Understanding Group and Leader (UGL) trainers' personality characteristics and affective profiles

Ricciardi, Max Rapp; Åkerman, J; Eerikäinen, Peter; Ambjörnsson, Annika; Arntén, Ann-Christine Andersson; Mihailovic, Marko; Archer, Trevor; Garcia, Danilo

doi:10.3389/fpsyg.2014.01191

Cited by 13 publications

(12 citation statements)

References 54 publications

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“…These results are consistent with those across different international contexts suggesting that the affective profiles model holds true in different contexts ( Di Fabio, 2014a ; Di Fabio et al, in press ; Di Fabio and Saklofske, 2014b ). The results further suggest that self-fulfilling profiles can be promoted through interventions based on specific training ( Ricciardi et al, 2014 ). This prospect is particularly promising for adolescents who face important career decisions and transitions in their lives and who are at a critical and challenging stage regarding their positive self and relational management ( Di Fabio, 2015 ).…”

Section: Discussionmentioning

confidence: 80%

Affective profiles in Italian high school students: life satisfaction, psychological well-being, self-esteem, and optimism

Fabio

Bucci

2015

Front. Psychol.

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The affective profiles model distinguishes between individuals who are self-fulfilling (high positive affect, low negative affect), high affective (high positive affect, high negative affect), low affective (low positive affect, low negative affect), and self-destructive (low positive affect, high negative affect). The literature shows that the affective profiles model has been used with Swedish people in particular in order to determine differences among profiles in relation to life satisfaction, psychological well-being, self-esteem, and optimism. The present research investigated these differences in Italian high school students. Two studies were conducted: the first with 156 Italian high school students and the second with 148 Italian high school students. The first study analyzed differences among affective profiles with regard to life satisfaction and psychological well-being while the second study analyzed differences among affective profiles with regard to self-esteem and optimism. In the first study, the Positive and Negative Affect Schedule (PANAS), the Satisfaction with Life Scale, and the Meaningful Life Measure were administered to the participants. In the second study, the PANAS, the Self-Esteem Scale, the Life Orientation Test-revised were administered to the participants. The results of the first study showed that, with respect to the other profiles, the self-fulfilling participants had greater life satisfaction and psychological well-being. The results of the second study showed that, with respect to the other profiles, the self-fulfilling participants had higher self-esteem and optimism. These results revealed differences among affective profiles regarding life satisfaction, psychological well-being, self-esteem, and optimism in the Italian context as well thereby offering new possibilities for cross-cultural research and for enhancing self-fulfilling profiles.

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Section: Discussionmentioning

confidence: 80%

Affective profiles in Italian high school students: life satisfaction, psychological well-being, self-esteem, and optimism

Fabio

Bucci

2015

Front. Psychol.

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“…This is in line with the definition of self-destructives as having a Bdepressive reaction pattern^ , which explains why comfort and support from others provided 'inner-motivation'. Both these profiles, low affective and self-destructive, are linked to depressiveness, anxiety, low energy, low internal locus of control, unhappiness, low levels of psychological well-being, and low values of agency and relatedness (see Garcia et al, 2013;Rapp Ricciardi, Åkerman, Eerikäinen, Ambjörnsson, Andersson Arntén et al, 2014;Schütz et al, 2013) and learned helplessness (Levine & Ursin, 1991). Accordingly, high scores in Contentedness, implying a work place in which colleagues get along well and where people are open to try new ways of doing things, may in reality reflect resignation with different outcomes as a function of affective profile.…”

Section: Discussionmentioning

confidence: 99%

Police Personnel Affective Profiles: Differences in Perceptions of the Work Climate and Motivation

Arntén

Algafoor

Nima³

et al. 2015

J Police Crim Psych

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The affective profile model was used to investigate individual differences in police personnel perceptions about the working climate and its influences on motivation. The Positive Affect, Negative Affect Schedule (PANAS) was used to assign police personnel, sworn and non-sworn (N = 595), to four affective profiles: self-fulfilling, low affective, high affective, and self-destructive. The work climate was assessed using the Learning Climate Questionnaire (Management Relations and Style, Time, Autonomy and Responsibility, Team Style, Opportunities to Develop, Guidelines on How to do the Job, and Contentedness). Motivation was evaluated using a modified version (to refer specifically to the individual's work situation) of the Situational Motivation Scale (intrinsic motivation, external regulation, identified regulation, and amotivation). Self-fulfilling individuals scored higher on all work climate dimensions compared to the other three groups. Compared to low positive affect profiles, individuals with profiles of high positive affect scored higher in intrinsic motivation and identified regulation. Self-destructive individuals scored higher in amotivation. Different aspects of the work climate were related to each motivation dimension among affective profiles. Police personnel may react to their work environment depending on their affective profile. Moreover, the extent to which the work influences police personnel's motivation is also related to the affective profile of the individual.

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“…Despite this requirement, police leadership tends not to differ from other, civil, forms although the situation insists upon a scenario of personal participation, fairness and understanding (Sir Ian Blair, previously Chief Constable and Deputy Commissioner, London [1]. Though obvious, leadership determines success [2,3] and is the major determinant of high-level performance [3][4][5].…”

Section: Introductionmentioning

confidence: 99%

Self-reported Attributes of Police-chiefs Compared to Civil Leadership: Inner drive, Tolerance to stress and Enterprise

Arnten¹,

Jansson²,

Olsen³

et al. 2017

J Forensic Res

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There is a tendency to regard police-work, implying independence and initiative in the absence of direct presence of authority that places a premium upon leadership, as a 'drudge' although 'daily hassles' may be converted immediately to "special events". Despite this aspect, police leadership tends not to differ from other, civil, forms of leadership. A sample of police leaders (n=106) was compared to civil leaders derived from government administration and private enterprise (n=1650). Personal attitudes to and experiences of job relations and characteristics are measured with the JMT three subscales (Inner Drive and Tolerance to stress distress from the main scale Stability together with Enterprise from the main scale Action) all of which provide an indication of the leader's resourcefulness. Low-level scoring on any of these three attributes is expected to induce negative influences upon subordinates whereas the opposite outcomes may be predicted by high-level scoring. The results indicated that: (i) All-level police chiefs differed markedly from executive leaders in public administration and private enterprise; the former expressed the lowest levels of tolerance to stress, enterprise and Inner drive. (ii) Correlational analyses indicated that there were clear-cut, positive and strong relationships between the three variables, tolerance to stress, enterprise and Inner drive. (iii) there was a marked difference between public and private executive leaders with regard to enterprise and Inner drive to the advantage of the private executive leaders. The present results are discussed in relation to police leadership inadequacy and efforts to overcome the situation.

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Understanding Group and Leader (UGL) trainers' personality characteristics and affective profiles

Cited by 13 publications

References 54 publications

Affective profiles in Italian high school students: life satisfaction, psychological well-being, self-esteem, and optimism

Affective profiles in Italian high school students: life satisfaction, psychological well-being, self-esteem, and optimism

Police Personnel Affective Profiles: Differences in Perceptions of the Work Climate and Motivation

Self-reported Attributes of Police-chiefs Compared to Civil Leadership: Inner drive, Tolerance to stress and Enterprise

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