The focal article by Griep and colleagues raises some highly important issues and it is timely to further advance organizational behavior (OB) and work and organizational psychology (WOP). It comes at the right time because the last two decades can be characterized by two opposing trends. On the one hand, there have been exciting developments in statistical methods to appropriately model time in statistical analyses, while on the other hand, the vast majority of studies have not considered time in analyses, or have not done so appropriately. For the sake of brevity, I use ‘temporal design’ and ‘temporal analysis’ as umbrella terms. As Griep et al. succinctly claim, many opportunities for better temporal designs and temporal analyses have been missed and there is a strong need to do better in the future. In this commentary, I add to some of the important issues raised and call for changes in future research.

The prevalence of mental disorders continues to increase, especially with the advent of the COVID-19 pandemic. Although we have evidence-based psychological treatments to address these conditions, most people encounter some barriers to receiving this help (e.g., stigma, geographical or time limitations). Digital mental health interventions (e.g., Internet-based interventions, smartphone apps, mixed realities -virtual and augmented reality) provide an opportunity to improve accessibility to these treatments. This article summarizes the main contributions of the different types of digital mental health solutions. It analyzes their limitations (e.g., drop-out rates, lack of engagement, lack of personalization, lack of cultural adaptations) and showcases the latest sophisticated and innovative technological advances under the umbrella of precision medicine (e.g., digital phenotyping, chatbots, or conversational agents). Finally, future challenges related to the need for real world implementation of these interventions, the use of predictive methodology, and hybrid models of care in clinical practice, among others, are discussed.

This work provides a conceptual introduction to mediation, moderation, and conditional process analysis in psychological research. We discuss the concepts of direct effect, indirect effect, total effect, conditional effect, conditional direct effect, conditional indirect effect, and the index of moderated mediation index, while providing our perspective on certain analysis and interpretation confusions that sometimes arise in practice in this journal and elsewhere, such as reliance on the causal steps approach and the Sobel test in mediation analysis, misinterpreting the regression coefficients in a model that includes a product of variables, and subgroups mediation analysis rather than conditional process analysis when exploring whether an indirect effect depends on a moderator. We also illustrate how to conduct various analyses that are the focus of this paper with the freely-available PROCESS procedure available for SPSS, SAS, and R, using data from an experimental investigation on the effectiveness of personal or testimonial narrative messages in improving intergroup attitudes.

Repeated measurement designs have been growing in popularity in the fields of Organizational Behavior and Work and Organizational Psychology. This brings up questions regarding the appropriateness of time-lag choices and validity of justification used to make time-lag decisions in the current literature. We start by explaining how time-lag choices are typically made and explain issues associated with these approaches. Next, we provide some insights into how an optimal time-lag decision should be made and the importance of time-sensitive theory building in helping guide these decisions. Finally, we end with some brief suggestions as to how authors can move forward by urging them to explicitly address temporal dynamics in their research, and by advocating for descriptive studies with short time-lags, which are needed to uncover how the changes happen over time.

Are we flexible in using different strategies to regulate our emotions during our daily functioning? What are the personal and situational mechanisms accounting for this complex set of emotion regulation (ER) processes? And to what extent different forms of ER flexibility are adaptive? Current empirical evidence challenges a static view of ER strategies as inherently adaptive or maladaptive. This has led contemporary accounts to consider the variation in use of ER strategies across time depending on the complex interplay of personal characteristics, specific situational demands, and motivational goals. However, despite the relevance of these new approaches and their obvious theoretical and practical implications, the study of ER flexibility is a relatively young research field, still lacking common integrative views. In this paper, I briefly discuss the shared and unique components across different theoretical frameworks of ER flexibility and make recommendations for future research to advance the understanding of this crucial phenomenon. I identify specific questions that may be contrasted through programmatic research lines and propose that the integration of cognitive mechanisms known to affect ER may help to advance the science of ER flexibility. I also enumerate a series of methodological approaches that can be used to tests proposed models of ER flexibility. Finally, I highlight potential practical implications that can be derived from these new research programs in order to improve interventions aimed at promoting adaptive ER flexibility and adaptive functioning.

In recent years, interest in the psychology of fake news has rapidly increased. We outline the various interventions within psychological science aimed at countering the spread of fake news and misinformation online, focusing primarily on corrective (debunking) and pre-emptive (prebunking) approaches. We also offer a research agenda of open questions within the field of psychological science that relate to how and why fake news spreads and how best to counter it: the longevity of intervention effectiveness; the role of sources and source credibility; whether the sharing of fake news is best explained by the motivated cognition or the inattention accounts; and the complexities of developing psychometrically validated instruments to measure how interventions affect susceptibility to fake news at the individual level.

The review explores key issues associated with discrimination and hostility faced by Lesbian, Gay, Bisexual and Transgender (LGBT) people at work and organizational responses to it. Starting from a description of the main challenges facing LGBT workers’ identity management, the review examines manifestations of negative attitudes towards gender and sexual minority groups, highlighting processes of subtle discrimination and exclusion. It presents and critiques dominant organizational responses to LGBT stigmatization, highlighting the need for holistic, intersectional approaches, and pointing out issues requiring further research.

In recent years, there has been an increasing interest in the consequences of conspiracy theories and the COVID–19 pandemic raised this interest to another level. In this article, I will outline what we know about the consequences of conspiracy theories for individuals, groups, and society, arguing that they are certainly not harmless. In particular, research suggests that conspiracy theories are associated with political apathy, support for non-normative political action, climate denial, vaccine refusal, prejudice, crime, violence, disengagement in the workplace, and reluctance to adhere to COVID–19 recommendations. In this article, I will also discuss the challenges of dealing with the negative consequences of conspiracy theories, which present some opportunities for future research.

