ABSTRACT
OBJECTIVE: Presenteeism can result from a variety of causes, one of which is job stress. This study examined the factor structure and validity of the Job Stress-Related Presenteeism Scale (JSRPS). METHODS: Using three organizational samples, the study aimed to determine the factor structure of the JSRPS, its relationship to a sickness presenteeism scale, and the association between the JSRPS and associated concepts. RESULTS: Exploratory and confirmatory factor analyses supported a reliable 6-item, 2-factor model for the JSRPS. JSRPS scores were associated with higher levels of psychological distress, workplace harassment, and turnover intentions and lower levels of job satisfaction, and work engagement. The JSRPS had stronger associations with psychological distress and workplace harassment than did the Stanford Presenteeism Scale. CONCLUSIONS: Results suggest that the JSRPS provides a valid measure of presenteeism resulting from job stress.
Subject(s)
Occupational Stress , Presenteeism , Humans , Surveys and Questionnaires , Occupational Stress/psychology , Work Engagement , Workplace/psychologyABSTRACT
Objectives This paper reviews and summarizes the literature on personality traits associated with workaholism and burnout, using the Five Factors Model (FFM) of personality.Methods We searched among PsycINFO Database and Google Scholar web search engine to identify relevant articles and studies on workaholism, burnout and personality.Results The first part of this paper defines each concept individually, focussing on personal, environmental and organizational factors associated with workaholism and burnout. We also explore the impact on family, social and professional life. In the second part, results suggest that neuroticism, a personality trait, is associated with workaholism and burnout. Conscientiousness, agreeableness and extraversion also appear to have a significant but specific effects on burnout and workaholism.Conclusion It appears desirable for personal and organizational health, to explore specific factors of work-related illness, like personality traits. Implications for employee well-being and organizational health are discussed.
Subject(s)
Behavior, Addictive/psychology , Burnout, Professional/psychology , Personality , Work/psychology , Burnout, Professional/etiology , HumansABSTRACT
The B-Scan 360 is a relatively new, purpose-built measure of corporate psychopathy that addresses many of the issues inherent in studying psychopathy in organizations. The primary goal of the present study was to measure the relationship between employees' perception of psychopathic features in their supervisor and their rating of their supervisor on the Full-Range Model of Leadership. The second goal of the study was to test the B-Scan 360's factor structure and test its interrater reliability in an organizational sample. A total of 491 civic employees and 116 employees from a branch of a large financial company completed the B-Scan 360 as well as the Multifactor Leadership Questionnaire on their direct supervisor. The B-Scan 360 and all of its four factors were positively correlated with passive leadership (Laissez-Faire leadership) and negatively correlated with positive leadership (both Transactional and Transformational leadership). Furthermore, results revealed the same four-factor structure and good interrater reliability for the B-Scan 360 in this business sample as previously reported for a general population. Overall, the results provide additional support for the B-Scan 360 as a measure of psychopathic traits in corporate settings.
Subject(s)
Antisocial Personality Disorder/psychology , Leadership , Models, Psychological , Organizational Culture , Surveys and Questionnaires , Adult , Aged , Female , Humans , Male , Middle Aged , Observer Variation , Personality Assessment/statistics & numerical data , Psychometrics/statistics & numerical data , Reproducibility of Results , Statistics as Topic , Young AdultABSTRACT
Psychopathy is a clinical construct defined by a cluster of personality traits and behaviors, including grandiosity, egocentricity, deceptiveness, shallow emotions, lack of empathy or remorse, irresponsibility, impulsivity, and a tendency to ignore or violate social norms. The majority of empirical research on psychopathy involves forensic populations most commonly assessed with the Psychopathy Checklist-Revised (PCL-R), a 20-item rating scale that measures 4 related factors or dimensions (Interpersonal, Affective, Lifestyle, and Antisocial) that underpin the superordinate construct of psychopathy. Recently, researchers have turned their attention to the nature and implications of psychopathic features in the workplace. This research has been hampered by the lack of an assessment tool geared to the corporate/organizational world. Here we describe the B-Scan 360, an instrument that uses ratings of others to measure psychopathic features in workplace settings. In this study, large samples of participants used an online survey system to rate their supervisors on the B-Scan 360. Exploratory and confirmatory factor analyses supported a reliable 20-item, 4-factor model that is consistent with the PCL-R 4-factor model of psychopathy. Although more research is needed before the B-Scan 360 can be used in organizational settings, we believe that these results represent an important step forward in the study of corporate psychopathy.
Subject(s)
Antisocial Personality Disorder/diagnosis , Psychiatric Status Rating Scales/standards , Workplace/psychology , Adult , Factor Analysis, Statistical , Female , Humans , Male , Middle Aged , Psychometrics/instrumentation , Young AdultABSTRACT
Past research has established that personality disorders and attachment disorders are important risk factors for the perpetration of violent acts in a context of an intimate relationship. Very few studies have been conducted linking personality and attachment disorders to violent behaviors outside of the domestic violence context. This paper proposes to address this gap by reviewing the literature and linking these important concepts to general violence. This will allow a better understanding of the dynamics of violence and possibly open the door to new research and interventions taking into account both attachment and personality disorders as prodromic factors.
Subject(s)
Object Attachment , Personality Disorders/psychology , Violence/psychology , HumansABSTRACT
It is now known that group treatment dropout rate for men who are violent towards their spouse constitutes a problem. The goal of this study is to verify if a link exists between attrition in a treatment for violent men and both partners's personal (age, revenue, substance abuse, having been subjected to violence as children) and marital variables (dyadic adjustment, anger, attribution, attachment style and violent behavior). Eighty men enrolled in a group treatment for marital violence have been recruited. Correlational analysis showed us that age is the only variable correlated with treatment dropout. The younger the participants, the most likely they were to drop out of the group therapy. These results will be further discussed.
