| 1. |
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| 2. |
- Amato, Clara, et al.
(författare)
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Individual and Organizational Factors at the Basis of Newly Graduated Nurses’ Burnout
- 2020
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Ingår i: XXXII International Congress of Psychology, Prague, Czech Republic.
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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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| 3. |
- Amato, Clara, et al.
(författare)
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Job Satisfaction Leads to Better Health By Improving Psychiatric Patients’ Outlook on Their Illness
- 2019
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Ingår i: 3rd Biennial International Convention of Psychological Science. Paris, France.
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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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| 4. |
- Amato, Clara, et al.
(författare)
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LinkedIn Users' Identity Clusters in the Prediction of Affectivity and Regulatory Mode
- 2019
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Ingår i: 3rd Biennial International Convention of Psychological Science. Paris, France..
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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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| 5. |
- Amato, Clara, et al.
(författare)
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Modus Operandi and Affect in Sweden: The Swedish Version of the Regulatory Mode Questionnaire
- 2017
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Ingår i: PeerJ. - : PeerJ. - 2167-8359. ; 5:e4092, s. 1-24
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Tidskriftsartikel (refereegranskat)abstract
- Background: The Regulatory Mode Questionnaire (RMQ) is the most used and international well-known instrument for the measurement of individual differences in the two self-regulatory modes: locomotion (i.e., the aspect of self-regulation that is concerned with movement from state to state) and assessment (i.e., the comparative aspect of self-regulation). The aim of the present study was to verify the independence of the two regulatory modes, as postulated by the Regulatory Mode Theory (Kruglanski, Thompson, Higgins, Atash, Pierro, Shah & Spiegel, 2000), and the psychometric properties of the RMQ in the Swedish context. Furthermore, we investigated the relationship between regulatory modes (locomotion and assessment) and affective well-being (i.e., positive affect and negative affect). Method: A total of 655 university and high school students in the West of Sweden (males = 408 females = 242, and 5 participants who didn’t report their gender; agemean = 21.93±6.51) responded to the RMQ and the Positive Affect Negative Affect Schedule. We conducted two confirmatory factor analyses using structural equation modeling (SEM). A third SEM was conducted to test the relationship between locomotion and assessment to positive affect and negative affect. Results: The first analyses confirmed the unidimensional factor structure of locomotion and assessment and both scales showed good reliability. The assessment scale, however, was modified by dropping item 10 (“I don’t spend much time thinking about ways others could improve themselves.”) because it showed low loading (.07, p =.115). Furthermore, the effect of locomotion on positive affect was stronger than the effect of assessment on positive affect (Z = -15.16, p < .001), while the effect of assessment on negative affect was stronger than the effect of locomotion on negative affect (Z = 10.73, p < .001). Conclusion: The factor structure of the Swedish version of the RMQ is, as Regulatory Mode Theory suggests, unidimensional and it showed good reliability. The scales discriminated between the two affective well-being dimensions. We suggest that the Swedish version of the RMQ, with only minor modifications, is a useful instrument to tap individual differences in locomotion and assessment. Hence, the present study contributes to the validation of the RMQ in the Swedish culture and adds support to the theoretical framework of self-regulatory mode.
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| 6. |
- Amato, Clara, et al.
(författare)
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Newly Graduated Nurses' Learning Work Climate, Health, Resilience, and Burnout Symptoms
- 2020
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Ingår i: 32nd Association for Psychological Science Annual Convention. Chicago, Illinois, USA.
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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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| 7. |
- Amato, Clara, et al.
(författare)
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Regulatory Mode
- 2018
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Ingår i: Encyclopedia of Personality and Individual Differences. - Cham, Switzerland : Springer. - 9783319246109
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Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
- The Regulatory Mode of conduct is the way individuals tend to regulate themselves when striving after determinate goals or way of doing activities. According to Regulatory Mode Theory, developed by Kruglanski and colleagues (2000), there are two different and independent regulatory modes or functions of self-regulation: assessment and locomotion. Assessment is "the comparative aspect of self-regulation concerned with critically evaluating entities or states, such as goals or means, in relation to alternatives in order to judge relative quality" (Kruglanski, Thompson, Higgins, Atash, Pierro, Shah & Spiegel, 2000, p. 794). Locomotion is the aspect of self-regulation concerned with "movement from state to state and with committing the psychological resources that will initiate and maintain goal-related movement in a straightforward and direct manner, without undue distractions or delays" (Kruglanski, Thompson, Higgins, Atash, Pierro, Shah & Spiegel, 2000, p. 794).
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| 8. |
- Amato, Clara, et al.
(författare)
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TELL ME WHO YOU ARE
- 2020
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Ingår i: TPM - Testing, Psychometrics, Methodology in Applied Psychology. - : CENTRO INFORMAZIONE SCIENTIFICA ECONOMICA SOCIALE-CISES SRL. - 1972-6325. ; 27:2, s. 153-170
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Tidskriftsartikel (refereegranskat)abstract
- The aim of the study was to analyze freely generated self-presentations through the natural language processing technique of Latent Semantic Analysis (LSA). Four hundred fifty-one participants (F = 360; M = 143) recruited from LinkedIn (a professional social network) were randomly assigned to generate 10 words to describe themselves to either an employer (recruitment-condition) or a friend (friendship-condition). The words frequency-rate and their semantic representation were compared between conditions and to the natural language (Googles n-gram database). Self-presentations produced in the recruitment condition (vs. natural language) had significantly higher number of agentic words (e.g., problemsolver, responsible, able team-worker) and their contents were semantically closer to the concept of agency (i.e., competence, assertiveness, decisiveness) comparing to the friendship condition. Furthermore, the valence of the self-presentations words was higher (i.e., with a more positive meaning) in the recruitment condition. Altogether, these findings are consistent with the literature on the "Big Two," self-presentation, and impression management.
