Modules 3&4

Question 1

What is VRET?

Answer 1

• Virtual Reality Exposure Therapy; people are exposed to feared objects or contexts in guided virtual environments.
  
  • Ability to place people in evocative, yet controlled environments
  • Uses Unreal Engine
  • Produces comparable results to convential techniques
• Examples for mental illness:
  
  • Oxford uni trials for those who fear riding the tube
    
    • 30 patients, 30min session
    • Tested for responses on train and in lift
    • Large reductions in paranoia, transferred to real world
  • Development of Brave Mind simulated battle for soldiers with PTSD
• Examples in brain health:
  
  • ​Dementia; 30 mins in calming environment to help agitation

Question 2

What processes are involved in VRET?

Answer 2

• Virtual reality exposure
• Systematic desensitisation (not flooding)
• Habituation; reactions to feared situations decrease with exposure
• Extinction; Repeated exposure weakens previously learnt associations
• Emotional Processing; Learning new associations, developing comfort with experiencing fear
• Self-efficacy; feelings of confidence facing fears

Question 3

What is the Proteus Effect?

Answer 3

• Proteus effect; people’s behaviours and attitudes change based on observation of digital representations of themselves
• Yee and Bailson study found:
  
  • Participants with more attractive avatars moved closer to and disclosed more information to a stranger
  • Taller avatars negotiated more aggressively when determining a split of money
• Using proteus effect to modify behaviour
  
  • Embodying a dissimilar avatar decreased social anxiety levels
  • Still in very early stages.

Question 4

What 5 categories can e-health be divided into according to Hordern et al (2011)?

Answer 4

1. Online support and communities; disclose experiences, offer support and guidance.
   
   • ​​Empowerment, increased self-disclosure
   • Potential for misinformation/misinterpreting comunication
2. Self-management/monitoring apps; placing patient in central role of health managment, particularly for chronic illness
   
   • ​​​Feasible, measurement between appointments
   • No weakness for management, monitoring can increase distress, detachment
3. Decision Aids; Outlining pros/cons of health related decisions
   
   • ​​Increased knowledge, decision confidence
   • Can ignore specific individual needs
4. Personal health records; Promote individuals to take control, monitor and coordinate their health care
   
   • ​​Increase understadning of dr instructions, overcome geographical barriers
   • Concerns for privacy, security
5. Internet use; Simplicity, 24hr access to health information
   
   • ​​Increased knowledge, confidence,
   • Concerns for accuracy, completness

Question 5

What are some of the advantages of wearable tech?

Answer 5

• Monitoring health behaviours
  
  • Ability to monitor specific issues (taking medication, back pain, sitting still)
  • Tailoring data to make sense to the individual
  • Getting a more rounded picture of patient lives outside the checkup
• Coaching and sports
  
  • Measures of force of impact for sports injuries
  • LED tech to distribute and reduce impact
• Research
  
  • Environmental factors that influence rocking behaviours in children with ASD

Question 6

What is TALI Detect?

Answer 6

• TALI Detect: Computerised tablet program children with developmental disability in attention training
  
  • Began using game technology
  • Can be used anywhere, provide link to parents and health care providers
  • Different mini-games target different attention types
  • Children last longer with training
  • Based on RCT evidence
• Attention difficulties have cascading effects through to adulthood
  
  • Impairs relationships, learning opportunities which make it less likely to develop in future
• Research advantages:
  
  • Able to track when attention drops, increase difficulties and distractors
    *

Question 7

What is MoodMission?

Answer 7

• An app designed to manage depression and anxiety
  
  • 65% of people don’t recieved any treatment; app attempts to bypass common barriers to seeking treatment
  • Also helps in implementation and management of strategies in between sessions
• Allows people to understand and apply different strategies in the moment
  
  • Combination of depression and anxiety due to high comorbidity
  • Takes elements from evidence based practice, CBT, meditation etc
  • Gamefication with badges, points etc
  • Detects shift into clinical levels of distress and suggests action
• Relied on crowdfunding for development
  
  • ​Generate community
  • Includes personalisation and in-app purchase options

Question 8

What is the relationship between social media and self-esteem?

Answer 8

• Currently the relationship appears to depend on type and amount of use
  
  • Study found updating facebook status enhances self esteem reinforces ideal self (among normal users)
  • Another study found lower self esteem in addicted users compared to moderate/intense
  • Facebook use increases self-objectification and comparison
• Competing models:
  
  • Objective self-awareness theory; people base self judgement on broader community input
  • Hyperpersonal model; people base self image on self-selected info presented online

Question 9

How does social media influence interpersonal relationships?

