| 1. |
- 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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| 2. |
- 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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| 3. |
- Archer, Trevor, 1949, et al.
(författare)
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Factors governing personal health and development: stress (distress) and empowerment : I fattori che regolano la salute personale e lo sviluppo: Stress (distress) e potenziamento
- 2014
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Ingår i: Panminerva Medica. - 0031-0808. ; 56:1 suppl. 1, s. 101-107
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Tidskriftsartikel (refereegranskat)abstract
- Individuals express personal attributes that render them vulnerable to stress to greater or lesser extent. According to how we deal with all the events, incidents and interactions upon our daily lives, whether Monday to Friday working days or the weekends with expected rest, the progression of our life cycles develop, in some cases towards relative life satisfaction, psychological well-being and health but sadly in others towards dissatisfaction, a lack of psychological well-being and ill-health. Stress and distress may exert adaptive or maladaptive influences. Psychosocial stress, physiological stress, stress-inducing immunosenescence, or oxidative forms of stress are generally associated with detrimental effects upon personal health and development. Nevertheless, the adaptive aspect of stress ought not to be neglected since the capacity and ability to cope with stress, develop one’s own personal resources to accommodate coping strategies, hardiness and resilience all provide stages to elevate an individual’s developmental trajectory. Education, self-learning and an optimal life-style based upon healthy attachment to self all endower us with personal empowerment which is further reinforced when we facilitate the empowerment of others as evidence of our attachment to them. The related, yet distinctive, qualities, dignitas and auctoritas, capture the requirement of empowerment in self-fulfilling personal profiles. An individual with dignitas has acquired accomplishments, personal habits and a special ‘aura’ that invariably commands respect whether this person is a gardener or a general whereas auctoritas is conferred, rather than acquired, in the hope that this person will empower both others and himself/herself. One measure of success, perhaps the most important, is offered by the degree to which we empower our own personal health and development, and the extent to which we facilitate that of others.
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| 4. |
- Garcia, Danilo, 1973, et al.
(författare)
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Autonomy and Responsibility as a Dual Construct: Swedish Police Personnel’s Stress, Energy, and Motivation
- 2017
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Ingår i: International Journal of Police Science and Management. - : SAGE Publications. - 1461-3557 .- 1478-1603. ; 19:3, s. 195-204
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Tidskriftsartikel (refereegranskat)abstract
- Law enforcement demands self-management, intrinsic motivation, high energy levels, and tolerance to stress. The concept of self-management might involve both autonomy and responsibility. Autonomy and responsibility, however, are often considered and measured as the same construct even thought at a conceptual level they can be seen as a separate dual construct. Our aims were (1) to investigate the duality of the concept autonomy and responsibility and (2) to investigate this hypothesized dual construct’s association to stress and energy and motivation dimensions among Swedish police personnel. Employees (N = 617; males = 318, females = 292) from five Swedish police departments participated in the study. Autonomy and responsibility were assessed using one of the scales in the Learning Climate Questionnaire, motivation using a modified version of the Situational Motivation Scale, and stress and energy using the Stress/Energy Questionnaire. We conducted a confirmatory factor analysis and two structural equation models. The confirmatory factor analysis discerned two separate subscales that we defined as autonomy (e.g., “I feel free to organize my work the way I want to”) and responsibility (e.g., “We are not encouraged to take responsibility for our own learning”). Autonomy predicted both stress and energy, but only one dimension of motivation, that is, amotivation. Responsibility predicted energy and three of four motivations dimensions: intrinsic motivation, external regulation, and amotivation. Hence, we suggest that the notion of autonomy and responsibility as a dual independent construct seems to be meaningful in the investigation of police personnel’s motivation, stress, and energy.
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| 5. |
- Garcia, Danilo, 1973, et al.
(författare)
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Character, responsibility, and well-being: influences on mental health and constructive behavior patterns
- 2015
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Ingår i: Frontiers in Psychology. - 1664-1078. ; 6:1079, s. 1-2
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Tidskriftsartikel (refereegranskat)abstract
- In this Research Topic researchers offer their perspective on character, responsibility and well-being. Ruch and his colleagues, using other measures for character, offer a series of articles ranging from life satisfaction among religious people (Berthold & Ruch, 2014) to good character in school (Wagner & Ruch, 2015). Abele develops the idea of how communal values need to be pursued in agentic ways (Abele, 2014), while Garcia and his colleagues give an insight into the possible use of character-centered teams at work places (e.g., Garcia, Lindskär & Archer, 2014) and also its etiology in adolescence (Garcia et al., 2014). Continuing this line, Jeppsson (2014) gives a philosophical perspective on responsibility in the field of criminal justice. Finally, Moreira and colleagues (2014) show the importance of character and its relation to well-being during adolescence, while Nilsson (2014) gives a critical opinion of the need of introducing the perspective of worldview when studying the association between personality and well-being. With this range of different takes on the interactions between character, responsibility and well-being we hope to give a new perspective on the investigation of personality’s role on human health and well-being.
