Bedtime Procrastination as a Mediator in the Relationship Between Active Emotion Regulation Strategies and Insomnia

Objectives: Bedtime procrastination (BP) is defined as the behavior of voluntarily postponing bedtime without having external reasons for doing so. According to previous studies, people with reduced use of active emotion regulation strategies may use BP to cope with negative emotions. However, research about the relationship among active emotional regulation strategies, BP, and insomnia is lacking. This study aimed to investigate the mediating effect of BP between active emotional regulation strategies and insomnia severity.Methods: In total, 597 adults (female, 81.9%; mean age, 23.18±2.80 years) completed the Emotional Regulation Strategies Checklist, Insomnia Severity Index, and Bedtime Procrastination Scale.Results: There was a significant association between active emotional regulation strategies and BP (r=-0.152, p<0.01), between BP and insomnia severity (r=0.259, p<0.01), and between active emotional regulation strategies and insomnia severity (r=-0.128, p<0.01). BP significantly mediated the relationship between active emotional regulation strategies and insomnia severity (B=-0.024; 95% confidence interval [CI], -0.04 to -0.01).Conclusions: BP may be considered in the relationship between active emotional regulation strategies and insomnia severity. Understanding the mediating role of BP may help prevent insomnia.

Preschool Teachers’ Psychological Distress and Work Engagement During COVID -19 Outbreak: The Protective Role of Mindfulness and Emotion Regulation

The COVID-19 has dramatically affected mental health and work environment of many labor sectors, including the educational sector. Our primary aim was to investigate preschool teachers&rsquo; psychological distress and work engagement during the early stages of the COVID-19 outbreak, while examining the possible protective role of participating in mindfulness-based intervention (C2C-IT) and emotion regulation. Emotional distress, work engagement and COVID-19 concerns&rsquo; prevalence were evaluated among 165 preschool teachers in the early stages of the COVID-19 outbreak in Israel, using self-report questionnaires. Findings show that preschool teachers have experienced increased emotional distress. Teachers who had participated in the C2C-IT intervention six month before the pandemic outbreak (N=41) reported lower emotional distress, higher use of adaptive emotion regulation strategies and higher work engagement, compared to their counterparts that had not participated in the mindfulness training (N = 124). Emotion regulation strategies mediated the link between participating in the CTC-IT intervention and emotional distress and work engagement. Teaching is a highly demanding occupation, especially during a pandemic, therefore it is important to invest resources in empowering this population. According to the findings of the current study, implementation of mindfulness-based intervention during the school year, may benefit teachers&rsquo; well-being, even during stressful events such as the COVID-19 pandemic.

Leader humility and employee voice behavior: The mediating effects of work engagement and cognitive emotion regulation strategies

BACKGROUND: Employee’s expression of voice needs cognitive and emotional resources to express the constructive challenge. Leader humility, with the characteristics of openness to new ideas and feedback, may provide employees with psychological resources to express their voice. This study considers work engagement and cognitive emotion regulation strategies as psychological resources and examines their mediating effects. OBJECTIVE: Referring to the conservation of resources theory and affective events theory, this study aims to examine the mediating effects of work engagement and cognitive emotion regulation strategies on the relationships between leader humility and employees voice behaviors. METHODS: This study conducted a questionnaire survey on managers and employees at travel enterprises in China. Based on a survey of 837 valid questionnaires, participants provided their perception for the proposed research model. RESULTS: The results show that enhancing work engagement and controlled emotion regulation strategies and reducing automatic emotion regulation strategies partially mediate the relationships between leader humility and employee’s prohibitive voice. CONCLUSIONS: Enhancing work engagement and reducing automatic emotion regulation strategies have the mediating effects. However, controlled emotion regulation strategies and promotive voice need much psychological resources, employee adopting controlled emotion regulation doesn’t affect promotive voice and have mediating effects significantly.