Search

Happy-for and schadenfreude both refer to a joyful experience. Happy-for concerns a person who feels joy over another’s good fortune which is often valued in society. Whereas schadenfreude concerns joy following another’s misfortune, and thus is often seen as socially inappropriate. Both happy-for and schadenfreude entail a positive feeling to the person experiencing the emotion, but their underlying motive might differ. In the current research, we examine whether these two emotions differ in their relation with subjective well-being. The current study will use Natural Language Processing (NLP) to explore how happy-for and schadenfreude are related to subjective well-being

Good and stable social relationships at work are essential for employees’ well-being and performance. However, the occurrence of workplace conflicts is inevitable. How can employees maintain a happy and healthy working life with good and stable work relationships in the face of workplace conflict? Forgiveness might be a way to address this challenge. The current dissertation presents four empirical chapters to better understand the causes and consequences of forgiveness in work relationships. We thereby focused on three questions: (1) Is forgiveness in work relationships associated with better work outcomes? (2) How does forgiveness develop in work relationships? And (3) What factors determine forgiveness in work relationships? The results revealed that forgiveness in work relationships was indeed associated with better work outcomes, such as higher levels of job satisfaction and lower levels of burnout. Moreover, the associations between forgiveness and work outcomes were more evident in work relationships of relatively high (but not low) quality. In addition, employees’ willingness to forgive an offending coworker appeared to remain stable over a four-week period. Finally, we found that organizational factors, such as a forgiving climate and a team’s social cohesion, as well as whether a leader is forgiving and gives forgiving instructions to employees, were positively associated with more forgiveness among employees. The results reported in this dissertation demonstrate that forgiveness is a highly successful and effective strategy for dealing constructively with conflicts. It may be the key to protecting and maintaining work relationships that are so important to our well-being at work.

Although the topic of forgiveness has received abundant attention in research on close relationships, little is known about the benefits offorgiveness in work relationships. This is unfortunate because research suggests that forgiveness is associated with numerous beneficial outcomes, such as improved social relationships and psychological well-being. The present research addresses the question whether and when forgiveness is associated with enhanced work outcomes.

Objective: Meta-analysis to evaluate complications in the use of autogenous bone and bone substitutes and to compare bone substitutes, specifically HA, polyetheretherketone (PEEK) and titanium materials.Methods: Search of PubMed, Cochrane, Embase and Google scholar to identify all citations from 2010 to 2019 reporting complications regarding materials used in cranioplasty.Results: 20 of 2266 articles met the inclusion criteria, including a total of 2913 patients. The odds of overall complication were significantly higher in the autogenous bone group (n = 214/644 procedures, 33.2%) than the bone substitute groups (n = 116/436 procedures, 26.7%, CI 1.29-2.35, p < 0.05). In bone substitutes groups, there was no significant difference in overall complication rate between HA and Ti (OR, 1.2; 95% CI, 0.47-3.14, p = 0.69). PEEK has lower overall complication rates (OR, 0.51; 95% CI, 0.30-0.87, p = 0.01) and lower implant exposure rates (OR, 0.17; 95% CI, 0.06-0.53, p = 0.002) than Ti, but there was no significant difference in infection rates and postoperative hematoma rates.Conclusions: Cranioplasty is associated with high overall complication rates with the use of autologous bone grafts compared with bone substitutes. PEEK has a relatively low overall complication rates in substitutes groups, but still high infection rates and postoperative hematoma rates. Thus, autologous bone grafts should only be used selectively, and prospective long-term studies are needed to further refine a better material in cranioplasty.

Forgiveness has received increasing attention in the work context. Although recent cross-sectional studies have found a positive link between forgiveness and work outcomes, further research examining the temporal dynamics between these variables is needed to establish causality. This preregistered panel study investigated the time-lagged relations between forgiveness and work outcomes, and specifically addressed the question whether forgiving a coworker benefits work outcomes. Longitudinal survey data were collected at four time points among 139 Chinese employees working at least 20 hours per week. Results from cross-lagged panel models revealed that forgiving an offending coworker with whom one has a relatively good work relationship predicted better work outcomes (i.e., higher job satisfaction, higher work engagement, and lower burnout) over time, while controlling for perceived severity of the offense. Evidence for the reverse effect (with work outcomes predicting forgiveness) was not found. Our findings thus suggest that forgiveness facilitates well-being-related work outcomes. Implications for a better understanding of forgiveness in work relationships are discussed.

Although the topic of forgiveness has received abundant attention in research on close relationships, little is known about the benefits of forgiveness in work relationships. This is unfortunate because research suggests that forgiveness is associated with numerous beneficial outcomes, such as improved social relationships and psychological well-being. The present research addresses the question whether and when forgiveness is associated with enhanced work outcomes. It was expected that forgiveness is associated with better work outcomes, especially when perceived work relationship quality between victim and offender is strong rather than weak. Study 1 (n = 472 MTurk participants) revealed that trait forgiveness was strongly associated with a broad range of work outcomes. Study 2 (n = 216 Dutch working employees) showed that state forgiveness was negatively associated with burnout. Study 3 (n = 370 Prolific participants) replicated the positive association between forgiveness (both trait and state) and work outcomes (especially well-being-related work outcomes, that is, job satisfaction, work engagement, and less burnout). Moreover, the associations between state forgiveness and work outcomes were stronger when the quality of work relationships (i.e., exchange quality) was high rather than low. Furthermore, only in cases of high exchange quality, the positive association between trait forgiveness and work outcomes could be explained by higher levels of state forgiveness. These findings suggest that levels of work relationship quality are of great importance to better understand forgiveness in the work context. Implications of these findings for the role of interpersonal forgiveness in the work context are discussed. (PsycInfo Database Record (c) 2021 APA, all rights reserved)