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Sökning: hsv:(SAMHÄLLSVETENSKAP) > Garcia Danilo 1973

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1.
  • Garcia, Danilo, 1973-, et al. (författare)
  • Synergetic Effects of Anthropedia’s Well-Being Coaching and Mind-Body Interventions on Refugees’ Health
  • 2020
  • Ingår i: 32nd Association for Psychological Science Annual Convention. Chicago, Illinois, USA..
  • Konferensbidrag (övrigt vetenskapligt)abstract
    • We evaluated the effects of Anthropedia’s Well-Being Coaching and Mind-Body interventions (i.e., modern version of age-old Spa interventions) on health among a sample of refugees living in Sweden. While each intervention increased well-being and reduced ill-being respectively, the combination had a wider biopsychosocial effect on health.
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2.
  • Garcia, Danilo, 1973-, et al. (författare)
  • Identity Clusters in LinkedIn: Competence and Warmth
  • 2018
  • Ingår i: 30th APS Annual Convention, San Francisco, CA, USA: 24-27 May 2018.
  • Konferensbidrag (övrigt vetenskapligt)abstract
    • We used quantitative semantics to find clusters of words in LinkedIn users’ self-descriptions to an employer or a friend. Some of these identity clusters discriminated between worker and friend conditions (e.g., flexible vs caring) and between LinkedIn users with high and low education (e.g., analytical vs. messy).
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3.
  • Garcia, Danilo, 1973-, et al. (författare)
  • Self-descriptions on LinkedIn : Recruitment or friendship identity?
  • 2018
  • Ingår i: PsyCh Journal. - 2046-0252. ; 7:3, s. 152-153
  • Tidskriftsartikel (refereegranskat)abstract
    • We used quantitative semantics to find clusters of words in LinkedIn users' self-descriptions to an employer or a friend. Some of these clusters discriminated between worker and friend conditions (e.g., flexible vs. caring) and between LinkedIn users with high and low education (e.g., analytical vs. messy).
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4.
  • Granjard, Alexandre, et al. (författare)
  • Personality Among Swedish Long-Term Unemployed
  • 2020
  • Ingår i: 32nd Association for Psychological Science Annual Convention. Chicago, Illinois, USA..
  • Konferensbidrag (övrigt vetenskapligt)abstract
    • As expected, compared to the normal population, the unemployed population scored one standard deviation higher in Harm Avoidance and lower in Self-directedness. Additionally, the analyses of personality profiles showed that 84.70% were high in Harm Avoidance, 65.30% low in Self-directedness, 38.30% low in Cooperativeness, and 49.50% low in Self- transcendence.
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5.
  • Granjard, Alexandre, et al. (författare)
  • Resilience Profiles Among Swedish Long-Term Unemployed
  • 2020
  • Ingår i: 32nd Association for Psychological Science Annual Convention. Chicago, Illinois, USA.
  • Konferensbidrag (övrigt vetenskapligt)abstract
    • A Resilient profile is low in Harm Avoidance (i.e., relaxed, confident, and optimistic) and high in Persistence (i.e., industrious, perseverant, and hard-working) and Self-Directedness (i.e., responsible, reliable, self-acceptant, goal- oriented, and resourceful). We found that, compared to the general population, only 1% of Swedish long-term unemployed had a resilient profile.
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6.
  • Moradi, Saleh, 1985-, et al. (författare)
  • Motivation as a Mediator: Internal & External Factors fostering Employee Engagement
  • 2014
  • Ingår i: 26th Association for Psychological Science Annual Convention. San Francisco, California, USA.
  • Konferensbidrag (övrigt vetenskapligt)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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7.
  • Schϋtz, Erica, 1977-, et al. (författare)
  • Swedish Priests’ Character, Resilience and Subjective Well-Being
  • 2018
  • Ingår i: 30th APS Annual Convention. San Francisco, CA, USA: 24-27 May 2018.
  • Konferensbidrag (övrigt vetenskapligt)abstract
    • Swedish priests, as a group, were high-average in self-directedness, high in cooperativeness, and high in self-transcendence. Self-directedness was associated to resilience and different measures of subjective well-being. Nevertheless, there was a large variation in character profiles that might have important implications for priests’ institutional roles and overall health.
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8.
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9.
  • 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)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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10.
  • 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)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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