Relationships among attachment styles, conflict styles and humour styles were examined in the context of romantic relationships. Each style was assumed to be based upon underlying assumptions about self and others, so relationships among the measures were predicted. A model assuming that the relationship of attachment styles to relationship satisfaction was partially mediated by the conflict styles and humour styles was tested. Overall, the predicted relationships among the three measures were supported. Conflict styles and humour styles reflecting attitudes about others were related to the avoidance attachment style, while those reflecting attitudes about the self were related to the anxiety attachment dimension. Conflict styles and humour styles were mediators of the association of attachment style with relationship satisfaction. Copyright © 2007 John Wiley & Sons, Ltd.

This document is copyrighted by the American Psychological Association or one of its allied publishers.This article is intended solely for the personal use of the individual user and is not to be disseminated broadly.FOLLOWERSHIP STYLES 113 accomplish goals (Kahn, 1990;Romano, 1995;Rothbard, 2001). Individuals who demonstrate active engagement go above and beyond expectations, proactively participate in activities, and provide high-quality work.Active engagement has also attracted a substantial amount of attention recently (Macey & Schneider, 2008). It is considered highly motivational (Schaufeli, Martinez, Marqués-Pinto, Salanova, & Bakker, 2002) and has been linked to increases in health outcomes (Schaufeli & Bakker, 2004) as well as increased job satisfaction, organizational commitment, and decreased turnover (Salanova,

No abstract

No abstract

This research investigated the conditions under which exposure to incivility at work was associated with engaging in counterproductive work behavior (CWB). Drawing from stressor-strain and coping frameworks, we predicted that experienced incivility would be associated with engaging in production deviance and withdrawal behavior, and that these relationships would be strongest for employees who had high levels of job involvement and worked under task interdependent conditions. Gender differences in these effects were also investigated. A sample of 250 United States full-time employees from various occupations completed 2 waves (timed 6 weeks apart) of an online survey. Results indicate that employees with high job involvement were more likely to engage in production deviance and withdrawal behavior following exposure to incivility than were employees with low job involvement. The moderating effect of task interdependence varied by gender, such that the relationship between incivility and CWB was strengthened under high task interdependence for female employees, but weakened under high task interdependence for male employees. These findings highlight that certain work conditions can increase employees' susceptibility to the impacts of incivility, leading to harmful outcomes for organizations. (PsycINFO Database Record