Passion for work: Relationships with general and maladaptive personality traits and work-related outcomes

2022 ◽  
Vol 185 ◽  
pp. 111306
Author(s):  
Jasmine Vergauwe ◽  
Bart Wille ◽  
Elien De Caluwé ◽  
Filip De Fruyt
Keyword(s):  
Personality Traits ◽  
Work Relationships ◽  
Work Related ◽  
Passion For Work

Comparison of Personality Traits among Patients with Psoriasis, Atopic Dermatitis, and Stress: A Pilot Study

Dermatology ◽  
2020 ◽  
Vol 236 (4) ◽  
pp. 324-328 ◽  
Author(s):  
Lynda Grine ◽  
Giulia Tochtermann ◽  
Hilde Lapeere ◽  
Nele Maes ◽  
Günther F.L. Hofbauer ◽  
...  
Keyword(s):  
Atopic Dermatitis ◽  
Pilot Study ◽  
Personality Traits ◽  
Skin Diseases ◽  
Work Related Stress ◽  
Work Related ◽  
Chronic Skin ◽  
Related Stress ◽  
Chronic Skin Diseases ◽  
The Impact

Background: Psoriasis and atopic dermatitis are chronic skin diseases that greatly affect the quality of life. Both diseases can be triggered or exacerbated by stress. Objective: We aimed to differentiate personality traits between patients with chronic skin conditions and people treated for stress in a pilot study. Methods: Patients participating voluntarily in educational programs in Belgium and Switzerland were recruited to complete personality trait questionnaires, including the Temperament and Character Inventory (TCI) and the Tridimensional Personality Questionnaire (TPQ). A comparison was made with patients treated for work-related stress. Results: A total of 48 and 91 patients suffering from skin diseases and work-related stress, respectively, were included in the study. Based on the questionnaires, we found that dermatology patients were less persistent and impulsive than those with work-related stress. Dermatology patients also exhibited more rigidness and less focus on performance. Finally, patients with work-related stress seem more likely to change in response to health-promoting programs than patients with chronic dermatoses. Conclusion: Patients with chronic skin diseases may perceive and cope with stress differently in comparison to patients with work-related stress due to inherent personality traits. Therefore, stress coping mechanisms may differ among different diseases. More research is needed into the design of educational interventions and the impact of personality traits in disease-specific groups.

scholarly journals An Investigation of Personality Traits in Relation to Job and Career Satisfaction of Information Technology Professionals

2007 ◽  
Vol 22 (2) ◽  
pp. 174-183 ◽  
Author(s):  
John W. Lounsbury ◽  
Lauren Moffitt ◽  
Lucy W. Gibson ◽  
Adam W. Drost ◽  
Mark Stevens
Keyword(s):  
Job Satisfaction ◽  
Information Technology ◽  
Personality Traits ◽  
Customer Service ◽  
Career Satisfaction ◽  
Career Planning ◽  
Future Research ◽  
Job Descriptions ◽  
Related Factors ◽  
Work Related

Personality traits were examined in relation to job satisfaction and career satisfaction for 1059 information technology (IT) professionals. As hypothesized, eight traits were significantly related to both job and career satisfaction: Assertiveness, Emotional Resilience, Extraversion, Openness, Teamwork Disposition, Customer Service Orientation, Optimism, and Work Drive. Regression analyses indicated that sets of three and four traits accounted for 17 and 25%, respectively, of job and career satisfaction variance. As expected, career satisfaction correlations were of generally higher magnitude than corresponding job satisfaction correlations. Results were interpreted in terms of IT research and theorizing. The findings that Extraversion and Teamwork Disposition were related to job and career satisfaction contravenes job descriptions and career planning advice, suggesting that independent introverts are better suited for IT work. Given that adult personality is antecedent to work experiences, it was suggested that future research proposing to show the effects of work-related factors such as pay and challenge on job or career satisfaction should first control for personality traits. Other practical and theoretical implications were noted.

scholarly journals Time for work: Analyzing the role of time perspectives in work attitudes and behaviors

2019 ◽  
Author(s):  
Katarzyna Wojtkowska ◽  
Maciej Stolarski ◽  
Gerald Matthews
Keyword(s):  
Job Satisfaction ◽  
Individual Differences ◽  
Personality Traits ◽  
Work Engagement ◽  
Time Perspective ◽  
Work Behaviors ◽  
Work Related ◽  
Attitudes And Behaviors ◽  
And Behaviors

