However, G2-G3 separation predicted heightened G3 drinking regardless of G2 and G1 SUDs. Parental separation may introduce risk for SUDs and drinking among youth with lower familial risk.
This chapter addresses the topic of integration, a cognition-based personal intervention serving to balance work life with other important life domains such as family life, social life, and leisure life through the principle of spillover. Positive spillover refers to the mental process by which the individual allows positive feelings invested in one life domain to spill over to other domains. Positive spillover occurs when life domains are highly interdependent and integrated. We discuss four interventions that employees use to integrate their life domains to achieve work-life balance: (1) temporal, (2) physical, (3) behavior, and (4) communicative We also discuss intervention programs that organizations can institutionalize to achieve higher levels of employee work-life balance based on these personal strategies.
It remains unclear how the COVID-19 pandemic has affected the mother–infant relationship and associations between maternal postpartum depression (PPD) and offspring temperament. This study examined the impact of the pandemic on these links and how maternal ratings of the mother–infant relationship mediated associations between PPD and infant temperament in a sample of treatment-seeking mothers in Ontario, Canada before and during the COVID-19 pandemic. Mothers with infants <12 months of age and Edinburgh Postnatal Depression Scale scores ≥10 enrolled in two separate randomized controlled trials of 1-day cognitive behavioral therapy-based workshops for PPD conducted before COVID-19 (n = 392) and during the pandemic (n = 403). Mothers reported on depressive symptomatology, infant temperament, and the mother–infant relationship. Maternal PPD was associated with more infant negative affectivity and mother–infant relationship difficulties. While associations between PPD and infant-focused anxiety were stronger during COVID-19, the pandemic did not otherwise affect associations between PPD and infant temperament. Mediation analyses suggested that aspects of the mother-infant relationship mediated associations between PPD and infant negative affectivity. Findings highlight the importance of detecting PPD and intervening to potentially improve outcomes for mothers and their children.
In this chapter we discuss how people try to achieve work-life balance and maintain a semblance of life satisfaction by allotting more time, energy, and financial resources in roles and life domains that can produce more personal happiness. Conversely, they decrease their involvement in roles and domains that are dissatisfying. We also discuss intervention programs that organizations can use to help their employees achieve greater work-life balance through behavior-based compensation.
In this chapter, we discuss much of the research that explains how work-life balance contributes significantly to life satisfaction. We explain the direct link between work-life balance and overall life satisfaction through satisfaction in multiple domains, positive spillover of domain satisfaction, and minimal role conflict. Furthermore, there are two indirect links, namely through domain satisfaction (satisfaction with marital life, family life, health and safety, and leisure life) and stress reduction (emotional exhaustion, psychological distress, and mental health).
Attachment theory has played an important role in attempts to understand the “cycle of violence,” where maltreated children are at increased risk for perpetrating violence later in life. However, little is known empirically about whether adult attachment insecurity in close relationships may partly explain the link between childhood maltreatment and violent behavior. This study aimed to address this gap using data from a prospective longitudinal study of documented childhood abuse and neglect cases and demographically matched controls (ages 0–11 years), who were followed into adulthood and interviewed (N = 892). Participants completed the Relationship Scales Questionnaire assessing adult attachment styles at mean age 39.54. Criminal arrest data were used to determine arrests for violence after the assessment of attachment through mean age 50.54. There were significant direct paths from childhood maltreatment and adult attachment insecurity to violent arrests after attachment measurement. Attachment insecurity partly explained the higher levels of violence in individuals with maltreatment histories. Analyses of maltreatment subtypes and attachment styles revealed that attachment anxiety appeared to mediate paths between neglect and physical abuse and later violence. There were no significant indirect paths from neglect or physical abuse to violence via attachment avoidance. Implications and future directions are discussed.
This chapter covers the research focusing on how employees use a behavior-based personal intervention to balance their work life with other important life domains such as family life, social life, and leisure life. This personal intervention involves role engagement in multiple roles and domains. Role engagement can be implemented through (1) increasing role involvement in a manner consistent with life priorities, (2) engaging in multiple life domains to achieve positive balance, and (3) engaging in important roles with harmonious passion. We also discuss intervention programs that organizations can institutionalize to achieve higher levels of employee work-life balance through role engagement.
Despite recent applications of a developmental psychopathology perspective to the perinatal period, these conceptualizations have largely ignored the role that childbirth plays in the perinatal transition. Thus, we present a conceptual model of childbirth as a bridge between prenatal and postnatal health. We argue that biopsychosocial factors during pregnancy influence postnatal health trajectories both directly and indirectly through childbirth experiences, and we focus our review on those indirect effects. In order to frame our model within a developmental psychopathology lens, we first describe “typical” biopsychosocial aspects of pregnancy and childbirth. Then, we explore ways in which these processes may deviate from the norm to result in adverse or traumatic childbirth experiences. We briefly describe early postnatal health trajectories that may follow from these birth experiences, including those which are adaptive despite traumatic childbirth, and we conclude with implications for research and clinical practice. We intend for our model to illuminate the importance of including childbirth in multilevel perinatal research. This advancement is critical for reducing perinatal health disparities and promoting health and well-being among birthing parents and their children.
In this chapter we describe segmentation— a cognition-based intervention of work-life balance. Segmentation involves creating boundaries (or psychological walls) to insulate life domains. The goal is to prevent negative spillover from the segmented domain to other domains. We discuss four different segmentation interventions that people commonly use to prevent negative spillover: temporal, physical, behavior, and communicative. We also discuss intervention programs that organizations can institutionalize to achieve higher levels of employee work-life balance based on these segmentation interventions.
This chapter summarizes much of the books content, which is divided into three parts. The first part (Chapters 1-3) describes the conceptual foundation of the research on work-life balance (definitions, importance of the construct, and the link of the construct to employee wellbeing). The second part (Chapters 4-8) describes five behavior-based, personal interventions that people commonly used to achieve work-life balance, namely (1) engaging in multiple roles and domains, (2) increasing role enrichment, (3) engaging in behavior-based compensation, (4) managing role conflict, and (5) creating role balance. Part 3 of the book (Chapters 9-12) focuses on four personal interventions of work-life balance that are cognition-based. These are (1) segmenting roles and domains, (2) integrating roles and domains, (3) engaging in value-based compensation, and (4) applying whole-life perspective in decision-making. Based on the psychological principles underlying these nine personal interventions, we developed concrete training material for instructors of work-life balance to use in the context of workshops and seminars.
In this chapter we discuss the concept of value-based compensation and the research supporting it. This concept refers to individuals changing the way they perceive the importance of work and nonwork roles and life domains as a function of their successes and failures. They value those roles/domains they find satisfying and devalue those they find dissatisfying. Doing so allows them to maintain a semblance of life satisfaction overall. That is, they “compensate” for the dissatisfaction they experience in roles by decreasing their salience; and conversely, they increase the salience of satisfying roles. We discuss two specific interventions used in value-based compensation: (1) sequencing work and nonwork goals and (2) revising existing work and nonwork goals and selecting new goals. We also discuss intervention programs that organizations can institutionalize to achieve higher levels of employee work-life balance based on these personal interventions.