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Self-, other-, and meta-perceptions of personality: Relations with burnout symptoms and eudaimonic workplace well-being.

ABSTRACT: The present study examined whether disagreement between self-, other-, and meta-perceptions of personality was related to burnout symptoms and eudaimonic workplace well-being. We expected disagreement in personality perceptions to explain incremental variance in burnout symptoms and eudaimonic workplace well-being beyond the main effects of the different personality ratings. Participants were 459 Dutch employees and their 906 colleagues (who provided other ratings of personality). The results, based on polynomial regression with response surface analyses, highlighted strong main effects of self-rated personality traits in relation to burnout symptoms and eudaimonic workplace well-being. This study provides, as far as we know, the first empirical evidence that self-rated Honesty-Humility negatively predicts burnout symptoms. Results showed little evidence on incremental effects of disagreement between personality perceptions, with one clear exception: when respondents misjudged how their colleagues would rate them on Honesty-Humility (i.e., discrepancy between meta- and other-perceptions), respondents experienced more feelings of burnout and less eudaimonic workplace well-being. Our study contributes to the literature by providing evidence that discrepancies between meta- and other-perceptions of Honesty-Humility affect employee well-being (i.e., burnout symptoms and eudaimonic workplace well-being).

SUBMITTER: Vries A

PROVIDER: S-EPMC9333331 | biostudies-literature |

REPOSITORIES: biostudies-literature

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Motivational Incongruence and Well-Being at the Workplace: Person-Job Fit, Job Burnout, and Physical Symptoms.

Project description:Person-environment fit has been identified as a key prerequisite for employee well-being. We investigated to what extent a misfit between motivational needs and supplies at the workplace affects two key health outcomes: burnout and physical symptoms. Individual needs (implicit affiliation and power motives) and environment supplies (motive specific job characteristics) were assessed in an online survey of full time employees (n = 97), using a picture story exercise measuring implicit motives and a scale listing affiliation and power related job characteristics. Outcomes were assessed using the Maslach Burnout Inventory and a checklist of physical symptoms. We conducted polynomial regressions with response surface analysis. Results reveal that motivational incongruence with respect to the affiliation motive was related to high job burnout, while motivational incongruence concerning the power motive predicted increased physical symptoms. This was true for both those with a strong affiliation or power motive and low corresponding job characteristics and those with a weak affiliation or power motive and job characteristics demanding the respective motive. Results hint at potential interventions toward preventing or remedying a lack of needs-supply fit and reducing the risk of impairments of well-being.

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A workplace well-being game intervention for health sciences librarians to address burnout.

Project description:ObjectiveThe authors measured burnout among health sciences librarians at their institution and determined whether a serious game intervention could improve personal and workplace well-being.MethodsA modified American Medical Association Mini-Z burnout survey was administered to library faculty in 2016 and both library faculty and staff in 2017. A three-month team-based game was implemented and assessed as an intervention to improve well-being among library employees. After the game, the burnout survey was re-administered to employees in 2018.ResultsLibrary faculty scored poorly on burnout indicators, with 38%-73% of faculty reporting emotional exhaustion and 54%-91% reporting job-related stress over the years. In 2017, 62% of library staff members reported experiencing burnout and 38% indicated they felt a great deal of stress because of their jobs. Regarding the game intervention, 70% of post-game survey respondents reported that the game encouraged them to socialize with colleagues. Qualitative coding of survey responses resulted in 4 themes describing the most enjoyable aspects of the game: sociability, motivation, game play, and fun. Employees found that the game was a useful strategy for encouraging a more social culture with fun activities.ConclusionsSimilar to previous studies of librarians and health professionals, health sciences librarians at our institution experienced burnout. Although the game intervention did not significantly reduce burnout or increase job satisfaction, it improved collegiality and recognition. Therefore, a workplace well-being game can encourage team building but may not sufficiently address the root causes of health sciences librarian burnout.

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Employee burnout and positive dimensions of well-being: A latent workplace spirituality profile analysis.

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Eudaimonic Well-Being and Coping with Stress in University Students: The Mediating/Moderating Role of Self-Efficacy.

