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Based on self-determination theory, this two-sample study investigates the effects of negative acts on psychological need frustration in greater depth using a within-person perspective. More specifically, through two distinct diary studies, we aim to contribute to the dearth of research on the daily effects of bullying by investigating the daily relationship between exposure to negative acts and need frustration as well as the moderating role of perceived emotional support at work in this relationship. Overall, results from both studies show that employees experience greater need frustration (perceptions of rejection, oppression, and incompetence) on days they are confronted with negative acts and that daily emotional support buffers the impact of direct negative acts (humiliation, physical intimidation) on frustration of the needs for competence and relatedness at the daily level. As such, the results of the present two-sample study provide a better understanding of the boundary conditions under which exposure to negative acts may result in psychological costs by identifying emotional support as a key resource in the workplace that can offset the immediate harmful effects of certain negative behaviors. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Low grade gliomas (LGG) account for about two-thirds of all glioma diagnoses in adolescents and young adults (AYA) and malignant progression of these patients leads to dismal outcomes. Recent studies have shown the importance of the dynamic tumor microenvironment in high-grade gliomas (HGG), yet its role is still poorly understood in low-grade glioma malignant progression. Here, we investigated the heterogeneity of the immune microenvironment using a platelet-derived growth factor (PDGF)-driven RCAS (replication-competent ASLV long terminal repeat with a splice acceptor) glioma model that recapitulates the malignant progression of low to high-grade glioma in humans and also provides a model system to characterize immune cell trafficking and evolution. To illuminate changes in the immune cell landscape during tumor progression, we performed single-cell RNA sequencing on immune cells isolated from animals bearing no tumor (NT), LGG and HGG, with a particular focus on the myeloid cell compartment, which is known to mediate glioma immunosuppression. LGGs demonstrated significantly increased infiltrating T cells, CD4 T cells, CD8 T cells, B cells, and natural killer cells in the tumor microenvironment, whereas HGGs significantly abrogated this infiltration. Our study identified two distinct macrophage clusters in the tumor microenvironment; one cluster appeared to be bone marrow-derived while another was defined by overexpression of Trem2, a marker of tumor associated macrophages. Our data demonstrates that these two distinct macrophage clusters show an immune-activated phenotype (Stat1, Tnf, Cxcl9 and Cxcl10) in LGG which evolves to an immunosuppressive state (Lgals3, Apoc1 and Id2) in HGG that restricts T cell recruitment and activation. We identified CD74 and macrophage migration inhibition factor (MIF) as potential targets for these distinct macrophage populations. Interestingly, these results were mirrored by our analysis of the TCGA dataset, which demonstrated a statistically significant association between CD74 overexpression and decreased overall survival in AYA patients with grade II gliomas. Targeting immunosuppressive myeloid cells and intra-tumoral macrophages within this therapeutic window may ameliorate mechanisms associated with immunosuppression before and during malignant progression.

PurposeJob demands can contribute to nurses’ turnover intention and this can have an impact on health services among the general population. It appears important to identify the work environment factors associated with turnover intention, as well as the psychological resources liable to act on this relationship. Drawing on self-determination theory (SDT), the purpose of this study (n=1179) is to investigate the relationship between two job demands (role ambiguity and role conflict) and turnover intention, as well as the moderating role of basic need satisfaction (autonomy, competence and relatedness) within these relationships.Design/methodology/approachThis cross-sectional study was conducted among nurses (Québec, Canada). Nurses completed an online questionnaire. To test the proposed moderating effect of satisfaction of the three psychological needs (i.e. autonomy, competence and relatedness) in the relationship between job demands (i.e. role ambiguity and role conflict) and turnover intention, path analysis was conducted using Mplus v.8 (Muthén and Muthen, 2017). Two models, one for each demand, were tested.FindingsAs expected, role ambiguity and role conflict are positively related to turnover intention. Results reveal a significant interaction between role ambiguity and satisfaction of the need for autonomy in the prediction of turnover intention. The satisfaction of the need for competence and the satisfaction of the need for relatedness did not moderate the relationship between role ambiguity and turnover intention. Satisfaction of the need for autonomy moderated the relationship between role conflict and turnover intention. Moreover, results revealed a significant interaction between role conflict and satisfaction of the need for competence in the prediction of turnover intention. Satisfaction of the need for relatedness did not moderate the relationship between role conflict and turnover intention.Research limitations/implicationsThe results align with the theoretical propositions of several leading theories in occupational health which state that workers’ psychological functioning derives not only from the job characteristics of their work environment, but also from the psychological resources at their disposal. The study contributes to SDT. First, to date, this is the first study to investigate basic psychological need satisfaction as a moderator in the relationship between contextual factors and workers’ functioning. Second, the findings revealed the importance of assessing psychological needs separately, as each contributes in a specific way to workers’ work-related attitudes and adaptation to their professional environment.Practical implicationsPerceptions of autonomy and competence act as key psychological resources for nurses. Managerial support for autonomy (e.g. providing nurses with meaningful information regarding their work) and competence (e.g. providing nurses with frequent positive feedback regarding their work efforts) constitutes a series of key management practices that can foster perceptions of autonomy and competence. The findings show that two role stressors predict nurses’ turnover intention. As such, health care establishments are encouraged to focus on interventions that reduce uncertainties and conflicting situations from nurses (provide clear job descriptions and effective communication).Social implicationsBy promoting a sense of effectiveness and feelings of self-endorsement at work, health care establishments can reduce nurses’ turnover intention and help prevent staffing shortages among this important work group.Originality/valueAlthough past research shows that workers’ motivational profile can modulate the relationship between characteristics within the work environment and workers’ functioning, studying the quality of work motivation is not sufficient to completely understand the factors that can influence workers’ reactions to job demands. Need satisfaction is crucial to the development and maintenance of high quality motivation. Evaluating need satisfaction as a moderator in the stressor–strain relationship could offer a better understanding of the psychological experiences that can promote workers’ adaptation to their work environment. To date, no study has investigated the buffering role of psychological needs in the stressor–strain relationship.

