| 11. |
- Amato, Clara, et al.
(författare)
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LinkedIn Users' Identity Clusters in the Prediction of Affectivity and Regulatory Mode
- 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 used quantitative semantics to find clusters of words in LinkedIn users’ self-descriptions. Some of these identity clusters discriminated between LinkedIn users with high/low positive affect (social and messy vs. honest), high/low negative affect (social vs. flexible), high/low locomotion (social vs. flexible), and high/low assessment (analytical vs. happy).
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| 12. |
- Amato, Clara, et al.
(författare)
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Modus Operandi and Affect in Sweden: The Swedish Version of the Regulatory Mode Questionnaire
- 2017
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Ingår i: PeerJ. - : PeerJ. - 2167-8359. ; 5:e4092, s. 1-24
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Tidskriftsartikel (refereegranskat)abstract
- Background: The Regulatory Mode Questionnaire (RMQ) is the most used and international well-known instrument for the measurement of individual differences in the two self-regulatory modes: locomotion (i.e., the aspect of self-regulation that is concerned with movement from state to state) and assessment (i.e., the comparative aspect of self-regulation). The aim of the present study was to verify the independence of the two regulatory modes, as postulated by the Regulatory Mode Theory (Kruglanski, Thompson, Higgins, Atash, Pierro, Shah & Spiegel, 2000), and the psychometric properties of the RMQ in the Swedish context. Furthermore, we investigated the relationship between regulatory modes (locomotion and assessment) and affective well-being (i.e., positive affect and negative affect). Method: A total of 655 university and high school students in the West of Sweden (males = 408 females = 242, and 5 participants who didn’t report their gender; agemean = 21.93±6.51) responded to the RMQ and the Positive Affect Negative Affect Schedule. We conducted two confirmatory factor analyses using structural equation modeling (SEM). A third SEM was conducted to test the relationship between locomotion and assessment to positive affect and negative affect. Results: The first analyses confirmed the unidimensional factor structure of locomotion and assessment and both scales showed good reliability. The assessment scale, however, was modified by dropping item 10 (“I don’t spend much time thinking about ways others could improve themselves.”) because it showed low loading (.07, p =.115). Furthermore, the effect of locomotion on positive affect was stronger than the effect of assessment on positive affect (Z = -15.16, p < .001), while the effect of assessment on negative affect was stronger than the effect of locomotion on negative affect (Z = 10.73, p < .001). Conclusion: The factor structure of the Swedish version of the RMQ is, as Regulatory Mode Theory suggests, unidimensional and it showed good reliability. The scales discriminated between the two affective well-being dimensions. We suggest that the Swedish version of the RMQ, with only minor modifications, is a useful instrument to tap individual differences in locomotion and assessment. Hence, the present study contributes to the validation of the RMQ in the Swedish culture and adds support to the theoretical framework of self-regulatory mode.
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| 13. |
- Amato, Clara, et al.
(författare)
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Newly Graduated Nurses' Learning Work Climate, Health, Resilience, and Burnout Symptoms
- 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
- The results provide an indication of important learning work climate factors associated to newly graduated nurses’ health, ability to cope successfully in adverse circumstances (i.e., resilience), and burnout symptoms. It is, however, plausible that there is an interconnection between personal vulnerability, learning climate, and health (Stoyanov & Cloninger, 2011).
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| 14. |
- Amato, Clara, et al.
(författare)
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Regulatory Mode
- 2018
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Ingår i: Encyclopedia of Personality and Individual Differences. - Cham, Switzerland : Springer. - 9783319246109
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Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
- The Regulatory Mode of conduct is the way individuals tend to regulate themselves when striving after determinate goals or way of doing activities. According to Regulatory Mode Theory, developed by Kruglanski and colleagues (2000), there are two different and independent regulatory modes or functions of self-regulation: assessment and locomotion. Assessment is "the comparative aspect of self-regulation concerned with critically evaluating entities or states, such as goals or means, in relation to alternatives in order to judge relative quality" (Kruglanski, Thompson, Higgins, Atash, Pierro, Shah & Spiegel, 2000, p. 794). Locomotion is the aspect of self-regulation concerned with "movement from state to state and with committing the psychological resources that will initiate and maintain goal-related movement in a straightforward and direct manner, without undue distractions or delays" (Kruglanski, Thompson, Higgins, Atash, Pierro, Shah & Spiegel, 2000, p. 794).
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| 15. |
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| 16. |
- Amato, Clara, et al.
(författare)
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“Tell Me Who You Are" Latent Semantic Analysis for Analyzing Spontaneous Self-Presentations in Different Situations
- 2020
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Ingår i: Testing, Psychometrics, Methodology in Applied Psychology. - 1972-6325. ; 27:2, s. 153-170
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Tidskriftsartikel (refereegranskat)abstract
- The aim of the study was to analyze freely generated self-presentations through the natural language processing technique of Latent Semantic Analysis (LSA). Four hundred fifty-one participants (F = 360; M = 143) recruited from LinkedIn (a professional social network) were randomly assigned to generate 10 words to describe themselves to either an employer (recruitment-condition) or a friend (friendship- condition). The words’ frequency-rate and their semantic representation were compared between condi- tions and to the natural language (Google’s n-gram database). Self-presentations produced in the recruit- ment condition (vs. natural language) had significantly higher number of agentic words (e.g., problem- solver, responsible, able team-worker) and their contents were semantically closer to the concept of agency (i.e., competence, assertiveness, decisiveness) comparing to the friendship condition. Further- more, the valence of the self-presentations’ words was higher (i.e., with a more positive meaning) in the recruitment condition. Altogether, these findings are consistent with the literature on the “Big Two,” self- presentation, and impression management.