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| 9. |
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| 10. |
- Amato, Clara, et al.
(författare)
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“Tell Me Who You Are" Latent Semantic Analysis for Analyzing Spontaneous Self-Presentations in Different Situations
- 2020
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Ingår i: Testing, Psychometrics, Methodology in Applied Psychology. - 1972-6325. ; 27:2, s. 153-170
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Tidskriftsartikel (refereegranskat)abstract
- The aim of the study was to analyze freely generated self-presentations through the natural language processing technique of Latent Semantic Analysis (LSA). Four hundred fifty-one participants (F = 360; M = 143) recruited from LinkedIn (a professional social network) were randomly assigned to generate 10 words to describe themselves to either an employer (recruitment-condition) or a friend (friendship- condition). The words’ frequency-rate and their semantic representation were compared between condi- tions and to the natural language (Google’s n-gram database). Self-presentations produced in the recruit- ment condition (vs. natural language) had significantly higher number of agentic words (e.g., problem- solver, responsible, able team-worker) and their contents were semantically closer to the concept of agency (i.e., competence, assertiveness, decisiveness) comparing to the friendship condition. Further- more, the valence of the self-presentations’ words was higher (i.e., with a more positive meaning) in the recruitment condition. Altogether, these findings are consistent with the literature on the “Big Two,” self- presentation, and impression management.
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| 11. |
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| 12. |
- Amato, Clara, et al.
(författare)
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Think Entrepreneurially: Entrepreneurs vs. non-Entrepreneurs Cognitive Profiles
- 2018
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Ingår i: International Journal of Entrepreneurship. - 1099-9264. ; 22:1
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Tidskriftsartikel (refereegranskat)abstract
- Many recent contributions try to identify the way of thinking of individuals who pursue entrepreneurial careers (Shepherd & Patzelt, 2018). This study aims at investigating the cognitive styles (i.e., the stable preferred way to thinking by an individual) of a sample of entrepreneurs (vs. non-entrepreneurs.) According to Sternberg’s theories (1998) and based on the previous researches it is assumed that some cognitive styles better describe the entrepreneurial way of thinking. Through a discriminant analysis, this assumption has been assessed on an Italian sample of 276 participants (147 entrepreneurs and 129 non- entrepreneurs.) The data show that the anarchical (i.e., a random approach to problems, by sometimes drawing up connections that the others would not be able to establish), legislative (i.e., the free decision of what to do and how to do it), internal (i.e., the inclination towards autonomy for the performance of tasks), and liberal style (i.e., the tendency to deviate from the way in which things are currently made) are distinctive of the Entrepreneurs group, confirming the assumption concerning different cognitive profiles between the two groups interviewed. Directions for future research are discussed.
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| 13. |
- Cloninger, Kevin M., et al.
(författare)
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The Health Effects of Anthropedia’s Well-Being Coaching: A 6-Month Pilot Study Among Long-Term Unemployment Swedish Young Adults
- 2019
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Ingår i: 3rd Biennial International Convention of Psychological Science, Paris, France.
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- In recent years Sweden had an increased number of asylum seekers entering the country. Asylum seeking can affect the physical and mental health of individuals due to prolonged application processes and waiting times which can lead to inactivity. Physical inactivity is one of the leading risk factors leading to noncommunicable diseases and overall mortality. The Public Health Report Blekinge 2014 states that groups with low socioeconomic status are less likely to be physically active in comparison with groups with a high socioeconomic status. Physical activity contributes to physical and mental well-being, and increases the possibilities for creating social networks as well as being part of the society. The project “Health for Everybody” (Hälsa för Alla) offers physical and cultural activities to approximately 300 refugees who have been granted asylum in the Blekinge region. The activities are conducted with the help of physical trainers, testing staff and community workers. In its current format each group of 20 to 30 refugees is offered training once a week for a 10-week period. The participants’ physical and psychological health and lifestyle habits are measured before and after the program through bioimpedance, physical conditioning tests and self-reports of psychological aspects related to health and lifestyle. We examined the health effects of cultural activities and Well-Being Coaching among long-term unemployed Swedish young adults. While individuals receiving cultural activities only showed a slight decrease in anxiety, those receiving Well-Being Coaching showed significant increases in subjective well-being and decreases in depression, anxiety, and sense of defeat and entrapment.
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| 14. |
- Cloninger, Kevin M., et al.
(författare)
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The Prevalence of Personality (Temperament and Character) Profiles among Swedish Newly Graduated Nurses
- 2020
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Ingår i: 32nd Association for Psychological Science Annual Convention. Chicago, Illinois, USA.
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Personal vulnerability (i.e., specific personality profiles) is a major factor for burnout among helping professionals. Compared to the general population, 80% of Swedish newly graduated nurses reported high Reward Dependence (i.e., being sentimental, warm, attached, and dependent) and 95% reported low Self-Directedness (i.e., being blaming, aimless, helpless, defensive, and unfulfilled).
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| 15. |
- Garcia, Danilo, 1973, et al.
