| 301. |
- Nima, Ali Al, et al.
(författare)
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Factor Structure of the Happiness-Increasing Strategies Scales (H-ISS): Activities and Coping Strategies in Relation to Positive and Negative Affect
- 2015
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Ingår i: PeerJ. - : PeerJ. - 2167-8359. ; 3
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Tidskriftsartikel (refereegranskat)abstract
- Background. Previous research (Tkach & Lyubomirsky, 2006) shows that there are eight general happiness-increasing strategies: social affiliation, partying, mental control, goal pursuit, passive leisure, active leisure, religion, and direct attempts. The present study investigates the factor structure of the happiness-increasing strategies scales (H-ISS) and their relationship to positive and negative affect. Method. The present study used participants’ (N = 1,050 and age mean = 34.21 sd = 12.73) responses to the H-ISS in structural equation modeling analyses. Affect was measured using the Positive Affect Negative Affect Schedule. Results. After small modifications we obtained a good model that contains the original eight factors/scales. Moreover, we found that women tend to use social affiliation, mental control, passive leisure, religion, and direct attempts more than men, while men preferred to engage in partying and clubbing more than women. The H-ISS explained significantly the variance of positive affect (R2 = .41) and the variance of negative affect (R2 = .27). Conclusions. Our study is an addition to previous research showing that the factor structure of the happiness-increasing strategies is valid and reliable. However, due to the model fitting issues that arise in the present study, we give some suggestions for improving the instrument.
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| 302. |
- Nima, Ali Al, et al.
(författare)
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Item Response Theory on Subjective Well-Being Measures
- 2020
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Ingår i: 32nd Association for Psychological Science Annual Convention. Chicago, Illinois, USA..
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- We used Item Response Theory in order to investigate the psychometric properties of three Subjective Well-being scales. There was less reliability for respondents with extreme latent scores of subjective well-being. Thus, to improve reliability we point out specific items that need to be modified or added.
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| 303. |
- Nima, Ali Al, et al.
(författare)
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Lifestyle Habits Profiles Among Psychiatric Patients: Self-Reported Health and Sociodemographic Factors
- 2019
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Ingår i: 3rd Biennial International Convention of Psychological Science. Paris, France.
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- We found two profiles, among psychiatric patients, that were characterized by their alcohol, tobacco, and vegetable consumption. Individuals with good lifestyle habits did not differ from those with bad lifestyle habits with regard to self-reported health. Moreover, sociodemographic factors did not predict the profiles.
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| 304. |
- Nima, Ali Al, et al.
(författare)
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Physical Activity for Refugees in Sweden: Effects on Biophysiological Measures
- 2018
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Ingår i: 30th APS Annual Convention. San Francisco, CA, USA: 27-27 May 2018.
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Our aim was to evaluate the effect of a 10-week training program on biophysiological measures among a sample of refugees in Sweden, mostly from Syria. The analyses suggested that physical activity increased the overall maximum aerobic fitness together with body composition (e.g., skeletal muscle mass), whereas body fat decreased.
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| 305. |
- Nima, Ali Al, et al.
(författare)
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Predicting Performance at Call-centres: Work Climate, Exercise Frequency & Virtues
- 2013
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Ingår i: International Society for the Study of Individual Differences Meeting..
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Background: Most call-centres define performance as the percentage of the scheduled “time on the phone”. This type of work design imply unfavourable working conditions, e.g., affecting learning how to cope with the rapid changes in working life. Method: A total of 106 agents reported their perceptions about their work climate along self-reports of well-being, positive individual characteristics (e.g., virtues and strengths of character) and frequency of physical activity. Performance was measured each day over a six-month period by the same program handling the calls. Results: Even when controlling for work climate variables and well-being, high performance was predicted by the virtues of Temperance and Wisdom and also exercise frequency. Conclusions: The study highlights the importance of strengths of character such as self-control, prudence and humility (i.e., the virtue of Temperance) among call centre agents, and also the effect of frequent physical exercise on performance in this type of working environment.
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| 306. |
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| 307. |
- Nima, Ali Al, et al.
(författare)
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Swedish Police Personnel: Work Climate, Work Engagement, and Organizational Commitment
- 2014
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Ingår i: 26th Association for Psychological Science Annual Convention. San Francisco, California, USA.