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| 17. |
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| 18. |
- Amato, Clara, et al.
(författare)
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Think Entrepreneurially: Entrepreneurs vs. non-Entrepreneurs Cognitive Profiles
- 2018
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Ingår i: International Journal of Entrepreneurship. - 1099-9264. ; 22:1
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Tidskriftsartikel (refereegranskat)abstract
- Many recent contributions try to identify the way of thinking of individuals who pursue entrepreneurial careers (Shepherd & Patzelt, 2018). This study aims at investigating the cognitive styles (i.e., the stable preferred way to thinking by an individual) of a sample of entrepreneurs (vs. non-entrepreneurs.) According to Sternberg’s theories (1998) and based on the previous researches it is assumed that some cognitive styles better describe the entrepreneurial way of thinking. Through a discriminant analysis, this assumption has been assessed on an Italian sample of 276 participants (147 entrepreneurs and 129 non- entrepreneurs.) The data show that the anarchical (i.e., a random approach to problems, by sometimes drawing up connections that the others would not be able to establish), legislative (i.e., the free decision of what to do and how to do it), internal (i.e., the inclination towards autonomy for the performance of tasks), and liberal style (i.e., the tendency to deviate from the way in which things are currently made) are distinctive of the Entrepreneurs group, confirming the assumption concerning different cognitive profiles between the two groups interviewed. Directions for future research are discussed.
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| 19. |
- Andersson Arntén, Ann-Christine, 1954, et al.
(författare)
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Police Personnel Affective Profiles : Differences in Perceptions of the Work Climate and Motivation
- 2016
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Ingår i: Journal of Police and Criminal Psychology. - : Springer. - 0882-0783 .- 1936-6469. ; 31:1, s. 2-14
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Tidskriftsartikel (refereegranskat)abstract
- The affective profile model was used to investigate individual differences in police personnel perceptions about the working climate and its influences on motivation. The Positive Affect, Negative Affect Schedule (PANAS) was used to assign police personnel, sworn and non-sworn (N = 595), to four affective profiles: self-fulfilling, low affective, high affective, and self-destructive. The work climate was assessed using the Learning Climate Questionnaire (Management Relations and Style, Time, Autonomy and Responsibility, Team Style, Opportunities to Develop, Guidelines on How to do the Job, and Contentedness). Motivation was evaluated using a modified version (to refer specifically to the individual’s work situation) of the Situational Motivation Scale (intrinsic motivation, external regulation, identified regulation, and amotivation). Self-fulfilling individuals scored higher on all work climate dimensions compared to the other three groups. Compared to low positive affect profiles, individuals with profiles of high positive affect scored higher in intrinsic motivation and identified regulation. Self-destructive individuals scored higher in amotivation. Different aspects of the work climate were related to each motivation dimension among affective profiles. Police personnel may react to their work environment depending on their affective profile. Moreover, the extent to which the work influences police personnel’s motivation is also related to the affective profile of the individual. © 2015, The Author(s).
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| 20. |
- Andersson Arntén, Ann-Christine, 1954, et al.
(författare)
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The Affective Profile Model in Swedish Police Personnel: Work Climate and Motivation
- 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
- ABSTRACT The study showed that police personnel perceive the work environment depending on their affective profile, these perceptions in turn influence motivation differently for each profile. A positive view on the work environment and intrinsic motivation being related to an affective profile depicted as high positive affect and low negative affect. SUPPORTING SUMMARY Background: The work climate (i.e., employees’ perceptions of how they are treated and managed in their organization) is important when the organizations try to motivate employees to allocate and enhance their efforts into their work. The affective profile model offers something unique over and above the single dimensional framework of affectivity by taking into account how positive (PA) and negative affectivity (NA) interact; these interaction can be used to investigate individual differences in perceptions about the working climate and its influences on motivation. Method: We used the Positive Affect, Negative Affect Schedule to categorize police personnel (N = 595) in four affective profiles: Self-fulfilling (high PA and low NA), low affective (low PA and low NA), high affective (high PA and high NA), and self-destructive (low PA and high NA). Individuals’ perceptions of the work climate were assessed using the Learning Climate Questionnaire which measures seven dimensions: management relations and style, time, autonomy and responsibility, team style, opportunities to develop, guidelines on how to do the job, and contentedness. Finally, we used the Situational Motivation Scale to measure four motivation dimensions: intrinsic motivation, external regulation, identified regulation, and amotivation. Results: Results show that self-fulfilling individuals scored higher on all work climate compared to the other three groups. Regarding motivation, profiles with high PA (self-fulfilling and high affective) scored higher in internal motivation and identified regulation than the profiles with low PA. Self-destructive individuals scored higher in amotivation compared to the other three profiles. Different aspects of the work climate were related to each motivation dimension among affective profiles. Conclusions: These results suggest that individuals may react to the work environment depending on their affective profile. Moreover, how the work environment influences police personnel’s motivation is also a function of the individuals’ distinct affective profile.
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