(författare)
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A Pilot Study on Newly Graduated Nurses' Personal Vulnerability for Burnout
- 2019
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Ingår i: 31st Association for Psychological Science Annual Convention. Washington, D.C., USA.
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Nurses’ work is characterized by overload and hard decisions. Despite 80% of new ly graduated nurses being socially warm and dedicated, 72.97% lacked purpose and meaning and felt ineffective and disconnected from the rest of the world. Moreover, 51.70% had a personality profile with high risk for burnout and ill-being.
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| 16. |
- Garcia, Danilo, 1973, et al.
(författare)
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Affectively Motivated: Affective Profiles, Motivation, Stress and Energy
- 2020
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Ingår i: Iranian Journal of Health Psychology. ; 2:2, s. 21-32
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Tidskriftsartikel (refereegranskat)abstract
- Objective: We used the affective profiles model to investigate individual differences in motivation, stress andenergy. The aim was to replicate past findings, but we also focused on matched comparisons within individuals withaffective profiles that are similar in one affective dimension and differ in the other in order to predict changes whenindividuals increase/decrease their experience of positive or negative affect.Methods: A total of 567 participants answered the Positive Affect and Negative Affect Schedule, which was usedfor affective profiling; the Situational Motivation Scale, which measures intrinsic motivation, identified regulation,external regulation, and amotivation; and the Stress-Energy questionnaire.Results: Comparisons between the four different profiles, replicating the past findings, showed that individuals withhigh affective and self-fulfilling profile scored highest in intrinsic motivation, identified regulation, and energy, whilethey scored lowest in external motivation, amotivation, and the self-fulfilling profile, also lowest in stress. Additionally,the matched comparisons showed, for example, that levels of intrinsic motivation increase when negative affect levelsdecrease, and positive affect is kept high when positive affect decreases and negative affect is kept low.Conclusions: One important feature of the affective profiles model is the possibility to compare individuals thatare similar in one affect dimension but differ in the other (Garcia, 2011, 2017). This way of discussing individualdifferences helps to predict what changes could be expected when individuals increase or decrease their experience ofpositive or negative affect. Importantly, the direction of these changes cannot be addressed from cross-sectional data
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| 17. |
- Garcia, Danilo, 1973, et al.
(författare)
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Aspiring Entrepreneurial Identity: AI Methodology on Self-descriptive Words
- 2020
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Ingår i: 32nd Association for Psychological Science Annual Convention. Chicago, Illinois, USA..
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Using AI and clustering methods, we found that self-descriptions of students applying to entrepreneurial schools differed in meaning (i.e., semantics) and the words being used (e.g., funny, friendly, creative, smart, kind, determined, and curious) compared to self-descriptions of a large population of US-residents. Thus, suggesting a specific aspiring entrepreneurial identity.
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| 18. |
- Garcia, Danilo, 1973, et al.
(författare)
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Changes in Identity Following a Leader Development Program: Application of AI Approaches on Self-descriptive Words and Narratives
- 2020
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Ingår i: 32nd Association for Psychological Science Annual Convention. Chicago, Illinois, USA.
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- The Understanding Groups and Leaders (UGL) is an experienced based 5-Day intervention and one of the most popular leader development programs in Sweden. We found, using artificial intelligence, that participants’ self-descriptions differed in meaning before and after the UGL. Thus, suggesting a significant change in leaders’ identity after the intervention.
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| 19. |
- Garcia, Danilo, 1973, et al.
(författare)
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Identity Clusters in LinkedIn: Competence and Warmth
- 2018
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Ingår i: 30th APS Annual Convention, San Francisco, CA, USA: 24-27 May 2018.
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)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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| 20. |
- 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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| 21. |
- Garcia, Danilo, 1973, et al.
(författare)
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Prevalensen av resiliens personlighetsprofiler bland nyutexaminerade sjuksköterskor [The Prevalence of Resilience Personality Profiles among Newly Graduated Nurses]
- 2020
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Ingår i: FoU i Sverige - vad pågår?.
