Autotelic personality is a constellation of dispositional attributes that facilitate engagement and enjoyment in daily activities. However, there is no existing measurement directly capturing the attributes of autotelic personality that are identified in the literature. In the three studies reported here (total N = 900), we developed an Autotelic Personality Questionnaire (APQ) and evaluated its reliability and validity. Results from the studies provide support for adequate internal consistency, longitudinal invariance, and test-retest reliability (Study 1 and Study 2). Furthermore, APQ scores were significantly correlated with measures of conscientiousness, openness to experience, extraversion, neuroticism, and internal locus of control. In addition, APQ scores predicted flow proneness and satisfaction with life (Study 2). These results provide support for construct and criterion validity. Finally, people high in autotelic personality experienced more flow state than those low in autotelic personality during a word unscrambling task (Study 3), indicating good criterion validity of the APQ scores. Limitations, future research, and implications are discussed.

The 2016 US Presidential Campaign was followed worldwide due to the dynamic nature of the candidates and the controversy surrounding them. This study takes a unique look at the candidacy of Donald Trump through the eyes of his followers. Using both qualitative data collected from campaign speeches and quantitative data collected from followers, our study examines (1) the positive/negative valence of the rhetoric used by both presidential candidates and (2) the relationship between follower characteristics, perceived threat of social groups, and attributions of charisma and effectiveness to Donald Trump. The results of this study suggest that Trump's

The COVID-19 pandemic is an unprecedented public health crisis that poses a challenge to humanity. Drawing on the stress and coping literature, we argue that people around the world alleviate their anxiety and stress induced by the pandemic through both prosocial and 'self-interested' hoarding behaviours. This cross-cultural survey study examined the pushing (threat perception) and pulling (moral identity) factors that predicted prosocial acts and hoarding, and subsequently psychological well-being. Data were collected from 9 April to 14 May 2020 from 251 participants in the United Kingdom (UK), 268 in the United States (US), 197 in Germany (DE), and 200 in Hong Kong (HK). Whereas threat perception was associated positively with both prosocial acts and hoarding, benevolent moral identity was associated positively with the former but not the latter behaviour. We also observed cross-cultural differences, such that both effects were stronger in more individualistic (UK, US) countries than less individualistic (HK, DE) ones. The findings shed light on the prosocial vs. self-interested behavioural responses of people in different cultures towards the same pandemic crisis.

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Despite the mounting research on gender inequality in the workplace, progress toward gender parity in organizational practice has stalled. We suggest that one reason for the lack of progress is that empirical research has predominately focused on the antecedents and manifestations of gender inequality in the workplace, paying inadequate attention to the solutions that could potentially improve gender equality and women’s experiences at work. Indeed, we report here that less than 5% of the relevant studies published in preeminent management, psychology, and diversity journals since the turn of the century identify practical interventions for solving gender inequality in organizations. To advance gender equality at work, we argue that a paradigm shift from problem to solution is critical and urgent. Using ecological systems theory (EST; Bronfenbrenner, 1977) as our guiding framework, we present an integrative review of gender equality interventions spanning across the management, psychology, and feminist literature over the past two decades at the ontogenic system, interpersonal microsystem, and organizational microsystem levels of analysis. We subsequently provide an overview of domains not currently addressed in extant research – meso-, macro-, and chronosystems – and identify future research directions to spur progress towards workplace gender equality.