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| 6. |
- Garcia, Danilo, 1973, et al.
(författare)
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Exercise Frequency, High Activation Positive Affect, and Psychological Well-Being: Beyond Age, Gender, and Occupation
- 2012
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Ingår i: Psychology. - : Scientific Research Publishing, Inc.. - 2152-7180 .- 2152-7199. ; 3:4, s. 328-336
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Tidskriftsartikel (refereegranskat)abstract
- Regular physical exercise contributes to marked reductions in psychosocial stress, the enhancing of posi- tive affect and well-being. However, affect can be measured as high (e.g., engaged) or low (e.g., content) activation affect. To ascertain further these interactions, we examined the relationship between exercise frequency (i.e., how often an individual engages in physical activities) and affect and Psychological Well-Being (PWB). We investigate this relationship in the context of individuals’ gender, age, psycho- somatic symptoms (i.e., headaches, pain in shoulders, neck or other parts of the body), sleeping problems, smoking habits, and Body Mass Index (BMI). Moreover, we also investigate if the relationship between exercise frequency and affect differs depending on the dimension of affect (low or high activation). In Study 1 (N = 635), 2 (N = 311), and 3 (N = 135) high activation positive affect (PA) predicted frequently exercising, while high activation negative affect (NA) predicted being less physically active. Moreover, high activation PA was negatively related to smoking habits and to how often the participant had sleeping problems. Finally, the relationship between frequently exercising and high activation affect was still pre- sent when controlling for age, occupation and gender. Moreover, in Study 2, high activation PA remained strongly related to exercise frequency even when we controlled for BMI. In Study 3, frequent physical ac- tivity was also related to PWB. In Study 4, participants (N = 150) self-reported low activation affect. All findings in regard to exercise frequency were replicated, with the exception of the relationship to affect. Psychological resources (i.e., PWB), the frequent experience of PA, together with the infrequent experi- ence of NA may provide for the facilitation of an exercise regime and healthy behavior. Thus, regular physical exercise remains as a health-ensuring necessity over age, gender, and occupation. Nevertheless, high activation positive affect should be in focus.
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| 7. |
- Garcia, Danilo, 1973, et al.
(författare)
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Police Personnel’s Affective Profiles: Work Climate and Commitment
- 2019
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Ingår i: 4th Asian Conference of Criminal & Operations Psychology, 9-12 July, Singapore.
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- It is widely recognized that individuals’ perception of their work climate strongly influences personnel’s commitment at work. However, little attention has been paid to how individual differences in basic personality or affective profiles moderate this relationship. A total of 359 sworn and non-sworn police personnel answered an online survey comprising the Positive Affect Negative Affect Schedule, 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), and the Three Commitment Scales (Emotional, Continuance, and Normative). We calculated percentiles in positive and negative affect to cluster participants in four affective profiles with high/low positive affect (PA/pa) and high/low negative affect (NA/na): self-fulfilling (PAna), low affective (pana), high affective (PANA), and self-destructive (paNA). Using a Multiple Analysis of Variance, we demonstrated that personnel with a self-fulfilling profile scored higher on almost all work climate dimensions and in both affective and normative commitment. As expected, by conducting a multiple group Structural Equation Modelling using affective profiles as the moderator, we also showed that the relationship between work climate and commitment was complex. For instance, perceiving opportunities to develop at work predicted being emotionally committed to the organization for individuals with either a self-destructive or a self-fulfilling profile, but by good management relationships among those with a low affective profile. Hence, police leaders need to be aware of employees’ personality in order to know which specific work climate factors will lead to an adaptive and positive work commitment.
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| 8. |
- Garcia, Danilo, 1973, et al.
(författare)
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Temperament, Character, and Adolescents' Depressive Symptoms: Focusing on Affect
- 2012
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Ingår i: Depression Research and Treatment. - : Hindawi Limited. - 2090-1321 .- 2090-133X. ; 2012
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Tidskriftsartikel (refereegranskat)abstract
- Positive (PA) and negative affect (NA) are two separate systems markers of subjective well-being and measures of the state depression (low PA combined with high NA). The present study investigated differences in temperament, character, locus of control, and depressive symptoms (sleep quality, stress, and lack of energy) between affective profiles in an adolescent sample. Participants ( ? = 3 0 4 ) were categorized into four affective profiles: “self-fulfilling” (high PA, low NA), “high affective” (high PA, high NA), “low affective” (low PA, low NA), and “self-destructive” (low PA, high NA). Personality was measured by the Temperament and Character Inventory and affective profiles by the Positive Affect and Negative Affect Schedule. The “self-fulfilling” profile was characterized by, compared to the other affective profiles, higher levels of sleep quality, less stress and more energy and also higher levels of persistence and a mature character (i.e., high scores in self-directedness and cooperativeness). “Self-destructive” adolescents reported higher levels of external locus of control, high scores in harm avoidance and reward dependence combined with less mature character. The results identify the importance of character maturity in well-being and suggest that depressive state can be positively influenced by promoting positive emotions which appears to be achieved by character development.
