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How people handle rules can influence their social standing in the eyes of others, including their appeal as leaders. It stands to reason that people prefer to grant leadership to individuals who follow rather than break the rules. However, preferences for rule abiders are less evident than one might expect. To enhance understanding of people's responses to (counter)normative behavior, we (a) introduce the concept of rule bending-behavior that infringes a rule without technically breaking it-and (b) draw on the dominance/prestige framework of social rank to illuminate the underlying processes that drive responses to such behavior. In two experiments (Study 1: N = 149; Study 2: N = 480, preregistered), we show that rule breaking (compared to rule abiding) signals relatively high dominance and low prestige, which undermine leadership granting to rule breakers. We further found that rule benders are seen as relatively high on both prestige and dominance, which renders them more attractive as leaders than rule breakers. Finally, we show that the attractiveness of nonabiders as leaders increases under competition when their apparent dominance becomes an asset. We discuss how rule bending relates to rule abiding and rule breaking and consider implications for understanding and managing rule-bending behavior. (PsycInfo Database Record (c) 2024 APA, all rights reserved).
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Liderazgo , Predominio Social , Humanos , Masculino , Femenino , Adulto , Adulto Joven , Conducta SocialRESUMEN
BACKGROUND: Medical students' demand for career coaching is growing. However, little is known about what type of career coach they prefer. Using the Warmth-Competence Framework, we investigated if and why medical students prefer physician coaches compared to career psychologist coaches. We also examined whether students' coach choice related to coaches' amount of experience with medical students. METHODS: In a two-by-two between participants vignette study (n = 147), we manipulated coach occupational background (physician vs. psychologist) and experience with coaching medical students (limited vs. considerable). Participants read one coach description, rated the likelihood that they would choose the coach, and rated the coach on dimensions of warmth and competence. RESULTS: Students who evaluated a physician career coach were more likely to choose the coach than students who evaluated a psychologist career coach. Students expected that a physician career coach would better understand their situation and be better able to provide career information, while they expected a psychologist career coach to have better conversation skills, all of which were relevant to choosing a coach. Coaches' experience with coaching medical students was unrelated to students' coach choice and their assessment of the coach's warmth and competence. CONCLUSIONS: Our findings highlight the relevance of coaches' occupational background and have implications for the implementation of career coach interventions. Medical schools could help students choose a career coach by providing information about the coach qualities that students value. Future studies could investigate whether career coaches with different occupational backgrounds differ in coach behaviors and coaching effectiveness.
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Tutoría , Estudiantes de Medicina , Humanos , Comunicación , EspecializaciónRESUMEN
Norms play an important role in upholding orderly and well-functioning societies. Indeed, violations of norms can undermine social coordination and stability. Much is known about the antecedents of norm violations, but their social consequences are poorly understood. In particular, it remains unclear when and how norm violators gain or lose influence in groups. Some studies found that norm violators elicit negative responses that curtail their influence in groups, whereas other studies documented positive consequences that enhance violators' influence. We propose that the complex relationship between norm violation and influence can be understood by considering that norm violations differentially shape perceptions of dominance and prestige, which tend to have opposite effects on voluntary influence granting, depending on the type of norm that is violated. We first provide correlational (Study 1) and causal (Study 2) evidence that norm violations are associated with dominance, and norm abidance with prestige. We then examine how dominance, prestige, and resultant influence granting are shaped by whether local group norms and/or global community norms are violated. In Study 3, protagonists who violated global (university) norms but followed local (sorority/fraternity) norms were more strongly endorsed as leaders than protagonists who followed global norms but violated local norms, because the former were perceived not only as high on dominance but also on prestige. In Study 4, popular high-school students were remembered as violating global (school) norms while abiding by local (peer) norms. In Study 5, individuals who violated global (organizational) norms while abiding by local (team) norms were assigned more leadership tasks when global and local norms conflicted (making violators "rebels with a cause") than when norms did not conflict, because the former situation inspired greater prestige. We discuss implications for the social dynamics of norms, hierarchy development, and leader emergence.
