Barzan Soleimani; Anvar Dastbaz; Arman Azizi
Abstract
IntroductionThe concept of job burnout is described as a complex and long-term response to chronic emotional and interpersonal stress in the workplace, characterized by specific symptoms. It is noted that job burnout can have negative effects on individuals' emotional, mental, and physical health, as ...
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IntroductionThe concept of job burnout is described as a complex and long-term response to chronic emotional and interpersonal stress in the workplace, characterized by specific symptoms. It is noted that job burnout can have negative effects on individuals' emotional, mental, and physical health, as well as their work-related behaviors. The present study was conducted with the aim of Examining the relationship between job burnout, personality traits, and cognitive distortions with the mediating role of emotional regulation difficulties and cognitive fusion among nurses. )McCrae & Costa Jr, 1992(. MethodThis study is a quantitative research using structural equation modeling and descriptive research of the correlational type. The population consists of all nurses with over two years of experience in government hospitals in Kurdistan province in 2022. The sample size was estimated using the Kline method and 234 participants were chosen. The Big Five Personality Traits Questionnaire (McCrae & Costa Jr, 1992), Emotion Regulation Difficulty Scale (Gratz & Roemer, 2004), Cognitive Fusion Questionnaire (Gillanders et al., 2010), Cognitive Distortions Scale (Abdullahzadeh, 2010) and Job Burnout Scale (Maslach & Jackson, 1981), were used for data collection. Data were analyzed using structural equation modeling with Amos-22 software. ResultsThe findings of this study indicate that the model of examining job burnout based on personality traits and cognitive distortions with the mediating role of emotion regulation difficulties and cognitive fusion fits well in nurses. Cognitive distortions (p<0.01, t=8.23), Neuroticism (p<0.01, t=5.91), emotion regulation difficulties (p<0.01, t=2.85), and cognitive fusion (p<0.01, t=2.94) have a direct and significant positive effect, while openness (p<0.01, t=-3.14) and conscientiousness (p<0.01, t=-3.75) have a direct and significant negative effect on job burnout. The results of the Sobel test showed that the indirect effect of Neuroticism (p<0.05, β=0.11) and cognitive distortions (p<0.05, β=0.07) on job burnout through emotion regulation difficulties is positive and significant. Additionally, the indirect effect of cognitive distortions (p<0.05, β=0.16) on job burnout through cognitive fusion is positive, while the indirect effects of extraversion (p<0.01, β=-0.33) and conscientiousness (p<0.01, β=-0.13) on job burnout through cognitive fusion are negative and significant. DiscussionIn this regard, selecting employees according with personality traits and cognitive abilities, along with reducing the difficulty of emotional regulation and cognitive fusion, creates a basis for reducing job burnout.
Nahid Hashemian Bpjnord; Masoud Moghaddas Zadeh Bazzaz; Fateme Alidoosti
Abstract
Introduction Research regarding the influence of personality traits on job performance has been largely based on correlation analysis and has explained job performance changes based on each personality trait. If job assignment is done in such a way that the dispersion of one personality factor is low, ...
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Introduction Research regarding the influence of personality traits on job performance has been largely based on correlation analysis and has explained job performance changes based on each personality trait. If job assignment is done in such a way that the dispersion of one personality factor is low, performance changes are largely explained by other factors, while that factor may play an important role. The purpose of this study was to develop a model that can explain the role of personality factors in job performance and not only rely on data collected from employees. Method Analytical Hierarchy Process explains the effect of each factor on performance based on expert opinion. The expert via pairwise comparisons expresses the preference of each personality factor over others, that is the comparison of each factor to another pairwise. The weight of each factor is then determined by hierarchical analysis. In the same way, the role of personality is determined in comparison with expertise and experience. Thus, an equation for job performance is developed taking into account personality traits. This procedure was performed for the employees of Khayyam University. To test the model, education, financial, and student departments vice presidents were selected as experts. Using the hierarchical analysis model and Expert Choice software, the weight of each factor regarding the job performance was calculated. Results The weights calculated by using software were acceptable due to the low incompatibility rate. In the education office, weights of responsibility, 0.51, agreeableness, 0.21, openness to experience, 0.04, extraversion 0.05, neuroticism, 0.16; in finance department, responsibility, 0.62, agreeableness, 0.20, openness to experience, 0.10, extraversion 0.05, and neuroticism 0.03, and in student affairs office, responsibility, 0.52, agreeableness, 0.14, openness to experience, 0.24, extraversion 0.04 and neuroticism, 0.06, were obtained in all three studied departments. Responsibility showed the greatest role in explaining job performance. The performance calculated with the equations developed by the model showed a significant correlation with the actual job performance based on the Spearman correlation test. In other words, the results of the neo-test and their placement in the equations led to job performance prediction that was correlated with actual performance, which means that the model is validated. Discussion In addition to the regression method, the hierarchical analysis method can be used to explain the role of personality factors regarding job performance. In this study, the weight of the effect of personality factors on performance was calculated by hierarchical analysis.
Alireza Aghayousefi; Lily Siahjani; Hamed Yazdkhasti
Abstract
The aim of the present research was to study the relationship between personality traits and organizational procrastination in hospital employees. The sample consisted 100 employees selected by convenient sampling from different official and clinical parts of Shahid Bahonar hospital of Tehran. Data were ...
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The aim of the present research was to study the relationship between personality traits and organizational procrastination in hospital employees. The sample consisted 100 employees selected by convenient sampling from different official and clinical parts of Shahid Bahonar hospital of Tehran. Data were collected by sixteen Personality Factor Questionnaire (16FP) and Organizational Procrastination Questionnaire. The results show that N, Q2 and Q4 factors of personality traits have significant positive correlations (p<0.01) with Inefficiency subscale of organizational procrastination, N and Q4 factors with mental restlessness and hatred of duty subctacles (p<0.01) and Q1 factor have significant positive correlation with mental restlessness (p<0.05). Also, results of regression show that N, Q2 and Q3 factors predicted Inefficiency, N, Q1, Q2 and Q4 predicted mental restlessness and N and Q4 factors predicted hatred of duty, significantly (p<0.05).