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Background: Different facets of work climate explain how employees perceive their job, workplace relations, supervisory styles, development horizons, and satisfaction. Work climate, in turn, is followed with several organizational outcomes and job attitudes such as organizational commitment and work engagement. Organizational commitment is predicting on-the-job behaviour, turnover intentions and employees health. Positive psychology scholars propose work engagement as a protective factor against burnout as it identifies itself as a mediator in the motivation process that turns job resources into superior positive work attitudes. Swedish police personnel consist of various job positions with completely different tasks, responsibilities and work environments. These differences may result in different perceptions of the work climate they share. Besides, police personnel in diverse job positions may feel different levels of work engagement and commitment. Furthermore, it is worthwhile to investigate what aspects of work climate are playing the main role in making police personnel more engaged and committed towards their work and their organization. Method: Swedish police personnel from four different job positions (police officers, investigators, managers, and non-sworn) participated in three studies (n1=595, n2=353, and n3=307). We investigated differences in (i) police personnel’s perceptions of work climate, organizational commitment, and work engagement in relation to their job positions, (ii) and (iii) aspects of work climate that influence organizational commitment and work engagement. Perceptions of work climate were assessed by Learning Climate Questionnaire which measures seven facets: management relations and style, time, autonomy and responsibility, team style, opportunities to develop, guidelines on how to do the job, and contentedness. Organizational commitment was measured using a questionnaire based on the three-component model and distinguishes between affective, continuance, and normative commitment. Finally, work engagement was assessed by Utrecht Work Engagement Scale, which measures three engagement dimensions: vigour, dedication and absorption. Results: (i) Analysis of variance revealed that all work climate aspects, except for management relations and style, are perceived significantly different among various job positions. Further post-hoc analysis showed that police officers score lower than others in all of these work climate facets. Police officers, also, scored lower in affective and continuance commitment dimensions. Regarding work engagement, while police officers scored lower in absorption, non-sworn personnel scored the lowest level of vigour and dedication. (ii) and (iii) Furthermore, structural equation modelling showed that opportunities to develop, amongst other aspects of the work climate, plays the most significant role in predicting affective and normative commitment, and the vigour and absorption dimensions of engagement. Surprisingly, contentedness showed negative association with dimensions of work engagement. Conclusions: (i) These results denoted that police personnel working under different job positions perceive their work climate differently, and feel dissimilar levels of organizational commitment and work engagement; perhaps as a result of neglecting specific needs and expectations that each job position may require. (ii) and (iii) Moreover, development opportunities and prospects of being capable of undertaking more qualified tasks seem to be the most important factor in keeping police personnel committed to their organization and engaged with their work.
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| 308. |
- Nima, Ali Al, et al.
(författare)
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Testing the Internal Validity of a Biopsychosocial Model of Subjective Well-Being
- 2020
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Ingår i: 32nd Association for Psychological Science Annual Convention. Chicago, Illinois, USA..
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- We tested the internal validity of the biopsychosocial model of subjective well-being: affect (bio), life satisfaction (psycho), and harmony in life (social). A general subjective well-being factor explained about 64% of the total variance in the model, while the three specific components together explained 15% of the total variance.
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| 309. |
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| 310. |
- Nima, Ali Al, et al.
(författare)
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Validation of a general subjective well-being factor using Classical Test Theory
- 2020
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Ingår i: PeerJ. - : PeerJ. - 2376-5992 .- 2167-8359. ; 8, s. 1-29
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Tidskriftsartikel (refereegranskat)abstract
- Background: Subjective Well-Being (SWB) is usually conceptualized in terms of an affective (i.e., judgements of biological emotional reactions and experiences) and a cognitive component (i.e., judgements of life satisfaction in relation to a psychological self-imposed ideal). Recently, researchers have suggested that judgements of harmony in life can replace or at least complement the cognitive component of SWB. Here, however, we go beyond that suggestion and propose that harmony in life should be seen as SWB’s social component since it is the sense of balance between the individual and the world around her—a process that comprises acceptance, adaptation, and balance. By adding judgements of one’s social interactions (i.e., harmony in life) to judgments of one’s life satisfaction (psycho) and judgements of one’s emotional reactions (bio), we propose a tentatively biopsychosocial model of SWB. As a first step, we used different factorial models in order to determine if both a general factor and specific sub-factors contribute to the biopsychosocial model of SWB. Method: A total of 527 participants responded to the Positive Affect Negative Affect Schedule (PANAS; 20 items), the Satisfaction with Life Scale (SWLS; five items), and the Harmony in life Scale (HILS; five items). We conducted exploratory and confirmatory factor analyses to validate the biopsychosocial model of subjective well-being and a general factor (SWBS). Results: The 20 PANAS items reflected a mixture of general latent structure saturation and specific latent structure saturation, but contributed to their respective specific latent factor (PA: 48%; NA: 49%) more than to the general latent SWBS factor (positive affect: 25%; negative affect: 32%). The five SWLS items contributed to a larger degree to the general SWBS factor (72%) than to life satisfaction itself (22%), while the five HILS items contributed to even a larger degree to the general SWBS factor (98%) than to harmony in life (0%). The bifactor model was the best model compared with all other models we tested (χ2 = 1660.78, df =375, p < .001; Satorra Bentler χ2 =1265.80, df =375, p < .001; CFI =.92; Tucker-Lewis Index =.91; RMSEA =.067). This model of a general SWBS factor explained about 64% of the total variance in the model, while specific SWBS components together explained 15% of the total variance. Conclusion: Our study suggests SWB as a general factor in a multidimensional biopsychosocial model. Indeed, as much as 64% of the variance of SWB was explained by this general factor. The SWB components, however, contributed to a different degree to each corresponding factor in the model. For instance, while the affective and cognitive components seem to be their own constructs and also part of the general SWB factor, the social component tested here contributed 0% to its own variance but 98% to the general factor.
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