| 1. |
- Basinska, Beata A., et al.
(författare)
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Be fearless : Positive affect as a mediator between venturesomeness and self-efficacy in future entrepreneurs and managers : Être intrépide : affect positif agissant comme médiateur entre l’audace et la connaissance de ses propres capacités chez les futurs entrepreneurs et managers
- 2018
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Ingår i: Revue Européenne de Psychologie Appliquée / European Review of Applied Psychology. - : Elsevier. - 1162-9088 .- 1878-3457. ; 68:4-5, s. 171-180
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Tidskriftsartikel (refereegranskat)abstract
- Introduction and objectives. – Self-efficacy, personality and different affect states in entrepreneurs and managers are important factors for effectiveness and well-being. The aim of the study was to examine in young adults during entrepreneurship-related education, the relationships between venturesomeness and self-efficacy, and the mediating effects of positive affect and positive emotions (joviality, self-assurance, attentiveness) on these relationships.Method. – One hundred and fifty-three participants (mean age 22 years) completed questionnaires that assessed venturesomeness, general self-efficacy, positive affect (measured as a state), and positive emotions. Bootstrapping analyses with simple and multiple mediators were conducted, controlled for gender, to estimate the indirect effects of positive affect and positive emotions on venturesomeness and general self-efficacy.Results. – Venturesomeness was significantly correlated with self-efficacy. Positive affect (model 1), joviality and self-assurance, but not attentiveness (model 2), were complete mediators in the relationship between venturesomeness and self-efficacy.Conclusion. – The present study provides new evidence that heightened venturesomeness is related to higher levels of positive affect, self-assurance and joviality. Venturesomeness, therefore, may strengthen self-efficacy in young people during entrepreneurship-related education, and positive emotions may lead to an aware use of resources, including self-efficacy. These results may stimulate young people to be braveand to try new experiences.
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| 2. |
- Basinska, Beata A., et al.
(författare)
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Burnout among a group of policemen : the role of fatigue and emotions in the work context
- 2012
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Ingår i: Book of Proceedings. - Nottingham : I-WHO, International House, Jubilee Campus. - 9780955436598 ; , s. 125-126
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Konferensbidrag (refereegranskat)abstract
- Background: Policework is a profession with a high risk of operational and organizational stress at work. The aim of this research was to investigate the effect of job-related affectivity and fatigue on burnout; specifically we aimed to study the relation between acute fatigue and burnout and the indirect role of emotion during work.We adopted the concept of burnout with two components: exhaustion and disengagement (Halbesleben & Demerouti, 2005). In this concept, exhaustion is related to the energetic aspect, and disengagement is connected to the motivational aspect. We hypothesized that acute fatigue is a precursor to burnout. According to Van Katwyk et al. (2000), psychological well-being is synonymous with work-related affectivity, and emotions are classified into four categories: high and low-arousal of pleasant emotions and high and low-arousal of unpleasant emotions. According to the theory of stress by Selye (1978), eustress and distress are assumed to be a high arousal of emotion.Methods: Acute fatigue was measured by the index in accordance with the Japan Society for Occupational Health. In order to investigate exhaustion and disengagement the Oldenburg Burnout Inventory was used (Halbesleben & Demerouti, 2005). Job-related affective well-being was used to assess emotions within the work context (Van Katwyk et al., 2000). Hierarchical regressions analyses were performed.Group: 187 policemen (28 women) filled in the questionnaires. Half of them worked in the prevention department and one-third were on duty in the criminal division. Their average work experience was 14.7 years (range 5 - 28).Results: Fatigue had a direct impact on exhaustion and disengagement. This first effect was 3 times stronger than the second. In the next step the emotions were entered into these separate models. We observed that a low arousal of unpleasant emotions had an indirect relation with fatigue and exhaustion. Additionally, a high arousal of positive and negative emotions (eustress and distress) mediated between fatigue and disengagement. These effects of partial mediation were large (f2 = .34 and f2 = .32 respectively).Conclusion: Our results indicate that a high arousal of emotions can lead to a deterioration of motivation of work, but a low arousal of negative emotions reduce energetic ability to work among policemen.
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| 3. |
- Basinska, Beata A., et al.
