The 2011 Organizational Research Methods Feature Topic on latent class procedures has helped to establish person-centered analyses as a method of choice in the organizational sciences. This establishment has contributed to the generation of substantive-methodological synergies leading to a better understanding of a variety of organizational phenomena and to an improvement in research methodologies. The present Feature Topic aims to provide a user-friendly introduction to these new methodological developments for applied organizational researchers. Organized around a presentation of the typological, prototypical, and methodologically exploratory nature of personcentered analyses, this introductory article introduces seven contributions aiming to: (a) clarify the meaning, advantages, and applications of person-centered analyses; (b) illustrate emerging prototypical and longitudinal cluster analytic approaches; (c) introduce researchers to multilevel personcentered analyses as well as to auxiliary approaches that will drastically increase the scope of application of these methods; and (d) describe the application of these methods for confirmatory purposes.

Theories of psychosocial working conditions assume an interaction of different work environment characteristics. Most studies detail various aspects of such interactions, while fewer investigate the comprehensive patterns of interrelated variables. This exploratory study distinguishes patterns of psychosocial working conditions, describes their characteristics, and investigates their change over 6 years. The working conditions of 1,744 high-skilled workers in Sweden, of a representative sample of the working population, were empirically classified into 4 distinct patterns: (a) the Supporting pattern with a very low workload, very low time pressure, medium learning opportunities, high creativity requirements, and very high autonomy; (b) the Constraining pattern with a very low workload, very low time pressure, low learning opportunities, medium creativity requirements, and very low autonomy; (c) the Demanding pattern with a high workload, high time pressure, medium learning opportunities, high creativity requirements, and very low autonomy; and (d) the Challenging pattern with a high workload, high time pressure, very high learning opportunities, very high creativity requirements, and very high autonomy. Importantly, these patterns were associated with significant differences in worker well-being. From an individual perspective, working conditions most often changed from patterns with a high workload and time pressure to patterns with lower levels of these demands. Over time, the prevalence of the Constraining pattern increased while that of the Challenging pattern decreased. To conclude, a person-centered approach broadens the understanding of the complex interplay between psychosocial working conditions and their longitudinal change, which can improve the tailoring of occupational health interventions. (PsycINFO Database Record

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Two major goals of this paper were, first to examine the cross-cultural consistency of the factor structure of the Hedonic and Eudaimonic Motives for Activities (HEMA) scale, and second to illustrate the advantages of using Bayesian estimation for such an examination. Bayesian estimation allows for more flexibility in model specification by making it possible to replace exact zero constraints (e.g., no cross-loadings) with approximate zero constraints (e.g., small cross-loadings). The stability of the constructs measured by the HEMA scale was tested across two national samples (Polish and North American) using both traditional and Bayesian estimation. First, a three-factor model (with hedonic pleasure, hedonic comfort and eudaimonic factors) was confirmed in both samples. Second, a model representing the metric invariance was tested. A traditional approach with maximum likelihood estimation reported a misfit of the model, leading to the acceptance of only a partial metric invariance structure. Bayesian estimation—that allowed for small and sample specific cross-loadings—endorsed the metric invariance model. The scalar invariance was not supported, therefore the comparison between latent factor means was not possible. Both traditional and Bayesian procedures revealed a similar latent factor correlation pattern within each of the national groups. The results suggest that the connection between hedonic and eudaimonic motives depends on which of the two hedonic dimensions is considered. In both groups the association between the eudaimonic factor and the hedonic comfort factor was weaker than the correlation between the hedonic pleasure factor and the eudaimonic factor. In summary, this paper explained the cross-national stability of the three-factor structure of the HEMA scale. In addition, it showed that the Bayesian approach is more informative than the traditional one, because it allows for more flexibility in model specification.

