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Kimberly L. Fine and Kevin J. Grimm
Multilevel modeling is a data analytic framework that is appropriate when analyzing data that are dependent due to the clustering of observations in higher-level units. Clustered data appear in a variety of disciplines, which makes multilevel modeling a necessary data analytic tool for many researchers. Longitudinal data are a special kind of clustered data as the repeated observations are clustered within individuals. Multilevel models can be applied to longitudinal data to examine how individuals change over time and how individuals differ in their change processes over time. For longitudinal data, linear multilevel models, where the fixed- and random-effects parameters enter the model in a linear fashion, and nonlinear multilevel models, where at least one fixed-and/or random-effect parameter enters the model in a nonlinear fashion are commonly estimated to examine different forms of the individual change process. Multilevel structural equation modeling is an extension of multilevel modeling that allows for multivariate outcomes, and this framework is very useful for modeling multivariate longitudinal data (e.g., multivariate growth models and second-order growth models).
Vicente González-Romá and Ana Hernández
Human behavior takes place in different contexts (e.g., organizations, schools, families, sports teams, and communities) whose properties (e.g., climate, culture, cohesion, leadership, communication networks, and structure) influence human behavior. To estimate this influence, researchers need appropriate methods that avoid the problems associated with the application of standard Ordinary Least Square (OLS) regression.
Multilevel modeling methods offer researchers a way to estimate the aforementioned influence. These methods take into account that the variables involved reside at different levels. For instance, in the relationship between work unit climate and employee job satisfaction, the former variable resides at the work unit level (level 2) whereas the latter resides at the individual one (level 1). Moreover, multilevel modeling methods also take into account that the data analyzed to estimate this type of relationships have a nested structure in which individuals (e.g., employees) are nested into collectives (e.g., work units). Finally, these methods decompose variance into between-group and within-group components and allow researchers to model variability at the between and within levels.
Specifically, multilevel modeling methods allow researchers to test hypotheses that involve, among others: 1. A relationship between a higher-level predictor (e.g., work unit climate) and a lower-level outcome (e.g., employee job satisfaction); a so-called “direct cross-level effect”, and 2. An influence of a higher-level moderator (e.g., work unit climate) on an individual level relationship (e.g., the relationship between employee job stress and job satisfaction); a so-called “cross-level interaction”. Multilevel modeling methods can also be used to test more complex models involving mediation (e.g., 2-2-1, 2-1-1, or 1-1-1 models, depending on whether the antecedent and the mediator are level 1 or level 2 variables) and moderated mediation. We show how to test these models by presenting examples with real data and the corresponding SPSS syntax that readers can use to practice.
Nature–nurture is a dichotomous way of thinking about the origins of human (and animal) behavior and development, where “nature” refers to native, inborn, causal factors that function independently of, or prior to, the experiences (“nurture”) of the organism. In psychology during the 19th century, nature-nurture debates were voiced in the language of instinct versus learning. In the first decades of the 20th century, it was widely assumed that that humans and animals entered the world with a fixed set of inborn instincts. But in the 1920s and again in the 1950s, the validity of instinct as a scientific construct was challenged on conceptual and empirical grounds. As a result, most psychologists abandoned using the term instinct but they did not abandon the validity of distinguishing between nature versus nurture. In place of instinct, many psychologists made a semantic shift to using terms like innate knowledge, biological maturation, and/or hereditary/genetic effects on development, all of which extend well into the 21st century. Still, for some psychologists, the earlier critiques of the instinct concept remain just as relevant to these more modern usages.
The tension in nature-nurture debates is commonly eased by claiming that explanations of behavior must involve reference to both nature-based and nurture-based causes. However, for some psychologists there is a growing pressure to see the nature–nurture dichotomy as oversimplifying the development of behavior patterns. The division is seen as both arbitrary and counterproductive. Rather than treat nature and nurture as separable causal factors operating on development, they treat nature-nurture as a distinction between product (nature) versus process (nurture). Thus there has been a longstanding tension about how to define, separate, and balance the effects of nature and nurture.