AbstractPrevious research has provided strong evidence for a pronounced role of time perspective (TP) in various areas of human functioning, including cognitive processes, mental and physical health, environmental behaviors, and relationship quality. The aim of the present study was to investigate the role of individual differences in TP in work-related attitudes and behaviors. In a sample of 200 office workers, we administered a set of questionnaires measuring TPs, job satisfaction, work engagement, Organizational Citizenship Behavior (OCB) and Counterproductive Work Behavior (CWB). Additionally, we controlled for the Big Five personality traits which may be related to the work-related outcomes of interest. Analyses of the data revealed that Future-Positive TP predicted more desired work-related outcomes, i.e., higher job satisfaction, work engagement, and OCB, and lower CWB. An opposite pattern of associations was observed for Present-Fatalistic, Deviation from Balanced Time Perspective, and (partially) for Future-Negative TPs. The vast majority of these effects were still significant after controlling for personality traits. Using path modelling we also demonstrated that the effects of TPs on work behaviors (OCB and CWB) are mostly mediated by job satisfaction and engagement. The present results suggest that TP theory may prove to be a useful tool in organizational psychology for understanding individual differences in work behaviors.

scholarly journals Humor at work: validation of the short work-related Humor Styles Questionnaire (swHSQ)

2016 ◽  
Vol 29 (3) ◽  
Author(s):  
Tabea Scheel ◽  
Cornelia Gerdenitsch ◽  
Christian Korunka
Keyword(s):  
Individual Differences ◽  
Turnover Intentions ◽  
Well Being ◽  
Work Relationships ◽  
Humor Styles ◽  
Work Context ◽  
Psychological Well Being ◽  
Work Related ◽  
Daily Interactions ◽  
Integral Element

AbstractAs part of daily interactions humor is an integral element of work relationships with consequences for well-being or turnover intentions. However, its adequate assessment in the work context has yet to be improved. While the Humor Styles Questionnaire (HSQ; Martin et al. 2003. Individual differences in uses of humor and their relation to psychological well-being: Development of the Humor Styles Questionnaire.

scholarly journals Aggression among nurses*

2019 ◽  
Vol 65 (4) ◽  
Author(s):  
Maria Mazur
Keyword(s):  
Personality Traits ◽  
Perceived Stress ◽  
Work Experience ◽  
Verbal Aggression ◽  
Severe Stress ◽  
Stress Scale ◽  
Work Related ◽  
Sociodemographic Data ◽  
Stress Levels ◽  
Aggression Questionnaire

Introduction: Aggression among nurses is a topic that is lively and often touched. However, the level of nurses’ aggression needs to be analyzed with regard to stress, personality traits, and sociodemographic variables.The aim of this study was to assess the level of aggression among nurses with regard to stress, personality, sociodemographic data, and work-related factors.Materials and methods: The study involved 189 nurses employed in West Pomeranian hospitals. The research instruments were: the Buss–Perry Aggression Questionnaire (BPAQ), the Neuroticism-Extroversion-Openness-Five Factor Inventory (NEO-FFI), the Perceived Stress Scale (PSS-10), and a self-developed questionnaire concerning sociodemographic data.Results: Chronic stress, longer work experience, neurotic personality, place of residence, and the form of employment, translate into aggression experienced by nurses. The general aggression rate according to the BPAQ was 69.9 ±18. According to the PSS-10, the largest group of respondents (38.62%) were nurses with the highest stress levels (7–10 sten scores). The nurses with higher perceived stress levels were more prone to anger, verbal aggression and hostility (p < 0.00).Conclusions: Aggression in the nursing environment is common and is determined by the severe stress faced by nurses. Unquestionably, the levels of stress and aggression are directly proportional. The most common personality traits among nurses are conscientiousness and agreeableness. A higher level of neuroticism is associated with proneness to aggression. The level of aggression is determined by sociodemographic data, stress, and personality traits. Variables that characterize nurses showing aggressive behaviors are: having children, advanced age, and living in a city with a population of up to 100,000, as well as having several jobs and a contract for a specific task as a form of employment.

scholarly journals The factors of compassion fatigue among guidance counsellors

2019 ◽  
Vol 9 (3) ◽  
pp. 115-130 ◽  
Author(s):  
Rhenan Dizon Estacio
Keyword(s):  
Personality Traits ◽  
Multiple Regression ◽  
Compassion Fatigue ◽  
Secondary Trauma ◽  
Work Related ◽  
Quality Of Life Scale ◽  
Secondary Trauma Stress ◽  
Stepwise Method ◽  
Low Levels ◽  
Trauma Stress

The research was about the compassion fatigue and its contributing factors in guidance counsellors. The sample for the study was 92 guidance counsellors. This study explored factors of compassion fatigue, work-related factors, personality traits and demographic factors utilising the following instruments: professional quality of life scale (ProQOLs), NEO PI-R and demographic questionnaire. The context for the study was different schools in Central Luzon – Region 3, Philippines. Descriptive statistics and multiple regression stepwise method were utilised in the study. Findings indicated that participants had low levels of burnout and low levels of secondary trauma stress as elements of compassion fatigue. Personality traits of the participants identified include low levels of neuroticism, average levels of extraversion, average levels of openness to experience, high level of agreeableness and high levels of conscientiousness. Multiple regression stepwise method confirmed that the personality traits neuroticism, extraversion and agreeableness predict burnout with a variability of 40%. Likewise, salary as work-related factor also predicts burnout with a variability of 4.7%. Similarly, personality trait neuroticism is confirmed to predict secondary trauma stress with a variability of 21.9%. Based on the two elements of compassion fatigue, neuroticism was found out to be the best predictor among the personality traits. Keywords: burnout; compassion fatigue; guidance counsellors; secondary traumatic stress;

