SummaryState optimism was hypothesized to be significantly related to six organizationally relevant outcomes above and beyond the effect of trait optimism. Moreover, state optimism was hypothesized to have effects on these six outcomes beyond the effects of positive and negative affect. Conversely, trait optimism was expected to be unrelated to the six outcome variables when controlling for state optimism as well as when controlling for affect. These hypotheses were tested with two samples. First, 772 undergraduate students were assessed to determine the impact of state versus trait optimism on task performance in the form of course grade. From this sample, the 261 students working at least 20 hours per week were similarly assessed with regard to work related distress, burnout, affective commitment, and job satisfaction. Then, a field sample of 106 employees assessed distress, burnout, affective commitment, job satisfaction, and supervisor rated task and contextual job performance. Results indicate state optimism (but not trait optimism) is a potentially powerful indicator of important organizational outcomes, even after controlling for the effects of positive and negative affect. Implications of these findings and directions for future research are discussed.

Women now constitute a significant portion of the workforce, making the effects of pregnancy on professional image (others' perceptions of competence and character at work) more salient. While opinions regarding how pregnant women should manage others' impressions and the consequences of doing so abound (Noveck, 2012) research to substantiate or disconfirm these opinions has lagged. In this paper, we present three studies that develop and test a model of social identitybased impression management (SIM) techniques used by pregnant workers. In Study 1 (n ‫؍‬ 35), we utilized qualitative methods to identify the motives and strategies used by pregnant women to manage their professional images. In the second study, we collected two samples (n ‫؍‬ 199 and n ‫؍‬ 133) to develop and validate two scales based on the motives and strategies identified in Study 1. In Study 3 (n ‫؍‬ 200), we employed a time-lagged design to examine how SIM motives and strategies affect important workplace outcomes: perceived discrimination, burnout, and returning to one's job after maternity leave. Our findings demonstrate both positive and negative outcomes of the motives and strategies women use to manage their images at work when pregnant. Professional image is the aggregate of others' perceptions of an individual's competence and character in the workplace (Roberts, 2005). Because of the implications for achieving social approval, power, and career success, employees invest considerable time and energy into constructing their professional images (Baumeister, 1982; Ibarra, 1999; Roberts, 2005). Although research on professional image construction has historically focused on the personal attributes that influence an indi-vidual's professional image, such as dress, nonverbal cues, and verbal cues, more recently, Roberts (2005) has called attention to the role played by social identities. Social identities are the "various meanings attached to a person by self and others" (Ibarra, 1999: 766). An individual possesses multiple social identities-for example, as a woman, a mother, and an African American. Unfortunately, as a good deal of extant research on discrimination demonstrates, some social identities are devalued in various contexts, including the workplace (e.g., Button, 2001; Crocker, Major, & Steele, 1998). As a result, social identities can negatively affect professional image. Women, for example, are often stereotyped as emotional and nurturing, characteristics believed to be incompatible with effective leadership (e.g., Koenig, Eagly, Mitchell, & Ristikari, 2011; Nelson & Quick, 1985). As a group, African Americans have We would like to acknowledge the helpful comments of our associate editor, Joyce Bono, and three anonymous reviewers. We would like to thank the following people for their insights on previous versions of the manuscript: Danielle Dunne, Don Kluemper, and Hans Hansen. We would also like to thank Robert Vandenberg for his help with the means and covariance structure analyses. An earlier version of this paper was present...

Interpersonal Emotion Management (IEM) strategies represent behaviours targeted at managing negative emotions in others. This paper describes the development and validation of the four-dimensional IEM strategies scale. Four studies were conducted to assess the psychometric properties of the scale, including content, discriminant, and criterion validity. Results provided strong support for the four-dimensional measure of IEM strategies, distinct from conceptually related constructs, and predictive of subordinates' trust in their supervisor.

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SummarySecure attachment is a healthy attachment style that enables individuals to work autonomously as well as with others when appropriate. Secure attachments are characterized by internal regulatory mechanisms that allow individuals to be flexible and constructive in their interpersonal relationships Our model incorporates hope, trust in one's supervisor, and burnout as explanatory variables that translate the benefits of secure attachment into better supervisorrated task performance. Among 161 employees of an assisted living center and their supervisors, secure attachment had a significant, positive relationship with hope, trust, and burnout, but only trust had a significant, positive relationship with supervisor-rated performance. These results indicate that secure attachment should be considered a positive psychological strength that has important implications for working adults.