Anthony Randal McIntosh
Brain organization can be measured across multiple spatial and temporal scales where each scale affects the other in the emergent functions that are known as cognition. As a complex adaptive system, the interplay of these scales in the brain represents the information that ultimately supports what one thinks and does. The dynamics of these multiscale operations can be quantified with measures of complexity, which are sensitive to the balance between information that is coded in local cell populations and that is captured in the network interactions between populations. This local versus global balance has its foundation in the structural connectivity of the brain, which is then realized through the dynamics of cell populations and their ensuing interactions with other populations. Considering brain function and cognition in this way enables a different perspective on the changes in cognitive function in aging.
Changes in brain signal complexity from childhood to adulthood were assessed in two independent studies. Both showed that maturation is accompanied by an overall increase in signal complexity, which also correlated with more stable and accurate cognitive performance. There was some suggestion that the maximal change occurs in medial posterior cortical areas, which have been considered “network hubs” of the brain. In extending to the study of healthy aging, a scale-dependent change in brain complexity was observed across three independent studies. Healthy aging brings a shift in local and global balance, where more information is coded in local dynamics and less in global interactions. This balance is associated with better cognitive performance and, interestingly, in a more active lifestyle. It also seems that the lack of this shift in local and global balance is predictive of worse cognitive performance and potentially predictive of additional decline indicative of dementia.
Determining the mechanisms that underlie neurocognitive aging, such as compensation or dedifferentiation, and facilitating the development of effective strategies for cognitive improvement is essential due to the steadily rising aging population. One approach to study the characteristics of healthy aging comprises the assessment of functional connectivity, delineating markers of age-related neurocognitive plasticity. Functional connectivity paradigms characterize complex one-to-many (or many-to-many) structure–function relations, as higher-level cognitive processes are mediated by the interaction among a number of functionally related neural areas rather than localized to discrete brain regions. Task-related or resting-state interregional correlations of brain activity have been used as reliable indices of functional connectivity, delineating age-related alterations in a number of large-scale brain networks, which subserve attention, working memory, episodic retrieval, and task-switching. Together with behavioral and regional activation studies, connectivity studies and modeling approaches have contributed to our understanding of the mechanisms of age-related reorganization of distributed functional networks; specifically, reduced neural specificity (dedifferentiation) and associated impairment in inhibitory control and compensatory neural recruitment.
Joseph A. Mikels and Nathaniel A. Young
The adult life span is characterized as a time of divergent trajectories. It is a time of compounding losses (such as physical, sensory, and cognitive declines) and is also a time of surprising growth (such as improvements in well-being and emotion regulation). These divergent trajectories present theorists with the paradox of aging: in the face of accumulating losses, how is it that as people age, they generally feel good and experience greater well-being? Theorists have grappled with this paradox and have focused on how motivational, cognitive, control, and social factors impact emotional development across the adult life span. These foundational theories have paved the way to a deeper understanding of adult life-span development, but they do not draw as deeply from theories in affective science. Some of the latest perspectives on emotion and aging offer integrative views, such as how older adults may experience different discrete emotion (i.e., anger versus sadness) from an evolutionary functional perspective. Other perspectives consider how an array of appraisal processes may change across adulthood (such as shifts in evaluations of self-control versus other-control for younger versus older adults). These newer approaches dig deeper into mechanistic explanations and underscore the need for greater theoretical integration. Later life is clearly a time of increased well-being, but the field is only on the cusp of understanding the mysteries of emotional experience in later life.
