OBJECTIVE The relationship between posttraumatic stress disorder (PTSD) and anger is well established. However, further investigation into the underlying mechanisms of this PTSD-anger relationship is needed. Rumination, a construct with a known association to PTSD symptoms, theoretically may mediate this PTSD-anger relationship. DESIGN We conducted a mediational model using self-report measures of PTSD symptoms, rumination, and anger reactions from a nonclinical, trauma-exposed sample (N = 339) through Amazon's Mechanical Turk. RESULTS Rumination mediated overall PTSD symptoms and anger reactions, controlling for age and gender identity. Further analyses examined this mediating role between PTSD subscale scores and anger. Rumination mediated all PTSD subscales and anger when modeled separately. After adjusting for other PTSD symptoms, only 2 subscales' relationship with anger remained mediated by rumination negative alterations in cognitions/mood and physiological arousal. CONCLUSIONS Rumination should be assessed in the context of PTSD and anger symptoms, specifically physiological arousal and negative moods/cognitions symptoms in PTSD. (PsycInfo Database Record (c) 2020 APA, all rights reserved).Are women less likely to win elections than men? Past analyses of U.S. elections have found little evidence of gender bias, leading some scholars to declare "When women run, women win." However, across many professional domains, women face disparate outcomes in achieving leadership positions. The current research resolves this puzzle through a novel theoretical perspective and methodological advances. Theoretically, we propose that power frees women from restrictive gender norms, reducing gender bias. Thus, gender bias likely exists in politics but is more pronounced for lower-power candidates and less pronounced for higher-power candidates. Because incumbent candidates have more power and challenger candidates less power, we predicted incumbent women would be shielded from gender bias and achieve electoral parity with incumbent men. Conversely, we predicted challenger women would face particularly strong gender bias and disparate outcomes. Methodologically, we resolve prior scope-of-analysis limitations by analyzing every governor and U.S. senator election since women's suffrage (1920). Further, we developed a novel bootstrapping method that resolves regression assumption violations inherent in statistical analyses of candidate-level measures. Analyses revealed 2 important findings. First, our comprehensive dataset revealed that, contrary to past research, women were less likely to win elections than men overall. Second, we found evidence for a power shield effect Male challengers were three times more likely to win than female challengers, men were 25% more likely than women to win open-seat races, but female incumbents fared just as well as male incumbents. These results suggest that some gender differences may be power differences in disguise. (PsycInfo Database Record (c) 2020 APA, all rights reserved).Despite the ubiquity of gossip in the workplace, the management literature offers a limited understanding of its consequences for gossip senders. To understand whether gossiping is beneficial or detrimental for the gossip sender, it is necessary to consider the perspective of gossip recipients and their response to gossip. We develop a typology of gossip that characterizes archetypal patterns of interpreting gossip. We then draw from attribution theory to develop a multilevel process model of workplace gossip that focuses on how the gossip recipient's attributions of a gossip episode shape the gossip recipient's subsequent response and behaviors. In addition to the valence and work-relatedness dimensions of gossip that comprise the typology, we examine credibility and the status of the gossip target as fundamental features of the gossip episode that jointly affect the gossip recipient's attributions. At the episodic level, the process of deciphering the gossip sender's motives influences the subsequent reciprocation of gossip. Depending on the locus of causality attributed to the gossip episode, gossip also contributes to the perceived trustworthiness of the gossip sender and the gossip recipient's cooperation with or social undermining of the gossip sender over time. The proposed model suggests that the potential benefits or social consequences of gossip for the gossip sender depend on the characteristics of the gossip and the context of the gossip episode that serve as inputs to the gossip recipient's attributional process. (PsycInfo Database Record (c) 2020 APA, all rights reserved).Drawing upon social comparison theory, we developed and tested a model to examine potential negative coworker reactions toward proactive employees. We theorized that a focal employee's proactive personality is positively related with his or her high relative standing in the group, which in turn exposes him or her to being the target of coworker envy. https://www.selleckchem.com/products/Erlotinib-Hydrochloride.html This may then reduce the focal employee's received help from coworkers and give rise to coworker undermining. We further reasoned that employee prosocial motivation moderates the serial mediated relationships. Our hypotheses were generally supported in 3 field studies involving a total of 1,069 employees from 223 groups. Proactive personality was negatively and indirectly related to received help from coworkers, via relative leader-member exchange (RLMX) and relative job performance, and then via being envied by coworkers (Study 1). Results also generally supported the positive and indirect effect of proactive personality on coworker undermining via the same set of sequential mediators (e.g., RLMX and then being envied, Study 2). The indirect effects of proactive personality on coworker helping and undermining (e.g., via relative job performance and coworker envy) were only significant when employees' prosocial motivation was low (Study 3). This research contributes to a more complete and balanced theorization of the influences of proactive personality in organizations. (PsycInfo Database Record (c) 2020 APA, all rights reserved).