Answer 9

• Competing models:
  
  • Displacement hypothesis; online time displaces fsce to face interaction time
  • Stimulation hypothesis; online friendships act the same as face-to-face
• Study supports the stimulation hypothesis; Increased control and self-disclosure, increases connectedness and wellbeing across age groups
• Impact of facebook on romantic relationships:
  
  • Increased social media relatedness to negative relationship outcomes (for those < 3 yrs)
  • Online friendship with ex’s can impact new relationships and adjustment to singledom

Question 10

How does social psychology explain FOMO?

Answer 10

• Conceptualises FOMO as anticipation of regret
  
  • Regret is an evaluation of happiness, both current and comparative to potential
  • More regret for “almost” than big failures
  • Can also anticipate future regret (often exploited by sales people)

Question 11

How does cyberbullying compare with normal bullying?

Answer 11

• Victims of cyberbullying are often also victims of bullying in real life (85%)
  
  • Purpertrators can be bullies in real life or not
• The bystander effect occurs often even more strongly in online contexts than in real life
  
  • Observers can even blame the victim for oversharing
• Cyberbullying extends more to adults in more severe forms such as
  
  • Cyberstalking
  • Sexting
  • Revenge Porn

Question 12

What are some impacts of cyberbullying on mental health?

Answer 12

• Victims of cyberbullying have greater rates of anxiety, loneliness, somatic symptoms, suicidal ideation
• Purpetrators had increased aggression, substance abuse, delinquency.
• Worst off are those who are both victim and bully
  
  • Conduct problems, depression, substance abuse, poorer relationship with caregivers
• Note: no causal relationships are known yet - longitudinal studies required
  
  • Not sure if these are risk factors or results of bullying

Question 13

What are some developing theories for the desire for fame?

Answer 13

1. Psychoanalytic theory: Freud argued creative artists were motivated by desire for fame, together with wealth and romantic love, as well as the idea that culture was created to keep individuals’ minds off sex.
2. Personality theory: Simonton (1994), the personality characteristics predictive of desiring fame inc drive to succeed and tendency to take risks.
   
   • Braudy (1997) suggests famous individuals can very easily ‘read’ situations and improvise when planning fails.
3. Developmental: Social class has been found to be a predictor, although there is evidence that some adversity in early life plays a role
4. Self-esteem and Narcisism; Recent research has shown time on social media, TV, lower non-technological activities predict self-centred goals in tenns.
   
   • Need to belong, unstable self-esteem, desire for external measures of wealth​​

Question 14

What is the psychology of Narcisism?

Answer 14

• Defining Narcissism; can be trait or diagnosis (NPD generally high trait, not all trait NPD)
  
  • Grandiose; extroversion, dominance, attention seeking. Often pursue positions of power.
    
    • ​Positive correlation with self-esteem
  • Vulnerable; Quiet, entitled, easily slighted. Become resentful if self-view challenged. Dishonest, selfish.
    
    • ​Negatively correlated with self-esteem, less validated
  • NPD; extreme level which cause problems. 1-2% population, mostly men (adults). Often use people around them for attention and praise not care.
• Causes of Narcissism;
  
  • ​Genetic component evident from twin studies
  • Environmental component; parenting style (distant=vulnerable, pedestal=grandiose). Higher in individualistic societies.

Question 15

What is the relationship between personality and selfies?

Answer 15

• Narcissism predicts both intention to post selfies and frequency of selfie posting
  
  • Selfie-editing; more common among women, narcissism predicts both posting and editing in men
  • Appears to be a two way relationship
  • Narcissim also alters motivation for posting (being cool, survellance)
• Extroversion and social exhibitionism predict selfies
• Little to no relationship with self esteem
  
  • Although in teenage girls related to body image specifically

Question 16

What were the details of Baldrys 2015 review of cyberbullying risk factors?

Answer 16

• Systematic review of literature; 53 articles, english language, since 2000 investigating characteristics.
• Based on the Ecological System Theory:
  
  • relationship between individual, interpersonal and societal dimensions across ecological levels (micro to maco-systems)
  • Risk factors can be static (constant) or dynamic (can be altered with time or intervention)
  • Risk factors are not causal, and not stand alone.
• Discussion:
  
  • No single risk factor appeared more relevant than another
  • Most identified factors were dynamic
  • Recommended developing a risk and needs assessment approach

Question 17

What risk factors did Baldry (2015) identify for cyberbullies and cybervictims?