Scott P. Johnson
Visual scenes tend to be very complex: a multitude of overlapping surfaces varying in shape, color, texture, and depth relative to the observer. Yet most observers effortlessly perceive that the visual environment is composed of distinct objects, laid out across space, each with a particular shape that can be inferred from partial views and incomplete information. Moreover, observers generally expect objects to be continuous across space and time, to have a certain shape, and to be solid in three-dimensional (3D) space. The cortical visual system processes information for objects first by coding visual features, then by linking features into units, and last by interpretation of units as objects that may be recognizable or otherwise relevant to the observer. This way of conceptualizing object perception maps roughly onto processes of lower-, middle-, and higher-level visual processing that have long formed the basis for investigations of visual perception in adults, as well as theories of object perception, the ways visual deprivation reduces object perception skills, and the developmental time course of object perception in infancy.
Jonathan S. Abramowitz
Obsessive-compulsive disorder (OCD) is one of the most destructive psychological disorders. Its symptoms often interfere with work or school, interpersonal relationships, and with activities of daily living (e.g., driving, using the bathroom). Moreover, the psychopathology of OCD is seemingly complex: sufferers battle ubiquitous unwanted thoughts, doubts, and images that, while senseless on the one hand, are perceived as signs of danger on the other hand. The thematic variation and elaborate relations between behavioral and cognitive signs and symptoms can be perplexing to even the most experienced of observers. Cognitive-behavioral models of OCD explain these phenomena and account for their heterogeneity. These models also have implications for how OCD is treated using exposure and response prevention, which research indicates are effective short- and long-term interventions.
Occupational health psychology is concerned with improving the quality of work life and protecting and promoting the safety, health, and well-being of workers. Research and theoretical development in this area of psychology has focused on a number of core areas, particularly the study of workplace stress, health and safety at work, workplace aggression and bullying, work–life balance, and impact of the organization of work on health and well-being, including flexible work and new technology. Researchers have devoted attention to understanding the causes and mechanisms linking work design and organizational factors to health, safety, and well-being in the workplace, as well as developing interventions to improve work conditions and promote well-being. While much of this work has focused on alleviating negative effects (e.g., preventing disease and injury and reducing stress symptoms), positive psychology has influenced researchers to examine motivating effects that create the conditions for personal growth and learning (e.g., job crafting, thriving at work, and work engagement).
Neal M. Ashkanasy and Alana D. Dorris
Organizational behavior (OB) is a discipline that includes principles from psychology, sociology, and anthropology. Its focus is on understanding how people behave in organizational work environments. Broadly speaking, OB covers three main levels of analysis: micro (individuals), meso (groups), and macro (the organization). Topics at the micro level include managing the diverse workforce; effects of individual differences in attitudes; job satisfaction and engagement, including their implications for performance and management; personality, including the effects of different cultures; perception and its effects on decision-making; employee values; emotions, including emotional intelligence, emotional labor, and the effects of positive and negative affect on decision-making and creativity (including common biases and errors in decision-making); and motivation, including the effects of rewards and goal-setting and implications for management. Topics at the meso level of analysis include group decision-making; managing work teams for optimum performance (including maximizing team performance and communication); managing team conflict (including the effects of task and relationship conflict on team effectiveness); team climate and group emotional tone; power, organizational politics, and ethical decision-making; and leadership, including leadership development and leadership effectiveness. At the organizational level, topics include organizational design and its effect on organizational performance; affective events theory and the physical environment; organizational culture and climate; and organizational change.
Mark G. Ehrhart and Benjamin Schneider
Research on the internal psychosocial environment of work organizations has largely been captured through the study of two constructs: organizational climate and organizational culture. Despite the inherent similarities between the two constructs, they have largely been studied in separate literatures, by different sets of researchers, and more often than not with different methodologies. For instance, research in organizational climate tends to have a relatively narrow focus on the shared perceptions of employees, and contemporary climate research in particular tends to have a focus on specific strategic goals (such as climates for service or safety) or internal processes (such as climates for fairness or ethics). Organizational culture is broader than organizational climate, starting with deep-level assumptions and values and becoming manifest in almost all aspects of organizational life. A review of both literatures and the suggested integration of them leads to a rich understanding of how employees experience their work organizations and the consequences of organizational behavior for what happens in organizations for people and organizational effectiveness.