Myeloid cells and macrophages have been shown to promote immunosuppression in high-grade gliomas (HGG), however their roles in malignant progression of low-grade glioma (LGG) are poorly understood. Here, we investigated the heterogeneity of the immune microenvironment during glioma progression using a murine model that recapitulates the malignant progression of low to high-grade glioma. To that end, we performed single-cell RNA sequencing on CD45+ immune cells isolated from animals bearing no tumor (NT), LGG, and HGG. We observed an increased infiltration of CD4+ T cells, CD8+ T cells, B cells, and natural killer cells in the tumor microenvironment of LGG, whereas this infiltration was abrogated in HGG. Our study identified two distinct macrophage clusters across all 3 samples, with signatures of bone marrow derived and resident macrophages, respectively. These macrophages showed an immune-activated phenotype (Stat1, Tnf, Cxcl9 and Cxcl10) in LGG, but then evolved to a more immunosuppressive state (Lgals3, Apoc1 and Id2) in HGG, restricting T cell recruitment and activation. In addition, we identified CD74 and macrophage migration inhibition factor (MIF) as potential targets for both these distinct macrophage populations, based on their increased expression in LGG and HGG compared to NT. Targeting these factors during the LGG therapeutic window may inhibit myeloid cells and intra-tumoral macrophages and attenuate their immunosuppressive properties and impair malignant progression.

Realism is generally assumed as the correct position with regards to psychological research and the measurement of psychological attributes in psychometrics. Borsboom et al. (Psychological Review, 110(2), 203–219 2003), for instance, argued that the choice of a reflective measurement model necessarily implies a commitment to the existence of psychological constructs as well as a commitment to the belief that empirical testing of measurement models can justify their correspondence with real causal structures. Hood (Erkenntnis, 78(4):739–761 2013) deemphasized Borsboom et al.’s position and argued that the choice of a reflective measurement model does not necessarily require ontological commitments, though, in his view, it does necessitate a commitment to minimal epistemic realism. Although these arguments are formulated with regard to psychological research, they can actually be generalized to other disciplines in social sciences that use similar methodologies and statistical techniques. In Hood’s opinion, empiricism does not suffice to provide an adequate account of the choice of reflective measurement models given that this choice requires an appeal to causal explanations. In this paper, we argue against Hood and answer this challenge, providing epistemic foundations for social science research that do not appeal to realism.

This research article revisits Hempel’s logic of confirmation in light of recent developments in categorical proof theory. While Hempel advocated several logical conditions in favor of a purely syntactical definition of a general non-quantitative concept of confirmation, we show how these criteria can be associated to specific logical properties of monoidal modal deductive systems. In addition, we show that many problems in confirmation logic, such as the tacked disjunction, the problem of weakening with background knowledge and the problem of irrelevant conjunction, are also associated with specific logical properties and, incidentally, with some of Hempel’s logical conditions of adequacy. We discuss the raven paradox together with further objections against Hempel’s approach, showing how our analysis enables a clear understanding of the relationships between Hempel’s conditions, the problems in confirmation logic, and the properties of deductive systems.

This longitudinal study (T1 n = 399; T2 n = 279) investigated the moderating role of work motivation in the relationship between job resources (control and recognition) and burnout. Overall, job recognition and control resulted in more burnout for employees with poor-quality work motivation (high controlled or low autonomous motivation). These results suggest that poor-quality motivation renders employees more vulnerable to certain resources in their work environment, as these job characteristics stimulate compensatory behaviours (e.g., overinvesting in one's job to boost one's sense of self-worth or to obtain others' approval), leading to energy depletion over time.

Exploratory factor analysis is a statistical method widely used in quantitative psychology for the construction of scales and measurement instruments. It aims to reduce the complexity of a data set and explain the common and unique variance using latent variables. In introductory textbooks, exploratory factor analysis is generally presented in contrast to confirmatory factor analysis as a theory- or a hypothesis-generating process that does not require prior background, theory or hypothesis to be performed. The aim of the present paper is to analyze this claim and clarify in which sense exploratory factor analysis is theory-laden. We provide a careful examination of the concepts it involves and thereby establish a clear limitation of the epistemic scope of exploratory factor analysis.

Explanation of human and social phenomena is often formulated using unobservable constructs, otherwise known as latent constructs. In this context, latent constructs are broadly understood as latent characteristics. Formally, latent constructs are interpreted as latent variables that influence the behavior of observed variables (items). Latent constructs are identified through measurement instruments, which are tested in specific samples using measurement models, representing the relationship between the latent variable and the items. Depending on the methodological guidelines that are followed during the development of measurement instruments, these measurement models will be tested using factor analytic techniques such as exploratory and confirmatory factor analysis. Historically, these techniques have been surrounded by various controversies and have generated their share of confusion. This chapter explores the conceptual and philosophical issues related to scale development in human and social science research and discusses the main problems associated with these techniques.

The present paper introduces an action logic able to model human actions. We begin by providing an analysis of the proof-theory of action logics from the perspective of category theory. Action logics are classified as different types of monoidal deductive systems with respect to their categorical structure. This enables us to correlate the properties of the logical connectives with the type of deductive system that is used. We then provide a philosophical analysis of action connectives and, in light of our analysis, show which type of deductive system is required to model human actions. According to the usual distinction between actions and propositions in dynamic logic, we distinguish between an action logic, representing the formal structure of actions, and a propositional action logic, expressing the formal structure of the language we use to talk about actions.