(författare)
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Fatigue and burnout in police officers : the mediating role of emotions
- 2014
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Ingår i: Policing. - 1363-951X .- 1758-695X. ; 37:3, s. 665-680
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Tidskriftsartikel (refereegranskat)abstract
- Purpose – The policing profession is associated with psychosocial hazard. Fatigue and burnout often affect police officers, and may impair the functioning of the organization and public safety. The relationship between fatigue and burnout may be modified by job-related emotions. While negative emotions have been extensively studied, the role of positive emotions at work is relatively less known. Additionally, there is insufficient knowledge about the role of the intensity of emotions. The purpose of this paper is to examine the role of job-related emotions in the relationship between fatigue and burnout in police officers.Design/methodology/approach – In all, 169 police officers (26 women) completed a test battery that assessed acute fatigue, burnout (Oldenburg Burnout Inventory: exhaustion and disengagement), and emotions (Job-related Affective Well-being Scale).Findings – Acute fatigue was associated more strongly with exhaustion than with disengagement. Low-arousal negative emotions partially mediated the relationship between fatigue and exhaustion. High-arousal positive and negative emotions were partial mediators between fatigue and disengagement experienced by police officers.Research limitations/implications – The results show that high-arousal emotions were associated with changes in work motivation, while low-arousal negative emotions reduced energetic ability to work.Originality/value – This paper enhances understanding of burnout among police officers and the mediating role of emotions. The patterns of the relationships between fatigue, burnout and emotions are discussed in the context of the conservation of resources theory and the tripartite model of anxiety and depression.
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| 4. |
- Basinska, Beata A., et al.
(författare)
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Fatigue, vigor and dedication : the role of job-related emotions
- 2013
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Ingår i: Imagine the future world: How do we want to work tomorrow?. ; , s. 11-11
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Konferensbidrag (refereegranskat)abstract
- Purpose. The aim of the study was to examine the role of job-related positive and negative emotions between acute fatigue at work and engagement. We tested two components of engagement: vigor (energetic aspect) and dedication (motivational aspect). We hypothesized that negative emotions mediate in energy depletion process and positive emotions mediate in broadening of energetic and motivational resources.Design/Methodology. Fatigue was measured by an index in accordance with the Japan Society for Occupational Health. The Utrecht Work Engagement Scale – short version (UWES) was used to evaluate vigor and dedication (Schaufeli, Bakker, & Salanova, 2006). Job-related affective well-being (JAWS) was used to assess positive and negative emotions (Van Katwyk et al., 2000). The study group consisted of 174 police officers (the average tenure of 10 years, range 1–23).Results. Baron and Kenny approach and the Sobel test supported our hypotheses. Fatigue was more negative related to vigor than dedication. We observed that positive and negative emotions fully mediated between fatigue and vigor (large effect size f2 = .36). Additionally, positive emotions fully mediated between fatigue and dedication (medium effect size f2 = .16). We confirmed these results by the Sobel test.Limitations. The correlational design was applied.Research/Practical Implications. Our results indicate that in police officers positive emotions may lead to broadening of energetic and motivational resources.
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| 5. |
- Basinska, Beata A., et al.
(författare)
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Pozytywny afekt a relacja między śmiałością, impulsywnością i własną skutecznością [Positive affectivity and the relationship between venturesomeness, impulsiveness and self-efficacy]
- 2012. - 1.
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Ingår i: Zdrowie w cyklu zycia czlowieka [Health across the life span]. - Lodz : Wydawnictwo Uniwersytetu Lodzkiego. - 9788375257007 ; , s. 109-125
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Bokkapitel (refereegranskat)abstract
- Background: Recent research has demonstrated a relationship between personality, affectivity and performance. The purpose of this study was to examine the mediating effect of basic and general positive affectivity on personality traits (venturesomeness and impulsiveness) and self-efficacy. Methods: The correlational design was used. 175 students filled in the Impulsiveness – Venturesomeness - Empathy Inventory (Eysenck et al., 1985), PANAS (Watson, Clark, 1994 - basic and general positive affectivity) and General Self-Efficacy (GESE by Schwarzer et al., 2008). Findings: Impulsiveness did not matter to the strength of self-efficacy, and was independent of positive affectivity. The results obtained indicated a significant mediating effect of basic positive affectivity, self-assurance and joviality, on the link between venturesomeness and general self-efficacy, and a direct impact of general positive affectivity on self-efficacy.
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| 6. |
- Basińska, Beata A., et al.