Why Passionate Employees Can Have It All: Passion Lowers Time Stress by Enhancing Goal Integration

2018 ◽  
Author(s):  
Jon Jachimowicz ◽  
Ashley Whillans
Keyword(s):  
Financial Services ◽  
Time Pressure ◽  
Experimental Studies ◽  
Past Research ◽  
Field Studies ◽  
Work Related ◽  
Common Drive ◽  
Goal Integration ◽  
Time And Energy ◽  
Passion For Work

Passionate employees seem to effortlessly juggle numerous work commitments and devote vast amounts of time and energy to the advancement of their goals. Past research suggests that this dedication improves the productivity of passionate employees. However, it is unclear how employees' work passion promotes their resolve. We propose that employees' passion for work reduces how much time pressure they perceive, providing them with the feeling that they have sufficient time to accomplish their goals. This occurs, we suggest, because employees' passion for work integrates seemingly disparate work-related ambitions within one common drive. To provide evidence for this hypothesis, we conducted four studies, including two field studies with employees at a technology and financial services company, and two pre-registered experimental studies (N = 3,321). Our results reveal why passionate employees attain better outcomes, and help to shed light on when and why their passion for work is likely to incur productivity benefits.

Curiosity has Comprehensive Benefits in the Workplace: Developing and Validating the Multidimensional Work Related Curiosity Scale in United States and German Employees

2018 ◽  
Author(s):  
Todd Barrett Kashdan ◽  
David Disabato ◽  
Fallon Goodman ◽  
Patrick McKnight
Keyword(s):  
Work Engagement ◽  
Work Relationships ◽  
Job Crafting ◽  
Comprehensive Model ◽  
Trait Mindfulness ◽  
High Performing ◽  
Work Related ◽  
Multiple Dimensions ◽  
Healthy Work ◽  
Workplace Outcomes

Curiosity is a fundamental human motive that is beginning to garner closer attention by researchers and practitioners interested in workplace functioning. Recent work suggests that rather than designating someone as possessing curiosity, there is benefit in detailing the various elements of curiosity. To date, there is no research on how multiple dimensions of curiosity operate in the workplace. Across four samples, we developed and validated the Multidimensional Work Related Curiosity Scale. Participants were American and German employees from a range of industries. We found evidence for four workplace curiosity dimensions: Joyous Exploration, Deprivation Sensitivity, Stress Tolerance, and Openness to People’s Ideas. These workplace curiosity dimensions predicted a substantial amount of variance in adaptive outcomes including job satisfaction, work engagement, job crafting, healthy work relationships, and innovation; as a test of construct specificity, workplace curiosity outperformed trait mindfulness in predicting each of these workplace outcomes. Results offer support for a comprehensive model of curiosity that identifies high performing, satisfied individuals in the workplace. These findings underscore the importance of understanding, assessing, leveraging, and developing curiosity in teams and organizations.

scholarly journals Instability of Personality Traits of Teachers in Risk Conditions due to Work-Related Stress

2020 ◽  
Vol 10 (5) ◽  
pp. 91
Author(s):  
Ruggero Andrisano Ruggieri ◽  
Anna Iervolino ◽  
PierGiorgio Mossi ◽  
Emanuela Santoro ◽  
Giovanni Boccia
Keyword(s):  
Personality Traits ◽  
Big Five ◽  
Risk Index ◽  
Psychosocial Risk ◽  
State Of Health ◽  
Work Related Stress ◽  
Work Related ◽  
Related Stress ◽  
The Individual ◽  
Psychosocial Risk Assessment

The following study aims to verify whether psychosocial risk conditions determine a variation in personality traits. The sample consisted of 301 teachers, comprising 84 men (27.1%) and 217 women (72.9%). The Big Five Questionnaire (BFQ) was used to measure personality traits, while the Organizational and Psychosocial Risk Assessment (OPRA) questionnaire was used to measure psychosocial risk. The ANOVA results notice the change of BFQ traits. These are significant (Extraversion = 0.000; Agreeableness = 0.001; Neuroticism = 0.000; Openness = 0.017), with the exception of the Conscientiousness trait (Conscientiousness = 0.213). The research supports the approach of seeing personality as the result of the interaction between the individual and the environment; this position is also recognized by work-related stress literature. Stress conditions can lead to a change in the state of health and possibly determine the onset of work-related stress diseases. In the future, it would be useful to start a series of longitudinal studies to understand in greater detail the variability of personality traits due to changes in the Risk Index.

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