Personality characteristics, job performance and mental health: the mediating role of work engagement

Tisu, Luca; Lupșa, Daria; Vîrgă, Delia; Rusu, Andrei

doi:10.1016/j.paid.2019.109644

Cited by 117 publications

(98 citation statements)

References 30 publications

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“…The cluster analysis showed that nurses in Cluster 2 (with high scores in all the personality dimensions and lower in Neuroticism), showed more engagement with their work, and that nurses in Cluster 1 (with lower scores on all the personality dimensions except Neuroticism) showed stronger blocks to being creative. These results coincide with the findings of other authors on the relationship between personality and creativity (Romo et al, 2017;Sanz de Acedo et al, 2014;Werner et al, 2014) and personality and job engagement (Mesurado et al, 2018;Panacio & Vandenberghe, 2012;Taris et al, 2017;Tisu et al, 2020). The study by Krumm et al (2018) related Creativity support to all the personality factors except Neuroticism.…”

Section: Discussionsupporting

confidence: 91%

“…Work engagement has been associated with social support (Bakker & Demorouti, 2013), job satisfaction (Yan et al, 2019) and emotional intelligence (Pérez-Fuentes et al, 2018). Other authors have suggested that personality exerts considerable influence on engagement level (Taris et al, 2017;Tisu et al, 2020). Previous studies have also shown that professional who have a lower level of Neuroticism and high levels of Extraversion, Openness to Experience and Conscientiousness show stronger engagement (Çelik & Oral, 2016;Langelaan et al, 2006;Njoku et al, 2017;Panacio & Vandenberghe, 2012;Taherinejad et al, 2017).…”

Section: Introductionmentioning

confidence: 99%

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Personality and job creativity in relation to engagement in nursing

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La personalidad se ve integrada por una serie de atributos individuales caracterizados por cómo uno piensa, siente o actúa, influyendo en ella tanto factores endógenos, como exógenos. En este sentido, la personalidad presenta una influencia sobre diversos constructos, como la percepción sobre la creatividad en el trabajo y el engagement. Este trabajo tiene como objetivo analizar el efecto de la personalidad y la percepción sobre la creatividad en el trabajo sobre el engagement en enfermería. Se evaluó una muestra de 1268 profesionales de enfermería, entre los 22 y 63 años. Para la recogida de datos se aplicaron diferentes instrumentos como el Big Five Inventory (BFI-10), la escala Creative Environment Perceptions (CEP), y la Utrecht Work Engagement Scale (UWES). Los datos obtenidos sugieren que el Neuroticismo se relaciona negativamente con la percepción de la creatividad y con el engagement, al igual que el factor Bloqueos a la creatividad no se vio relacionado con el engagement. Así, el personal de enfermería más creativo y comprometido con su trabajo presenta mayor estabilidad, menores niveles de ansiedad y tensión, así como menor número de dificultades ante las dificultades de la organización, mostrándose más entusiasmado y alegre y, consigo, siendo más competente y creativo ante la organización institucional de la que forma parte. Personality is made up of a series of individual attributes characterized by how one thinks, feels or acts, which are influenced by both endogenous and exogenous factors. Thus, personality presents an influence on various constructs, such as the perception of job creativity and engagement. The objective of this study was to analyze the effect of personality and perception of job creativity on engagement in nursing. A sample of 1268 nursing professionals, 22 to 63 years old, was evaluated. Data were collected with several different instruments, such as the Big Five Inventory (BFI-10), the Creative Environment Perceptions (CEP) scale and the Utrecht Work Engagement Scale (UWES). The data found suggest that Neuroticism is negatively related to the perception of creativity and with engagement, just as the Creativity blocking factor was not related to engagement. The results indicate that more creative and engaged nursing personnel present more stability, lower anxiety and tension and fewer problems with the organization. They also show more enthusiasm and cheer, and with it, more competence and creativity in the institutional organization they are part of.