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Liderazgo , Normas Sociales , Humanos , Grupo Paritario , Instituciones Académicas , UniversidadesRESUMEN
BACKGROUND: Physicians increasingly show symptoms of burnout due to the high job demands they face, posing a risk for the quality and safety of care. Job and personal resources as well as support interventions may function as protective factors when demands are high, specifically in times of crisis such as the COVID-19 pandemic. Based on the Job Demands-Resources theory, this longitudinal study investigated how monthly fluctuations in job demands and job and personal resources relate to exhaustion and work engagement and how support interventions are associated with these outcomes over time. METHODS: A longitudinal survey consisting of eight monthly measures in the period 2020-2021, completed by medical specialists and residents in the Netherlands. We used validated questionnaires to assess job demands (i.e., workload), job resources (e.g., job control), personal resources (e.g., psychological capital), emotional exhaustion, and work engagement. Additionally, we measured the use of specific support interventions (e.g., professional support). Multilevel modeling and longitudinal growth curve modeling were used to analyze the data. RESULTS: 378 medical specialists and residents were included in the analysis (response rate: 79.08%). Workload was associated with exhaustion (γ = .383, p < .001). All job resources, as well as the personal resources psychological capital and self-judgement were associated with work engagement (γs ranging from -.093 to .345, all ps < .05). Job control and psychological capital attenuated the workload-exhaustion relationship while positive feedback and peer support strengthened it (all ps < .05). The use of professional support interventions (from a mental health expert or coach) was related to higher work engagement (estimate = .168, p = .032) over time. Participation in organized supportive group meetings was associated with higher exhaustion over time (estimate = .274, p = .006). CONCLUSIONS: Job and personal resources can safeguard work engagement and mitigate the risk of emotional exhaustion. Professional support programs are associated with higher work engagement over time, whereas organized group support meetings are associated with higher exhaustion. Our results stress the importance of professional individual-level interventions to counteract a loss of work engagement in times of crisis.
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Agotamiento Profesional , COVID-19 , Médicos , Humanos , Estudios Longitudinales , Pandemias , Compromiso Laboral , COVID-19/epidemiología , Encuestas y Cuestionarios , Agotamiento Profesional/epidemiología , Agotamiento Profesional/psicología , Carga de Trabajo/psicología , Satisfacción en el TrabajoRESUMEN
OBJECTIVES: Many medical students experience career decision-making stress in the final phase of training. Yet, the factors that induce or reduce career decision-making stress and how progression in their clerkships relates to these factors are unknown. This knowledge gap limits the possibilities for medical schools to develop and implement interventions targeting students' career decision-making stress. This study explores content, process, and context factors that may affect career decision-making stress. METHODS: Using cross-sectional survey data from medical master students (nâ¯= 507), we assessed content (future work self), process (choice irreversibility, time pressure, career decision-making self-efficacy), and context (supervisory support, medical school support, study load, competition) factors and their relationships with career decision-making stress. The hypothesized relationships were tested with structural equation modelling. RESULTS: A clearer future work self and higher career decision self-efficacy were associated with lower career decision-making stress, while experienced time pressure, competition, and study load were associated with higher career decision-making stress. Choice-irreversibility beliefs, supervisory support, and medical school support were unrelated to career decision-making stress. As students' clerkships progressed, they gained a clearer future work self, but also experienced more time pressure. DISCUSSION: Clinical clerkships help students to form a clearer future work self, which can diminish career decision-making stress. Yet, students also experience more time pressure as the period of clerkships lengthens, which can increase career decision-making stress. A school climate of high competition and study load seems to foster career decision-making stress, while school support hardly seems effective in diminishing this stress.
