Engagement, boredom, and burnout among students: Basic need satisfaction matters more than personality traits

Sulea, Coralia; Beek, Ilona van; Sârbescu, Paul; Vîrgă, Delia; Schaufeli, Wilmar B.

doi:10.1016/j.lindif.2015.08.018

Cited by 180 publications

(148 citation statements)

References 62 publications

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“…The concept of engaging leadership was developed by Schaufeli () and SDT (Deci & Ryan, ) was chosen as the theoretical foundation because research showed that the fulfillment of basic psychological needs at work, as stipulated by SDT, is positively related to work engagement (Schreurs, van Emmerik, Van den Broeck, & Guenter, ; Sulea, van Beek, Sarbescu, Virga, & Schaufeli, ; Van den Broeck, Vansteenkiste, De Witte, & Lens, ). When employees' basic needs for competence, relatedness, and autonomy are satisfied they are more likely to be engaged at work, that is.…”

Section: Introductionmentioning

confidence: 99%

Basic psychological need satisfaction mediates the relationship between engaging leadership and work engagement: A cross‐national study

Rahmadani

Schaufeli

Ivanova

et al. 2019

Human Resource Dev Quarterly

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The current study investigates the mediating role of basic psychological need for satisfaction at work (i.e., autonomy, relatedness, and competence) in the relationship between engaging leadership (i.e., inspiring, strengthening, empowering, and connecting) and work engagement. Also, we are proposing and testing an additional need for meaningfulness that plays a similar mediating role. Data were collected from two independent samples from Indonesia (n = 607 state-owned company employees) and Russia (n = 384 civil servants). Results of both samples confirmed that basic psychological need satisfaction (autonomy, relatedness, competence, and meaningfulness) mediated the relationship between engaging leadership and work engagement. Multigroup analysis revealed that the parameters of the mediation model were invariant across both national samples, supporting the cross-national validity of the model. When the mediating role of the satisfaction of the need for meaningfulness was tested separately, this appeared only the case in the Russian and not in the Indonesian sample. K E Y W O R D S basic psychological need satisfaction, cross-national validity, engaging leadership, work engagement

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Section: Introductionmentioning

confidence: 99%

Basic psychological need satisfaction mediates the relationship between engaging leadership and work engagement: A cross‐national study

Rahmadani

Schaufeli

Ivanova

et al. 2019

Human Resource Dev Quarterly

Self Cite

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“…Individuals who are highly neurotic have a tendency to experience negative emotions. Neurotic individuals tend to be stressful as they are likely to perceive their environment as threatening (Sulea et al 2015). Thus, neuroticism seems to relate to negative behavior at work such as disengagement.…”

Section: Personality Traits and Employee Engagementmentioning

confidence: 99%

Big Five Personality, Transformational Leadership, Psychological Safety, and Employee Engagement of Private Sector Employees in Southern Thailand

Mat

Jansriboot

Mat

2019

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This study examines the relationship between five factor model of personality (i.e, extraversion, conscientiousness, openness to experience, agreeableness and neuroticism), transformational leadership and psychological safety and their impact on employee engagement. A total of 402 of private sector companies in Southern Thailand participated in this study. PLS-SEM was used to analyze the data. Overall measurement model showed appropriate psychometric properties in term of reliability and validity. The propose model of this research has relied primarily on reflective measurement model. Out of the five personality factors, three proved to have an influence on employee engagement (extraversion, conscientiousness, and openness to experience), however the influence of agreeableness and neuroticism were not supported. Transformational leadership and psychological safety also showed direct influence on employee engagement. The results of predictive power of the structural model was 0.337 indicating that 33.7% of the variance in the employee engagement construct was explained by the five factor model of personality, transformational leadership and psychological safety. Theoretical and practical implications of the study are highlighted. Finally, limitations and further research are discussed. Keywords: Employee engagement; five factor model of personality; transformational leadership; psychological safety ABSTRAK Kajian ini meneliti hubungan antara model lima faktor personaliti (extraversion, conscientiousness, openness to experience, agreeableness dan neuroticism), kepimpinan transformasi dan keselamatan psikologi terhadap penglibatan pekerja. Sejumlah 402 syarikat sektor swasta di Thailand Selatan mengambil bahagian dalam kajian ini. PLS-SEM digunakan untuk menganalisis data. Model pengukuran keseluruhannya menunjukkan sifat psikometrik yang sesuai dari segi kebolehpercayaan dan kesahan. Model pengukuran dalam kajian ini adalah model pengukuran reflektif. Daripada lima faktor personaliti, tiga terbukti mempunyai pengaruh terhadap penglibatan pekerja (extraversion, conscientiousness dan openness to experience), namun agreeableness dan neurotisme tidak mempengaruhi penglibatan pekerja. Kepimpinan transformasional dan keselamatan psikologi juga menunjukkan pengaruh langsung terhadap penglibatan pekerja. Model struktur menunjukkan kekuatan ramalan adalah 0.337 atau 33.7% daripada varian dalam penglibatan pekerja dijelaskan oleh model 2 lima faktor personaliti, kepimpinan transformasi dan keselamatan psikologi. Implikasi teoretikal dan praktikal kajian juga diketengahkan. Akhirnya, batasan dan penyelidikan selanjutnya dibincangkan. Kata kunci: Penglibatan pekerja; model lima faktor personaliti; kepimpinan transformasi; keselamatan psikologi

