scholarly journals Subjective versus Objective Assessment of Short Term Occupational Stress: Bias and Analysis of Self-Assessment of High Stress Levels

2020 ◽  
pp. 50-64
Author(s):  
Philippe Fauquet- Alekhine ◽  
Laetitia Rouillac ◽  
Jean-Claude Granry
Keyword(s):  
Perceived Stress ◽  
Acute Stress ◽  
Factor Model ◽  
Five Factor Model ◽  
Vocational Choice ◽  
Myers Briggs Type Indicator ◽  
Self Assessment ◽  
Holland's Theory ◽  
Indicator Approach ◽  
Type Indicator

Aims: Experiments undertaken with two professions (engineers and anesthesiologists) have shown the possible overestimation of perceived stress by subjects when self-assessing stress through questionnaires for high levels of acute stress. Previous analyses having demonstrated that the overestimation was effective, the present study aimed at analyzing a possible effect due to professional traits. Study Design: Data were compared with models of professional personality: Myers-Briggs Type Indicator approach, Holland’s theory of careers and vocational choice and the Five-Factor model of personality. Place and Duration of Study: Data from previous studies were used: A sample of engineers working at the nuclear power plant of Chinon in France (published in 2014) and a sample of anesthesiologists working at the University Hospital of Angers, France (published in 2015). Methodology: Anesthesiologists (N=11, 50% male, 25 to 35 years old) experienced a stress episode in an operating theater simulator. Engineers (N=8, 38% male, 25 to 35 years old) underwent a stress-test in their office. Heart rate was measured for each subject. Comparison was examined between the stress perceived by the subjects through the Post-traumatic Disorder Inventory and the expected levels of stress estimated using the heart rate data. Characterization of the difference was undertaken using models of professional personality. Results: While a Myers-Briggs Type Indicator approach did not provide any relevant information, an approach based on Holland’s theory of careers and vocational choice and on the Five-Factor model of personality showed that overestimation of stress was linked with occupational preoccupations specific to the professions. Limitations, perspectives and scientific implications are discussed. Conclusion: As a major recommendation for researchers, during experiments inducing high levels of acute stress, it is worth to consider the possibility to compare self-assessment of stress with physiological measurements in order to detect a possible overestimation of perceived stress.

scholarly journals Professional competences of mediators with varying degree of success in conduct of conciliation procedures

2020 ◽  
pp. 53-77
Author(s):  
Yana Aleksandrovna Korneeva ◽  
Lyudmila Ivanovna Shakhova ◽  
Anna Konstantinovna Sorvanova
Keyword(s):  
Communication Skills ◽  
Professional Competence ◽  
Factor Model ◽  
Five Factor Model ◽  
Statistical Processing ◽  
Self Control ◽  
Successful Outcome ◽  
Self Assessment ◽  
Study Planning ◽  
Management Case Study

Mediation has become an increasingly popular reconciliation procedure that allows increasing the psychological security of parties to the conflict in educational and social environment, as well as legal practice. The profession of mediator is highly demanded; however, the questions of professional competence of the specialists and requirements to their personality did not receive due coverage in the scientific literature. The goal of this research consist in development of the model of professional competence and assessment of the level of professional competences of mediators with varying degree of success in conduct of reconciliation procedures. A list of professional competences and their indicators mediators, considering the professional standard – “Specialist in the Field of Mediation (mediator)”. The research involved 42 mediators from Arkhangelsk Region. The following methods were applied: questionnaire (the author developed an original questionnaire for self-assessment of professional competences of the mediator), and psychological testing based on the Five-Factor Model of Personality of Costa and McCrae's in adaptation of M. V. Bodunov and S. D. Biryukov. Statistical processing was carried out via the method of descriptive statistics, correlation and step-type multivariate regression analyses (Pearson's chi-squared test) using the software SPSS 23.00 (license agreement No.Z125-3301-14). The following conclusion was made: the model of professional competences of mediator includes communication skills, conflict management, case study, planning, and self-control. The author developed and tested the questionnaire for self-assessment of professional competences of mediators that can be implemented via 360-degree feedback method. It is established that the successful outcome of reconciliation procedure is affected by such professional competences as self-control and communication skills. Out of the list of professionally important qualities of mediator, the author highlights activity, concreteness, openness, self-restraint, self-discipline, responsibility and sociability as directly related to the success of reconciliation procedures.

Hardiness Scales in Iranian Managers: Evidence of Incremental Validity in Relationships with the Five Factor Model and with Organizational and Psychological Adjustment

2005 ◽  
Vol 96 (3) ◽  
pp. 775-781 ◽  
Author(s):  
Nima Ghorbani ◽  
P. J. Watson
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Psychological Adjustment ◽  
Perceived Stress ◽  
Factor Model ◽  
Five Factor Model ◽  
Self Esteem ◽  
Openness To Experience ◽  
Incremental Validity ◽  
External Control

This study examined the incremental validity of Hardiness scales in a sample of Iranian managers. Along with measures of the Five Factor Model and of Organizational and Psychological Adjustment, Hardiness scales were administered to 159 male managers ( M age = 39.9, SD = 7.5) who had worked in their organizations for 7.9 yr. ( SD = 5.4). Hardiness predicted greater Job Satisfaction, higher Organization-based Self-esteem, and perceptions of the work environment as being less stressful and constraining. Hardiness also correlated positively with Assertiveness, Emotional Stability, Extraversion, Openness to Experience, Agreeableness, and Conscientiousness and negatively with Depression, Anxiety, Perceived Stress, Chance External Control, and a Powerful Others External Control. Evidence of incremental validity was obtained when the Hardiness scales supplemented the Five Factor Model in predicting organizational and psychological adjustment. These data documented the incremental validity of the Hardiness scales in a non-Western sample and thus confirmed once again that Hardiness has a relevance that extends beyond the culture in which it was developed.