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Prácticas Clínicas , Estudiantes de Medicina , Humanos , Selección de Profesión , Estudios Transversales , Encuestas y CuestionariosRESUMEN
Coaching is a systematic and goal-oriented one-on-one intervention by a coach aimed to guide clients in their professional and personal development. Previous research on coaching has demonstrated effects on a number of positive outcomes, including well-being and performance, yet little is known about the processes that underlie these outcomes, such as the type of questions coaches use. Here, we focus on three different types of coaching questions, and aim to uncover their immediate and sustained effects for affect, self-efficacy, and goal-directed outcomes, using a between-subjects experiment. One hundred and eighty-three medical residents and PhD students from various medical centers and healthcare organizations in the Netherlands were recruited to participate in a self-coaching writing exercise, where they followed written instructions rather than interacting with a real coach. All participants were randomly allocated to one of three conditions: either one of two solution-focused coaching conditions (i.e., the success or miracle condition) or a problem-focused coaching condition. Self-report questionnaires were used to measure key outcomes of coaching, that is positive and negative affect, self-efficacy, goal orientation, action planning (i.e., quantity and quality) and goal attainment. Two follow-up measurements assessed if the effects of the self-coaching exercise led to problem-solving actions within an initial follow-up period of 14 days and a subsequent follow-up period of 10 days. Findings showed that participants experienced more positive affect, less negative affect, and higher approach goal orientation after the solution-focused coaching exercise compared to the problem-focused coaching exercise. In all conditions, goal attainment increased as a consequence of the self-coaching intervention. We discuss the implications of our findings for the science and practice of contemporary coaching.
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Ambivalence in social interactions has been linked to health-related outcomes in private relationships and recent research has started to expand this evidence to ambivalent leadership at the workplace by showing that ambivalent supervisor-employee relationships are related to higher stress levels in employees. However, the mental health consequences of ambivalent leadership have not been examined yet. Using a multilevel approach, this study estimated associations of ambivalent leadership with mental health indicators (depression, anxiety, vital exhaustion, fatigue) in 993 employees from 27 work groups. A total effect of ambivalent leadership was found for all four mental health measures, as well as within-group and between-group effects. The consistent relationships of ambivalent leadership with higher symptoms of mental ill-health at the individual- (i.e., within-group) and the group-level (i.e., between-group) support the existence of an un-confounded association, as well as group effects of collective ambivalence.
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Salud Mental , Lugar de Trabajo , Afecto , Humanos , Liderazgo , Lugar de Trabajo/psicologíaRESUMEN
PURPOSE: Older workers are expected to suffer more from work changes than younger ones, but empirical evidence is lacking. Negative responses to work changes may result rather from maladaptive coping expectations. This study examined possible age differences in job and life satisfaction, and sleep disturbances, after work changes (voluntary and involuntary job changes, reorganizations) and the moderating role of maladaptive coping expectations. METHODS: Four biennial waves from the Swedish Longitudinal Occupational Survey of Health (SLOSH) including respondents who participated in all four waves (n = 3084). We used multilevel path analyses to estimate direct and moderated relationships between work changes and outcomes. RESULTS: Involuntary job changes were associated with lower job and life satisfaction and more sleep disturbances. Reorganizations were only associated with lower job satisfaction. Older employees were more satisfied with their jobs and lives than younger employees and experienced more sleep disturbances. After involuntary job changes, older employees had similar (lower) levels of well-being as younger ones, but they reported more sleep disturbances when having experienced reorganizations. Maladaptive coping expectations were related to lower job and life satisfaction and more sleep disturbances. Employees with maladaptive coping expectations reported more sleep disturbances after involuntary job changes and reorganizations. CONCLUSION: Our results suggest that there are few age differences in well-being after work changes. Employee well-being seems to mostly depend on maladaptive coping expectations. Organizations aiming to prepare employees for job changes and reorganizations could focus their efforts on employees with maladaptive expectations rather than on older ones.
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Adaptación Psicológica , Motivación , Estudios de Cohortes , Humanos , Satisfacción en el Trabajo , Suecia/epidemiologíaRESUMEN
Norm violators demonstrate that they can behave as they wish, which makes them appear powerful. Potentially, this is the beginning of a self-reinforcing loop, in which greater perceived power invites further norm violations. Here we investigate the possibility that sanctions can break this loop by reducing the power that observers attribute to norm violators. Despite an abundance of research on the effects of sanctions as deterrents for norm-violating behavior, little is known about how sanctions may change perceptions of individuals who do (or do not) violate norms. Replicating previous research, we found in two studies (N1 = 203, N2 = 132) that norm violators are perceived as having greater volitional capacity compared to norm abiders. Qualifying previous research, however, we demonstrate that perceptions of volition only translate into attributions of greater power in the absence of sanctions. We discuss implications for social hierarchies and point out avenues for further research on the social dynamics of power.
