The across-time associations of the five-factor model of personality with vigor and its facets using the bifactor model

We tested hypothesized across-time associations of personality traits with the affective state of global vigor and its physical, emotional, and cognitive facets. The study was carried out in the context of work, where vigor represents a discrete, positive affective response to one's ongoing interactions with specific elements of the work environment. Our model was based on the bifactor approach to modeling second-order constructs in structural equation modeling. Data were gathered from 1,217 reportedly healthy respondents who underwent a periodical health examination at Time 1 (T1) and Time 2 (T2), about 24 months apart. We found that, independent of T1 and T2 global vigor, agreeableness and conscientiousness predicted both T1 and T2 levels of vigor's emotional facet, and openness predicted vigor's cognitive facet at both T1 and T2.     

The Across-Time Associations of the Five-Factor Model of Personality With Vigor and Its Facets Using the Bifactor Model

We tested hypothesized across-time associations of personality traits with the affective state of global vigor and its physical, emotional, and cognitive facets. The study was carried out in the context of work, where vigor represents a discrete, positive affective response to one's ongoing interactions with specific elements of the work environment. Our model was based on the bifactor approach to modeling second-order constructs in structural equation modeling. Data were gathered from 1,217 reportedly healthy respondents who underwent a periodical health examination at Time 1 (T1) and Time 2 (T2), about 24 months apart. We found that, independent of T1 and T2 global vigor, agreeableness and conscientiousness predicted both T1 and T2 levels of vigor's emotional facet, and openness predicted vigor's cognitive facet at both T1 and T2.     

The Relationship Between Personality,Burnout, and Engagement Among the Indian Clergy

This study examined the relationship between the Big Five personality dimensions, burnout, and engagement among 511 Indian Catholic diocesan priests. We expected that Neuroticism would be positively associated with burnout and negatively associated with engagement. Moreover, we expected Extraversion, Openness, Agreeableness, and Conscientiousness to be negatively associated with burnout and positively associated with engagement. Hierarchical regression analyses largely confirmed these expectations. Results are discussed in the context of the broader literature on burnout and engagement, as well as the literature on priesthood.     

Uncovering the affective core of conscientiousness: the role of self-conscious emotions

We conducted 3 studies to test the idea that guilt is a key affective component of Conscientiousness and that it can account for the relation between Conscientiousness and negative affect. Study 1 used meta‐analysis to show that Conscientiousness was associated with specific emotions and overall negative affect but was most strongly associated with guilt. Conscientiousness was negatively related to guilt experience but positively related to guilt proneness. Also, guilt experience mediated the relation between Conscientiousness and negative affect. Study 2 (N = 142) examined the relation between facets of Conscientiousness and guilt. We replicated results from Study 1 and showed that the relation between Conscientiousness and guilt was not due to overlap with Extraversion and Neuroticism. Study 3 (n = 176) examined the interplay between Conscientiousness and guilt on grades in a short‐term longitudinal study. These studies showed that Conscientiousness is primarily related to guilt and highlighted the importance of examining the emotional substrate of Conscientiousness.     

Job characteristics and burnout among aging professionals in information and communications technology

The aim of this study was to examine the relationship between job characteristics and burnout, i.e., exhaustion, cynicism and lack of professional efficacy, in a sample of 115 (49- to 61-yr.-old) information and communications technology professionals. Questionnaire survey data were collected at two time points. In 1995 (Time 1), higher quantitative overload and lower job control were associated with higher exhaustion. Job control was negatively associated with lack of professional efficacy. In 2001 (Time 2), quantitative overload and information overload were positively associated with exhaustion, but with job control negatively. Use of new information was negatively associated with cynicism. In addition, job control and use of new information were negatively associated with lack of professional efficacy. Job characteristics at Time 1 were not significantly associated with burnout at Time 2 when job characteristics at Time 2 were controlled.     