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- BAKGRUND Sjuksköterskor är ett av de yrkena med störst sjuktal i Sverige. Ca. 25% av de nyutexaminerade sjuksköterskor, till exempel, blir antingen sjukskrivna eller slutar efter sitt första år i yrket. Förmodligen pga. dålig arbetsmiljö, hög arbetsbelastning och att yrket kräver att sjuksköterskan tar hand om svåra beslut och människor med olika typer av problem, samtidigt som hon/han ska ha balans i sitt eget liv. Med andra ord kräver sjuksköterskeyrket att individen har förmågan att framgångsrikt och hälsosamt anpassa sig även under utmanande omständigheter (dvs. resiliens). Utifrån ett personcentrerat perspektiv definierar Cloningers (1993, 2004) biopsykosociala modell för personlighet resiliens som en specifik personlighetskonfiguration: låg i Harm Avoidance (d.v.s. avslappnad, självsäker och optimistisk), hög i Persistence (d.v.s. flitig, uthållig och hårt arbetande), och hög i Self-Directedness (d.v.s. ansvarsfull, pålitlig, själv-accepterande, målinriktad och rådig). Men även hög Cooperativeness (d.v.s. att vara empatisk, tolerant mot andra, hjälpsam och samarbetsvillig), hög Self-Transcendence (d.v.s. att kunna uppleva flow, samhörighet, meningsfullhet och känna sig som en del av något större än en själv) och andra personlighetsdimensioner bidrar till resiliens. SYFTE Syftet med denna studie var att undersöka prevalensen av olika resiliens personlighetsprofiler (d.v.s. kombination av hög/låg Harm Avoidance, Persistence, och Self-Directedness) bland nyutexaminerade sjuksköterskor i relation till deras hälsa och utbränhetsymtom och upplevelse av arbetsklimatet. METOD Ca. ett hundra trettio nyutexaminerade sjuksköterskor (Målder = 26.266.40) deltog i studien i samband med att de påbörjade sitt jobb och ett introduktionsprogram vid ett sjukhus i södra Sverige. I programmet ingår utbildning kring specifika arbetsmoment och antingen en arbetsrelaterad intervention (dvs. mentorskap i grupp), en hälsorelaterad intervention (dvs. enskild välbefinnande-coaching) eller ingen extra intervention alls. Deltagarna svarade på enkäter som mäter personlighet, arbetsklimat, hälsa (livtillfredställelse, känsla av syfte och mening, utbrändhetssymtom), demografi (t.ex. kön, ålder) och arbetsnärvaro (t.ex. sjukfrånvaro, avslutat sin tjänst). Personlighet mätes med Temperament and Character Inventory (Cloninger et al., 1993), arbetsklimat med Learning Climate Questionnaire (Bartram et al., 1993), hälsa med Public Health Surveillance Well-Being Scale (Bann et al., 2012) och utbrändhet med Maslach Burnout Inventory (Maslach et al., 1996). Vi beräknade T-scores och percentilerna för personlighetsdragen genom att använda den svenska normdatan (Anthropedia, 2018). Sedan klustrerade vi deltagarna enligt alla åtta möjliga kombinationer av höga/låga percentiler i Harm Avoidance (H/h), Persistence (P/p), och Self-Directedness (S/s) för att kunna klustra deltagarna i de olika resiliens personlighetsprofiler. RESULTAT De olika dimensionerna av den lärande arbetsklimatet var positivt relaterade till hälsa (r mellan .26 och .49) och negativt relaterade till deras rapporterade utbrändhessymptom (dvs. emotionell utmattning: r mellan -.21 och -.61, avhumanisering: r mellan -.20 och -.30 och personlig professionellt misslyckande: r mellan -.34 och -.49). När det gäller personlighetsdimensionerna var Harm Avoidance (r = -.47) negativt relaterad till hälsa, medan Persistence (r = -.37) och Self-Directedness (r = .64) var positivt relaterade. Samma personlighetsdimensioner visade omvända relationer till utbrändhessymptom, men de personlighetsdimensioner som visade de högsta signifikanta korrelationer var Harm Avoidance (r = .46), Reward Dependence (r mellan -.31 och -.40), Self-Directedness (r mellan -.30 och -.42) och Cooperativeness (r mellan -.44 och -.45). Ca. 36% av sjuksköterskorna rapporterade nivåer av Novelty Seeking som var en standardavvikelse eller lägre än normal populationen. Ca. 30% av sjuksköterskorna rapporterade nivåer av Harm Avoidance som var en standardavvikelse eller högre än normal populationen. Ca. 45% av sjuksköterskorna rapporterade nivåer av Reward Dependence som var en standardavvikelse eller högre än normal populationen. Ca. 40 % av sjuksköterskorna rapporterade nivåer av Persistence som var en standardavvikelse eller högre än normal populationen. Ca. 57% av sjuksköterskorna rapporterade nivåer av Self-Directedness som var en standardavvikelse eller lägre än normal populationen. Vi fann även följande prevalens för resiliens personlighetsprofiler: 43,7% HPs “Perfectionistic”; 27,7% hPs “Happy-go-lucky”; 18,5% Hps “Fragile”; 3,4% hPS “Resilient”; 5.0% hps “Laid-Back”; och 1,7 HPS “Conscientious”. Följande profiler fanns inte med i detta urval av sjuksköterskor: hPS “Clever” och HpS “High-Strung”. SLUTSATS Resultaten indikerar en trolig anledning till den nuvarande höga graden av utbrändhet och avhopp från jobb bland nyutexaminerade sjuksköterskor. Höga grader av oro och pessimism (hög Harm Avoidance) i samband med benägenheten att alltid vilja göra andra till lags och svårighet att säga ”nej” (hör Reward Dependence), högra grad av ihärdighet och att inte lyssna på kroppens signaler (hög Persistence), samt problem med sin självacceptans och självbild (låg Self-Directedness) ligger förmodligen till grund för både psykisk ohälsa och problem att klara av små och stora svårigheter i livet eller veta när man ska släpa taget. Till exempel, 60% hade en profil med hög risk för utbrändhet och ohälsa (d.v.s., Hps “Fragile” eller HPs “Perfectionistic”). Med andra ord, mer än hälften av de nyutexaminerade sjuksköterskorna beskrev sig själva som oroliga, pessimistiska, låga i energi (d.v.s. Harm Avoidance) och som någon som saknar syfte, med låg självacceptans (låg Self-Directedness); samtidigt som de är antingen hårt arbetande, flitiga, uthålliga och perfektionister (hög Persistence) eller lågpresterare (låg Persistence). Dessa profiler förekommer bara i ca. 30% hos den normala svenska populationen (Anthropedia, 2018). Därutöver, enbart 3,4% av de nyutexaminerade sjuksköterskorna rapporterade en hPS ”resilient” profil—jämfört med 26% i den normala svenska populationen. Av vikt är att personlig sårbarhet i form av en Hps "Fragile" eller HPs "Perfectionistic" profil kommer öka sannolikheten av ett negativt arbetsklimat (Stoyanov & Cloninger, 2011). Problemet är dock komplex och därför kommer det inte att räcka med att enbart göra arbetsmiljö insatser eller enbart ledarskapsinsatser, eftersom vi ser även en sårbarhet på individnivå. Med andra ord behöver vi försäkra oss om att skapa ett lärande arbetsklimat, samtidigt som vi ökar chefers och de nyutexaminerade sjuksköterskornas självinsikt och självacceptans, samt sänker deras stressnivåer. Eftersom det är svårt att skapa den perfekta arbetsmiljön för alla, bör målet snarare vara att ge goda förutsättningar för en lärande arbetsmiljö och att stärka de personliga hälsorelaterade förmågor i alla led så att vi skapar resiliens och välbefinnande i organisationen.