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Percepción Social , Jerarquia Social , Humanos , Masculino , Normas Sociales , Adulto JovenRESUMEN
OBJECTIVES: Physician burn-out is increasing, starting already among residents. The consequences of burn-out are not limited to physicians' well-being, they also pose a threat to patient care and safety. This study investigated the effectiveness of a professional coaching intervention to reduce burn-out symptoms and foster personal resources in residents and specialists. DESIGN: In a controlled field experiment, medical residents and specialists received six coaching sessions, while a control group did not undergo any treatment. The authors assessed burn-out symptoms of exhaustion and cynicism, the personal resources psychological capital, psychological flexibility and self-compassion, as well as job demands and job resources with validated questionnaires (January 2017 until August 2018). The authors conducted repeated measures analyses of variance procedures to examine changes over time for the intervention and the control group. SETTING: Four academic hospitals in the Netherlands. PARTICIPANTS: A final sample of 57 residents and specialists volunteered in an individual coaching programme. A control group of 57 physicians did not undergo any treatment. INTERVENTION: Coaching was provided by professional coaches during a period of approximately 10 months aiming at personal development and growth. RESULTS: The coaching group (response rate 68%, 57 physicians, 47 women) reported a reduction in burn-out symptoms and an increase in personal resources after the coaching intervention, while no such changes occurred in the control group (response rate 35%, 42 women), as indicated by significant time × group interactions, all p<0.01. Specifically, physicians increased their psychological capital (ηp2=0.139), their self-compassion (ηp2=0.083), and reported significantly less exhaustion (ηp2=0.126), the main component of the burn-out syndrome. CONCLUSION: This study suggests that individual coaching is a promising route to reduce burn-out symptoms in both residents and specialists. Moreover, it strengthens personal resources that play a crucial role in the prevention of burn-out.
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Agotamiento Profesional/prevención & control , Internado y Residencia/estadística & datos numéricos , Tutoría , Médicos/psicología , Adulto , Femenino , Humanos , Masculino , Persona de Mediana Edad , Países BajosRESUMEN
Job search is associated with various obstacles and difficulties that can elicit negative emotions and undermine positive emotions. Having self-compassion may benefit job seekers' well-being by stimulating more balanced emotional responses to negative job search experiences. In an intervention study we examined whether state self-compassion can be increased among job seekers through writing exercises in which job seekers are instructed to reflect with self-compassion on their negative job search experiences. We further examined whether the self-compassion intervention benefited job seekers' affective responses, through reducing self-criticism. We designed a between-participants field experiment with two conditions (i.e., self-compassion vs. control) and three measurement times 1 week apart: a baseline questionnaire, the intervention with a second questionnaire, and a follow-up questionnaire (N = 180). Results show that the self-compassion writing exercise increased job seekers' state self-compassion, which in turn related to their affective responses to job search. Specifically, their negative deactivating affect (e.g., sadness) was lower and their positive deactivating affect (e.g., calmness) was higher immediately after the self-compassion writing exercise than after reflecting freely (i.e., the control condition). The effects on job seekers' affect were partially mediated by reduced self-criticism.
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While social science has substantially documented the individual experience of unemployment, less is known about the role of contextual variables. One contextual factor that is important for unemployed job seekers is the unemployment insurance (UI) that they receive. This study examines the relationships between job seeker perceptions of UI generosity and mental health during unemployment, reemployment speed, and reemployment quality. Drawing upon psychological construal theory, we conceptualize UI generosity as creating psychological distance from the reemployment goal, generating consequences for the job search, mental health, and reemployment. We tested our hypotheses with a four-wave survey design of job seekers looking for work in 3 different countries (United States, Germany, and the Netherlands). Perceived UI generosity was associated with slower reemployment speed, via reduced time pressure, job search priority, and job search metacognition. Perceived UI generosity was related to higher mental health, via reduced time pressure and financial strain. Finally, perceived UI generosity was related to increased reemployment quality, both directly as well as indirectly through lower time pressure and financial strain, and subsequent higher mental health. Our findings provide previously unavailable empirical insight into the mechanisms explaining the positive and negative outcomes of UI generosity. (PsycINFO Database Record (c) 2020 APA, all rights reserved).