Numerous studies and meta-analyses have now confirmed that personality traits tend to correlate such that a general factor of personality (GFP) emerges. Nevertheless, there is an ongoing debate about what these correlations, and therefore the GFP, represents. One interpretation is that the GFP reflects a substantive factor that indicates general social effectiveness or emotional intelligence. Another interpretation is that the GFP merely is an artifact based on measurement or response bias. In the present paper, we elaborate on a selection of topics that are central to the debate about this construct. Specifically, we discuss (a) the GFP in relation to more specific personality dimensions (e.g., Big Five, facets), (b) the validity of the GFP and under what circumstances it seems to ‘disappear’, and (c) the theoretical and practical relevance of the general factor. Overall, the review should provide insight into the nature of the GFP and whether or not it represents a meaningful factor that can contribute to a better understanding of personality.

We explore a number of new developments in the field of employee recruitment and selection with a focus on recent technological developments. We discuss examples of technological developments across the four stages of the recruitment and selection process. In the attraction stage we discuss how on-line/internet recruitment and especially social networking websites have changed dramatically the focus of attracting candidates effectively. In the next stage of screening, we discuss how cybervetting and applicant tracking systems offer opportunities but also threats for recruiters and candidates. In the third stage of employee selection, we focus especially on two new selection methods; the asynchronous/digital interview and gamification/games-based assessment, along with the critical role and impact applicant reactions have on the selection process. Finally, we briefly discuss the main technological developments in on-boarding and socialization, and we conclude with a few suggestions for future research in this field.

Research on teams in organizations tends to focus on understanding the causes of team performance with a focus on how to enjoy the benefits of team success and avoid the negative consequences of team failure. This paper instead asks the question, ‘what are some of the negative consequences of team success?’ A review of the literature on teams is augmented with research from cognitive science, sociology, occupational psychology, and psychology to explore the potential negative long-term consequences of teamwork success. The general topics of groupthink, overconfidence bias, regression to the mean, role overload, and strategy calcification are reviewed while discussing the implications for future research streams and practical team management.

Big data and related technologies are radically altering our society. In a similar way, these approaches can transform the psychological sciences. The goal of this commentary is to motivate psychologists to embrace big data science for the betterment of the field. Big data sources, algorithmic methods, and a culture that embraces prediction has the potential to advance our science, improve the robustness and replicability of our research, and allow us to focus more centrally on actual behaviors. We highlight these key transformations, acknowledge criticisms of big data approaches, and emphasize specific ways psychologists can contribute to the big data science revolution.

Social ties are the most important resource human beings have. Although other people can be difficult and challenging, they can also provide protection, solace, and social support, among other benefits. However, some relationships can be toxic and because these adverse conditions can be physiologically taxing, they can negatively affect both mental and physical health. Changes such as these can operate in large part through alterations in the sympathetic nervous system, the hypothalamic-pituitary-adrenal system, and the immune system. Much of the benefit of social support is perceptual and stems from the comfort of believing that supportive others can or will be there when times are stressful. The abilities to gain and perceive social support begin early in life and are heavily influenced by the climate of the family. Social support depends, in part, on reciprocity, yet many challenges to receiving support exist. Giving support to others has its own psychological and physiological benefits, although at intense levels, such as demanding caregiving responsibilities, these benefits dwindle. Moreover, social support needs change over time with changing circumstances. Public policy efforts to help people build and capitalize on their potential support networks is essential to maximize the impact of social ties on mental and physical health.

Teaching a diverse classroom is a challenging task. Educators are faced daily with the difficult task of making many decisions about how to educate each of their students. To do this, they mainly rely on their experience and that of their colleagues, their values, and thoughts. Although they are inherent and important in the profession of teaching, sometimes these resources may not suffice to make the best decisions, particularly when teachers are continuously bombarded with numerous fads and poorly grounded ideas about education. In this context, research-informed practice emerges as a promising approach. It involves integrating the professional expertise of teachers with the best evidence of researchers to make better decisions and improve education. However, for this approach to be successfully implemented, the gap between researchers and practitioners must first be bridged. The possible solutions to this challenge involve acting in three contexts: research production, research communication and research use. Specific measures in each of these contexts are described.

Can people improve their lives by smiling more, trying to have a better posture, and by thinking about good memories? Can individuals become more successful by deliberatively engaging in positive actions and thoughts? Do people feel better by following recommendations from naïve psychology? In the present article we discuss these questions, noting that although some popular interventions thought to be universally beneficial (e.g., inductions of happiness, self-affirmation, empowerment, self-distancing) can sometimes yield positive outcomes, at other times the outcomes can also be negative. Taking an empirical approach based on experimental evidence, we postulate that understanding the underlying processes discovered in the science of persuasion is the key for specifying why, when, and for whom these practical initiatives are more likely to work or to backfire.

This article introduces the concept of playful work design—the process through which employees proactively create conditions within work activities that foster enjoyment and challenge without changing the design of the job itself. First, we review play theory and the motives people may have to play during work. In addition, we use the literature on proactive work behavior to argue that individuals can take personal initiative to increase person-job fit. Combining these literatures, we provide a theoretical framework for playful work design. We discuss the development and validation of an instrument to assess playful work design, and review recent studies to elucidate the psychological effects of playful work design and its possible outcomes. Finally, we briefly discuss practical implications.