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40, p less then 0.01, RMSEA = 0.05, CFI = 0.97, TLI = 0.96, SRMR = 0.04. The influences of parents' psychological distress and parents' regulatory emotional self-efficacy on children's emotional regulation and lability/negativity were mediated by parenting self-efficacy. The mediation model was invariant across children's biological sex and age, and geographical residence area (high risk vs. low risk for COVID-19). Results suggested how parents' beliefs to be competent in managing parental tasks might be a protective factor for their children's emotional well-being. Implications for intervention programs are discussed.<br /><br /> Securing clients' active and enthusiastic collaboration to participate in activities therapists would like to implement in therapy (e.g., free association, <br /><br /> exposure, or the engagement in chair work) is a core mission in therapy. However, from the clients' perspective, these tasks frequently represent novel challenges that can trigger anxiety and reluctance. Thus, a key element in therapy is the negotiation between therapist and client to move beyond such reluctance to potentially effective therapy activities and, at the same time, maintain positive relational affiliation between therapist and client. In this research we examined (1) a collection of therapist proposal/client response sequences that were geared toward recruiting participation in <br /><br /> and (2) sequences containing hesitation or instances where decisions to engage in chair work were deferred and related relational disaffiliation. Our goal was to identify the conversational resources (both verbal and non-verbal) that worked to reject a proposed oning (deference to the client's primacy of knowledge and information) played an important role in facilitating engagement.<br /><br /> Our research highlights the kinds of interactional sequences in which clients and therapists are able to achieve alignment in mutually working toward chair work entry. Based on these observations, we offer some practical advice to therapists in formulating proposals to engage clients during in-therapy work.<br /><br />Our research highlights the kinds of interactional sequences in which clients and therapists are able to achieve alignment in mutually working toward chair work entry. Based on these observations, we offer some practical advice to therapists in formulating proposals to engage clients during in-therapy work.In this research, using a time-lagged approach, we investigated the relationship between organizational cronyism and employee performance. Drawing on the conservation of resources theory, we tested the mediating role of employee engagement in the relationship between organizational cronyism and employee performance. We also examined how Islamic work ethics moderated the relationship between organizational cronyism and work engagement. [https://www.selleckchem.com/products/pf-9366.html PF-9366 order] The study, with a total of 267 participants, was conducted in the healthcare sector of Pakistan. The results revealed that organizational cronyism was negatively related to employee performance. The analyses confirmed the mediating role of work engagement in the relationship between organizational cronyism and employee performance. Similarly, Islamic work ethics moderated the relationship between organizational cronyism and work engagement. Implications for future research as well as managerial implications of our findings along with the limitations and future research directions are also discussed.Age attitudes and age stereotypes in the workplace can lead to discrimination and impaired productivity. Previous studies have predominantly assessed age stereotypes with explicit measures. However, sole explicit measurement is insufficient because of social desirability and potential inaccessibility of stereotypical age evaluations to introspection. We aimed to advance the implicit and explicit assessment of work-related evaluations of age groups and age stereotypes and report data collected in three samples students (n = 50), older adults (n = 53), and workers (n = 93). Evaluative age attitudes were measured implicitly with an Implicit Association Test. Regardless of group, age, and condition (neutral or semantically biased stimuli), the results confirm a stable, moderate implicitly measurable preference for younger over older workers. Whereas explicit measures of general age preferences showed no clear age preference, differentiated explicit measures of work-related age stereotypes also revealed stable preferences in all three samples Younger workers were rated higher on performance and adaptability and older workers were rated higher on competence, reliability, and warmth. The explicit-implicit correlations were relatively low. Although explicit work-related age stereotypes are differentiated, the stable implicitly measured age bias raises concern. We suggest to apply implicit and explicit measures in the field of ageism in the workplace.We investigated postural responses (head displacements) and self-motion perception (vection) to radial and lateral optic flows while sitting and standing by using a head-mounted display. We found that head displacement directions varied across postures. In the standing posture, radial optic flow generally produced the opposed head displacement against the perceived vection direction, consistent with the literature; however, in the sitting posture, the optic flow generally produced the following head displacement in the vection direction. In the standing posture, responses were evident soon after the onset of the optic flow presentation but became less clear in the latter half of a trial. The results, while less clear for lateral flows, were similar for both flow types. Our findings suggest partially distinct processes underlying vection and postural control.Three studies demonstrated that situational uncertainty impairs executive function on subsequent unrelated tasks. Participants were randomly assigned to either uncertain situations (not knowing whether they would have to give a speech later, Studies 1-2; uncertain about how to complete a task, Study 3) or control conditions. Uncertainty caused poor performance on tasks requiring executive function that were unrelated to the uncertainty manipulation. Uncertainty impaired performance even more than certainty of negative outcomes (might vs. definitely will have to make a speech). A meta-analysis of the experimental studies in this package found that the effect is small and reliable. One potential explanation for this effect of uncertainty on executive function is that uncertainty is a cue for conserving effort.