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| 9. |
- Moradi, Saleh, 1985, et al.
(författare)
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Motivation as a Mediator: Internal & External Factors fostering Employee Engagement
- 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: Motivation is “the processes that account for an individual’s intensity, direction and persistense of effort toward attaining a goal” (Robbins & Judge, 2009, p.209). Self Determination Theory distinguishes between three types of motivation depending on the reasons behind an action: intrinsic motivation, extrinsic motivation and amotivation. Different internal factors (i.e. affectivity, self-esteem, locus of control, impulsiveness, strees and energy) and external factors (i.e. empowering leadership and locking-in effect) are suggested as determinants of employees’ motivation. Locking-in has been defined as incapability of employees to leave their current job due to possible loss of some employee benefits. In turn, motivation may result in employee engagement as how employees feel involved with, satisfied with, and enthusiastic for their work. This study investigates internal and external factors influencing motivation dimensions and the mediating role of motivation dimensions on the effect of both internal and external factors on employee engagement. Method: A sample group of engineers and technical designers of a production plant and PhD students from two major universities in Gothenburg, Sweden, (N=125) participated in this study. First, internal and external factors were investigated as potential predictors of motivation. Secondly, the mediating role of motivation dimensions was tested in the relation between both internal and external factors and employee engagement. The Situational Motivation Scale was used to assess four motivation dimensions: intrinsic motivation, identified and external regulation (as extrinsic motivation sub- dimensions), and amotivation. Internal factors were measured using Positive Affect and Negative Affect Schedule, Rosenberg’s Self-esteem Scale, a modified version of Rotter’s Locus of Control Scale, Barrett’s Impulsiveness Scale, and the Mood Adjective Checklist. The leadership behavior was assessed using Empowering Leadership Questionnaire, and locking-in effect and employee engagement were derived out of Michigan Organizational Assessment Questionnaire. Results: The result of linear regression analysis showed that, a) positive affect and negative affect amongst other internal factors (i.e. stress, energy, impulsivity, locus of control, and self-esteem) are the dominant factors influencing different motivation dimensions. Positive affect predicts intrinsic motivation and identified regulation and counter predicts external regulation and amotivation, while negative affect predicts amotivation and counter predicts identified regulation; regarding external factors, b) empowering leadership predicts intrinsic motivation and identified regulation and counter predicts external regulation and amotivation, while locking-in effect predicts identified and external regulation, c) intrinsic motivation and identified regulation are significantly predicting employee engagement. The meditation test (bootstrapping method) showed that all dimensions of motivation, except for external identification, mediate the interrelation between dominant internal and external factors and employee engagement (e.g., negative affect lowers employee engagement through cultivating amotivation and undermining intrinsic motivation and identified regulation). Conclusions: Affectivity (an internal factor) targets which individuals (i.e., employees reporting high positive and low negative affectivity) are more intrinsically motivated and empowering leadership (an external factor) reveals the leader behaviors that foster intrinsic motivation. The locking-in effect seems to influence regulation-based motivation. Furthermore, the mediating role of motivation dimensions eloquently states that employee engagement will come about by empowering intrinsic motivation, moving from external regulation to identified regulation, and wiping away amotivation.
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| 10. |
- Moreno, Funes, et al.
(författare)
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Work Climate and Virtues Predict Positive Emotions and Performance at Call Centres
- 2013
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Ingår i: Third World Congress on Positive Psychology. June 27-30, 2013, Westin Bonaventure, Los Angeles.
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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 specific type of work-design might imply unfavourable working conditions for employees affecting learning and well-being. The aim was to test work climate variables and character strengths that are related to positive emotions and performance at work. Method: In Study 1, agents (N = 280) self-reported emotions at work (Positive Affect, Negative Affect Schedule) and their perception of the work climate (Learning Climate Questionnaire). In study 2, agents (N = 104) self-reported character strengths (Virtues in Action), work climate, and five months later agents reported emotions at work. Performance (average percent of time on the phone each day) was assessed by the same system handling the calls over the five months period Results: Study 1 showed that all work climate variables were positively related to the experience of positive emotions at work. In Study 2, with the exception of Temperance, all virtues (Wisdom and Knowledge, Courage, Humanity and Love, Justice, and Transcendence) predicted positive emotions even when controlling for work climate. However, only Temperance predicted high performance. Conclusions: The study highlights different character strengths and virtues related to well-being and performance at call centres
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