The unprecedented outbreak of the Coronavirus Disease 2019 (COVID-19) caused an economic downturn and increased the unemployment rate in China. In this context, employees face health and social economic stressors. To assess their mental health (i.e., anxiety, depression, insomnia and somatization) and work attitudes (i.e., work engagement, job satisfaction and turnover intention) as well as the associated factors, we conducted a cross-sectional study among people who resumed work after the Spring Festival holiday during the COVID-19 pandemic. The results show that the prevalence of anxiety, depression, insomnia and somatization among these people was 12.7%, 13.5%, 20.7% and 6.6%, respectively. The major risk factor for mental health was worrying about unemployment, and the main protective factors were psychological strengths (i.e., resilience and optimism). Regarding work attitudes, the percentage of people who felt more satisfied with their job (43.8%) was larger than that of those who felt less satisfied (26.9%), while the percentage of people who thought about quitting their job more frequently (15.7%) was smaller than that of those who considered it less frequently (63.2%). However, work engagement was lower than usual. Similar to the factors associated with mental health, the major risk factor for work attitudes was also worrying about unemployment, and the main protective factors were resilience and optimism. In addition, the nature of the organization, job status, age, position and income changes were also related to these work attitudes. Our findings shed light on the need for organization administrators to be aware of the status of and factors associated with employees’ mental health and work attitudes during the COVID-19 pandemic. Policies or interventions could be developed based on our findings.

To reduce the negative consequences of cyberostracism on prosocial behaviors, we developed a coping strategy based on psychological resilience, and revealed its effectiveness in combating the adverse effects of cyberostracism on prosocial behavior through two studies. Study 1 demonstrated that psychological resilience could mitigate the negative impact of cyberostracism on prosocial behaviors through experimental manipulation. By targeting continuously ostracized people with low resilience for an online self-help resilience intervention program, Study 2 confirmed that psychological resilience was effective in alleviating the detrimental effects of cyberostracism. These studies not only help us to recognize the negative effects of cyberostracism, but also extend Williams’ temporal need–threat model of ostracism in the context of online ostracism. As emerging technologies represent a promising new approach to intervention delivery, the most valuable contribution of this study is that we developed an online self-help psychological resilience intervention program that showed encouraging therapeutic effects and advantages for assisting in caring for a larger population of people who are at elevated risk for being cyberostracized.

Negative emotions arising from self-threat are ubiquitous and harmful. We propose that the experience of awe awakens the small-self, which in turn alleviates these negative emotions. We examine our theoretical hypotheses in four studies employing various self-threatening situations, using distinct awe manipulations and involving participants from different countries. The participants experiencing awe reported lower levels of negative emotions arising from self-threat compared with those in the neutral (Study 1) and happiness conditions (Study 2). Moreover, we verified that the small-self mediates the alleviating effect of awe on negative emotions through measuring (Study 3) and manipulating the small-self (Study 4). Beyond a set of practical implications for promoting mental health and well-being, our research also provides novel insights into awe, self-appraisal, and self-threat.

Taking a self-regulatory perspective, we examined the within-person relationships between time spent in job search and search outcomes (i.e., the number of job interviews/offers received), focusing especially on the moderating roles of metacognitive activities and perceived job search progress. Data collection was conducted with 12 semiweekly surveys among a sample of 132 job seekers from a university in Southern China. Our results showed that time spent in job search does not necessarily lead to more interviews, and metacognitive activities moderated this relationship. Specifically, the positive effect of time spent in job search on the number of job interviews was stronger among job seekers with low levels rather than high levels of metacognitive activities. Nevertheless, after including perceived job search progress, the moderating role of metacognitive activities was stronger among seekers with low rather than high-perceived job search progress. We found that when individuals engaged in low levels of metacognitive activities and perceived low levels of job progress, they relied on time spent in job search to obtain job interviews and offers. The theoretical and practical implications of these findings are discussed.