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Need a good laugh? Who doesn't? Find mirth and spiritual refreshment in Heavenly Humor for the Grandmother's Soul, featuring devotional readings drawn from fellow grandmas and those who love them. Seventy-five readings will make you laugh, chuckle, chortle, and snicker. And every reading points you to the heavenly Father who knows all about you-and loves you completely.

A rich body of research in the area of leadership has examined the influence of transformational/charismatic forms of leadership on employees' motivation, attitudes, and behaviors. This research is based on the assumption that leaders are able to influence followers based on close, sustained, and personalized contact with them. However, new organizational realities are challenging this assumption. Drawing on the intersections between social identity theory and leadership research, this study highlights the importance of inspirational leaders who, by developing socialized relationships with team members, can foster attitudes that are critical for team effectiveness in geographically dispersed settings. Findings support the role of this form of leadership in dispersed settings. Inspirational leadership emerged as a significant predictor of individuals' trust in team members and commitment to the team. Further, the positive relationship between inspirational leadership and individuals' commitment to the team and trust in team members was strengthened in teams that were more dispersed suggesting that inspirational leaders are important in all contexts but that their importance is underscored in highly dispersed contexts. Finally, shared perceptions of trust and commitment predicted performance at the team level.

This study had two research questions as follows: What is the influence of inspirational motivation on employee job performance? To what extent does employee work value congruence moderate the relationship between transformational leadership and employee job performance? This study adopted the positivism research philosophy and correlation research design. The target population of the study was 676 lower-level managers from 52 insurance companies operating in Kenya as of 2017. A sample size of 245 was drawn using a stratified random sampling technique and systematic sampling. 245 questionnaires were distributed out of which 211 were completed and returned representing a response rate of 86% which was deemed as adequate for a correlation research design. The analysis of variance was used to test the hypothesis. The study concluded that inspirational motivation significantly predicted employee job performance. In addition, it was deduced that employee work value congruence had a significant moderating effect on the relationship between transformational leadership and employee job performance among lower-level managers in the insurance sector in Kenya. The study recommended that employees should tailor their values to fit into the culture and values of the organization for the organization to profit from transformational leadership.

There is no doubt about the extensive use of social media by the millennial generation, but the study of the effects of such use is only in its infancy. Though most studies so far focus on the negative effects of overall time spent on social media, the current study investigated the relationship between exposure to a specific type of content on social media and well-being outcomes: namely, inspirational content. Results of an online survey with a total of 146 students revealed that inspiring social media and online video use, but not overall time spent on social media was related to everyday experiences of gratitude, awe, vitality, prosocial motivations and prosocial behaviors, but not connectedness. Self-transcendent emotions as elicited from inspiring social media mediated these relationships. Results are discussed in relation to the relevance of the content young people view on social media and their impact on well-being.

Applying a dual-process rationale, this study explored the cognitive and affective mechanisms involved in the processing of hedonic versus eudaimonic film clips and their putatively distinct inspirational effects. The two types of narratives were operationalized in terms of complete and incomplete goal satisfaction in the film endings. Participants either watched the final boxing match from Rocky, where the protagonist loses the fight, but achieves self-mastery and finds love (eudaimonic narrative) or from Rocky II, where he wins against his opponent (hedonic narrative). A combination of continuous measures of how pleasant participants felt (slider ratings) and psychophysiological measures (heart rate, galvanic skin response [GSR], pulse volume amplitude [PVA]) indicating cognitive load and arousal was used to track the audience responses while watching a compilation of the same intro and the different fight versions. Results revealed that arousal was more strongly associated with participants' affective scores during the hedonic (winning) version than during the eudaimonic (losing) one. Furthermore, participants experience more positive affect and arousal after watching the protagonist win the match compared to those that watched him lose. Lastly, participants in the eudaimonic condition were more likely to be inspired to exercise afterward. Implications of our results are discussed.