Answer 17

• Cyberbullies:
  
  • Individual/ontogenetic: Male gender, higher SES, low school commitment, increased technology use, low empathy, low self esteem, moral disengagement, normalisation of aggression, school bullying
  • Interpersonal/microsystem: social isolation/rejection, lack of parental support, instable family
  • Community/mesosystem: school climate, rules, teacher support, safety
• Cybervictims:
  
  • Individual/ontogenetic: Female gender, low school achievment, internet use, low self esteem, low perceived social intelligence, poor emotional control, moral disengagement, depression/anxiety/drugs, bullying in school
  • Interpersonal: peer rejection, low perceived peer support, low parental control of technology, low communication with parents,
  • Community; Perception of school climate and safety

Question 18

What is social capital?

Answer 18

• Social capital = resources accumulated from various relationships. Can be Cognitive (linked to beliefs, values, norms, attitudes, product of religion, tradition etc) or Structural (outward features of organisations ie social engagement, density of networks)
  
  • Bridging SC; Weak ties linking different groups. Provides new perspectives but limited emotional support.
  • Bonding SC; Close knit relations between homogenous groups. Provides emotional support, can be isolating.
  • Maintained SC; newer type, maintaing old connections through life changes. Ie high school friends.

Question 19

What were the findings of Johnston et als study on facebook and social capital?

Answer 19

• Compared role of facebook in social capital among uni students from Michigan and South Africa.
• Comparison of samples:
  
  • higher % users and # of friends in US sample; possibly due to lower tech adoption for black African community
  • MSU students used facebook to connect with current classmates, SA students didn’t
• Facebook and Social capital:
  
  • Positively related to bridging social capital and perceived bonding social capital
  • Relationship didn’t vary with self-esteem or satisfaction with uni life
  • Strongest correlation is with maintained social capital, particularly in SA sample.
    *

Question 20

How did Serrano et al (2015) investigate the role of VR in relaxation?

Answer 20

• Conducted RCT investigating effects of increases sensory input for VR on relaxation and sense of presence
  
  • Compared VR, VR+touch, VR+Smell, VR+Touch+Smell
  • Non clinical population, 60 minute session
• Results:
  
  • Relaxation increased in all groups, all groups had high sense of presence
  • Extra senses did not significantly increase either outcome (although some small trends)
• Consideration/limitations
  
  • Baseline relaxation was high
  • Artificial grass and lavender scent very simple
  • Only relaxation emotion was measured

Question 21

What did Wallin (2016) regarding preferences for internet based treatment?

Answer 21

• Study Design: Mixed qual and quant analysis of preferences and percieved pros/cons of internet vs face to face treatment
  
  • Two samples (both convenience) Sample 1 recruited from occupational setting, Sample 2 past cancer patients
  • Participants with past psychological treatment excluded
• FIndings:
  
  • Strong preference for face to face across samples
  • Benefits of internet: flexibility, accessibility, low effort, anonymity, empowerment, communication ease
  • Limitations: computer literacy, anonymity, reduced communication ability, confidentiality
• Limitations/considerations:
  
  • Low response rate
  • Unclear interpretation of open ended responses
  • Preferences likely hypothetical since not at risk group

Question 22

What links did Weiser find between facets of Narcissism and selfie posting?

Answer 22

• Weiser (2015) aimed to extend early research by looking at narcissism facets across age/gender variants
  
  • Sample: 1250 online US participants, mostly white, 65% female
• Three facets of narcissism:
  
  • Leadership/Authority: dominance, seeking power
  • Grandiose Exhibitionism: vanity, self-promotion
  • Entitlement/explotativeness: expectations of special treatment
• Results:
  
  • Selfies predicted by LA and GE but not EE
  • Relationship not moderated by age
  • LA link stronger for women than men, EE associated with posting for men only

Question 24

How have some assumptions in the workplace changed over the course of the 19-21st century?

Answer 24

• Theory of personhood; from muscle and energy, to a subordinate with needs, to an autonomous individual
• Information/knowledge: from entirely province of management through to widely dispersed
• Purpose of work: from survival to accumulation of wealth to part of a strategic life plan
• Identification: with firm or working class, with social class or firm, to current disenfranchised self
• Conflict: disruptive and to be avoided, through to a normal part of life
• Power: has become more diffuse and shared

Question 25

What factors does Simon Moss outline that can help organisations run smoothly?