Ravi S. Kudesia
Since the 1980s, the management and organizations literature has grown substantially, turning over the years toward cognitive, discursive, and phenomenological perspectives. At the heart of this continued growth and its many turns is the matter of sensemaking. Construed narrowly, sensemaking describes the process whereby people notice and interpret equivocal events and coordinate a response to clarify what such events mean. More broadly, sensemaking offers a unique perspective on organizations. This perspective calls attention to how members of organizations reach understandings of their environment through verbal and embodied behaviors, how these understandings both enable and constrain their subsequent behavior, and how this subsequent behavior changes the environment in ways that necessitate new understandings.
Whereas organizational psychology constructs typically fit most comfortably into a linear “boxes and arrows” paradigm, sensemaking highlights a recursive and ongoing process. Sense is never made in a lasting way: It is always subject to disruption and therefore must be continually re-accomplished. As a result, sensemaking is especially evident when equivocal events cause breakdowns in meaning. Such breakdowns render organizations incapable of answering two key questions: “What’s going on here?” and “What should we do about it?” Not coincidentally, such events—including crisis situations, strategic change episodes, firm formations and dissolutions, and new member socialization—are among the most pivotal events that occur in organizations. Sensemaking is therefore strongly implicated in organizational change, learning, and identity.
Sensemaking can appear impenetrable to newcomers for precisely the same reason that it enables remarkably incisive analyses: the sensemaking perspective helps disrupt limiting rationality assumptions that are so often embedded in organizational theories. As such, sensemaking sensitizes scholars to counterintuitive aspects of organizational life. These aspects include how action in organizations often precedes understanding rather than following from it, how organizations are beset by a surplus of possible meanings rather than a scarcity of information, how retrospective thought processes often trump future-oriented ones, and how organizations help create the environments to which they must react. Nonetheless, despite these advances and insights, much remains to be learned about sensemaking as it relates to emotion and embodiment; as it occurs across individual, group, organizational, and institutional levels of analysis; and as it both shapes and is shaped by new technologies.
Berrin Erdogan, Talya N. Bauer, and Aysegul Karaeminogullari
Overqualification is a unique form of underemployment, which represents a state where the employee’s education, abilities, knowledge, skills, and/or experience exceed job requirements and are not utilized on the job. Potentially conflicting upsides and downsides of the phenomenon created a fruitful area of research. Thus, overqualification has received considerable attention both in the academic literature and popular press.
Studies of overqualification have emerged and received considerable attention in diverse fields including education, labor economics, sociology, management, and psychology. Antecedents of overqualification include individual differences (such as education, personality, age, sex, job search attitudes, previous work experience, past employment history, vocational training and type of degree, migrant status) and environmental dynamics (such as the characteristics of the position held and size of the job market). Commonly studied outcomes of overqualification include job attitudes, performance, proactive behaviors and creativity, counterproductive behaviors, absenteeism and turnover, health and well-being, feelings of job security, wages, upward mobility, and interpersonal relationships. While the effects are typically negative, there are some contemporary findings revealing the potential benefits of overqualified employees for their work groups and organizations. In recent years, boundary conditions shaping the effects of overqualification have also been identified, including factors such as empowerment and autonomy, overqualification of referent others, personality traits, and values.
Despite the accumulating research on this topic, many unanswered questions remain. Conflicting findings on some of the outcomes and limited empirical investigations of theory-based mediators promise a lively and still developing field of research.