This study uses a person-centered approach to distinguish between subpopulations of selfemployed individuals using multidimensional well-being indicators. Data were obtained from European Social Survey including a sample of 3461 self-employed individuals from 29 European countries. The analysis has empirically identified six distinct profiles named 'unhappy', 'languishing', 'happy', 'satisfied', 'passionate', and 'flourishing'. The profiles were associated with significant differences in well-being, health and work-related variables. The results highlight the heterogeneity of the self-employed population, and describe the complex-both hedonic and eudaimonic-character of the well-being concept in this population. Keywords Well-being • Self-employment • Person-centered • Latent profile analysis Thus far, little attention has been given to the heterogeneity among the self-employed in terms of their well-being. In general, the self-employed report high levels of well-being (Baron et al. 2016; Stephan and Roesler 2010; Uy et al. 2013). However, the positive relationship between self-employment and well-being may be limited to the rich (Alesina et al. 2001), to the younger and highly educated (Rietveld et al. 2015), to those who became self-employed out of opportunity rather than necessity (van der Zwan et al. 2016), to selfemployed with employees and to immigrant self-employed (Johansson Sevä et al. 2016).

The variance in satisfaction with life can be broken down into trait-and state-like components. We ran tests to determine if a new scale for the measurement of satisfaction with life, the Steen Happiness Index (SHI), was more sensitive to situational changes than the Satisfaction with Life Scale (SWLS), which is currently used as a gold standard, with wellestablished state-trait characteristics. The study consisted of 292 young adults aged 18-35, who were recruited and interviewed three times with 5-month intervals at their places of residence. They completed a set of questionnaires involving the SHI and the SWLS. A latent autoregressive state-trait model showed an adequate fit, v 2 (56) = 81.35, p = .02, v 2 /df = 1.45, RMSEA = .06, CFI = .98, SRMR = .06. The results indicated that the two scales are strongly correlated on the trait level (r = .98) and on the occasion-specific level (between r = .53 and r = .65) variables. For both scales, stable and occasion-specific influences determine inter-individual differences. For both scales, it is not possible to predict half of the variance by either traits or states measured earlier in time.

Gratitude interventions can be divided into those that explicitly cultivate appreciative feelings (gratitude journaling) and those that strengthen relationships (gratitude letter). There is an absence of research on the motivation to participate in different gratitude interventions. Using an experimental approach, we compared two gratitude interventions on underlying motivations for starting and completion. We provided students (N = 904) with an opportunity to start a web-based intervention (gratitude journaling or letter). Subsequently, we measured the perceived usefulness of the intervention, social norms related to using this intervention, their self-control, and intention to start the intervention. Results showed that keeping a gratitude journal and writing a gratitude letter to someone were perceived as equally useful and socially acceptable. Yet participants felt less efficacious in writing a gratitude letter, which in turn decreased self-initiation and the actual completion of the intervention. As for individual differences, people with greater dispositional gratitude expected the intervention to be easier, more beneficial, and socially acceptable; meaningful sex differences also emerged. Our findings provide new insights into underlying motivations and individual differences that influence the initiation and efficacy of gratitude interventions.

Purpose Self-employed workers typically report higher well-being levels than employees. The purpose of this paper is to examine the mechanisms that lead to differences in work engagement between self-employed and organizationally employed high-skilled workers. Design/methodology/approach Self-employed and organizationally employed high-skilled workers (N=167) were compared using a multigroup multilevel analysis. Participants assessed their job control (general level) and reported their work engagement during work tasks (task level) by means of the Day Reconstruction Method. Aspects of job control (autonomy, creativity, and learning opportunities) and task characteristics (social tasks and core work tasks) were contrasted for the two groups as predictors of work engagement. Findings Self-employed workers reported higher levels of job control and work engagement than organizationally employed workers. In both groups, job control predicted work engagement. Employees with more opportunities to be creative and autonomous were more engaged at work. Self-employed workers were more engaged when they had more learning opportunities. On the task level, the self-employed were more engaged during core work tasks and social tasks. Practical implications The findings suggest that self-employment is an effective way for high-skilled workers to increase the amount of job control available to them, and to improve their work engagement. From an intervention perspective, self-employed workers may benefit most from more learning opportunities, more social tasks, and more core work tasks. Organizationally employed workers may appreciate more autonomy and opportunities for creativity. Originality/value This study contributes to a better understanding of the role that job control and task characteristics play in predicting the work engagement of high-skilled self-employed and organizationally employed workers.