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“…El respaldo brindado por el grupo resulta ser un inhibidor del estrés; contrario a ello, fortalece la actitud positiva ante las exigencias académicas, expresado en la manifestación de altos niveles de compromiso académico, identificación con la institución educativa en la que estudia, alta autoesima, seguridad y un mayor nivel de autonomía personal (Karimi, Bashirpur, Khabbaz, y Hedayati, 2014 Schaufeli, 2015). El entorno funciona con independencia de la personalidad del estudiante, pero condiciona su desempeño, de allí que no exista una completa revisión del éxito académico si se obvia su funcionamiento.…”

Section: El éXito Académico Y El Entornounclassified

Personalidad del estudiante exitoso. // The personality of successful student

Alvarado-Ochoa¹,

González-Gordillo²,

Fontaines-Ruiz

et al. 2018

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ResumenLa investigación tuvo como objetivo determinar el perfil de personalidad del estudiante exitoso de la Universidad Técnica de Machala, Ecuador, mediante la aplicación del test 16pf. Se estudiaron los perfiles de personalidad de 292 estudiantes con promedios ubicados entre 9,5 y 10, durante el segundo período académico del año 2015. El 32% fueron del sexo masculino y el 68% femenino. La edad promedio de la población fue de 25 años de edad. Los resultados reportan que el estudiante exitoso presenta caracterís-ticas compartidas entre la practicidad y lo bohemio; tienen una fuerte tendencia a lo pragmático, práctico y lógico, mostrando autocontrol. Su inteligencia no lo exime de mostrar conformidad con intereses intelectuales coherentes con la sostenibilidad de la norma académica. Afrontan de manera equilibrada situaciones de estrés académico e insatisfacción, mostrando lejanía con un cuadro neurótico, básicamente por su relación consciente con las normas en armonía con sus sentimientos. Presentan apertura a la experiencia vigilada por el tesón de la dominancia. Tienen alta autoeficacia basada en la percepción de su inteligencia, y en el control de sus actos, sin dejar que sus emociones lo dominen, llegando a ser resilientes y promotores de cambios en su entorno.Palabras Clave: Personalidad; estudiantes exitosos; 16Pf, Cattell; estudiantes universitarios. AbstractThe objective of the research was to determine the personality profile of successful students of the "Universidad Técnica de Machala",, Ecuador, by applying the 16pf test. The personality profiles of 292 students with averages between 9.5 and 10, during the second academic period of 2015 were studied. The 32% of students were male and 68% female. The average age of the population was 25 years old. The results report that successful students show shared characteristics between the practicality and the unorthodox. They have a strong tendency towards the pragmatic, practical and logical, demonstrating self-control. Their intelligence does not exempt them from showing compliance with intellectual interests that are consistent with the sustainability of academic standards. They face the stress generated from academic situations and dissatisfaction in a balanced manner, showing distance with a neurotic picture; basically, because of their conscious relationship with standards that are in harmony with their feelings. They demonstrate openness to the experience supervised by the determination of dominance. Successful students have high self-efficacy based on the perception of their intelligence and in control of their actions, without letting their emotions dominate them, becoming resilient and promoters of changes in their environment.

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Engagement, boredom, and burnout among students: Basic need satisfaction matters more than personality traits

Cited by 180 publications

References 62 publications

Basic psychological need satisfaction mediates the relationship between engaging leadership and work engagement: A cross‐national study

Basic psychological need satisfaction mediates the relationship between engaging leadership and work engagement: A cross‐national study

Big Five Personality, Transformational Leadership, Psychological Safety, and Employee Engagement of Private Sector Employees in Southern Thailand

Personalidad del estudiante exitoso. // The personality of successful student

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