an article by Carly Magee and Jeremy C. Biesanz (University of British Columbia, Canada) published in Journal of Personality Volume 87 Issue 2 (April 2019)
Abstract
Objective
Although there is a robust connection between dispositional personality traits and well‐being, relatively little research has comprehensively examined the ways in which all Big Five personality states are associated with short‐term experiences of well‐being within individuals. We address three central questions about the nature of the relationship between personality and well‐being states:
First, to what extent do personality and well‐being states covary within individuals?
Second, to what extent do personality and well‐being states influence one another within individuals?
Finally, are these within‐person relationships moderated by dispositional personality traits and well‐being?
Method
Two experience sampling studies (N = 161 and N = 146) were conducted over 2 weeks.
Results
Across both studies, all Big Five personality states were correlated with short‐term experiences of well‐being within individuals. Individuals were more extraverted, emotionally stable, conscientious, agreeable, and open in moments when they experienced higher well‐being (greater self‐esteem, life satisfaction and positive affect, and less negative affect). Moreover, personality and well‐being states dynamically influenced one another over time within individuals, and these associations were not generally moderated by dispositional traits or well‐being.
Conclusions
Behavior and well‐being are interconnected within the context of the Big Five model of personality.
Showing posts with label adjustment. Show all posts
Showing posts with label adjustment. Show all posts
Thursday, 28 March 2019
Monday, 26 March 2018
Socialization resources theory and newcomers’ work engagement: A new pathway to newcomer socialization
an article by Alan M. Saks (University of Toronto, Canada) and Jamie A. Gruman (University of Guelph, Canada) published in Career Development International Volume 23 Issue 1 (2018)
Abstract
Purpose
Although work engagement has become an important topic in management, relatively little attention has been given to newcomers’ work engagement in the socialization literature. The purpose of this paper is to explain how newcomers’ work engagement can fluctuate during the first year of organizational entry and the role of organizational socialization in developing and maintaining high levels of newcomers’ work engagement.
Design/methodology/approach
A review of the socialization literature indicates that uncertainty reduction theory has been the basis of research on socialization tactics and newcomer information-seeking both of which function by providing newcomers with information to reduce uncertainty. Socialization resources theory is used to develop a new pathway to newcomer socialization which focuses on providing newcomers with resources during the first year of organizational entry and socialization.
Findings
The uncertainty reduction pathway to newcomer socialization is narrow and limited because it primarily focuses on minimizing and reducing the negative effects of job demands rather than on providing newcomers with resources that are necessary to facilitate work engagement and socialization.
Practical implications
Organizations can use newcomers’ work engagement maintenance curves to map and track fluctuations in newcomers’ work engagement during the first year of organizational entry and they can conduct an audit of socialization resources to determine what resources are required to develop and maintain high levels of newcomers’ work engagement.
Originality/value
This paper describes newcomer work engagement maintenance curves and explains how socialization resources can be used to develop and maintain high levels of newcomers’ work engagement. A model of a new pathway to newcomer socialization is developed in which socialization resources, personal resources, and job demands influence newcomers’ work engagement and socialization outcomes.
Abstract
Purpose
Although work engagement has become an important topic in management, relatively little attention has been given to newcomers’ work engagement in the socialization literature. The purpose of this paper is to explain how newcomers’ work engagement can fluctuate during the first year of organizational entry and the role of organizational socialization in developing and maintaining high levels of newcomers’ work engagement.
Design/methodology/approach
A review of the socialization literature indicates that uncertainty reduction theory has been the basis of research on socialization tactics and newcomer information-seeking both of which function by providing newcomers with information to reduce uncertainty. Socialization resources theory is used to develop a new pathway to newcomer socialization which focuses on providing newcomers with resources during the first year of organizational entry and socialization.
Findings
The uncertainty reduction pathway to newcomer socialization is narrow and limited because it primarily focuses on minimizing and reducing the negative effects of job demands rather than on providing newcomers with resources that are necessary to facilitate work engagement and socialization.
Practical implications
Organizations can use newcomers’ work engagement maintenance curves to map and track fluctuations in newcomers’ work engagement during the first year of organizational entry and they can conduct an audit of socialization resources to determine what resources are required to develop and maintain high levels of newcomers’ work engagement.
Originality/value
This paper describes newcomer work engagement maintenance curves and explains how socialization resources can be used to develop and maintain high levels of newcomers’ work engagement. A model of a new pathway to newcomer socialization is developed in which socialization resources, personal resources, and job demands influence newcomers’ work engagement and socialization outcomes.
Tuesday, 5 February 2013
Employee, Mother, and Partner: An Exploratory Investigation of Working Women With Stay-at-Home Fathers
an article by Marianne G. Dunn and Karen M. O’Brien (University of Maryland, USA) and Aaron B. Rochlen (University of Texas, Austin, USA) published in Journal of Career Development Volume 40 Number 1 (February 2013)
Abstract
Married couples consisting of female breadwinners and male primary caretakers are increasing in prevalence and visibility.
However, little is known about the experiences of these families, particularly about salient challenges and dynamics related to this work–family arrangement. Through inductive qualitative analysis, the current study investigated the identity and adjustment experiences of this subset of working mothers.
Fifty-one women responded to open-ended questions about their work and family experiences. The results highlighted psychological, vocational, and sociocultural phenomena related to this particular work–family arrangement including reasons guiding career and family decisions, positive and negative adjustment experiences, and perceptions of stigma.
Relevant clinical and workplace policy implications also are provided.
Abstract
Married couples consisting of female breadwinners and male primary caretakers are increasing in prevalence and visibility.
However, little is known about the experiences of these families, particularly about salient challenges and dynamics related to this work–family arrangement. Through inductive qualitative analysis, the current study investigated the identity and adjustment experiences of this subset of working mothers.
Fifty-one women responded to open-ended questions about their work and family experiences. The results highlighted psychological, vocational, and sociocultural phenomena related to this particular work–family arrangement including reasons guiding career and family decisions, positive and negative adjustment experiences, and perceptions of stigma.
Relevant clinical and workplace policy implications also are provided.
Friday, 3 August 2012
Critical Psychology and Career Development Unpacking the Adjust–Challenge Dilemma
an article by Isaac Prilleltensky (University of Miami, USA) and Graham B. Stead (Cleveland State University, USA) published in Journal of Career Development Volume 39 Number 4 (August 2012)
Abstract
Adjusting to the world of work or challenging it is a dilemma that career counsellors and helpers encounter daily. Counsellors and clients may opt for one of the following choices:
(a) adjust to, and challenge the system, at the same time,
(b) adjust to the system but do not challenge it,
(c) challenge the system but do not adjust to it, and
(d) neither adjust to the system nor challenge it.
These four scenarios are analysed from the perspective of critical psychology and psychopolitical validity. A model depicting the various consequences of each choice for power relations, social justice, and the well-being of people, organizations, communities, and the environment is introduced.
The model can guide practitioners in discerning the consequences of their actions and those of their clients.
Abstract
Adjusting to the world of work or challenging it is a dilemma that career counsellors and helpers encounter daily. Counsellors and clients may opt for one of the following choices:
(a) adjust to, and challenge the system, at the same time,
(b) adjust to the system but do not challenge it,
(c) challenge the system but do not adjust to it, and
(d) neither adjust to the system nor challenge it.
These four scenarios are analysed from the perspective of critical psychology and psychopolitical validity. A model depicting the various consequences of each choice for power relations, social justice, and the well-being of people, organizations, communities, and the environment is introduced.
The model can guide practitioners in discerning the consequences of their actions and those of their clients.
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