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- Andersson Arntén, Ann-Christine, 1954, et al.
(författare)
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The impact of work-related stress on the sexual relation quality of the couple
- 2008
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Ingår i: Sexologies. - 1158-1360. ; 17, Supplement 1:0
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Konferensbidrag (refereegranskat)abstract
- This study is part of a research project including stress, coping-strategies, mood, partnership relation quality, and illhealth. Earlier findings tentatively suggest the health-promoting advantages of positive partnership relations in counteracting the illhealth accruing from various types of general stress and the particular stresses of work occupation. In this study two hundred and twelve participants derived from several different occupations, responded to questionnaires based upon self-report instruments including the Subjective Stress Experience Questionnaire, the Stress and Energy Scale, the Hospital Anxiety and Depression Scale, the Job Stress Survey, Partnership Relations Quality Test, and the Positive and Negative Affect Scale. Gender differences were found in levels of sexual desire and intercourse satisfaction, together with sexual pleasure and more orgasms. The results also indicated that illhealth induced less frequency of caressing, fewer orgasms during intercourse, lower level of intercourse satisfaction and sexual pleasure). Negative affect induced lower levels of intercourse satisfaction and sexual desire. Work related stress induced a lower level of intercourse satisfaction and sexual desire. On the other hand good coping-strategies were related to higher frequency of caressing, intimate communication, intercourse frequency, sexual pleasure, and intercourse satisfaction. Positive affect induced higher level of intercourse satisfaction, sexual pleasure, sexual desire, more orgasms, and greater satisfaction with the sexual life. These results indicate that stress, illhealth, and negative affect impairs a flourishing love life and that coping-strategies and positive affect on the other hand are positive factors for obtaining such a love life.
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| 2. |
- Archer, Trevor, 1949, et al.
(författare)
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Effect of age upon leadership attributes from recruitment instrument: a selective development trajectory
- 2015
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Ingår i: Clinical and Experimental Psychology. - 2471-2701. ; 1:1
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Tidskriftsartikel (refereegranskat)abstract
- This exploratory report presents the contents of a large data-base consisting of psychometric measurement of personality-related attributes of individuals who underwent the recruitment process by completing the JobMatchTalent instrument that was developed from principles of occupational psychology. On the basis of individuals’, who applied for corporate or governmental leadership positions, responses, the correlations between applicants’ age and personal attributes was obtained. Correlational and regression analyses were used to explore differences between younger and older potential executive participants. These indicated that younger leadership applicants enjoyed an advantage with regard to: ”Focus-on-details”, ”Focus-on-order”, ”Own motivation”, ”Concentration”, ”Will-power”, ”Winner-instinct”, ”Visions-for-the-future”, whereas older leadership applicants enjoyed an advantage with regard to: ”Sphere-of-influence”, ”Tolerant attitude” and ”Trust-in-others”. The levels of stress-sensitivity, strategic focus, energy and communication, as expressed by younger and older recruitment applicants seeking executive positions, were comparable. At higher age levels, the leadership candidates expressed less focus on the tasks and less orientation towards their own ambitions but were rather more concerned with developing their staff, building relations and ‘team-spirit’
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| 3. |
- Arntén, Anne-Christine Andersson, et al.
(författare)
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Influence of affective personality type and gender upon coping behavior, mood, and stress
- 2008
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Ingår i: Individual Differences Research. - 1541-745X. ; 6:3, s. 139-168
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Tidskriftsartikel (refereegranskat)abstract
- Two studies investigated the association between affective personality and individuals' stress, mood, affective state and coping behavior. In Study I, involving 75 participants from different occupations, type of affective personality was influenced by individuals' expressions of positive affect (PA), negative affect (NA), anxiety, depression, dispositional optimism and energy. Female participants expressed higher levels of anxiety. In Study II, involving 139 participants from different occupations, type of affective personality was influenced by individuals' expressions of PA, NA, cognitive, emotional, physical, social and spiritual coping, dispositional optimism, anxiety and depression, stress, work stress and partnership relations. Female participants expressed higher levels of anxiety, stress and energy, emotional and spiritual coping, work stress, work burden and total work-related stress. Linear regression indicated that positive affect was predicted by dispositional optimism (Study I) and by coping resources, partnership relations and energy (Study II), whereas depression (Study I) and stress (Study II) were counter-predictive. Negative affect was predicted by stress (Study I and II), anxiety (Study I) and work stress (Study II), whereas dispositional optimism (Study I and II) was counter-predictive. These findings suggest the involvement of affective personality types and the contribution of gender in the expressions of stress, mood, affective state and coping behavior by working individuals. [ABSTRACT FROM AUTHOR] Copyright of Individual Differences Research is the property of Individual Differences Research and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
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| 4. |
- Schütz, Erica, et al.
(författare)
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JobMatchTalent Scales and Manager-Rated Work Performance
- 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 We validated the JobMatchTalent scales that predicted supervisor rated productivity, work quality and structure and cooperation at work. Productive behavior was predicted by: Inner Drive, Activity, Drive, Acting, and Communication. Work quality and structure by: Work Structure and Decision Characteristics. Cooperation by: Tolerance, Social Interest, and Communication. SUPPORTING SUMMARY Background The JobMatchTalent test was designed to measure individuals’ work-related personality characteristics in three areas that provide a broad picture of the individual: Stability Patterns, Action Patterns, and Relation Patterns. These three areas are each divided into 10 scales that provide a deeper picture of the worker. Within the occupational psychology field, the JobMatchTalent test is regarded as an instrument for selection, staff development and career planning. More than 25,000 people have done the test since the early 2000s and the test has been continuously developed to best meet the job requirements. One of the theories that form the basis for the JobMatchTalent test is that personality characteristics correspond to different specific requirements in different occupations. The other theoretical basis is "flow"⎯a condition characterized by including intense concentration and an increased level of awareness (Csikszentmihalyi, 1990). Research shows that this condition occurs when individual characteristics match the requirements of a particular activity. The aim of this study was to investigate if and which JobMatchTalent scales predicted employees’ manager ratings on productive behavior, work quality and structure, and cooperation at the work place. Method A total of 95 managers (40 females, 55 males) with an age mean of 47 (sd = 10) were asked to rate employees (N = 258; age mean = 40, sd = 11; 111 females, 147 males) who had been recruited after completing the JobMatchTalent test between 6-24 months earlier. Managers answered to 11 different statements (Likert scale 1 = totally disagree, 7 = totally agree) related to their own employees’ productivity at work, work quality and structure, and cooperation at the work place. Results Productive behavior was associated to scales under Stability Patterns (Inner Drive: r = .20 p < .01), Action Patterns (Activity: r = .36 p < .01, Drive: r = .37 p < .01, and Acting: r = .42 p < .01), and Relation Patterns (Communication: r = .38 p < .01). Rating of work quality and structure were associated to scales under Stability Patterns (Work Structure: r = .49 p < .01 and Decision Characteristics: r = .24 p < .01). Finally, ratings of cooperation at work were associated to Relationship Patterns (Tolerance: r = .42 p < .01, Social Interest: r = .41 p < .01, and Communication: r = -.25 p < .01). Conclusions This study shows that the JobMatchTalent test is a valid instrument in the prediction of work performance related variables. The results also overlap findings showing specific personality dimensions as predictors of performance at work.
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