TWO FACETS OF SELF-KNOWLEDGE, THE FIVE-FACTOR MODEL, AND PROMOTIONS AMONG IRANIAN MANAGERS

2004 ◽  
Vol 32 (8) ◽  
pp. 769-776 ◽  
Author(s):  
Nima Ghorbani ◽  
P. J. Watson
Keyword(s):  
Mental Health ◽  
Perceived Stress ◽  
Factor Model ◽  
Five Factor Model ◽  
Incremental Validity ◽  
Research Attention ◽  
Self Knowledge ◽  
Attributional Complexity ◽  
Knowledge Scale ◽  
Anxiety Depression

Reflective and Experiential Self-Knowledge Scales were administered to Iranian managers along with measures of the Five Factor Model, anxiety, depression, perceived stress, and attributional complexity. Experiential Self-Knowledge correlated positively with the number of promotions earned by these managers. Both scales were associated with higher levels of Agreeableness, Openness to Experience, and Extraversion and, in general, with greater self-reported mental health. Each Self-Knowledge Scale displayed evidence of incremental validity. These data confirmed that the Reflective and Experiential Self-Knowledge Scales deserve additional research attention.

Progress on the Journey to Total Quality Management: Using the Myers-Briggs Type Indicator and the Adjective Check List in Management Development

1995 ◽  
Vol 24 (3) ◽  
pp. 365-398 ◽  
Author(s):  
Bonnie G. Mani
Keyword(s):  
Quality Management ◽  
Total Quality Management ◽  
Management Development ◽  
Total Quality ◽  
Check List ◽  
Myers Briggs Type Indicator ◽  
Self Assessment ◽  
Adjective Check List ◽  
Type Indicator ◽  
Myers Briggs

The objective of this paper is to describe and assess a management development process utilized in the Internal Revenue Service (IRS), a public sector agency that has implemented Total Quality Management (TQM). The program described in this paper is unique to the Richmond District where the facilitator was qualified to enhance the process used in other offices by adding the Myers-Briggs Type Indicator1 and The Adjective Check List.2 This paper is based on three premises. It is feasible for agencies, i. e., public bureaucracies, to implement the principles of Total Quality Management (TQM) and a growing number of them are trying to do so. Management commitment is a prerequisite for TQM so the need to develop effective, committed managers is increasingly critical. Programs designed to develop new managers can be enhanced when the Myers-Briggs Type Indicator and The Adjective Check List are included as part of a self-assessment.

Social Desirability in Personality Inventories

2014 ◽  
Vol 35 (3) ◽  
pp. 144-157 ◽  
Author(s):  
Martin Bäckström ◽  
Fredrik Björklund
Keyword(s):  
Social Desirability ◽  
Big Five ◽  
Work Performance ◽  
Factor Model ◽  
Five Factor Model ◽  
Peer Ratings ◽  
Personality Inventories ◽  
Model Study ◽  
The Difference ◽  
New Variables

The difference between evaluatively loaded and evaluatively neutralized five-factor inventory items was used to create new variables, one for each factor in the five-factor model. Study 1 showed that these variables can be represented in terms of a general evaluative factor which is related to social desirability measures and indicated that the factor may equally well be represented as separate from the Big Five as superordinate to them. Study 2 revealed an evaluative factor in self-ratings and peer ratings of the Big Five, but the evaluative factor in self-reports did not correlate with such a factor in ratings by peers. In Study 3 the evaluative factor contributed above the Big Five in predicting work performance, indicating a substance component. The results are discussed in relation to measurement issues and self-serving biases.

Construction and Validation of a Short Adjectives Checklist to Measure Big Five (SACBIF)

1996 ◽  
Vol 12 (1) ◽  
pp. 33-42 ◽  
Author(s):  
Marco Perugini ◽  
Luigi Leone
Keyword(s):  
Construct Validity ◽  
Psychometric Properties ◽  
Big Five ◽  
Factor Model ◽  
Five Factor Model ◽  
Selection Procedure ◽  
Factorial Structure ◽  
Personality Dimensions

The aim of this contribution is to present a new short adjective-based measure of the Five Factor Model (FFM) of personality, the Short Adjectives Checklist of BIg Five (SACBIF). We present the various steps of the construction and the validation of this instrument. First, 50 adjectives were selected with a selection procedure, the “Lining Up Technique” (LUT), specifically used to identify the best factorial markers of the FFM. Then, the factorial structure and the psychometric properties of the SACBIF were investigated. Finally, the SACBIF factorial structure was correlated with some main measures of the FFM to establish its construct validity and with some other personality dimensions to investigate how well these dimensions could be represented in the SACBIF factorial space.

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