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Project description:Burnout and attrition are issues facing many professions. In a bid to better understand this phenomenon and ways to address it, this paper explores experiences of praxis shock, well-being, burnout, and self-efficacy during teachers' careers. Regression and mediation analyses of 836 responses to a questionnaire reveal that praxis shock may occur at multiple points in a music teachers' career. Findings reveal that praxis shock predicts patterns of reported burnout, well-being and self-efficacy. This impacts on the development of productive professional identities, career satisfaction and success. Evidence is presented regarding praxis shock and its impact across a teaching career.

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Association between serum sphingolipids and eudaimonic well-being in white U.S. adults.

Project description:Emerging research has linked psychological well-being with many physiological markers as well as morbidity and mortality. In this analysis, the relationship between components of eudaimonic well-being and serum sphingolipids levels was investigated using data from a large national survey of middle-aged American adults (Midlife in the United States). Health behaviors (i.e., diet, exercise, and sleep) were also examined as potential mediators of these relationships. Serum levels of total ceramides-the main molecular class of sphingolipids previously associated with several disease conditions-were inversely linked with environmental mastery. In addition, significant correlations were found between specific ceramide, dihydroceramide, and hexosylceramides species with environmental mastery, purpose in life, and self-acceptance. Using hierarchical regression and mediation analyses, health behaviors appeared to mediate these associations. However, the link between ceramides and environmental mastery was partially independent of health behaviors, suggesting the role of additional mediating factors. These findings point to sphingolipid metabolism as a novel pathway of health benefits associated with psychological well-being. In particular, having a sense of environmental mastery may promote restorative behaviors and benefit health via improved blood sphingolipid profiles.

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A genetic perspective on the relationship between eudaimonic -and hedonic well-being.

Project description:Whether hedonism or eudaimonia are two distinguishable forms of well-being is a topic of ongoing debate. To shed light on the relation between the two, large-scale available molecular genetic data were leveraged to gain more insight into the genetic architecture of the overlap between hedonic and eudaimonic well-being. Hence, we conducted the first genome-wide association studies (GWAS) of eudaimonic well-being (N = ~108 K) and linked it to a GWAS of hedonic well-being (N = ~222 K). We identified the first two genome-wide significant independent loci for eudaimonic well-being and six independent loci for hedonic well-being. Joint analyses revealed a moderate phenotypic correlation (r = 0.53) and a high genetic correlation (rg = 0.78) between eudaimonic and hedonic well-being. This indicates that the genetic etiology of hedonic and eudaimonic well-being is substantially shared, with divergent (environmental) factors contributing to their phenotypic divergence. Loci regulating expression showed significant enrichment in the brain cortex, brain cerebellum, frontal cortex, as well as the cerebellar hemisphere for eudaimonic well-being. No significant enrichment for hedonic well-being is observed, although brain tissues were top ranked. Genetic correlations patterns with a range of positive and negative related phenotypes were largely similar for hedonic -and eudaimonic well-being. Our results reveal a large overlap between the genes that influence hedonism and the genes that influence eudaimonia.

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Further Investigation of the Dimensionality of the Questionnaire for Eudaimonic Well-Being.

Project description:The dimensionality of the Questionnaire for Eudaimonic Well-Being (QEWB) has been a topic of debate and divergent findings in the literature up to date. This study investigated the factor structure and measurement invariance of the QEWB in four culturally diverse South African samples using confirmatory factor analysis (CFA), bifactor CFA, exploratory structural equation modelling (ESEM), and bifactor ESEM. Three student samples completed the English (n = 326), Afrikaans (n = 478), or Setswana (n = 260) version of the QEWB. An adult sample (n = 262) completed the English version. The one-factor structure revealed poor fit for the student samples. Although the four-factor models generally showed slightly better fit than the three-factor models, the latter was preferred for parsimony. The bifactor ESEM model displayed good fit for the student samples, with the general factor and some specific factors attaining sufficient reliability scores, pointing to the potential use of the scale in these samples. Configural invariance between the student samples was supported, but not metric nor scalar invariance. For the adult sample, none of the models displayed good fit and the use of the QEWB in this sample is not recommended. The results point towards the existence of a global eudaimonic well-being factor and, at the same time, the interrelatedness of facets of eudaimonic well-being. It suggests that eudaimonic well-being may be represented by the same items across the three student groups. The influence of developmental phase on the manifestation and measurement of eudaimonic well-being should be explored in future.

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Acting on Values: A Novel Intervention Enhancing Hedonic and Eudaimonic Well-Being.

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