Associations between Five-Factor Model traits and perceived job strain: A population-based study.

Törnroos, Maria; Hintsanen, Mirka; Hintsa, Taina; Jokela, Markus; Pulkki-Råbäck, Laura; Hutri‐Kähönen, Nina; Keltikangas‐Järvinen, Liisa

doi:10.1037/a0033987

Cited by 43 publications

(67 citation statements)

References 46 publications

(96 reference statements)

Supporting

Mentioning

Contrasting

Order By: Relevance

“…AC candidates are almost always faced with social interaction tasks that are probably more favorably seen by extraverted than introverted individuals. In addition, as extraverts also tend to perceive more control and less strain at work (Törnroos et al, 2013), we believe that extraversion will be positively related to perceptions of the AC that are relevant for negative psychological effects. Furthermore, it was found that extraverts place more importance on different aspects of the selection process than introverts (Viswesvaran & Ones, 2004).…”

Section: Big Fivementioning

confidence: 89%

“…Finally, Truxillo et al (2006) found significant relationships between agreeableness, emotional stability, and openness to experience with justice perceptions of a written multiple-choice selection test used to select police recruits. In addition, less agreeable individuals were shown to perceive less control and more strain at work (Törnroos et al, 2013). Based on the results of the aforementioned studies, we expect that, first, agreeableness will be positively related to applicant perceptions of the AC.…”

Section: Big Fivementioning

confidence: 93%

See 1 more Smart Citation

Effects of Individual Differences on Applicant Perceptions of an Operational Assessment Center

Меркулова

Melchers

Kleinmann

et al. 2014

Int J Selection Assessment

View full text Add to dashboard Cite

Knowing to what extent applicant reactions are related to stable individual differences and not only to characteristics of a selection procedure is important for the design and administration of the selection procedure and for dealing with applicants. The aim of this study was to explore relationships between individual differences (Big Five, core self‐evaluations, trait affectivity, and general mental ability) and applicants' perceptions of an operational assessment center (AC). Data from 294 applicants revealed that individual difference variables explained significant variance in their perceptions of the AC, even after controlling for self‐rated and actual performance. Based on these results, the nature of the applicant pool should be considered for designing selection procedures, dealing with applicants, and for research purposes.

show abstract

Section: Big Fivementioning

confidence: 89%

Section: Big Fivementioning

confidence: 93%

Effects of Individual Differences on Applicant Perceptions of an Operational Assessment Center

Меркулова

Melchers

Kleinmann

et al. 2014

Int J Selection Assessment

View full text Add to dashboard Cite

show abstract

“…A study conducted by Törnroos et al (2013) highlighted that job strain was positively predicted by N and negatively by E and C. Regarding job satisfaction, the FFM seems an important element to evaluate the dispositional base of job satisfaction, and notably N, E, and C displayed important correlations with professional satisfaction in a number of studies (Judge, Heller, & Mount, 2002). However, according to Judge, Heller, and Mount's meta-analysis, only the relations of N and E with job satisfaction were generalized across studies.…”

Section: The Role Of Personality In Understanding Professional Well-bmentioning

confidence: 99%

Contribution of Personality, Job Strain, and Occupational Self-Efficacy to Job Satisfaction in Different Occupational Contexts

Maggiori

Johnston

Rossier

2015

Journal of Career Development

View full text Add to dashboard Cite

Using a large sample of employed adults (N ¼ 1,714) living in Switzerland, this study investigates the relationship between the five-factor model of personality dimensions and job satisfaction, considering the role of job strain as defined by Karasek's job demand-control model and occupational self-efficacy. These relationships were assessed both within the overall sample of employed and specific occupational groups. The analyses on the overall sample show an effect of neuroticism and extraversion on job satisfaction. Furthermore, job strain and occupational self-efficacy are related to job satisfaction. The effect of neuroticism is partly mediated by job strain and occupational self-efficacy, while extraversion and conscientiousness have an indirect effect through occupational self-efficacy. When we consider the occupational groups, the results highlight differences between the groups showing variability in the relationship between personality, job strain and occupational self-efficacy, and their effects on job satisfaction.

show abstract

“…Two crucial questions are, firstly, which personal characteristics function as risk factors for experiences that are known to affect employee well-being and, secondly, what is the relation between these personal characteristics and characteristics of the job across time. Although some associations have been found between personal characteristics and job characteristics (eg, 3,4,5), their predictive associations are still unclear due to the limited longitudinal research with a full panel design. Knowledge on these predictive associations is needed in order to fully understand how job strain develops from the viewpoint of the individual.…”

mentioning

confidence: 99%

Overcommitment as a predictor of effort–reward imbalance: evidence from an 8-year follow-up study

Feldt¹,

Hyvönen²,

Mäkikangas³

et al. 2016

Scand J Work Environ Health

View full text Add to dashboard Cite

Overcommitment as a predictor of effort-reward imbalance: evidence from an 8-year follow-up study by Feldt T, Hyvönen K, Mäkikangas A, Rantanen J, Huhtala M, Kinnunen UThe present study makes a significant contribution to job strain research by showing that employees' perceptions of failed reciprocity (effort-reward imbalance) can have their origins in their intrinsic overcommitment. We suggest, when implementing interventions, organizations should take into account the dynamic nature of employees' job strain experiences, and particularly the role of individual differences in overcommitment. Affiliation 309Original article Scand J Work Environ Health. 2016;42(4):309-319. doi:10.5271/sjweh.3575 Overcommitment as a predictor of effort-reward imbalance: evidence from an 8-year follow-up study Objective The effort-reward imbalance (ERI) model includes the personal characteristic of overcommitment (OC) and the job-related characteristics of effort, reward, and ERI, all of which are assumed to play a role in an employee's health and well-being at work. The aim of the present longitudinal study was to shed more light on the dynamics of the ERI model by investigating the basic hypotheses related to the role of OC in the model, ie, to establish whether an employee's OC could be a risk factor for an increased experience of high effort, low reward, and high ERI at work. Results Three cross-lagged structural equation models (SEM) were estimated and compared by using full information maximum likelihood method: (i) OC predicted later experiences of effort, reward, and ERI (normal causation model), (ii) effort, reward, and ERI predicted later OC (reversed causation model), and (iii) associations in normal causal and reversed causal models were simultaneously valid (reciprocal causation model). The results supported the normal causation model: strong OC predicted later experiences of high effort, low reward and high ERI. MethodsConclusions High OC is a risk factor for an increased experience of job strain factors; that is, high effort, low reward, and high ERI. Thus, OC is a risk factor not only for an employee's well-being and health but also for an increasing risk for perceiving adverse job strain factors in the working environment.

show abstract

Associations between Five-Factor Model traits and perceived job strain: A population-based study.

Cited by 43 publications

References 46 publications

Effects of Individual Differences on Applicant Perceptions of an Operational Assessment Center

Effects of Individual Differences on Applicant Perceptions of an Operational Assessment Center

Contribution of Personality, Job Strain, and Occupational Self-Efficacy to Job Satisfaction in Different Occupational Contexts

Overcommitment as a predictor of effort–reward imbalance: evidence from an 8-year follow-up study

Contact Info

Product

Resources

About