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Sökning: WFRF:(Garcia Danilo 1973) > Konferensbidrag

  • Resultat 1-10 av 158
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  • Amato, Clara, et al. (författare)
  • Individual and Organizational Factors at the Basis of Newly Graduated Nurses’ Burnout
  • 2020
  • Ingår i: XXXII International Congress of Psychology, Prague, Czech Republic.
  • Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
    • Background: Nurses’ burnout is extremely costly for hospitals and society in general. This is of special concern among newly graduated nurses, because about 25%-30% of them burnout or drop their jobs after the first year of employment. The aim of the present study was to investigate if newly graduated nurses’ perception of their work climate mediated the relationship between their personality and burnout symptoms. Method: At the beginning of their first year of work, 120 Swedish nurses answered the Temperament and Character Inventory, the Learning Climate Questionnaire, and the Maslach Burnout Inventory. We conducted hierarchical regression analysis to test if the effect of personality on burnout was mediated by nurses’ outlook on their work climate. Results: The mediation model was significant (F = 2.30, F-change = 4.71, p < .05, R2 = .14). Both Harm Avoidance ( = .27, p < .05) and Persistence ( = .22, p < .05) were related to higher levels of burnout. However, nurses’ perception of their work climate totally mediated the effect of both Harm Avoidance ( = .19, p = .10) and Persistence ( = .16, p = .15) on burnout. Conclusion: Nurses with a personality profile characterized by excessive worrying, pessimism, shyness, and fear (i.e., high Harm Avoidance) and who were perseverant in spite of fatigue or frustration (i.e., high Persistence) were more vulnerable to burnout because of their tendency to perceive lack of support and a highly demanding workplace. Moreover, they perceived a general feeling of work dissatisfaction and lacked sense of control over organizational events and the opportunity to learn and develop their competence. In sum, interventions aimed to mitigate the effect of critical work factors on burnout have to consider personality first; that is, the key to prevent burnout might be the development of a resilient personality profile.
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  • Amato, Clara, et al. (författare)
  • Job Satisfaction Leads to Better Health By Improving Psychiatric Patients’ Outlook on Their Illness
  • 2019
  • Ingår i: 3rd Biennial International Convention of Psychological Science. Paris, France.
  • Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
    • We found that psychiatric patients with regular or supported employment, compared to psychiatric patients without it, reported higher levels of health. More important, job satisfaction was related to not feeling prevented in daily life by their mental illness, which in turn lead to better health.
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  • Amato, Clara, et al. (författare)
  • LinkedIn Users' Identity Clusters in the Prediction of Affectivity and Regulatory Mode
  • 2019
  • Ingår i: 3rd Biennial International Convention of Psychological Science. Paris, France..
  • 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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  • Amato, Clara, et al. (författare)
  • Newly Graduated Nurses' Learning Work Climate, Health, Resilience, and Burnout Symptoms
  • 2020
  • Ingår i: 32nd Association for Psychological Science Annual Convention. Chicago, Illinois, USA.
  • 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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  • Andersson Arntén, Ann-Christine, 1954, et al. (författare)
  • The Affective Profile Model in Swedish Police Personnel: Work Climate and Motivation
  • 2014
  • Ingår i: 26th Association for Psychological Science Annual Convention. San Francisco, California, USA.
  • 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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