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Seguro , Solicitud de Empleo , Reinserción al Trabajo/psicología , Seguridad , Desempleo/psicología , Adulto , Humanos , Seguro/economía , Estudios Longitudinales , Seguridad/economíaRESUMEN
OBJECTIVES: The high prevalence of burnout among medical residents and specialists raises concerns about the stressful demands in healthcare. This study investigated which job demands and job resources and personal resources are associated with work engagement and burnout and whether the effects of these demands and resources differ for medical residents and specialists. DESIGN: In a survey study among residents and specialists, we assessed job demands, job resources, personal resources, work engagement and burnout symptoms using validated questionnaires (January to December 2017). Results were analysed using multivariate generalised linear model, ordinary least squares regression analyses and path analyses. SETTING: Five academic and general hospitals in the Netherlands. PARTICIPANTS: A total number of 124 residents and 69 specialists participated in this study. Participants worked in the fields of pediatrics, internal medicine and neurology. RESULTS: The associations of job and personal resources with burnout and work engagement differed for residents and specialists. Psychological capital was associated with burnout only for specialists (b=-0.58, p<0.001), whereas psychological flexibility was associated with burnout only for residents (b=-0.31, p<0.001). Colleague support (b=0.49, p<0.001) and self-compassion (b=-0.33, p=0.004) were associated with work engagement only for specialists. CONCLUSION: This study suggests that particularly personal resources safeguard the work engagement and lessen the risk of burnout of residents and specialists. Both residents and specialists benefit from psychological capital to maintain optimal functioning. In addition, residents benefit from psychological flexibility, while specialists benefit from colleague support. Personal resources seem important protective factors for physicians' work engagement and well-being. When promoting physician well-being, a one-size-fits-all approach might not be effective but, instead, interventions should be tailored to the specific needs of specialists and residents.
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Agotamiento Profesional/psicología , Médicos/psicología , Adulto , Femenino , Humanos , Medicina Interna/estadística & datos numéricos , Internado y Residencia , Masculino , Persona de Mediana Edad , Países Bajos , Neurología/estadística & datos numéricos , Pediatría/estadística & datos numéricos , Médicos/estadística & datos numéricos , Encuestas y Cuestionarios , Equilibrio entre Vida Personal y Laboral , Adulto JovenRESUMEN
OBJECTIVE: This study investigates the associations between Effort-Reward-Imbalance (ERI), Overcommitment (OC), Job-Demand-Control (JDC), and Organizational Injustice (OIJ) with employee well-being, absenteeism, and presenteeism, as well as the costs incurred. METHODS: Cross-sectional data from 1440 German pharmaceutical company employees assessing job stress, employee well-being, absenteeism, and presenteeism were used. Linear regression and interval regression analyses assessed separate and independent associations and sample-specific costs were estimated. RESULTS: All four stressors were related to employee well-being, presenteeism, and absenteeism when analyzed separately. OIJ showed the strongest independent association with absenteeism (coef.â=â0.89; Pâ<â0.01), whereas OC was most strongly independently associated with lower well-being (coef.â=â-0.44; Pâ<â0.01) and higher presenteeism (coef.â=â0.28; Pâ<â0.01). Absenteeism costs per employee/year were higher than presenteeism costs. CONCLUSIONS: Occupational health interventions reducing job stress will have strong potential for productivity raise and lower costs.
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Modelos Psicológicos , Estrés Laboral , Absentismo , Adulto , Estudios Transversales , Industria Farmacéutica/economía , Femenino , Alemania , Encuestas Epidemiológicas , Humanos , Control Interno-Externo , Modelos Lineales , Masculino , Persona de Mediana Edad , Salud Laboral/economía , Estrés Laboral/economía , Estrés Laboral/psicología , Presentismo/economía , Recompensa , Justicia SocialRESUMEN
Today's work environment is shaped by the electronic age. Smartphones are important tools that allow employees to work anywhere and anytime. The aim of this diary study was to examine daily smartphone use after and during work and their association with psychological detachment (in the home domain) and work engagement (in the work domain), respectively. We explored whether workplace telepressure, which is a strong urge to respond to work-related messages and a preoccupation with quick response times, promotes smartphone use. Furthermore, we hypothesized that employees experiencing high workplace telepressure would have more trouble letting go of the workday during the evening and feel less engaged during their workday to the extent that they use their smartphone more intensively across domains. A total of 116 employees using their smartphones for work-related purposes completed diary questionnaires on five workdays (N = 476 data points) assessing their work-related smartphone use, psychological detachment after work, and engagement during work. Workplace telepressure was measured as a between-individual variable and only assessed at the beginning of the study, as well as relevant control variables such as participants' workload and segmentation preference (a preference for work and home domains to be as segmented as possible). Multilevel path analyses revealed that work-related smartphone use after work was negatively related to psychological detachment irrespective of employees' experienced workplace telepressure, and daily smartphone use during work was unrelated to work engagement. Supporting our hypothesis, employees who reported high telepressure experienced less work engagement on days that they used their smartphone more intensively during work. Altogether, intensive smartphone use after work hampers employees' psychological detachment, whereas intensive smartphone use during work undermines their work engagement only when employees experience high workplace telepressure as well. Theoretical and practical implications of these findings are discussed.
