| 1. |
- Basinska, Beata Aleksandra, et al.
(författare)
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Psychometric properties of the Bern illegitimate tasks scale using classical test and item response theories
- 2023
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Ingår i: Scientific Reports. - 2045-2322. ; 13:1
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Tidskriftsartikel (refereegranskat)abstract
- Combining a classical test theory and an item response theory (IRT), this study aimed to investigate the psychometric properties of the Bern Illegitimate Tasks Scale (BITS) by measuring two conceptually separate dimensions capturing unnecessary tasks (perceived by employees as pointless) and unreasonable tasks (perceived as unfairly or inappropriately assigned). Data collected among Polish employees in two samples (N= 965 and N= 803) were analysed. Results from the classical test theory (parallel analysis, exploratory and confrmatory factor analyses) indicated two correlated factors with four items each, confrming the theory of illegitimate tasks. This study is the frst to report item and scale functioning using IRT analysis of each of the two dimensions of BITS. All items on each dimension had acceptable discrimination and difculty parameters. Moreover, items had measurement invariance between men and women. All levels of unnecessary and unreasonable tasks were reliably captured by BITS items. Convergent and discriminant validities of both dimensions of BITS were confrmed in relation to work overload, work performance and occupational wellbeing. We conclude that BITS, in the case of the Polish version, is psychometrically suitable to use with the working population.
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| 3. |
- Dåderman, Anna Maria, 1953-, et al.
(författare)
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An item response theory analysis of the Trait Emotional Intelligence Questionnaire Short-Form (TEIQue-SF) in the workplace
- 2022
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Ingår i: Heliyon. - : Elsevier. - 2405-8440. ; 8:2
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Tidskriftsartikel (refereegranskat)abstract
- Trait emotional intelligence (EI) predicts important outcomes in the workplace. This study is the first one that reports item and scale functioning in the workplace using item response theory (IRT) analysis of the global 30-item Trait Emotional Intelligence Questionnaire Short-Form (TEIQue-SF). Past IRT research, performed mostly on undergraduate English-speaking students, showed that several items in TEIQue-SF were poorly informative. Data collected in Sweden from 972 employed persons were analyzed. IRT with a graded response model was utilized to analyze items of the global TEIQue-SF scale. As was found in past research, the lowest response category in all items had extreme difficulty threshold parameter values, and only low and moderate levels of latent trait EI were adequately captured, but most items had good values of the discrimination parameters, indicating adequate item informativeness. Four items, which in past research have also shown weak psychometric properties, were poorly informative. To effectively measure trait EI in today’s organizations, there is an advantage in using the most informative items to best represent this construct.
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| 4. |
- Dåderman, Anna Maria, 1953-, et al.
(författare)
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Cross-cultural adaptation, from Dutch to Swedish language, of the Individual Work Performance Questionnaire
- 2020
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Ingår i: Work. - 1051-9815 .- 1875-9270. ; 65:1, s. 97-109
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Tidskriftsartikel (refereegranskat)abstract
- BACKGROUND: There is a need for a short, self-rated, validated and reliable instrument for individual work performance suitable for generic use in the Swedish work and organizational context. The Individual Work Performance Questionnaire (IWPQ), comprising originally 47 items, was initially developed in the Netherlands, based on a four-dimensional conceptual framework, in which individual work performance consisted of task performance, contextual performance, adaptive performance, and counterproductive work behavior. During the development process, IWPQ was shortened to 18 items with three scales formally labeled as Task performance, Contextual performance, and Counterproductive work behavior (CWB), capturing three work performance types. The current version of the IWPQ, consisting of 18 items and three scales, was then translated as well as cross-culturally adapted to American-English and Indonesian contexts.OBJECTIVES: To translate and adapt the current IWPQ version, consisting of 18 items, from the Dutch to the Swedish context, to assess its content validity through cognitive interviews, to apply it to a pilot group to present descriptive statistics, to calculate the questionnaire’s internal consistency, as well as to clarify whether the translated items capture three or four performance types.METHODS: The Dutch version of the IWPQ, consisting of 18 items, was translated into Swedish. A six-stage translation and adaptation process was used: forward translation, synthesis, back translation, harmonization, cognitive interviews, revision, and sampling and analyses of pilot data for 206 managers (149 women) from five Swedish municipalities.RESULTS: IWPQ instructions, wording of a few items and one response form were slightly modified. The pilot testing showed Cronbach’s alphas similar to the Dutch version of the IWPQ, ranging between 0.73 and 0.82, good mean-inter-item correlations (all above 0.36). In deciding how many factors to retain, we employed both parallel analysis (PA), and Velicer’s minimum average partial (MAP) test. The number of factors to retain was, as indicated by PA, four, and by MAP, three or four. Exploratory factor analysis (principal axis factoring) revealed clearly separate factors, corresponding to four, rather than three, performance types. A new factor, roughly representing adaptive performance, comprised in the original, longer version of the IWPQ, emerged.CONCLUSIONS: The Swedish version of the IWPQ was successfully translated and adapted in a pilot group of managers. Before it is used, it should be validated in a larger group of managers and in more heterogeneous groups of both white- and blue-collar workers.
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| 5. |
- 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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| 7. |
- Dåderman, Anna Maria, 1953-, et al.
