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g., time, cognitive resources) that determine whether suicide-relevant judgments and behavior are the result of relatively automatic associations or more controlled, deliberative cognition. Accordingly, the model articulates a number of novel predictions regarding the sources of suicide-relevant automatic associations, motives, and opportunity factors, as well as their interactive influences on suicidal ideation and action. (PsycInfo Database Record (c) 2021 APA, all rights reserved).Until recently, a commonly held view was that blindness resulted in enhanced auditory abilities, underpinned by the beneficial effects of cross-modal neuroplasticity. This viewpoint has been challenged by studies showing that blindness results in poorer performance for some auditory spatial tasks. It is now clear that visual loss does not result in a general increase or decrease in all auditory abilities. Although several hypotheses have been proposed to explain why certain auditory abilities are enhanced while others are degraded, these are often limited to a specific subset of tasks. A comprehensive explanation encompassing auditory abilities assessed in fully blind and partially sighted populations and spanning spatial and non-spatial cognition has not so far been proposed. The current article proposes a framework comprising a set of nine principles that can be used to predict whether auditory abilities are enhanced or degraded. The validity of these principles is assessed by comparing their predictions with a wide range of empirical evidence concerning the effects of visual loss on spatial and non-spatial auditory abilities. Developmental findings and the effects of early- versus late-onset visual loss are discussed. Ways of improving auditory abilities for individuals with visual loss and reducing auditory spatial deficits are summarized. A new Perceptual Restructuring Hypothesis is proposed within the framework, positing that the auditory system is restructured to provide the most accurate information possible given the loss of the visual signal and utilizing available cortical resources, resulting in different auditory abilities getting better or worse according to the nine principles. (PsycInfo Database Record (c) 2021 APA, all rights reserved).Intensive treatment programs (ITPs) are treating veterans with posttraumatic stress disorder (PTSD) and suicidal ideation (SI). The reduction of SI is a target to the abatement of suicide risk. This study examined whether ITPs utilizing PTSD treatments reduce SI and whether SI reduction is associated with PTSD symptom improvement. Veterans (N = 684) enrolled in a 2-week Prolonged Exposure (PE)-ITP or a 3-week Cognitive Processing Therapy (CPT)-ITP. Study data were drawn from self-report measures [PTSD Checklist for DSM-5 (PCL-5); item 9 of the Patient Health Questionnaire-9 (PHQ-9)] administered at intake and throughout treatment. The ITPs produced large treatment effects for PTSD. SI scores also decreased over time. Lower PTSD symptom severity was associated with less severe SI in both the PE-ITP and CPT-ITP. In conclusion, both PE- and CPT-ITPs effectively treat PTSD and reduce SI among veterans in as little as 2 weeks of intensive PTSD treatment. (PsycInfo Database Record (c) 2021 APA, all rights reserved).To quantify overall trends in patients treated for mental health disorders and adverse events, including via tele-mental health (TMH) and psychopharmacology during pandemic-related health care transformation. Longitudinal observational study including veterans receiving mental health treatment at a Veterans Health Administration (VHA) facility from January 1, 2017 to June 16, 2020. Observed and expected patient care for on-going and new treatment of depression, posttraumatic stress, substance use disorder, severe mental illness diagnoses, overdose, and suicide attempts, and psychotropic prescriptions for antidepressant, antipsychotic, benzodiazepine, opioid, and mood stabilizing medications are depicted. Percent change between actual and expected counts in the early months of the COVID pandemic (March 18-May 5, 2020) are computed. Decreases in counts of patients receiving mental health treatment early in the pandemic ranged from 7% to 20% for on-going treatment, and 28% to 37% for new treatment. TMH rapidly expanded across VHA, becoming the primary means by which encounters were delivered. Counts of patients receiving on-going care for suicide attempts were stable, and for overdoses, decreased by 17%. Counts of patients initiating care for suicide attempts and overdoses decreased by 30% and 38%, respectively. Weekly prescriptions and medication on-hand for psychotropics ranged from a 2% decrease to a 4% increase. New patient prescribing decreased 21%-50%. VHA and other large healthcare systems will need to expand outreach and continue to develop TMH services to maintain care continuity and initiate care for existing and new patients during COVID-19 and future large-scale outbreaks, epidemics, and disasters. (PsycInfo Database Record (c) 2021 APA, all rights reserved).Despite convincing evidence about the general negative consequences of commuting for individuals and societies, our understanding of how aversive commutes are linked to employees' effectiveness at work is limited. https://www.selleckchem.com/products/go6976.html Drawing on theories of self-regulation and by extension a conservation of resources perspective, we develop a framework that explains how an aversive morning commute-a resource-depleting experience characterized by interruptions of automated travel behaviors-impairs employees' immersion in uninterrupted work (i.e., flow), which in turn reduces employee effectiveness (i.e., work engagement, subjective performance, and OCB-I). We further delineate theoretical arguments for daily self-control demands as a boundary condition that amplifies this relation and propose the satisfaction of employees' basic