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OBJECTIVE: Organizational justice refers to perceived fairness at the workplace. Individual perceptions of injustice have been linked to reduced mental and physical health. However, perceptions of injustice also exist at the aggregate level of departments, reflecting a shared perception, denoted as justice climate. There is evidence that this shared perception independently predicts individual distress levels (e.g., anxiety, depression), which might negatively affect somatic symptom perception and reporting. Hence, the objective of this study was to examine whether individual perceptions of poor justice as well as a poor justice climate are related to elevated somatic complaints. In addition, this study examined if justice climate moderates the relationship between individual-level justice perceptions and somatic symptom reporting. METHODS: Cross-sectional data from a large industrial manufacturing company was used, involving 1,102 employees in 31 departments. A validated scale covering interactional and procedural justice assessed individual-level organizational justice. A 19-item symptom checklist measured somatic complaints. Multilevel analyses estimated individual-level associations (within-department effects) with somatic complaints, department-level associations (between-department effects), and the cross-level interaction of both. RESULTS: Individual-level justice perceptions were negatively associated with somatic complaints. Collective justice climate was likewise significantly associated with somatic complaints. There was no indication for a moderation effect of justice climate. CONCLUSION: A poor justice climate correlated positively with individual somatic complaints while controlling for individual perceptions, i.e., above and beyond individual justice perceptions. These findings may imply that interventions targeting department-level perceptions of justice may have the potential to reduce individual somatic complaints beyond the effects of individual-level interventions.
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Síntomas sin Explicación Médica , Cultura Organizacional , Justicia Social/psicología , Adulto , Estudios de Cohortes , Estudios Transversales , Depresión/diagnóstico , Depresión/epidemiología , Depresión/psicología , Femenino , Humanos , Masculino , Persona de Mediana Edad , Estudios Retrospectivos , Justicia Social/tendenciasRESUMEN
Although narcissists often emerge as leaders, research has thus far shown inconsistent results on the relationship between leader narcissism and effectiveness in the eyes of followers. Here we draw on leader distance theory (Shamir, 1995) and implicit leader theory (Lord & Maher, 1991) to propose that followers' assessment of a narcissistic leader and followers' overall job attitudes depend on the leader's visibility to the followers. The more opportunities followers have to observe narcissistic leaders the more they will experience these leaders' toxic behavior (e.g., exploitativeness) and the less they will perceive the leader as effective. To test our hypotheses we collected multisource, longitudinal data from 175 retail stores and obtained subjective (followers' perceptions of leader effectiveness and their overall job attitudes) as well as objective (leaders' organizational experience at time of hire, employee absenteeism trends) indices of leader functionality. Results showed that narcissistic leaders had less organizational experience at the time they were hired. Moreover, when followers had fewer opportunities to observe their leader, leader narcissism was positively related to perceived leadership effectiveness and job attitudes. However, when followers had more opportunity to observe their leader, the positive relationship disappeared. Finally, leader narcissism was neither positively nor negatively associated with absenteeism, whereas absenteeism declined over time under non-narcissistic leaders. These findings advance our knowledge of how followers respond to narcissistic leaders and how these leaders function in organizational settings where they have legitimate positions of power. (PsycINFO Database Record
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Absentismo , Empleo/psicología , Liderazgo , Narcisismo , Conducta Social , Adulto , Femenino , Humanos , Masculino , Persona de Mediana Edad , Adulto JovenRESUMEN
Future time perspective (FTP) may predict individual attitudes and behaviors. However, FTP research includes different FTP conceptualizations and outcomes which hinder generalizing its findings. To solve the inconsistencies in FTP research and generalize the magnitude of FTP as a driver of motivation and behavior, we conducted the first systematical synthesis of FTP relationships in three crucial life domains. Our meta-analyses of FTP studies in education (k = 28), work (k = 17), and health (k = 32) involved N = 31,558 participants, and used a conceptual model for grouping FTP constructs. To address different outcome types, we applied the Theory of Planned Behavior when coding the studies. FTP relationships with outcomes were small-to-medium, were generalizable across domains, and were strongest when the FTP construct included a mixture of cognition, behavioral intention, and affect and, in education, when the FTP measure was domain specific rather than general. There were cross-cultural differences in FTP-outcome relationships. The strength of the FTP-outcome types relationship varied for attitudes, perceived behavioral control, behavioral intention, and behaviors. The lowest effect sizes were found for FTP predicting actual behaviors in education, work, and health and between FTP and health attitudes. Theoretical implications of the findings and future research directions are discussed.