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| 22. |
- Garcia, Danilo, 1973, et al.
(författare)
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Psychometric properties of the Swedish version of the satisfaction with life scale in a sample of individuals with mental illness
- 2021
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Ingår i: PeerJ. - : PeerJ. - 2167-8359. ; 9
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Tidskriftsartikel (refereegranskat)abstract
- Background: Health assessment among individuals with mental health problems often involves measures of ill-being (e.g., anxiety, depression). Health is, however, defined as a state of physical, mental and social well-being and not merely the absence of disease (WHO, 1948, 2001). Hence, in order to address mental illness during the 21st century, we need to develop methods for the prevention, identification and treatment of mental illness; but also, for the promotion, identification, and maintenance of well-being. In this context, over three decades of subjective well-being research have resulted in the development of measures of positive aspects of human life, such as, the Satisfaction with Life Scale (Diener et al., 1985). Our aim was to investigate the psychometric properties of the Satisfaction with Life Scale in a Swedish population of individuals with mental illness using both Classical Test Theory (CTT) and Item Response Theory (IRT). Method: A total of 264 participants (age mean = 43.46, SD = 13.31) diagnosed with different types of mental illness answered to the Swedish version of the Satisfaction with Life Scale (five items, 7-point scale: 1 = strongly disagree, 7 = strongly agree). Results: We found positive and significant relationships between the five items of the scale (r ranging from 0.37 to 0.75), good reliability (Cronbach’s alpha = 0.86), and that the one-factor solution had best goodness of fit (loadings between 0.52–0.88, p < 0.001). Additionally, there were no significant differences in comparative fit indexes regarding gender and occupation status. All items had high discrimination values (between 1.95–3.81), but item 5 (“If I could live my life over, I would change almost nothing”); which had a moderate discrimination value (1.17) and the highest estimated difficulty on response 7 (3.06). Moreover, item 2 (“The conditions of my life are excellent”) had less discrimination and redundant difficulty with both item 1 (“In most ways my life is close to my ideal”; 2.03) on response 7 and with item 3 (“I am satisfied with my life”; –1.21) on response 1. The five items together provided good information, with especial good reliability and small standard error within −1.00 up to about 2.00 and the highest amount of test information at 0.00 of the level of life satisfaction within this population. Conclusions: Consistent with previous research, the scale had good reliability and provided good information across most of the latent trait range. In addition, within this population, sociodemographic factors such as gender and occupation status do not influence how individuals respond to the items in the scale. However, the items couldn’t measure extreme levels of low/high life satisfaction. We suggest replication of these findings, the test of additional items, and the modification of items 2 and 5 in order to use the scale among individuals with mental illness.
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| 23. |
- Garcia, Danilo, 1973, et al.
(författare)
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Resilience Profiles (Harm Avoidance, Persistence, and Self-directedness) among Swedish Clergy
- 2019
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Ingår i: 31st Association for Psychological Science Annual Convention. Washington, D.C., USA.
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Clergy experience a large number of stressors in their work. In this context, resilience in the face of adversity is the result of low Harm Avoidance, high Persistence and high Self-Directedness. We found that, compared to the general population, only one in four Swedish clergymen/women had this specific personality profile.
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| 24. |
- Garcia, Danilo, 1973, et al.
(författare)
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Self-descriptions on LinkedIn: Recruitment or Friendship Identity?
- 2018
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Ingår i: PsyCh Journal. - : Wiley. - 2046-0252 .- 2046-0260. ; 7:3, s. 152-153
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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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| 25. |
- Garcia, Danilo, 1973, et al.
(författare)
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Synergetic Effects of Anthropedia’s Well-Being Coaching and Mind-Body Interventions on Refugees’ Health
- 2020
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Ingår i: 32nd Association for Psychological Science Annual Convention. Chicago, Illinois, USA..
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)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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| 26. |
- Garcia, Danilo, 1973, et al.
(författare)
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Temperament Profiles (Novelty Seeking, Harm Avoidance, and Reward Dependence) among Swedish Clergy
- 2021
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Ingår i: XXXII International Congress of Psychology. Prague, Czech Republic..