Answer 25

• Key problems in workplaces:
  
  • Bullying: senior executives who won’t speak to each other, cultures of bullying
• Reducing instability: instability in job roles leads to sensitivity to criticism, tension, and lack of desire to develop
• Using psychology to inform strategies: especially when counter-intuitive ie feeling attractive actually increases aggression
  
  • Using a basic strategy: people feel more comfortable with organisation goals which are consistent rather than revolutionary
  • New CEOs should allow time before making any changes to increase trust

Question 26

What are some postive and negative forces of diversity in the workplace?

Answer 26

• Positive Forces of Diversity:
  
  • Increased job satisfaction amongst staff leading to reduced recruitment costs
  • Enhanced customer relations by meeting diverse needs
  • Enhanced organisational creativity, flexibility, and innovation
  • Sustainable development and business advantages.
• Negative Forces of Diversity:
  
  • Diminished cultural relatedness amongst employees;
  • The need for financial support to support flexibility
  • Workplace harmony being jeopardised when there is conflict;
  • Potential for conflict between organisations.

Question 27

What is workplace bullying?

Answer 27

• Persistant negative workplace behaviour. Differs from basic conflict based on :
  
  • Prolonged period of behaviour
  • Perception of being bullied
  • Power imbalance between individuals
  • negative consequences for victim
• Workplace bullying is increasing worldwide (8% denmark, 28% USA) although measurement inconsistent. eg
  
  • Unreasonable deadlines, criticism
  • isolation, abuse, gossip
• Negative consequences of bullying:
  
  • Stress, burnout, depression
  • High turnover, low productivity, absenteeism
  • Litigation, costs, reputational damage

Question 28

What are common antecedants of workplace bullying?

Answer 28

• Organisational factors:
  
  • Strained competitive environment
  • Uninteresting/unchallenging work
  • Poor leadership/tolerance or poor behaviour
  • Changing nature of work/role ambiguity
• Individual factors:
  
  • Victim personality; High C, high N, Low E, low assertiveness
  • Purpertator: Aggressive, violent, very high (or low) self esteem (harder to study with fewer samples)

Question 29

How did Aquinas and Lamertz (2004) model workplace bullying based on different personality profiles?

Answer 29

Question 31

What factors did Aquinas and Lamertz identify which moderate the likelihood of workplace bullying?

Answer 31

• Dyadic Social Power: The liklihood of victimisation is moderated by power imbalance either in role heirachy, social, expertise.
• Access to Social Capital:
  
  • Having mutual third party can moderate dyadic relationship
  • Moderated if either party has a central role in the organisations’ social network
• Organisational Culture:
  
  • Institutionalised bullying increases when organisational norms support punishment and aggression as motivating factors
  • Episodic bullying increases when norms support incivility or rude behaviour

Question 32

What is Coyne’s 3 level model for addressing workplace bullying?

Answer 32

• Individual Level: training to prevent future behaviours, support systems and solutions, remedial counselling
  
  • Prevention, Intervention, Remedial stages
• Group Level: Changing norms and values; awareness training, group networks, team building
• Organisational Level: Identifying risks and developing culture of support.
  
  • Policy for prevention, identifying issues, sanction purpetrators
• Bonus: Overarching Societal Level: Legal, union, antibullying associations

Question 33

What did the survey by Baker (2014) uncover regarding work-life balance in Australia?

Answer 33

• Current state of WLB: Australia ranked 9th in OECD for length of working week in 2013.
  
  • Average 43 hrs p/w. ABS defines full time as 35hrs, OECD defines it as 30hrs.
  • Average fulltime worker reports 6hr unpaid work per week (3hrs for parttime) 15% of total hours worked (enough to end unemployment if paid)
• Changes/trends in WLB:
  
  • Despite new laws for flexible hours, few people have requested
  • 30% report improvements due to: changing job (50%), working fewer hours, taking leave
  • 40% report worsening due to: increasing hours, job insecurity, inability to change jobs, most saying they have tried to address it.
• What stands in the way: Power imbalance for employees, reluctance to reduce income, fear to harm career future.

Question 34

What individual characteristics/factors influence rates of Work/Life balance?

Answer 34

• Chandra (2012) argued that WLB is a matter of individual choice and responsibility. Is personal behaviour driven by:
  
  • Personal fulfilment
  • Work achievement
  • Role as parent/caregiver
  • Role as citizen
• Strategies to reduce work overload:
  
  • Planning fallacy: underestimating the time a task will take
    
    • Identify 2-3 potential obstacles before planning projects (don’t aim for too many or opposite effect)
  • Plan deadlines alone; group scenarios increase optimism and cause over-reaching

Question 35

What are some common issues surrounding paid parental leave?