Burnout predictors among prison officers: The moderating effect of temperamental endurance

The study investigates whether work stressors, coping styles, and work-related social support predict burnout among prison officers (N = 476). It was hypothesized that coping and social support would mediate the effects of work stressors on burnout and that these effects would be moderated by temperamental endurance. Results of structural equation modeling showed that emotion-oriented coping was positively related to emotional exhaustion, and negatively to personal accomplishment. Task-oriented coping was positively related to personal accomplishment. Social support from work was negatively related to emotional exhaustion. The effects of work stressors on burnout were mediated by work-related social support and by emotion-oriented coping. Additionally, some of these mediating effects were moderated by endurance. Work-related social support was negatively related to depersonalization only among participants with strong endurance. High level of work stressors predicted high emotion-oriented coping only among individuals with weak endurance.     

NEO personality domains and gender predict levels and trends in body mass index over 14 years during midlife

Mixed models were used to examine NEO-PI scores as predictors of body mass index (BMI) over a 14 year period during midlife. Average BMI levels during midlife were positively related to Neuroticism and negatively related to Openness, Agreeableness, and Conscientiousness. Relations for three domains were modified by gender. Neuroticism was significantly related to BMI in females only. Extraversion was positively related to BMI in males, whereas, this relation was non-significant in females. The relation between Conscientiousness and BMI was significant in males and females, however, the magnitude of the negative association was stronger in females. Conscientiousness also predicted change in BMI during midlife such that participants who were lower in Conscientiousness tended to show larger gains in BMI with age.     

NEO PI-R predictors of alcohol use and alcohol-related problems

We investigated the relationships between Five-factor model domains and facets and drinking and alcohol-related problems. We also examined the moderating effects of gender. Two hundred students (99 men and 101 women) who had used alcohol in the past year completed self-report and interview assessments. Bivariate analyses demonstrated some significant relationships. In the multivariate analyses that controlled for gender, Neuroticism and Conscientiousness were linked to drinking, but only some of the facets from these domains had significant relationships to drinking. Facets of Extraversion and Agreeableness, but not these domains, were associated with drinking. Neuroticism and Conscientiousness and most of their facets were related to alcohol-related problems in the multivariate analyses. The interactions between gender and traits were not significant.     

新三元付出-回报失衡模型框架下护士的付出、回报和过度投入与工作倦怠的关系

摘 要 目的：在护士群体中检验付出、回报和过度投入及其交互作用对工作倦怠的影响,验证新三元付出-回报失衡模型。方法：采用问卷法测查了456名女护士的付出、回报、过度投入和工作倦怠。采用分层线性回归分析验证自变量对因变量的影响。结果：付出、过度投入和付出-回报比正向影响情绪耗竭和去个性化,付出和付出-回报比负向影响职业效能,回报负向影响去个性化,正向影响职业效能。付出对工作倦怠的影响最大,其次是过度投入,回报的影响最小。过度投入能调节付出-回报比对情绪耗竭、职业效能的影响。结论：新三元付出-回报失衡模型适用于女护士群体。     

话务员成就目标与工作倦怠关系的研究

目的:探讨话务员成就目标与工作倦怠的关系。方法:采用修订的成就目标量表、工作倦怠量表调查270名移动一线话务员。结果:1.掌握目标取向与负性的情绪耗竭以及玩世不恭存在显著负相关,而与成就动机存在显著正相关;2.表现趋向以及表现回避与情绪耗竭、玩世不恭存在显著正相关,与成就动机存相关系数不显著;3.掌握目标取向负向预测情绪耗竭以及玩世不恭,而正向预测成就动机,而表现回避正向预测情绪耗竭和玩世不恭。结论:掌握目标取向的个体感受的倦怠程度越低,而表现回避和表现趋向的得分越高的个体感受职业倦怠程度越高。     

Personality,gambling motives and cognitive distortions in electronic gambling machine players

