1,720,978 research outputs found
Lo spillover giornaliero tra soddisfazione lavorativa e soddisfazione di vita: il ruolo moderatore dell’inerzia emotiva
No full textIntroduzione. L’inerzia emotiva fa riferimento alla stabilità temporale o resistenza al cambiamento delle emozioni, ed è risultata associata a diversi indicatori di disadattamento psicosociale (i.e., depressione, ruminazione, stress, neuroticismo). Questo studio si propone di indagare il ruolo moderatore dell’inerzia delle emozioni negative nello spillover giornaliero della soddisfazione lavorativa sulla soddisfazione di vita.
Obiettivi. L’obiettivo del presente studio è di illustrare un’applicazione delle analisi multilivello per lo studio dei meccanismi che possono contribuire alle fluttuazioni intra-individuali dei livelli di soddisfazione lavorativa e di vita.
Metodo. Utilizzando il metodo dell’experience sampling, 116 lavoratori hanno compilato in orario di lavoro sei brevi questionari al giorno, per cinque giorni lavorativi. I questionari hanno rilevato le emozioni negative e i livelli giornalieri di soddisfazione lavorativa e di soddisfazione di vita dei partecipanti.
Risultati. I risultati delle analisi multilivello mostrano che per i lavoratori che presentano alti livelli di inerzia delle emozioni negative, l’associazione tra soddisfazione lavorativa e soddisfazione di vita risulta più forte. Stati emotivi inflessibili, o che persistono nel tempo, possono dunque rendere più permeabili i confini tra vita lavorativa e vita privata.
Limiti. Il numero di rilevazioni giornaliere potrebbe essere incrementato ed essere esteso alla vita extra-lavorativa.
Aspetti innovativi. Nonostante le emozioni abbiano un impatto pervasivo sul comportamento lavorativo, il loro studio come fenomeno dinamico è ancora poco diffuso nella ricerca organizzativa. Inoltre, l’inerzia delle emozioni è un costrutto ancora inesplorato in ambito lavorativo
Emotional inertia at work: correlates of inflexible emotion dynamics in the workplace
Full text linkIndividual differences in emotion dynamics represent a key source of information about people’s psychological functioning and mental health. Thus, as work is among the most important determinant of adults' emotional life, investigating individual differences in emotion dynamics is particularly relevant in the workplace, where affective experiences are closely related to organizational behaviour and effectiveness.
In three experience sampling studies I examined a central feature of emotion dynamics, namely emotional inertia. Emotional inertia refers to the degree to which emotional states are self-predictive and linger over time, describing their resistance to change (e.g., Kuppens et al., 2010). It is related to several indicators of maladjustment, yet there is limited research on its correlates in the workplace.
The first study (n= 128) aimed at examining the association between exhaustion, the core dimension of burnout, with inertia of negative emotions. The second study (n = 116) aimed to replicate findings from the first study and additionally examined the moderating role of inertia of negative emotions in the relationship between negative emotions at work and counterproductive work behaviour. Finally, Study 3 (n = 120) explored the association between inertia of negative emotions and heart rate variability (HRV), an important marker of the ability to flexibly adjust to a changing environment.
Findings from this Thesis show that (1) exhaustion is consistently associated with inertia of negative emotions; (2) inertia of negative emotions aggravates the relationship between negative emotions and workers’ counterproductive work behaviour; (3) workers with low HRV tend to show high time persistence of negative emotions at work.