Answer 35

• Enduring societal views on gender roles can disrupt work-life balance for new parents.
  
  • Example Brewer (2015): 2 men denied paternal leave in BHP based on insufficient evidence that the mother couldn’t provide care. (taken to court for discrimination)
  • While maternal leave averages 3 months, only 6ish countries offer 2+ weeks paternal leave (highest in Denmark)
• Benefits of paternal leave
  
  • Prolonged active paternal involvement in playing with kids (even after leave is over)
  • Better performance in schooling (especially girls). Although most paid paternal families are high income, which may affect this.
  • Positive effects for mother’s career (and women more generally) both specific and normative

Question 36

What is “workaholism”?

Answer 36

• Although popular, doesn’t yet have a clear agreed upon definition.
  
  • Differing definitions have affected interpretation of studies
• Scott, Moore, Miceli (‘97): 3 core components:
  
  • Lots of time spent on work activities
  • Preoccupation with work (when not at work)
  • Working beyond what is reasonably required for role
• Other researchers argue: not related to actually hours/time worked, but to internal factors of compulsion, perfectionism, difficulty delegating.
• Primary styles of conceptualisation:
  
  • ​Addiction; behavioural/cognitive compulsion
    
    • ​More recently “Syndrome based”
  • Multi-faceted perspective: mix of trait, behavior, attitudes etc

Question 37

What are some of the common measures for workaholism?

Answer 37

• Workaholism Battery Scale (WorkBat, ‘92): Most common, 3 dimensional trait based model. Distinguishes “engagement” (high enjoyment) from workaholic
  
  • 3 Dimensions; Enjoyment, Drive, Involvement.
  • 3 factor structure has not been supported (particularly involvement)
  • Currently only “Drive” subscale is used
• Work Addiction Risk Test (WART): Based on clinician experiences, multiidimensional.
  
  • ​5 factors: compulsion, control, delegation, selfworth, communication
  • Only control and compulsion have been supported and still used
• Dutch Work Addiction Scale (DUWAS): Workaholism as a stable trait within obsessive compulsive realm. Buily from items from WART/WORKBAT
  
  • ​2 factors: working excessively, working compulsively
  • Disagreement over quantity of work/time measurement
  • Current use as a “cutoff” style for high scores
• Bergen Work Addicton Scale (BWAS): Based on compondent model of addiction - all behavioural addictions share common components.
  
  • 7 factors: Behavioural salience, mood modification, withdrawal, conflict, loss of control, tolerance, relapse.
  • High validation and alphas, basis on empirical similarities between different addictions incl workaholism
  • Still requiring further validation, high converging validity with BWAS compulsion.

Question 38

What are some risk factors of workaholism?

Answer 38

• Note: There isn’t sufficient longitudinal data to differentiate antecedants and consequences.
• Who is at risk? Combination of biological (genetics), psychological (personality) and social characteristics (operant/classical learning).
  
  • Traits such as: Compulsivity, obsessiveness, perfectionism, N and C, low self-worth and need for achievement.
  • Self-determination theory: work rewards as motivators, also “introjected regulation” partially internalised external standards (often in conflict with self-identified values)
  • High risk for those with parent workaholic, or organisations with normalised work/life imbalance.
    
    • ​Highest in professional positions, especially in medicine

Question 39

What are some of the consequences of workaholism?

Answer 39

• notes: limitations in current methodology re causal directions and past confusion of work addiction with work engagement (which is more positive)
• Consequences of workaholism:
  
  • Long term damage to work life: lower productivity, increased burnout risk, absenteeism (sick days)
  • Increased rates of depression, anxiety, physical health, cynacism, depersonalisation, ADHD
  • Damage to personal relationships, particularly martial conflict,
  • Increased risk of other addictions (20% rate of co-occurance between work and other addictions)
    
    • Coffee, internet, substance,
    • Theory work can be a socially acceptable way to hide other addictions.

Question 40

What is the demand-control-support model of healthy working conditions?

Answer 40

• DCS Model: high job strain will be harmful to health. Job strain is defined as combination of:
  
  • Low control over how job is done
  • High job demands
  • Low social support
• Underpins much of occupational stress research, accounts for a considerable portion of variance in both physical and psychological health outcomes.
• Newer research also focusses on “organisation justice”: perceptions of how fairly you are treated at work.
  