Kyungmin Kim and Yijung Kim
The parent-child relationship is one of the most significant social relations for many individuals. In particular, intergenerational ties to adult children often remain as one of the main social networks and sources of support provisions in later life. By reviewing the key literature on older parent-child relations, this article discussed the dynamics and complexity of intergenerational ties and their impact on the lives of older adults. First, we discussed theoretical perspectives that have guided recent research on intergenerational relations, including the life course perspective, and solidarity, conflict, and ambivalence models. Second, we reviewed the literature on structural aspects of the relations, including coresidence, proximity, and contact, and their implications for older adults’ health and well-being. Third, regarding a functional side of parent-child relations, we discussed the different types and implications of support exchanges between older adults and their adult children. Finally, our discussion concluded with the review of emotional qualities (i.e., positive, negative, and ambivalent) in parent-child relations and the factors that may complicate the intergenerational ties in later life. Our review revealed that the significance of parent-child ties remains with the changes in demographic, social, and cultural environments of our aging society, and the different dimensions of parent-child ties (i.e., structural, functional, and emotional) have important influences on older adults’ well-being, quality of life, and health. To better understand the implications of parent-child ties in later life, future research is needed to uncover the specific mechanisms by which different dimensions of intergenerational relations and health outcomes among family members are linked.
Daniel J. Madigan, Andrew P. Hill, Sarah H. Mallinson-Howard, Thomas Curran, and Gareth E. Jowett
Perfectionism and performance have long been intertwined. The conceptual history of this relationship is best considered complex, with some theorists maintaining that perfectionism is likely to impair performance and others more recently suggesting that aspects of perfectionism may form part of a healthy pursuit of excellence. Recent studies on perfectionism and performance in sport, education, and the workplace provide us with evidence that perfectionism is indeed an important characteristic in achievement domains. However, this relationship is exceedingly complex. In examining this relationship empirically, researchers have distinguished between two dimensions of perfectionism. The first is perfectionistic strivings that comprise high personal standards and a self-oriented striving for perfection. The second is perfectionistic concerns that comprise a preoccupation with mistakes and negative reactions to imperfection. With regard to perfectionistic strivings, research has revealed that in certain circumstances they are related to better performance. Evidence for this is strongest in education but notably mixed in sport and the workplace. With regard to perfectionistic concerns, while there is evidence that they may not directly impair performance, there is also enough evidence that they may have a detrimental indirect influence on performance. Based on existing research, we argue that there is currently too little research and too many mixed findings to conclude perfectionistic strivings forms part of a healthy pursuit of excellence. In addition, the role of perfectionistic concerns for performance is likely to be more substantive than currently suggested.
Since the 1890s, the field of applied sport psychology has gained increasing visibility within the sport and exercise science, psychology, and mainstream communities. Associated with this enhanced visibility has been an increase in the numbers of education and training pathways, registration and licensure schemes, and people offering services. At the same time, there has also been increasing recognition that applied practitioners operate in a range of domains, including sport, where there is a need for clients to respond to stressful, often competitive, environmental demands and perform to high levels, such as the performing arts and music, business, medicine, the military, and public speaking. These practitioners do not need to be interested in sport, and they come from a diverse range of backgrounds.
As sport and performance psychologists have emerged and formed a loose and porous community, researchers have documented their technical and personal competencies, the ways in which they help clients, the principles guiding their development toward expertise, and some of the ethical and other demands placed on them as helping professionals. This knowledge can be used to identify ways that these individuals can be helped to develop their knowledge, skills, and character so they can form salubrious relationships with clients and assist performers across various domains to achieve their goals and resolve issues.
Kate F. Hays
Performance psychology addresses issues of optimal performance across a wide range of fields. Optimal performance can be enhanced via psychological methods; psychology also addresses the mental barriers and detriments to performance.
One major performance arena is the performing arts. The performing arts include music, dance, and theatre arts. In some instances, people are performing live in front of an audience; in other situations, their performance is prepared for a future audience (e.g., movie, TV, or video).
A number of psychological aspects need to be addressed to produce optimal performance: flawless performance, optimal arousal, focus maintenance, competition and perfectionism, and artistic expression.
