This study examined how feedback from significant others affected self-discrepancies between three self-guides (ideal, ought, and undesired selves) and the actual self among 301 university students. Using a latent change model, we investigated whether depression and anxiety changed with self-discrepancy changes, and whether baseline self-discrepancy levels influenced these relationships. Participants completed questionnaires on scenarios involving evaluative and accepting feedback, rating self-discrepancy, and depression/anxiety before and after each feedback type. The results showed that actual-ideal discrepancy in the ideal self-condition (n=93) decreased with both feedback types. Actual-ought discrepancy in the ought self-condition (n=101) remained unchanged with evaluative feedback but decreased with accepting feedback. Actual-undesired congruence in the undesired self-condition (n=107) remained unchanged with evaluative feedback but increased with accepting feedback. These findings demonstrate that effective feedback types differ depending on self-guide characteristics.

Being alone is often considered a social concern, because it exacerbates negative mental health. Depending on the reason for choosing to be alone, it might offer insights into improving mental health. However, no scale has been developed to assess the reasons for choosing to be alone. This study aimed to develop a scale to measure the reasons for choosing to be alone and examine its reliability and validity. The scale items were created based on six questions asked to Chat GPT regarding the reasons for being alone. In Study 1 (N = 296), an exploratory factor analysis revealed that the reasons for choosing to be alone comprised five factors and 35 items. In Study 2 (N = 311), a correlation analysis with the Preference for Solitude Scale, Positive Solitude Scale, UCLA Loneliness Scale, and praise seeking and rejection avoidance scale indicated the validity of the scale. A confirmatory factor analysis also indicated a sufficient model fit.

This study examined the Job Demands-Resources (JD-R) model, a framework for explaining work engagement and job satisfaction, through a secondary analysis of social survey data from 5,373 Japanese school teachers (Katayama, 2015). Multiple regression analyses showed that self-evaluation of teaching expertise, and job attractiveness generally enhanced positive job image and job satisfaction, whereas work-related concerns reduced job satisfaction. The interaction effects between personal resources, job resources, and job demands varied by school level. Among junior high and high school teachers, the positive effects of job attractiveness were stronger when work-related concerns were high. Among elementary school teachers, the positive effects of instructional skills emerged when work-related concerns were low. These findings highlight the importance of considering the unique characteristics of tasks and organizational structures at each school level, and examining the independent and interactive effects of personal resources, job resources, and job demands.

The present study aimed to develop and validate the Japanese version of the Dark Future Scale. A total of 650 valid responses were collected through an online survey. Confirmatory factor analysis supported a one-factor structure, consistent with the original scale, and indicated high internal consistency. Metric invariance across age groups and residual invariance across gender were confirmed. Furthermore, the scale demonstrated good convergent and incremental validity. These results suggest that the Japanese version of the Dark Future Scale is both reliable and valid.

Unmitigated communion and over-adaptation both reflect other-oriented maladjustment, but they may differ in their underlying psychological mechanisms. This study examined their distinct associations with the Big Five traits among 183 Japanese adults. Correlational and hierarchical regression analyses revealed that over-adaptation was negatively associated with extraversion, whereas unmitigated communion showed no significant association. Additionally, unmitigated communion contributed to an increase in explanatory power for neuroticism beyond that of over-adaptation. These results suggest that the two constructs, though similar in their interpersonal orientation, are theoretically distinct and grounded in different psychological mechanisms. The findings contribute to clarifying personality-based maladaptive interpersonal tendencies.

This study aims to develop a Japanese version of the Scale of Perfectionism and Excellencism (SCOPE), which captures personalities pursuing high standards. Three hundred and sixty students reported their scores on the SCOPE, a pre-existing perfectionism scale, achievement motivation, life satisfaction, emotional states, and anthropophobic tendencies. Confirmatory factor analysis identified two factors: perfectionism and excellencism. Regression analyses demonstrated that perfectionism was associated with the pre-existing scale of perfectionism, fear of failure, and anthropophobic tendencies, whereas excellencism was associated with achievement motivation and liveliness. These findings highlight the maladaptive nature of perfectionism and support the validity of the Japanese version of the scale.