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Modelos Teóricos , Motivación , Percepción del Tiempo , Educación , Femenino , Salud , Humanos , Masculino , TrabajoRESUMEN
Economic pressures on companies, technological developments, and less stable career paths pose potential threats to the well-being of employees (e.g., stress, burn-out) and require constant adaptation. In the light of these challenges, it is not surprising that employees often seek the support of a coach. The role of a coach is to foster change by facilitating a coachees' movement through a self-regulatory cycle with the ultimate aim of stimulating sustained well-being and functioning. While meta-analytic research indicates that coaching interventions can be effectively applied to assist employees in dealing with change, the current literature on coaching lacks solid theoretical frameworks that are needed to build a cumulative knowledge-base and to inspire evidence-based practice. In this conceptual analysis, we examine the coaching process through a temporal lens. By doing so, we provide an integrated theoretical framework: a temporal map of coaching. In this framework, we link seminal concepts in psychology to the coaching process, and describe which competencies of coachees are crucial in the different stages of change that coaching aims to bring about. During the preparatory contemplation stage, targeting coachees' awareness by enhancing their mindfulness and environmental receptiveness is important. During the contemplation stage, coachees' willingness and perceived ability to change are central competencies. We propose that coaches should therefore foster intrinsic goal orientation and self-efficacy during this stage. During the planning stage, coaches should focus on goal-setting and implementation intentions. Finally, during the maintenance/termination stage, stimulating coachees' reflection is especially important in order to help them to integrate their learning experiences. The framework delineated in this paper contributes to the understanding of coaching as a tool to assist employees in dealing with the challenges of an increasingly dynamic work-environment and yields concrete suggestions for future theory development and research on coaching.
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Burnout is associated with poor mental and physical functioning and high costs for societies. Personality attributes may critically increase the risk of personal burnout. We specifically examined whether narcissism associates with personal burnout in a working population. We studied n=1,461 employees (mean age 41.3 ± 9.4 yr, 52% men) drawn from a random sample of a pharmaceutical company in Germany. All participants completed the personal burnout subscale of the Copenhagen Burnout Inventory and the Narcissistic Personality Inventory to assess maladaptive (entitlement/exploitativeness) and adaptive (leadership/authority) narcissism. In linear regression analysis, when mutually adjusting for the maladaptive and adaptive narcissism scales, higher adaptive narcissism was associated with lower burnout scores (ß=-0.04, p<0.05), whereas higher maladaptive narcissism was associated with higher burnout scores (ß=0.04, p<0.05). Additionally, younger age (ß=-0.07), female gender (ß=0.11), depressive symptoms (ß=0.42), sleep problems (ß=0.30), stress at work (ß=0.23) and at home (ß=0.09) were all independently associated with increased burnout scores (all p-values<0.01). Narcissistic personality attributes may play an important role in personal burnout. While maladaptive narcissism was associated with increased levels of burnout symptoms, adaptive narcissism was associated with fewer burnout symptoms.