Practical implications and directions for future research are discussed
La socializzazione organizzativa dei nuovi assunti: adattarsi a nuovi ruoli, colleghi e organizzazioni
No full textLa socializzazione organizzativa dei nuovi assunti: adattarsi a nuovi ruoli, colleghi e organizzazion
Una conseguenza dell’esaurimento al lavoro: l’inerzia delle emozioni
No full textL’inerzia emotiva si riferisce alla tendenza al cam- biamento delle esperienze emotive ed è general- mente operazionalizzata come l’autocorrelazione di un’emozione. Il presente studio si pone l’obiet- tivo di indagare l’associazione tra inerzia emotiva delle emozioni negative ed esaurimento al lavoro. Il campione è composto da 94 persone che lavora- no a contatto diretto con il pubblico. In linea con i principi della Teoria della conservazione delle risorse (Hobfoll, 1989), ipotizziamo che gli indivi- dui con livelli più elevati di esaurimento possano non avere le risorse necessarie per adattare le loro emozioni alle circostanze ambientali. I risultati emersi dalle analisi multilivello hanno confermato l’ipotesi di questo studio. Nel complesso, i risultati attestano una relazione significativa tra inerzia emotiva ed una delle dimensioni della sindrome del burnout, l’esaurimento.Emotional inertia refers to the rate of change in emotional experiences and it is generally operationalized as the autocorrelation of an emotion. The present study aims at investigating the associations of emotional inertia in negative emotions with emotional exhaustion at work. The sample is composed of 94 Italian workers who work directly with the public. In accordance with the principles of COR Theory (Hobfoll, 1989), we hypothesize that individuals high in emotional exhaustion may lack the resources to adapt their emotions to external events. Results from multilevel analyses confirmed the hypothesis of the study. All in all, our results attest the significant links between emotional inertia and a core dimension of burnout, namely emotional exhaustion
The costly burden of in-authenticity. The association of self-esteem discrepancies with perception of daily hassles and emotional exhaustion. Presentazione al workshop Current Issue in Occupational Health Psychology (Associazione Italiana di Psicologia), Rovereto, Italia
No full textAn introduction to growth mixture models for organizational research. Presentazione al Verona SGM2016 Advanced Modeling: New methods for studying individual differences and dynamics in organizations (European Association of Work and Organizational Psychology), Verona, Italia
No full textA multilevel moderated mediational model of the daily relationships between hassles, exhaustion, ego-resiliency and resulting emotional inertia
No full textNegative emotional inertia refers to the degree of which a current emotional state can be predicted by a previous emotional state and it represents a relevant marker of psychological maladjustment. The current study tested a theoretical model in which the dynamic impact of daily hassles on negative emotional inertia is mediated by exhaustion, and moderated by individuals’ level of ego-resiliency. Participants were 173 sophomore students (60% females) who completed two diaries per day (every morning and evening) for 18 days. In line with our predictions, the results suggest that ego-resiliency is a key personal resource that might be able to buffer the detrimental effects of daily stressors on individuals’ negative emotional inertia. In addition, our study introduced exhaustion as a potential antecedent of inertia of negative emotions. Overall, our results support the value of exhaustion as the mediator, and of ego resiliency as the moderator, of the longitudinal relation between daily hassles and emotional inertia
Second-Order Growth Mixture Modeling in Organizational Psychology: An Application in the Study of Job Performance Using the Cusp Catastrophe Model
No full textIn recent years, research in organizational psychology has witnessed a shift inattention from a mostly variable-focused approach, to a mostly person-focused approach. Indeed, it has been widely recognized that the study of a sample’s heterogeneity is a meaningful and necessary task of researchers dealing with human behavior in organizational contexts. As a consequence, there has been growing interest in the application of statistical analyses able to uncover latent sub-groups of individuals. The present contribution was conceived as a tutorial for the application of one of these statistical analyses, namely second-order growth mixture modeling, and to illustrate its inner links with concepts from non-linear dynamic models. Throughout the paper, we provided (a) a discussion on the relationships between growth mixture modeling and the cusp catastrophe model; (b) Mplus syntaxes and output excerpts of a longitudinal analysis conducted on job performance (N = 420 employees rated once a year for four consecutive years); (c) an overview of two important topics regarding the correct implementation of growth mixture modeling (i.e., optimal number of classes and local maxima)
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