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Background Clergy, as other helping professions, experience a large number of stressors in their work, including role overload, and emotional labor and run a greater risk for depression and burnout. Previous research indicates that one factor for burnout vulnerability is individuals’ temperament. We investigated the prevalence of different temperament profiles among Swedish clergy. Method 515 Swedish clergymen/women self-reported their temperament. We calculated the percentiles for the temperament traits using the Swedish norms data in order to cluster participants in the eight combinations of high/low Novelty Seeking (N/n), high/low Harm Avoidance (H/h), and high/low Reward Dependence (R/r). Then we calculated the prevalence (percentage) of each profile within this population. Results We found the following prevalence: 17.90% Passionate (NhR), 11.30% Sensitive (NHR), 11.10% Cautious (nHR), 19.20% Methodical (nHr), 9.10% Explosive (NHr), 8.50 Reliable (nhR), 11.50% Adventurous (Nhr), and 11.40% Independent (nhr). Conclusion About 49% of the participants had a profile denoted with high Reward Dependence (i.e., warm, dedicated, attached, and dependent) and 50% with high Harm Avoidance (i.e., worrying, pessimistic, doubtful, shy and low in energy). Moreover, 20% had a Methodological (nHr) profile, which might be described as obsessional (i.e., inhibited, nH, aloof Hr, and privacy-seeking, nr) if character strengths and plasticity are not well developed. Such individuals do well in professions that require order, objectivity, and caution, rather than professions that require warmth and empathic relationships. To fully understand burnout and dropout, however, it is necessary to include individuals’ character and also factors related to their work climate.
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| 27. |
- Garcia, Danilo, 1973, et al.
(författare)
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The “Cold Case” of Individual Differences in Organizational Psychology: Learning Climate and Organizational Commitment Among Police Personnel
- 2023
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Ingår i: The Affective Profiles Model - 20 Years of Research and Beyond. - Cham : Springer. ; , s. 269-285, s. 269-285
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Bokkapitel (refereegranskat)abstract
- Background: Individuals’ perception of their work climate is expected to strongly influence personnel’s organizational commitment. However, the evidence about the association between organizational commitment and important outcomes, such as performance at work and turnover, is mixed. If this was not enough, little attention has been paid to how individual differences in basic personality (e.g., individual’s affective profiles) moderate this relationship. In this context, police organizations have unique obstacles in terms of work climate and when striving to make their personnel genuinely committed to the organization. Aim: Our aim was to investigate the association between learning work climate and organizational commitment among police personnel using the affective profiles model as the framework of our study. Method: Swedish police personnel (N = 353) answered an online survey comprising the Positive Affect Negative Affect Schedule, the Learning Climate Questionnaire, and the Three Commitment Scales. 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). Besides correlation analyses and comparisons between police personnel with diametrical opposite profiles (i.e., PAna vs paNA and PANA vs. pana), we focused on within-individual comparisons between police personnel who differed in one affect dimension and matched in the other (i.e., PANA vs. paNA; PAna vs. pana; PAna vs PANA; and paNA vs. pana). Results: The main analyses showed that personnel with a self-fulfilling profile scored higher on almost all learning climate dimensions and affective and normative commitment and lower in continuance commitment. However, while high negative affect was clearly associated with low levels in all learning climate dimensions, some of these dimensions and the commitment dimensions were associated to high positive affect only when negative affect was low. As expected, when considering individual differences, the relationship between work climate and commitment was complex. For instance, affective commitment was predicted by perceiving opportunities to develop for police personnel with either a self-destructive or a self-fulfilling profile but by good management relationships and style for those with a low affective profile. Conclusions: At the general level, to be able to know which specific work climate factors will lead to an adaptive organizational commitment, police organizations and leaders need to be aware of employees’ personality. At the practical level, the promotion of positive affect and the reduction of negative affect at work and life in general might help organizations to increase police personnel’s sense of a good learning climate and their willingness to stay in the organization because they identify with the organization at an emotional, a psychological, and a social level.
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| 28. |
- Garcia, Danilo, 1973, et al.
(författare)
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The Promotion of a Bright Future and the Prevention of a Dark Future: Time Anchored Incitements in News Articles and Facebook’s Status Updates
- 2018
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Ingår i: Frontiers in Psychology. - : Frontiers Media SA. - 1664-1078. ; 9, s. 1-10
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Tidskriftsartikel (refereegranskat)abstract
- Background: Research suggests that humans have the tendency to increase the valence of events when these are imagined to happen in the future, but to decrease the valence when the same events are imagined to happen in the past. This line of research, however, has mostly been conducted by asking participants to value imagined, yet probable, events. Our aim was to re-examine this time-valence asymmetry using real-life data: a Reuter’s news and a Facebook status updates corpus. Method: We organized the Reuter news (120,000,000 words) and the Facebook status updates data (41,056,346 words) into contexts grouped in chronological order (i.e., past, present, and future) using verbs and years as time markers. These contexts were used to estimate the valence of each article and status update, respectively, in relation to the time markers using natural language processing tools (i.e., the Latent Semantic Analysis algorithm). Results: Our results using verbs, in both text corpus, showed that valence for the future was significantly higher compared to the past (future > past). Similarly, in the Reuter year condition, valence increased approximately linear from 1994 to 1999 for texts written 1996-7. In the Facebook year condition, the valence of the future was also significantly higher than past valence. Conclusion: Generally, the analyses of the Reuters data indicated that the past is devaluated relative to both the present and the future, while the analyses of the Facebook data indicated that both the past and the present are devaluated against the future. On this basis, we suggest that people strive to communicate the promotion of a bright future and the prevention of a dark future, which in turn leads to a temporal-valence asymmetrical phenomenon (valence = past
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| 29. |
- Garcia, Danilo, 1973, et al.