(författare)
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Work Values of Police Officers and their Relationship with Job Burnout and Work Engagement
- 2019
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Ingår i: Frontiers in Psychology. - : Frontiers Media SA. - 1664-1078. ; 10
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Tidskriftsartikel (refereegranskat)abstract
- Values represent people’s highest priorities and are cognitive representations of basic motivations. Work values determine what is important for employees in their work and what they want to achieve in their work. Past research shows that levels of both aspects of job-related well-being, job burnout and work engagement, are related to work values. The policing profession is associated with high engagement and a risk of burnout. There is a gap in the literature regarding the hierarchy of work values in police officers, how work values are associated with job burnout and work engagement in this group, and whether work values in police officers are sensitive to different levels of job burnout and work engagement. Therefore, the aim of our study was to examine the relationships between work values and job burnout and work engagement, in a group of experienced police officers. We investigated: (a) the hierarchy of work values based on Super’s theory of career development, (b) relationships between work values and burnout and work engagement, and (c) differences between the work values in four groups (burned-out, strained, engaged, and relaxed). A group of 234 Polish police officers completed the Work Values Inventory (WVI) modeled upon Super’s theory, the Oldenburg Burnout Inventory and the Utrecht Work Engagement Scale. The results show that police officers gave the highest priority to extrinsic work values. Job burnout was negatively correlated with the cognitive intrinsic work values (Creativity, Challenge, and Variety), while work engagement was positively correlated with the largest group of intrinsic work values (Creativity, Challenge, Variety, Altruism, and Achievement), as well as with the extrinsic work values (Prestige and Co-workers). The police officers showed significant differences, between levels of job burnout and work engagement, for intrinsic work values such as Variety, Challenge, and Creativity (large effects), and for Altruism and Prestige (moderate effects). The findings are discussed within the context of the Conservation of Resources theory, which explains how people invest and protect their personal resources, and how this is connected with preferred work values. We conclude that intrinsic work values are sensitive to different levels of burnout and engagement.
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| 7. |
- Dåderman, Anna Maria, 1953-, et al.
(författare)
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Evolutionary benefits of personality traits when facing workplace bullying
- 2021
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Ingår i: Personality and Individual Differences. - : Elsevier. - 0191-8869 .- 1873-3549. ; 177
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Tidskriftsartikel (refereegranskat)abstract
- Facing workplace bullying negatively affects physical and mental health, and consequently quality of life and well-being. Personality traits that can help an individual survive and reproduce entail more benefits than costs. Building on two evolutionary theories, Life History Theory and Costly Signaling Theory, this study aims to provide novel insights into how and why personality traits are associated with facing workplace bullying and health-related quality of life. A heterogeneous group of 324 employees in Sweden provided data on workplace bullying, perceived health-related quality of life, and personality traits, controlling for sex and age. We found that openness (HEXACO model) and Machiavellianism (Dark Triad model) served as moderators. Employees with high values of these traits experienced significantly less affected health-related quality of life when facing workplace bullying. Our results indicate evolutionary origins of the personality traits openness and Machia-vellianism. A new finding is that possessing, exhibiting, and maintaining traits reflecting a more creative and competitive interpersonal style increases an employee’s ability to survive aversive environments.
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| 8. |
- Dåderman, Anna Maria, 1953-, et al.
(författare)
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Exploring the factor structure and the validityof the abbreviated Basic and Earning Self-Esteem Scales
- 2013
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Ingår i: Nordic Psychology. - : Informa UK Limited. - 1901-2276 .- 1904-0016. ; 65:3, s. 242-258
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Tidskriftsartikel (refereegranskat)abstract
- The original longer versions (Forsman & Johnson, 1996) and abbreviated versions of the Basic and Earning Self-Esteem Scales have been used in clinical and non-clinical settings, but little is known about the factor structure and the validity of these scales in their abbreviated forms. The original longer versions of the scales comprise several dimensions, but both abbreviated versions of the scales have been interpreted as if they were 1D. The abbreviated versions of the Basic and Earning Self-Esteem Scales have been translated into Polish from Swedish and administered to 175 students (103 female; mean age = 22.7 years, SD = 3.3 years) studying management at the Gdansk University of Technology. The aim of the present study was to investigate the factor structure and the validity of the abbreviated versions of the scales. We were also interested in the differences between women and men. Exploratory factor analyses identified one dimension of the Basic Self-Esteem Scale, compatible with Rosenberg’s et al. (1995) and Rogers’ (1951) concepts. We identified two components (High Ambition and Others’ Appraisal) of the Earning Self-Esteem Scale, similar to the original longer version. Convergent and discriminant validity proved to be theoretically solid. The abbreviated versions of the Basic and Earning Self-Esteem Scales are appended. Further research on these scales involving other groups is needed, as is further development of these self-esteem scales for adults. Evidence of the derived factors’ internal consistency and of the convergent and discriminant validity suggests that the factor structure and the reliability of the abbreviated versions of psychological tools need to be investigated.
