Adaptive Behavior in Childhood as an Antecedent of Psychological Functioning in Early Middle Age: Linkage Via Career Orientation

Pulkkinen, Lea; Feldt, Taru; Kokko, Katja

doi:10.1007/s11205-005-5558-8

Cited by 20 publications

(26 citation statements)

References 51 publications

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“…The specific elements that arose regarding confidence in the respondents’ own resources and self-motivation are consistent with the literature that examines the issue of self-esteem as a resource for well-being of both the individual and the organization (Feldt et al, 2006; Kalimo et al, 2002; O'Brien-Wood, 2001; Pierce & Gardner, 2004; Pulkkinen et al, 2006). …”

Section: Discussionsupporting

confidence: 71%

“…Other authors (Feldt, Mäkikangas, & Aunola, 2006; Kalimo, Pahkin, & Mutanen, 2002; Pulkkinen, Feldt, & Kokko, 2006), referring to the theory of control of the emotions (Gross, 1998, 2006), highlight how emotional control based on a sense of coherence, optimism, and self-esteem plays a developmental role with respect to a series of social interactions, including work. Their longitudinal studies on emotive control have found that positive emotions in adolescence have a beneficial effect on scholastic and subsequent workplace integration.…”

Section: Positive Emotionsmentioning

confidence: 99%

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Well-being in the workplace through interaction between individual characteristics and organizational context

Biggio

Cortese

2013

International Journal of Qualitative Studies on Health and Well

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Well-being in the workplace is considered by many authors to be the outcome of the interaction between individual characteristics and those of the working and organizational environment. This study aims to understand the significance attributed to the concept of well-being in the workplace by employees, its influencing factors, and, among those, the role of individual psychological characteristics. The research was conducted on a sample of 72 employees using a qualitative approach based on focus groups and individual interviews. Data analysis was performed by a paper and pencil technique. The focus groups and interviews collected 628 statements, which were divided into three main areas: meaning of well-being in the workplace (248), any kind factors that affect well-being in the workplace (158), and individual characteristics that affect well-being in the workplace (222). The individual characteristics identified by the participants as capable of influencing well-being in the workplace include being positive, communication, management of difficulties and conflicts, socio-emotional skills, and values. The research was limited by the participants involved and by the sole use of the paper and pencil technique of data analysis. Results highlight that well-being in the workplace does not depend exclusively on external conditions in terms of the working and organizational environment within which the individual operates: so, it could be promoted not only from above, through actions by management, but also from below, influencing individual traits and behaviours. Results would be useful for developing training, workplace counselling, and organizational development activities aimed to support small groups, leaders, and other strategic players in the construction of the subsystems of well-being in the workplace.

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Section: Discussionsupporting

confidence: 71%

Section: Positive Emotionsmentioning

confidence: 99%

Well-being in the workplace through interaction between individual characteristics and organizational context

Biggio

Cortese

2013

International Journal of Qualitative Studies on Health and Well

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“…Psychosomatic symptoms were studied using a 20-item Psychosomatic Symptom Checklist [Aro, 1988;Kinnunen et al, 2005] including, for instance, headache, trembling hands, faintness, sleeping and eating problems, sweating, irregular heart beats, and muscular pain. Depression was measured using a 16-item depression scale shortened from the General Behavior Inventory [Depue, 1987;Pulkkinen et al, 2006]), and self-esteem was measured using the Self-Esteem Scale by Rosenberg [1965;Kinnunen et al, 2008].…”

Section: Psychological Functioning In Adulthoodmentioning

confidence: 99%

Life success of males on nonoffender, adolescence‐limited, persistent, and adult‐onset antisocial pathways: follow‐up from age 8 to 42

Pulkkinen

Lyyra

Kokko

2009

Aggressive Behavior

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A random sample of 196 males, drawn from the Jyväskylä Longitudinal Study of Personality and Social Development, was divided into four groups of offenders using information from government registers of convictions between ages 21 and 47, from local police registers searched at age 21, from a Self-Report Delinquency Scale administered at age 36, from a Life History Calendar for ages 15-42, and from personal interviews at ages 27, 36, and 42. The groups were: persistent offenders (offences before and after age 21; 29% of the men); adolescence-limited offenders (offences before age 21; 27%); adult-onset offenders (offences after age 21; 16%); and nonoffenders (28%). The profile of the persistent offenders included many characteristics of antisocial personality and problems of social and psychological functioning at all ages. In childhood and adolescence, the adolescence-limited offenders tended to display higher self-control than the other offenders indicated by less negative emotionality and higher constraint. In early middle age, they were well established in terms of work and marriage, but they differed from the nonoffenders in higher neuroticism, aggressiveness, and psychosomatic symptoms as did the other offender groups. The adult-onset offenders displayed an emotionally unstable personality, and in adulthood, they tended to be heavy users of alcohol. Parental SES did not differentiate the groups, but the parents of the persistent offenders tended to use alcohol heavily, and the social capital of the family tended to be low compared with the other groups.

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“…A childhood group dynamic (e.g., an inclusive, supportive, collaborative, and positive girl gang) provides a profound effect on the development of collaborative and social skills. The childhood social activity is related to women's career orientations, while men's career orientation is explained by high self‐control, indicated by constructiveness (Pulkkinen et al., ). The different career orientations between genders are also formed by gender identities and stereotypes.…”

Section: Effects Of Childhood Deprivation On Adult Organization Andmentioning

confidence: 99%

The Impact of Childhood Deprivation on Employees’ Capacity to Perform at Work and Organizational Well-Being

Chuang

2017

Perf. Improv.

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This article raises awareness and offers a conceptual framework for the effects of childhood deprivation on adult employees’ performance, as well as organizational and societal well‐being. It provides a comprehensive set of physiological and psychological development‐related variables on childhood deprivation with propositions and practical implication. By examining the nature and causes of childhood deprivation, emotional limitations associated with adult workers’ disruptive attitude, behavior, and performance can be better interpreted and improved.

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Adaptive Behavior in Childhood as an Antecedent of Psychological Functioning in Early Middle Age: Linkage Via Career Orientation

Abstract: adaptive behavior, career orientation, coherence, longitudinal from child to adult, psychological functioning, self-control, self-esteem, trust, well-being,

Cited by 20 publications

References 51 publications

Well-being in the workplace through interaction between individual characteristics and organizational context

Well-being in the workplace through interaction between individual characteristics and organizational context

Life success of males on nonoffender, adolescence‐limited, persistent, and adult‐onset antisocial pathways: follow‐up from age 8 to 42

The Impact of Childhood Deprivation on Employees’ Capacity to Perform at Work and Organizational Well-Being

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