(författare)
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The Swedish Version of the Regulatory Mode Questionnaire
- 2017
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Ingår i: Data in Brief. - : Elsevier BV. - 2352-3409. ; 14:October 2017, s. 251-254
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Tidskriftsartikel (refereegranskat)abstract
- The data include responses to the Swedish version of a questionnaire used to operationalize self-regulation or regulatory mode: assessment and locomotion. The data was collected among 567 Swedish high school and university students (see D. Garcia, E. Lindskär [1]). In this article, we include the Swedish version of the Regulatory Mode Questionnaire. The data is available, SPSS file, as supplementary material in this article.
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| 30. |
- Garcia, Danilo, 1973, et al.
(författare)
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Validity of the Archer-Garcia Ratio: Motivation and Psychological Needs
- 2018
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Ingår i: 30th APS Annual Convention, San Francisco, CA, USA.
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- We tested if motivation and psychological needs dimensions predicted the Archer-Garcia Ratio, a new and brief measure for exercise frequency computed using participants' responses to two questions. The regression analyses showed that one motivation and one basic needs dimension were the significant predictors: introjected regulation and competence.
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| 31. |
- Garcia, Danilo, 1973, et al.
(författare)
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Well-Being and Moral Identity
- 2018
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Ingår i: PsyCh Journal. - : Wiley. - 2046-0252. ; 7:1, s. 53-54
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Tidskriftsartikel (refereegranskat)abstract
- The good life is the result of flourishing and resilience, but also of being a morally good person. We found that moral identity was associated to: engagement, meaning, the identification and acceptance of others (i.e., cooperativeness), and to the sense of being part of something bigger than the self (i.e., self-transcendence).
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| 32. |
- Granjard, Alexandre, et al.
(författare)
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Occupation and life satisfaction among individuals with mental illness: The mediation role of self-reported psychophysiological health
- 2021
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Ingår i: PeerJ. - : PeerJ. - 2376-5992 .- 2167-8359. ; 9
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Tidskriftsartikel (refereegranskat)abstract
- Background: Unemployment can diminish physical, psychological and social health. In this context, research shows that people with mental illness have even more difficulties finding occupation. Thus, some countries, such as Sweden, strive after creating job opportunities for this specific group. We investigated the effect of having an occupation on life satisfaction among individuals with mental illness and whether self-reported physical and psychological health mediated the relationship between being (un)employed and life satisfaction. Method: Two-hundred eighty-seven individuals (148 males, 134 females, and 5 missing information) with mental illness, who received support and services from Swedish Municipalities in Blekinge, self-reported occupation, life satisfaction, and physical and psychological health. Results: Participants who reported having an occupation reported also significantly higher levels of life satisfaction, physical health, and psychological health compared to those without occupation. Nevertheless, these differences were rather small (Eta2 < 0.06). Moreover, the indirect effect of having an occupation on life satisfaction through physical and psychological health was significant. Finally, the total indirect effect of physical and psychological health (i.e., psychophysiological health) accounted for 53% of the total effect of having an occupation on life satisfaction. Conclusion: For individuals with mental illness there seems to be an almost equal importance of indirect and direct effects of having an occupation on their levels of life satisfaction. More specifically, while there are differences in life satisfaction within this population in relation to having an occupation, having an occupation leads to the sense of good psychophysiological health, which in turn helps individuals with mental illness to feel satisfied with their lives.
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| 33. |
- Lanbeck, Niklas, et al.
(författare)
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Implicit attitudes: Quantitative Semantic Misattribution Procedure
- 2020
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Ingår i: Statistical Semantics - Methods and Applications. Sikström, Sverker, Garcia, Danilo (Eds.). - Cham : Springer. - 9783030372491 - 9783030372507 ; , s. 219-236
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Bokkapitel (refereegranskat)abstract
- Certain mental processes are suggested to exist beyond conscious awareness and control. These processes have often been categorized as implicit, in contrast to explicit processes, which are readily available to conscious report. Researchers have attempted to measure and assess these implicit processes in a different number of ways. Projective measures, for instance, present ambiguous or unstructured stimuli to respondents, with the assumption that their responses will reveal aspects about their attitudes, personality, and etc. Despite longstanding evidence disfavoring most projective measures, their use in clinical and forensic settings has been remarkably robust . Phrased in terms of modern psychological research, projection might be considered an instance of misattribution, that is, mistaking the source for the effect. People, for example, might misinterpret the transient pleasure of a sunny day as lasting life satisfaction. Such source of confusion is a common feature of events in everyday life; correction to this misattribution demands motivation, awareness, and control of the bias responsible for the misattribution. This complexity makes projective measures hard to design. In the Affect Misattribution Procedure (AMP, Payne et al. 2005), for example, participants are briefly presented with an ambiguous pictograph (e.g., a Chinese character) preceded by a prime (e.g., photos of Black or White people). Participants are then asked to rate the pleasantness of the pictograph—the assumption in this paradigm is that evaluations of how pleasant the pictograph is perceived to be, are influenced by the individual’s automatic affective reactions that s/he has towards the prime. Despite the fact that the AMP is easily administered, shows good internal consistency, and has demonstrated reliable effects both between groups and in individual score differences; prime-congruent semantic concepts may be activated in working memory and, rather than affective reactions, the valence of these semantic concepts guide the evaluations of the target, that is, the pictograph (Blaison et al. 2012). Even if this semantic route is not the primary mediator, semantic processing is likely to be involved in evaluative responses, or at least, influence the processes leading to them (Storbeck and Clore 2007). Here, we studied misattributions using the AMP by examining freely generated words, which were quantified using natural language processing to investigate whether the semantic content was influenced by the manipulations. We labeled this method Quantitative Semantic Misattribution Procedure (QSMP). More specifically, in the present study we measured implicit attitudes caused by Black and White faces (i.e., primes) on the semantic content of explicit verbal responses to Chinese characters. Since verbal responding relies on both highly automated implicit processes and consciously reportable explicit execution, quantitative semantics allows for studying both implicit and explicit processes. We showed that the semantic representation of participants' verbal responses was significantly different for black and white primes in the un-warned but not the warned group and that the semantically expressed valence was equal for black and white face primes, whereas black target faces had higher semantic valence than white. Clearly, the QSMP can be used to study evaluative and non-evaluative influence of racial attitudes.