This study examined gambling motives, distorted beliefs about gambling, and personality traits in a paid community sample of frequent electronic gambling machine (EGM) players from Manitoba, Canada. Participants completed the Problem Gambling Severity Index, the Gambling Motives Questionnaire, the Informational Biases Scale, and the NEO PI-R in group testing sessions. The Five Factor Model facets of Neuroticism, Extraversion, Agreeableness and Conscientiousness were divided into ‘aspects’ that align with self-regulation and the Behavioral Approach and Inhibition systems of revised Reinforcement Sensitivity Theory. Regression analysis found that problem gambling severity scores were independently predicted by older age, being female, having distorted gambling beliefs, and by gambling to win money and to cope with negative emotional states. Problem gambling scores were also correlated positively with Withdrawal (N) and Volatility (N), and negatively with Enthusiasm (E), Compliance (A), and Industriousness (C). Mediation tests found that low scores on the Industriousness facet of Conscientiousness were associated with increased problem gambling severity through an effect on the gambling to cope motive. Distorted beliefs about gambling also mediated low Industriousness, as well as high Withdrawal and Volatility. Poor self-regulation and avoidance motivation contribute to problem gambling among frequent EGM players through increased cognitive distortion and escapism.     

Five-factor model of personality and transformational leadership

This study linked traits from the 5-factor model of personality (the Big 5) to transformational leadership behavior. Neuroticism, Extraversion, Openness to Experience, and Agreeableness were hypothesized to predict transformational leadership. Results based on 14 samples of leaders from over 200 organizations revealed that Extraversion and Agreeableness positively predicted transformational leadership; Openness to Experience was positively correlated with transformational leadership, but its effect disappeared once the influence of the other traits was controlled. Neuroticism and Conscientiousness were unrelated to transformational leadership. Results further indicated that specific facets of the Big 5 traits predicted transformational leadership less well than the general constructs. Finally, transformational leadership behavior predicted a number of outcomes reflecting leader effectiveness, controlling for the effect of transactional leadership.     

Examining mindfulness and psychological inflexibility within the framework of Big Five personality

Psychological inflexibility and mindfulness represent two constructs that have garnered a great deal of interest in recent years as central components in the conceptualization of many new cognitive and behavioral therapies. Nonetheless, though theoretically related, relatively little is known regarding associations between these two constructs and consensus models of trait personality such as the Big Five. The current study therefore aimed to more fully elucidate associations among these three domains within a relatively large, diverse undergraduate sample (N = 429). Mindfulness was negatively associated with Neuroticism and positively associated with Conscientiousness while psychological inflexibility was positively associated with Neuroticism and negatively associated with Conscientiousness. Further, while Conscientiousness evidenced the strongest contribution to mindfulness, Neuroticism evidenced the strongest contribution to psychological inflexibility. Better elucidating how psychological inflexibility and mindfulness differentially relate to Big Five personality traits expands the nomological network surrounding these constructs and begins to reveal common processes underlying psychopathology and health behaviors.     

Predicting General Well-Being From Emotional Intelligence and Three Broad Personality Traits

This paper examined the joint predictive effects of trait emotional intelligence (trait-EI), Extraversion, Conscientiousness, and Neuroticism on 2 facets of general well-being and job satisfaction. An employed community sample of 123 individuals from the Indian subcontinent participated in the study, and completed measures of the five-factor model of personality, trait-EI, job satisfaction, and general well-being facets worn-out and up-tight . Trait-EI was related but distinct from the 3 personality variables. Trait-EI demonstrated the strongest correlation with job satisfaction, but predicted general well-being no better than Neuroticism. In regression analyses, trait-EI predicted between 6% and 9% additional variance in the well-being criteria, beyond the 3 personality traits. It was concluded that trait-EI may be useful in examining dispositional influences on psychological well-being.     

医护人员工作倦怠与A型人格、控制点的关系研究

通过对320名医护人员的调查,探讨工作倦怠与A型人格,控制点之间的关系。结果表明：(1)情绪疲惫、去人性化与A型人格、控制点存在显著正相关,个人成就感与控制点存在显著负相关。(2)A型人格、控制点对情绪疲惫,去人性化具有正向预测作用,控制点对个人成就感具有负向预测作用。(3)与B型人格相比．A型人格者的去人性化程度更高;与内控者相比,外控者工作倦怠程度更高。     