  • ​Explains variance even after adjusting for the DCS factors
  • Need to focus on both job-level and organisational-level conditions

Question 41

In what ways can psychologists work to create healthy workplaces?

Answer 41

• Increasing awareness and reducing stigma of mental health conditions via resources, training, ambassadors
• Increase awareness of individual roles and responsibilities incl discimination, OH&S, self-care
• Supporting employees with current and past conditions to return to work
• Creating a safe workplace: ensuring zero tolerance of bullying, diversity training, skills of managers, create safe opportunity to talk: develop official processes, increase awareness training, promote free resources
• Provide clarity in job roles and monitor workloads

Question 42

What is ergonomics?

Answer 42

• Ergonomics = assessment of work environments including design/use of tools, layout of environment, posture and movement required, repetitiveness of tasks, physical strength required.
  
  • Aim to reduce accidents, increase safety and satisfaction
• Three main areas of ergonomics
  
  • Physical: individuals body shape/size and its impacts
    
    • The user: who is it designed for?
    • Posture: will the person be sitting/standing/reaching?
    • Clearance: Minimum required space?
    • Reach: Has enough space been allowed?
  • Cognitive: human sensory factors eg touch, sound, vision
  • Physical Work Environment: subjective, objective and behavioural measures of responses to environmental factors

Question 43

What advantages/limitations does LaMontagne (2014) outline regarding an integrated approach to workplace mental health?

Answer 43

• Seriousness of mental health in workplace:
  
  • Mental health problems are prevalent in working populations. 5% severe prevalence oECD, 15% moderate. (Both social and financial cost)
  • Working conditions are important modifiable risk factor: Job strain predicts risk controlling for other factors. Bi-directional relationship.
    
    • Even small change in large group has big effects
• Advantages of integrative approach;
  
  • 3 threads already complement each other; can be mutually reinforcing
  • Reducing risk (1), increasing strengths (2) both complemented by increasing MHL (3)
• Limitations/consideration of intergrative approach:
  
  • ​Need to overcome over-emphasis on individual level intervention
  • Risk of confusing voluntary and mandatory responsibility
  • How to ensure high risk workers have access to interventions
  • Need for research evidence at all stages from development, implementation and effectiveness

Question 44

What three approaches to workplace mental health are identified by LaMontagne (2014)?

Answer 44

1. Reducing work-related risk factors: predominantly from field of public health and psychology
   
   • 3 levels: Primary ‘work-directed’ (prevent incidence) Secondary ‘worker-related’ (ameliorate response to job stressors) Tertiary (react to affected workers)
   • Some interventions work across levels, with combinations most effective
   • Difficulty in actual implementation
2. Develop positive aspects of work/worker strengths: predominantly from positive psychology:
   
   • ​Strength based methods to improve active wellbeing
   • Self-efficacy, purpose, self-esteem protective
   • Limited evidence to date, individual centric.
3. Address issues regardless of cause: illness/medical perspective
   
   • ​Using psychoeducation to increase mental health literacy in the workplace, reduce stigma
   • Target manager/leader attitude, rapidly expanding to broader approach

Question 45

What is “flow”

Answer 45

• Complete absorption in an activity to the extent of losing awareness of surroundings
  
  • Focussed concentration, loss of self-consciousness, control and confidence, distortion of time, the end result is insignificant to the actual activity itself.
• Developed from research in creativity. Czihszentmihaly
  
  • Overcome the stereotype of the struggling artist
  • Studies of creativity in scientists, related to innovation
  • Association of bad childhood with creative types - role of need to stretch yourself?

Question 46

What are the effects of flow at work?

Answer 46

• Benefits of experiencing flow at work:
  
  • Allows full application of ability and talent
  • Increased positive affect
  • Personal development
• Flow is more likely to occur with:
  
  • Oppotunity for growth and autonomy
  • High self-efficacy
  • Work social support
  • Innovative policies
  • Clear work goals
  • Personality (curiosity, persistence, interest in life)

Question 47

What is the WOLF?

Answer 47

• WOrk-reLated Flow inventory: three dimensions; absoption, work enjoyment, and intrinsic work motivation
• Results of Bakker WOLF developement paper: total sample 1300 divided into different 6 samples
  
  • EFA supported 3-dimensional structure, with acceptable internal consistency
  • Work pressure = increased absorption, not enjoyment/instrinsic (apart from insurance company)
  • Emotional demands link to reduced work enjoyment
  • Social support = higher enjoyment
  • Self-growth and autonomy positively related to all 3 facets