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Section: Discussionsupporting

confidence: 91%

Section: Introductionmentioning

confidence: 99%

Personality and job creativity in relation to engagement in nursing

et al. 2020

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“…An extensive literature demonstrates a positive relationship between employee work engagement and desirable job outcomes, e.g., job satisfaction, organizational commitment, and employee performance ( Özer et al, 2017 ; Joplin et al, 2019 ). In current literature, several antecedents of work engagement such as leadership support, supervisory support, leader-member exchange, as well as, positive outcomes of work engagement have been identified, e.g., organizational commitment, organizational citizenship behavior, task performance and organizational performance ( Rurkkhum and Bartlett, 2012 ; Lai et al, 2020 ; Tisu et al, 2020 ). Henceforth, factors that play their part in reducing employees’ work engagement have been considered by researchers and practitioners ( Crawford et al, 2010 ).…”

Section: Theory and Hypothesesmentioning

confidence: 99%

Does Organizational Cronyism Lead to Lower Employee Performance? Examining the Mediating Role of Employee Engagement and Moderating Role of Islamic Work Ethics

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In this research, using a time-lagged approach, we investigated the relationship between organizational cronyism and employee performance. Drawing on the conservation of resources theory, we tested the mediating role of employee engagement in the relationship between organizational cronyism and employee performance. We also examined how Islamic work ethics moderated the relationship between organizational cronyism and work engagement. The study, with a total of 267 participants, was conducted in the healthcare sector of Pakistan. The results revealed that organizational cronyism was negatively related to employee performance. The analyses confirmed the mediating role of work engagement in the relationship between organizational cronyism and employee performance. Similarly, Islamic work ethics moderated the relationship between organizational cronyism and work engagement. Implications for future research as well as managerial implications of our findings along with the limitations and future research directions are also discussed.

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“…However, to comprehend fully the context in which EI operates, it is necessary to use networks of attitudes and personal states such as the experience of meaningful work (Simonet and Castille, 2020). In essence, researchers must bridge conceptual frameworks at separate levels by examining goal choice and goal-striving and engagement in conjunction with models of personality and contextual antecedents (Tisu et al, 2020). Within the research presented in this paper, we focus accordingly on connections between EI, CWB, and a delimited, parsimonious set of attitudes, namely, perceptions of organizational justice and job satisfaction, and the dynamic personal states of leader-member exchange (LMX), work motivation, and emotional exhaustion.…”

Section: Introductionmentioning

confidence: 99%

Combining Associations Between Emotional Intelligence, Work Motivation, and Organizational Justice With Counterproductive Work Behavior: A Profile Analysis via Multidimensional Scaling (PAMS) Approach

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The need for better incorporation of the construct emotional intelligence (EI) into counterproductive work behavior (CWB) research may be achieved via a unified conceptual framework. Accordingly, the purpose of this paper is to use the Profile Analysis via Multidimensional Scaling (PAMS) approach, and a conceptual framework that unifies motivational process with antecedents and outcomes, to assess differences in EI concerning a variety of constructs: organizational justice, CWB, emotional exhaustion, job satisfaction, and intrinsic motivation. Employing established scales within a framework unifying CWB, intrinsic motivation, EI, organizational justice, and outcome constructs, two EI-based profiles displayed associations with CWB based on responses from 3,293 employees. Both the first core profile, high overall justice and low emotional intelligence, and the second core profile, high emotional intelligence and low work motivation, displayed associations with interpersonal deviance and organizational deviance, as well as emotional exhaustion and job satisfaction. The results are discussed with respect to possible underlying theory and an overarching unified motivation framework that incorporates goal choice, intrinsic motivation, antecedents, and outcomes. We also provide directions for future research and implications for managers in the workplace based on heuristic conceptual frameworks that combine multiple motivational perspectives into a unified model.

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Personality characteristics, job performance and mental health: the mediating role of work engagement

Cited by 117 publications

References 30 publications

Personality and job creativity in relation to engagement in nursing

Personality and job creativity in relation to engagement in nursing

Does Organizational Cronyism Lead to Lower Employee Performance? Examining the Mediating Role of Employee Engagement and Moderating Role of Islamic Work Ethics

Combining Associations Between Emotional Intelligence, Work Motivation, and Organizational Justice With Counterproductive Work Behavior: A Profile Analysis via Multidimensional Scaling (PAMS) Approach

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