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| 34. |
- Mihailovic, Marko, et al.
(författare)
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The personality of newly graduated and employed nurses : Temperament and character profiles of Swedish nurses
- 2022
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Ingår i: International Journal of Nursing Studies Advances. - : Elsevier BV. - 2666-142X. ; 4
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Tidskriftsartikel (refereegranskat)abstract
- Background: One of the challenges of the 21st century is the high turnover rate in the nursing profession due to burnout and mental illness. From a biopsychosocial perspective, an individual's personality is an important vulnerability-resilience factor that comprises four temperament traits (i.e., a person's emotional reactions) and three character traits (i.e., self-regulation systems). Indeed, different personality profiles are associated to different coping strategies and health outcomes. Objective: We investigated and mapped the temperament and character of Swedish newly graduated and employed nurses’ in relation to the Swedish general population and an age-matched sub-sample. Design: In this cross-sectional study, nurses self-reported their personality (Temperament and Character Inventory) at the beginning of their employment. Setting: The data collection was conducted at a hospital in the South of Sweden. Participants: A total of 118 newly graduated and employed nurses (Mage = 25.95±5.58) and 1,564 individuals from the Swedish general population participated in the study. Methods: We calculated T-scores and percentiles for all seven personality dimensions using the Swedish norms (N = 1,564). The profiles were calculated by combining high/low percentiles scores in three temperament dimensions (Novelty Seeking: N/n, Harm Avoidance: H/h, and Reward Dependence: R/r) and in the three character dimensions (Self-Directedness: S/s, Cooperativeness: C/c and Self-Transcendence: T/t). Results: Regarding T-scores, the nurses reported moderately lower Novelty Seeking (> 0.5 SD), slightly higher Harm-Avoidance (about 0.5 SD), moderately higher Persistence (> 0.5 SD) and Reward Dependence (> 0.5 SD), and extremely lower Self-Directedness (> 1 SD). The prevalence of the most common temperament profiles among the nurses (Swedish general population in brackets) were: 39.80% [10.90%] Cautious (nHR), 21.20% [10.90] Reliable (nhR), and 15.30% [16.50%] Methodical (nHr). The prevalence of the most common character profiles among the nurses were: 31.40% [4.90%] Dependent (sCt), 25.40% [14.40%] Apathetic (sct), and 19.50% [8.80%] Moody (sCT). Conclusions: The analyses of the personality profiles showed that High Novelty Seeking (79%), high Harm Avoidance (65%) high Reward Dependence (80%), low Self-Directedness (95%), and low Self-Transcendence (60%) were more prevalent among the newly graduated and employed nurses. This may partially explain newly graduated nurses’ difficulties at work and high turnover rate. After all, a well-developed character is of special importance when working with patients with serious and terminal illness or under large global crises, such as the current pandemic. Hence, both education at universities and development at work need to be person-centered to reduce stress levels and promote positive self-regulation strategies.
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| 35. |
- Mihailovic, Marko, et al.
(författare)
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The Prevalence of Resilience Profiles (Harm Avoidance, Persistence, and Self-directedness) among Swedish Newly Graduated Nurses
- 2020
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Ingår i: 32nd Association for Psychological Science Annual Convention. Chicago, Illinois, USA.
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- About 26% of the Swedish population has a resilient personality profile: low Harm Avoidance (i.e., relaxed, confident, and optimistic), high Persistence (i.e., industrious, perseverant, and hard-working), and high Self-Directedness (i.e., responsible, reliable, self-acceptant, goal-oriented, and resourceful). However, only 4.70% of newly graduated nurses had this specific personality profile.
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| 36. |
- Nima, Ali Al, et al.
(författare)
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Lifestyle Habits Profiles Among Psychiatric Patients: Self-Reported Health and Sociodemographic Factors
- 2019
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Ingår i: 3rd Biennial International Convention of Psychological Science. Paris, France.
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- We found two profiles, among psychiatric patients, that were characterized by their alcohol, tobacco, and vegetable consumption. Individuals with good lifestyle habits did not differ from those with bad lifestyle habits with regard to self-reported health. Moreover, sociodemographic factors did not predict the profiles.
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| 37. |
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| 38. |
- Rapp-Ricciardi, Max, 1964, et al.
(författare)
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A Pilot Study on Character (Self-directedness, Cooperativeness, and Self-transcendence) among Swedish Newly Graduated Nurses
- 2019
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Ingår i: 3rd Biennial International Convention of Psychological Science, Paris, France.
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Character or an individual’s relation to the self (Self-Directedness) and others (Cooperativeness) and her participation in the world as a whole (Self-Transcendence) are important ingredients for well-being. Here we found that, compared to the general population, about 73% of Swedish newly graduated nurses were low in both Self-Directedness and Self-Transcendence.
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