小学教师职业倦怠维度发展顺序探究——来自结构方程模型和交叉滞后网络分析模型的证据

教师职业倦怠的情感衰竭、去人性化和个人成就感降低3个维度相对独立但也存在相互影响, 对其发展关系进行研究, 有助于深入理解职业倦怠的发展过程, 尽早识别倦怠症状。本研究对3837名小学教师进行追踪测试, 测试间隔为3年, 采用结构方程模型和交叉滞后网络分析模型进行分析, 结果发现小学教师职业倦怠维度最优发展模型为“T1的情感衰竭和个人成就感降低分别预测T2的情感衰竭和个人成就感降低, T1的去人性化预测T2的去人性化和个人成就感降低”, 且最优发展模型具有性别间的一致性和教龄段之间的一致性。这一结果支持并强调了去人性化在小学教师职业倦怠发展中的重要作用, 对识别教师职业倦怠早期症状并采取相应措施有效阻断教师职业倦怠的进一步发展具有一定的理论和现实意义。     

A meta‐analytic review of the relationship between emotional dissonance and emotional exhaustion

This meta‐analysis examined the relationship between emotional dissonance and burnout. We collected 57 independent samples that included self‐report measures of emotional dissonance and emotional exhaustion from 16,165 employees. As predicted, a reliable relationship (r = .34) between the two variables was found, indicating that employees who “fake” their emotions at work also suffer from emotional exhaustion, a key component of job burnout. Moderation analyses indicate that effect sizes strengthen as an increasing function of publication year, and are strongest in police work, compared with other service job types. As predicted from a gender role perspective, effect sizes are more pronounced as the percentage of women increases in a sample. Results suggest that emotional dissonance may be added to the growing list of job stressors that lead to emotional exhaustion.     

员工工作倦怠的发展模型:来自纵向研究的证据

采用Maslach工作倦怠量表对263名企业员工在一年时间内的三个等距时间点(T1,T2,T3)的工作倦怠进行测量,纵向研究中国文化背景下工作倦怠的发展规律,并比较工作倦怠发展的六种因果模型。研究结果表明,去人性化影响成就感降低,且这种影响具有跨时间一致性;但是情绪衰竭和去人性化相互影响的跨时间一致性较低,如T1情绪衰竭影响T2去人性化,但是T2情绪衰竭对T3去人性化的影响不显著;T1去人性化对T2情绪衰竭的影响不显著,但是T2去人性化影响T3情绪衰竭。去人性化在工作倦怠的发展中具有非常重要的作用。     

Hardiness Promotes Work Engagement,Prevents Burnout,and Moderates Their Relationship

We examined the relationships between hardiness, work engagement, and burnout. Participants were Belgian service members involved in the International Security and Assistance Force (ISAF) operation. They completed a questionnaire containing hardiness items from the revised Norwegian Hardiness Scale, items concerning vigor and dedication from the Utrecht Work Engagement Scale, and those tapping cynicism and emotional exhaustion from the Utrecht Burnout Scale. Results showed that hardiness was positively related to dedication and vigor, and negatively to cynicism and emotional exhaustion. Our results further suggest that work engagement and burnout are the opposite ends of a continuum. However, analyses concerning the moderation effect of hardiness suggest that individual differences could imply different processes in the relationship between work engagement and burnout.     

An analysis of reinforcement sensitivity theory and the five-factor model

Reinforcement Sensitivity Theory (RST) and the Five-Factor Model (FFM) are two prominent personality accounts that have emerged from different backgrounds. Although the two accounts are applied to similar research topics, there is limited empirical work examining the correspondence between them. The current study explored the relationship between RST-based personality traits and the FFM domains and facets in an undergraduate sample (n = 668). Regression analyses indicated that Sensitivity to Punishment (SP) was positively associated with Neuroticism and Agreeableness, and negatively associated with Extraversion, Openness, and Conscientiousness. In contrast, Sensitivity to Reward (SR) was positively associated with Extraversion and Neuroticism, and negatively associated with Agreeableness and Conscientiousness. Exploratory analyses at the facet level specified the relationship between SP, SR, and each domain. A factor analysis was also conducted to explore the higher-order factor structure of RST and the FFM domains. Three factors emerged, which we labelled SP, Stability-Impulsivity, and Sensation Seeking. Taken together, these findings suggest that there is substantial overlap between these two accounts of personality. Copyright © 2007 John Wiley & Sons, Ltd.