(författare)
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Leading with a cool head and a warm heart : trait-based leadership resources linked to task performance, perceived stress, and work engagement
- 2023
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Ingår i: Current Psychology. - : Springer Nature. - 1046-1310 .- 1936-4733. ; 42, s. 29559-29580
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Tidskriftsartikel (refereegranskat)abstract
- Leaders of today need to achieve well in terms of task performance, perceiving low stress, and having high levels of work engagement. One may ask whether trait-based leadership resource factors can be identified and how such resource factors might relate to task performance, perceived stress, and work engagement. Our aim was to test the hypothesis, derived from Hobfoll’s motivational Conservation of Resources (COR) theory, that there are trait-based leadership resource factors, which are differentially correlated to the leaders’ task performance, perceived stress, and work engagement. Leaders (N = 344) aged from 23 to 65 years (M = 49, SD = 8.6; 58% women) completed an online questionnaire including measures of task performance, perceived stress, work engagement, personality traits, trait emotional intelligence, empathy, performance-related self-esteem, compassionate and rational leadership competence, and coping resources for stress. Using exploratory factor analysis, we identified four trait-based leadership resource factors. With Bonferroni adjustment, and controlling for sex, age, number of years in the current managerial position, self-deceptive enhancement, and impression management, only Rational Mastery was significantly positively correlated with task performance. Rational Mastery, Efficient Coping, and Modesty were negatively correlated with perceived stress, and all factors except Modesty, but including the fourth (Good-Heartedness) were positively correlated with work engagement. Organizations striving for sustainable work conditions should support trait-based leadership, which depends not only on a task-oriented resource such as rational mastery, but also on human-oriented resources such as efficient coping, modesty, and good-heartedness, all of them being differentially related to task performance, perceived stress, and work engagement.
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| 8. |
- Hjalmarsson, Annica K. V., et al.
(författare)
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Relationship between emotional intelligence, personality, and self-perceived individual work performance : A cross-sectional study on the Swedish version of TEIQue-SF
- 2022
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Ingår i: Current Psychology. - : Springer Science and Business Media LLC. - 1046-1310 .- 1936-4733. ; 41, s. 2558-2573
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Tidskriftsartikel (refereegranskat)abstract
- People with high emotional intelligence (EI) understand themselves and others well, and perform well at work. Trait EI has been described as “a constellation of emotion-related self-perceptions and dispositions” (Petrides and Furnham 2006), and can be measured by the Trait Emotional Intelligence Questionnaire Short Form (TEIQue-SF). The aims were to validate the Swedish version of TEIQue-SF by (1) investigating its internal consistency; (2) exploring its relationships with “Big Six” and “Dark Triad” personality traits as well as with self-perceived individual work performance; and (3) identifying which personality traits best explain variations in Trait EI, and whether this trait can predict variations in work performance over and above personality traits. Multi-occupational employees in Sweden (N = 228; M = 34 years, SD = 12.6, range 16-71 years, 66% women) with an average work experience of 14 years (SD = 11.5) were surveyed. In line with past research, internal consistency of TEIQue-SF was good, for the global Trait EI scale score (.86), and for one of its subdimensions (Well-Being) (.81). Global trait EI scale score and its subscales correlated negatively with Neuroticism and Machiavellianism, and positively with Extraversion, Agreeableness, Conscientiousness, Openness to Experience, and Narcissism. Sociability and Self-Control had, however, almost zero correlations with Machiavellianism. All subscales of global trait EI scale score correlated positively with Task Performance and Contextual Performance. On separate regression analyses, Big Six traits explained 48%, and Narcissism 14%, of the variation in global trait EI scale score. Trait EI accounted for a significantly larger proportion of the variation in Contextual Performance than any of the Big Six traits, and an additional 6% of the variation in Task Performance when controlling for gender, age, Neuroticism and Conscientiousness. The Swedish version of TEIQue-SF has good reliability as a global trait EI scale, reasonably theoretically and empirically grounded relationships with relevant variables for the workplace, and incremental validity over and above Big Six traits in predicting work performance in younger people with relatively high educational levels. Its reliability on the subscale level and its item functioning need to be further investigated in more heterogeneous samples.
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| 10. |
- Pennbrant, Sandra, 1967-, et al.
(författare)
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Job demands, work engagement and job turnover intentions among registered nurses : Explained by work-family private life inference
- 2021
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Ingår i: Work. - : IOS Press. - 1875-9270. ; 68:4, s. 1157-1169
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Tidskriftsartikel (refereegranskat)abstract
- Background: The job demands on nurses have increased. Conflict between work life and family life may lead to stress and lower work engagement. Consequently, nurses may choose a different career path or leave the profession.Objective: Examine the extent to which perceived job demands (interpersonal conflicts at work and workload), work engagement, work-family conflict and family-work conflict are associated with turnover intentions, and examine a possible moderating effect of work-family conflict on the relationship between the intention to leave the nursing profession, job demands and work engagement.Methods: Cross-sectional study using Hobfoll's Conservation of Resources theory. Data were collected from a sample of 807 registered nurses (RNs) from western Sweden. Tests of moderation were conducted using the PROCESS software macro developed by Andrew F. Hayes.Results: Work-family conflict was a significant moderator in the relationship between the intentions to leave the nursing profession and work engagement as well as interpersonal conflicts at work. Low work engagement, high work-family conflict and high job demands intensify turnover intentions in well-educated and well-experienced nurses.Conclusions: The results imply that work-family conflict has a greater impact when RNs experience lower work engagement. In other words, higher motivation implies a lower moderation effect of work-family conflict. Managers should promote a positive working climate by listening to and providing nurses with opportunities to develop their skills. By so doing, managers can gain better understanding of nurses' resources, knowledge and work situation, thus strengthening nurses' confidence and ability to practice their profession.
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