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| 9. |
- Dåderman, Anna Maria, 1953-, et al.
(författare)
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Job Demands, Engagement, and Turnover Intentions in Polish Nurses : The Role of Work-Family Interface
- 2018. - 1
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Ingår i: Psychosocial job dimensions and distress/well-being. - : Frontiers Media S.A.. - 9782889454082 ; , s. 91-104
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Bokkapitel (refereegranskat)abstract
- Background:Poland has lower ratios of employed registered nurses per 1,000 inhabitants than the EU average. Polish nurses work under miserable conditions without assisting personnel, and they reconcile their professional demands with responsibilities for their families; 96% of them are women.Rationale/Aims:This study uses Hobfoll's conservation of resources (CORs) theory to explain the role of various resources in the improvement of work conditions in the nursing profession. Work-family conflict (WFC) and family work conflict (FWC) threaten to deplete nurses' resources. This paper set out to (1) examine the extent to which perceived job demands (workload and interpersonal conflicts at work) and engagement (vigor, dedication, and absorption) are associated with turnover intentions (the intention to leave the present workplace and the intention to leave the nursing profession); (2) attempt to determine whether levels of WFC and FWC moderate these associations.Design/Method:This study comprised 188 female registered nurses. The inclusion criterion was to live with a partner and/or have children.Results:WFC was moderately related to FWC. Hierarchical regression analyses showed that only high job demands and low vigor were significantly associated with turnover intentions. WFC was experienced more intensively than FWC. Job demands, vigor, dedication, and turnover intentions had a strong effect on WFC, while absorption had a strong effect on FWC. However, levels of WFC and FWC did not significantly moderate these associations.Originality/Conclusion:The study produces new knowledge by examining a constellation of job demands, work engagement and WFC, which reflect the management of personal resources. Results from such a constellation in nurses from countries with a post-transformational economic system have not previously been discussed in the light of COR theory. Most importantly, we conclude that WFC does not intensify turnover intentions.
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| 10. |
- Dåderman, Anna Maria, 1953-, et al.
(författare)
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Job Demands, Engagement, and Turnover Intentions in Polish Nurses : The Role of Work-Family Interface
- 2016
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Ingår i: Frontiers in Psychology. - : Frontiers Media SA. - 1664-1078. ; 7
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Tidskriftsartikel (refereegranskat)abstract
- Background: Poland has lower ratios of employed registered nurses per 1,000 inhabitants than the EU average. Polish nurses work under miserable conditions without assisting personnel, and they reconcile their professional demands with responsibilities for their families; 96% of them are women.Rationale/Aims: This study uses Hobfoll’s conservation of resources (CORs) theory to explain the role of various resources in the improvement of work conditions in the nursing profession. Work-family conflict (WFC) and family work conflict (FWC) threaten to deplete nurses’ resources. This paper set out to (1) examine the extent to which perceived job demands (workload and interpersonal conflicts at work) and engagement (vigor, dedication, and absorption) are associated with turnover intentions (the intention to leave the present workplace and the intention to leave the nursing profession); (2) attempt to determine whether levels of WFC and FWC moderate these associations.Design/Method: This study comprised 188 female registered nurses. The inclusion criterion was to live with a partner and/or have children.Results: WFC was moderately related to FWC. Hierarchical regression analyses showed that only high job demands and low vigor were significantly associated with turnover intentions. WFC was experienced more intensively than FWC. Job demands, vigor, dedication, and turnover intentions had a strong effect on WFC, while absorption had a strong effect on FWC. However, levels of WFC and FWC did not significantly moderate these associations.Originality/Conclusion: The study produces new knowledge by examining a constellation of job demands, work engagement and WFC, which reflect the management of personal resources. Results from such a constellation in nurses from countries with a post-transformational economic system have not previously been discussed in the light of COR theory. Most importantly, we conclude that WFC does not intensify turnover intentions.
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