needs as protective factors. Two diary studies across 10 workdays each (Study 1 53 employees, 411 day-level data points; Study 2 91 employees, 719 day-level data points) support most of our hypotheses. Study 1 demonstrates that daily aversive morning commutes negatively affect employees' daily work engagement through lower levels of flow experiences, but only on days with high impulse control demands. In addition, we find initial support that employees' general autonomy and competence needs satisfaction attenuate this interaction. Study 2 rules out alternative mechanisms (negative affect and tension), demonstrates ego depletion as an additional mediator of the relation between aversive morning commutes and work effectiveness, and replicates the hypothesized three-way interaction for daily competence need satisfaction. We critically discuss the findings and reflect on corporate interventions, which may allow people to more easily flow to and at work. (PsycInfo Database Record (c) 2021 APA, all rights reserved).Employee performance is commonly investigated as a static, one-time snapshot of prior employee behaviors. For the studies that do acknowledge that performance fluctuates over time, the timeframe decision is disconnected from theoretical underpinnings. To make this connection clearer, we draw on entrainment theory and investigate trajectories in motivation and performance across the 5-day workweek. We hypothesize that both motivational control (i.e., staying on course and sustaining effort in pursuit of goals through the redirection of attention) and performance have a declining trajectory across the workweek. Drawing on self-determination theory, we also hypothesize that trait-based mindfulness (i.e., nonjudgmental present moment attention and awareness) negatively relates to the downward trajectory in performance across the workweek via its effect on the trajectory of motivational control. Finally, we take a trait activation theory perspective, hypothesizing that mindfulness is relevant as an indirect influence on performance trajectories through motivational control trajectories only when job demands are high. We test our model using 151 full-time employees in a medical device company. We collected data from participants twice daily across the 5-day workweek. link2 We then use these daily scores to create between-person (e.g., person-centric) trajectories to investigate the proposed relationships. The hypotheses are generally supported. There is a downward trajectory of both motivational control and performance across the workweek. Furthermore, job demands conditionally moderate the indirect effect of mindfulness on performance trajectories through motivational control trajectories. Theoretical and practical implications specific to dynamic motivation and performance, entrainment, and mindfulness literature are discussed. (PsycInfo Database Record (c) 2021 APA, all rights reserved).Although providing negative performance feedback can enhance employee performance, leaders are sometimes reluctant to engage in this activity. Reflecting this, prior research has identified negative feedback provision as an aversive, yet potentially rewarding, managerial activity. However, little is known about how providing negative feedback impacts the effectiveness of leaders who do so. To shed light on this issue, we develop and test a theoretical model that identifies how leaders' proximal and distal reactions to providing negative feedback are contingent upon their levels of trait empathy. link3 Supporting our theory, results from an experience sampling study indicate that leaders higher in trait empathy report feeling both less attentive and more distressed after providing subordinates with negative feedback, whereas leaders lower in trait empathy report feeling more attentive and less distressed. Attentiveness and distress, in turn, were associated with leaders' daily perceptions of their effectiveness; distress was also associated with leaders' daily enactment of transformational leadership behavior. Results of two subsequent studies focused on single episodes of negative feedback provision revealed that trait empathy amplifies the extent to which feedback recipients' negative emotional reactions impact additional leader effectiveness criteria (e.g., executive functioning and planning/problem-solving), further supporting the need to account for the crucial role of trait empathy in the feedback-provision process. Altogether, our research provides a novel perspective on the feedback-giving process by shifting the focus of theorizing from the recipient to the provider, while challenging current thinking about leader empathy by highlighting its potential downside for leadership. (PsycInfo Database Record (c) 2021 APA, all rights reserved).Multiple team membership (MTM) is a complex phenomenon that poses significant challenges for organizational research and practice. In this article, we delve into the multilevel nature of MTM, which has not received adequate research attention to date. We develop a resource-based framework that advances our understanding of the antecedents and productivity consequences of firm MTM, and the synergistic effects of individual MTM and firm MTM on an individual's emotional exhaustion. Using a sample of 19,803 employees from 145 German organizations, our analyses reveal that MTM is most prevalent in knowledge-intensive and understaffed firms, and that firm MTM has an inverted U-shaped (rather than a positive linear) relationship with subsequent firm productivity. In addition, we find that individual MTM and firm MTM interactively shape individual stress perceptions, such that positive linkages between individual MTM and emotional exhaustion are significant only in firms with higher (but not lower) firm MTM. Together, these findings suggest that MTM has the potential to lead to firm-level productivity gains but, at the same time, may take a toll on individual employees' well-being.