Much of the knowledge concerning the enhancement of performance is derived from the field of sport psychology. Some common concerns include the management of performance arousal, developmental issues in relation to early training, injury recovery, and transitions within or out of the performance arena. Although many concerns and expectations are similar with regard to the end “product” of excellent performance, there are also vast differences in such aspects as the culture of the performing arts, historical roots, purpose of the activity, resources and supports, and the place of the particular performance arena within the larger culture. Both research and practice opportunities are increasingly of interest to academicians, practitioners, and performing artists themselves.
Sarah E. Hampson
Although the belief that personality is linked to health goes back at least to Greek and Roman times, the scientific study of these links began in earnest only during the last century. The field of psychosomatic medicine, which grew out of psychoanalysis, accepted that the body and the mind were closely connected. By the end of the 20th century, the widespread adoption of the five-factor model of personality and the availability of reliable and valid measures of personality traits transformed the study of personality and health. Of the five broad domains of personality (extraversion, agreeableness, conscientiousness, emotional stability, and intellect/openness), the most consistent findings in relation to health have been obtained for conscientiousness (i.e., hard-working, reliable, self-controlled). People who are more conscientious have better health and live longer lives than those who are less conscientious. These advantages are partly explained by the better health behaviors, good social relationships, and less stress that tend to characterize those who are more conscientious. The causal relation between personality and health may run in both directions; that is, personality influences health, and health influences personality. In addition to disease diagnoses and longevity, changes on biomarkers such as inflammation, cortisol activity, and cellular aging are increasingly used to chart health in relation to personality traits and to test explanatory models. Recognizing that both personality and health change over the life course has promoted longitudinal studies and a life-span approach to the study of personality and health.
Katy W. Martin-Fernandez and Yossef S. Ben-Porath
Attempts at informal personality assessment can be traced back to our distant ancestors. As the field of Clinical Psychology emerged and developed over time, efforts were made to create reliable and valid measures of personality and psychopathology that could be used in a variety of contexts. There are many assessment instruments available for clinicians to use, with most utilizing either a projective or self-report format. Individual assessment instruments have specific administration, scoring, and interpretive guidelines to aid clinicians in making accurate decisions based on a test taker’s answers. These measures are continuously adapted to reflect the current conceptualization of personality and psychopathology and the latest technology. Additionally, measures are adapted and validated to be used in a variety of settings, with a variety of populations. Personality assessment continues to be a dynamic process that can be utilized to accurately and informatively represent the test taker and aid in clinical decision making and planning.
S.P.J. van Alphen and S.M.J. Heijnen-Kohl
Personality disorders severely impact a person’s functioning in many ways. Although a person may have found ways to cope throughout life, at an older age underlying dysfunctional patterns can emerge and cause much distress both for the person and those around them. Why normal personality traits shift to abnormality is not easily understood. In literature there are many theories with different definitions. In this chapter a few of the prominent theories on the description of personality will be discussed. For example, some psychologists have described personality as a complex pattern that is deeply tied to psychological characteristics that are largely unaware, hard to wipe out, and expressed in all aspects of functioning. Other psychologists define personality as individual differences in the tendency to display consistent patterns of thoughts, feelings, and behaviors. The American Psychiatric Association (2013) defines personality traits as enduring patterns in the way someone perceives, relates to, and thinks about the environment and oneself and that these patterns are exhibited in a wide range of social and personal context. These definitions of personality are all concerned with unique and stable characteristics in different situations. These theories are not age-specific, but age-related changes and differences in manifestations do occur. This complicates diagnosis as measurements for older adults have barely been developed or validated. The feasibility of measurements and various information sources will be addressed. Descriptions and diagnosis have the ability to enhance treatment for patients with personality disorders. Known treatment forms have successfully been applied to older adults as well and differing treatment levels will be distinguished. Treatment of first choice can be aimed at changing personality characteristics or enhancing adaptation, but in some cases supportive treatment is the best fit. In clinical practice a variety of possible interventions is needed to provide the best care for different manifestations of personality disorders.