The Satisfaction With Life Scale (SWLS) is a commonly used life satisfaction scale. Cross-cultural researchers use SWLS to compare mean scores of life satisfaction across countries. Despite the wide use of SWLS in cross-cultural studies, measurement invariance of SWLS has rarely been investigated, and previous studies showed inconsistent findings. Therefore, we examined the measurement invariance of SWLS with samples collected from 26 countries. To test measurement invariance, we utilized three measurement invariance techniques: (a) multigroup confirmatory factor analysis (MG-CFA), (b) multilevel confirmatory factor analysis (ML-CFA), and (c) alignment optimization methods. The three methods demonstrated that configural and metric invariances of life satisfaction held across 26 countries, whereas scalar invariance did not. With partial invariance testing, we identified that the intercepts of Items 2, 4, and 5 were noninvariant. Based on two invariant intercepts, factor means of countries were compared. Chile showed the highest factor mean; Spain and Bulgaria showed the lowest. The findings enhance our understanding of life satisfaction across countries, and they provide researchers and practitioners with practical guidance on how to conduct measurement invariance testing across countries.

The current study examined various types of misinformation related to the COVID-19 vaccines and their relationships to vaccine hesitancy and refusal. Study 1 asked a sample of full-time working professionals in the US (n = 505) about possible misinformation they were exposed to related to the COVID-19 vaccines. Study 2 utilized an online survey to examine U.S. college students’ (n = 441) knowledge about COVID-19 vaccines, and its associations with vaccine hesitancy and behavioral intention to get a COVID-19 vaccine. Analysis of open-ended responses in Study 1 revealed that 57.6% reported being exposed to conspiratorial misinformation such as COVID-19 vaccines are harmful and dangerous. The results of a structural equation modeling analysis for Study 2 supported our hypotheses predicting a negative association between the knowledge level and vaccine hesitancy and between vaccine hesitancy and behavioral intention. Vaccine hesitancy mediated the relationship between the vaccine knowledge and behavioral intention. Findings across these studies suggest exposure to misinformation and believing it as true could increase vaccine hesitancy and reduce behavioral intention to get vaccinated.

SummaryThe job demands–resources model is a dominant theoretical framework that describes the influence of job demands and job resources on employee strain. Recent research has highlighted that the effects of job demands on strain vary across cultures, but similar work has not explored whether this is true for job resources. Given that societal characteristics can influence individuals' cognitive structures and, to a lesser extent, values in a culture, we address this gap in the literature and argue that individuals' strain in reaction to job resources may differ across cultures. Specifically, we theorize that the societal cultural dimensions of individualism–collectivism and uncertainty avoidance shape individual‐level job resource–strain relationships, as they dictate which types of resources (i.e., individual vs. group preference‐oriented and uncertainty‐reducing vs. not) are more likely to be valued, used, or effective in combating strain within a culture. Results revealed that societal individualism–collectivism and uncertainty avoidance independently moderated the relationships between certain job resources (i.e., job control, participation in decision making, and clear goals and performance feedback) and strain (i.e., job satisfaction and turnover intentions). This study expands our understanding of the cross‐cultural specificity versus generalizability of the job demands–resources model.

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An emerging body of research has investigated the relationship between helping (as a type of organizational citizenship behaviour) and emotional exhaustion (as an aspect of employee health). Research has demonstrated a significant relationship between helping and emotional exhaustion, but the theoretical arguments for the causal direction vary across studies. Specifically, some researchers have conceptualized helping as an outcome of emotional exhaustion, while others have regarded helping as a predictor of emotional exhaustion. This lack of theoretical clarity in directionality hinders the field's ability to summarize existing empirical findings cohesively and elucidate theoretical mechanisms. Therefore, this study attempts to clarify the theoretical directionality between helping and emotional exhaustion using four waves of data collected at 6-month intervals. Autoregressive cross-lagged analyses with auto-correlations revealed that more helping was associated with less future emotional exhaustion from Wave 1 to Wave 2, but from Wave 2 to Wave 3, the directionality reversed, as less emotional exhaustion significantly predicted more future helping, and from Wave 3 to Wave 4, both prediction directions were no longer significant. The findings suggest that helping and emotional exhaustion reciprocally affect each other, though the reciprocal pattern may disappear across time. The present study sheds light on the theoretical relationship between helping and emotional exhaustion, and provides theoretical and practical implications.