Personality traits of the Five-Factor Model are associated with work-related stress in special force police officers

Garbarino, Sergio; Chiorri, Carlo; Magnavita, Nicola

doi:10.1007/s00420-013-0861-1

Cited by 46 publications

(32 citation statements)

References 73 publications

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“…Perceived stress was measured on three separate occasions: (1) in January 2009, when officers were engaged only in routine work; (2) in April 2009, when they underwent specific training in preparation for the meeting and (3) in July 2009, shortly before the Genoa G8 summit meeting took place. Following the procedure already adopted in previous work,36 37 we averaged the three measurements into a single value, to obtain the level of stress that each officer had experienced during that period. Mental health was assessed in September 2009.…”

Section: Methodsmentioning

confidence: 99%

“…Previous studies on this cohort have shown that younger officers, those who were single, had a shorter length of service, lived in barracks, had a lower rank and who were closer to their families had a higher short-term sickness absence risk35 and that DCS control and support and ERI reward measures were negatively related to frequency of absence and short-term absence and that DCS demand and ERI effort measures were positively related to total lost days 36. Moreover, it has been reported that the majority of these officers described themselves as much more emotionally stable and slightly to moderately more extraverted, agreeable, conscientious and open to experience than the general population and career soldiers4 and that some personality traits (mainly emotional stability and agreeableness) were associated to perceived stress levels or reactivity to environmental stressors 37…”

Section: Introductionmentioning

confidence: 99%

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Association of work-related stress with mental health problems in a special police force unit

et al. 2013

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ObjectivesLaw and order enforcement tasks may expose special force police officers to significant psychosocial risk factors. The aim of this work is to investigate the relationship between job stress and the presence of mental health symptoms while controlling sociodemographical, occupational and personality variables in special force police officers.MethodAt different time points, 292 of 294 members of the ‘VI Reparto Mobile’, a special police force engaged exclusively in the enforcement of law and order, responded to our invitation to complete questionnaires for the assessment of personality traits, work-related stress (using the Demand–Control–Support (DCS) and the Effort–Reward–Imbalance (ERI) models) and mental health problems such as depression, anxiety and burnout.ResultsRegression analyses showed that lower levels of support and reward and higher levels of effort and overcommitment were associated with higher levels of mental health symptoms. Psychological screening revealed 21 (7.3%) likely cases of mild depression (Beck Depression Inventory, BDI≥10). Officers who had experienced a discrepancy between work effort and rewards showed a marked increase in the risk of depression (OR 7.89, 95% CI 2.32 to 26.82) when compared with their counterparts who did not perceive themselves to be in a condition of distress.ConclusionsThe findings of this study suggest that work-related stress may play a role in the development of mental health problems in police officers. The prevalence of mental health symptoms in the cohort investigated here was low, but not negligible in the case of depression. Since special forces police officers have to perform sensitive tasks for which a healthy psychological functioning is needed, the results of this study suggest that steps should be taken to prevent distress and improve the mental well-being of these workers.

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Section: Methodsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Association of work-related stress with mental health problems in a special police force unit

et al. 2013

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“…Thus, it is reasonable to assume that the person-related OC predicts more modifiable ERI indicators in the long run. It is reasonable to expect the higher stability of OC as it has been found to be associ- Feldt et al ated with high neuroticism (23,24), a personality trait which shows relatively high stability in adulthood (25,26). On the other hand, overcommitted employees are driven by their strong need for control and approval (7), and therefore they are constantly willing to put extra effort into their work.…”

Section: The Present Studymentioning

confidence: 99%

Overcommitment as a predictor of effort–reward imbalance: evidence from an 8-year follow-up study

Feldt¹,

Hyvönen²,

Mäkikangas³

et al. 2016

Scand J Work Environ Health

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Overcommitment as a predictor of effort-reward imbalance: evidence from an 8-year follow-up study by Feldt T, Hyvönen K, Mäkikangas A, Rantanen J, Huhtala M, Kinnunen UThe present study makes a significant contribution to job strain research by showing that employees' perceptions of failed reciprocity (effort-reward imbalance) can have their origins in their intrinsic overcommitment. We suggest, when implementing interventions, organizations should take into account the dynamic nature of employees' job strain experiences, and particularly the role of individual differences in overcommitment. Affiliation 309Original article Scand J Work Environ Health. 2016;42(4):309-319. doi:10.5271/sjweh.3575 Overcommitment as a predictor of effort-reward imbalance: evidence from an 8-year follow-up study Objective The effort-reward imbalance (ERI) model includes the personal characteristic of overcommitment (OC) and the job-related characteristics of effort, reward, and ERI, all of which are assumed to play a role in an employee's health and well-being at work. The aim of the present longitudinal study was to shed more light on the dynamics of the ERI model by investigating the basic hypotheses related to the role of OC in the model, ie, to establish whether an employee's OC could be a risk factor for an increased experience of high effort, low reward, and high ERI at work. Results Three cross-lagged structural equation models (SEM) were estimated and compared by using full information maximum likelihood method: (i) OC predicted later experiences of effort, reward, and ERI (normal causation model), (ii) effort, reward, and ERI predicted later OC (reversed causation model), and (iii) associations in normal causal and reversed causal models were simultaneously valid (reciprocal causation model). The results supported the normal causation model: strong OC predicted later experiences of high effort, low reward and high ERI. MethodsConclusions High OC is a risk factor for an increased experience of job strain factors; that is, high effort, low reward, and high ERI. Thus, OC is a risk factor not only for an employee's well-being and health but also for an increasing risk for perceiving adverse job strain factors in the working environment.

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“…Neurotic individuals tend to identify more stressors and react negatively to unpleasant or threatening environmental stimuli [30]. Therefore, neuroticism is associated with higher occupational stress [31]. Furthermore, neuroticism is negatively correlated with job satisfaction, because it affects the perception and evaluation of the work environment and emotional experience of events at work [32].…”

Section: Introductionmentioning

confidence: 99%

Mediating role of occupational stress and job satisfaction on the relationship between neuroticism and quality of life among Chinese civil servants: a structural equation model

Kong

Yang

Zhang

et al. 2020

Health Qual Life Outcomes

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Background: Knowledge on the quality of life (QOL) of civil servants is limited. Therefore, the aims of this study were to investigate the QOL of civil servants, and examine whether occupational stress and job satisfaction mediated the association between neuroticism and QOL in civil servants from Shandong, China. Methods: The cross-sectional study included 559 civil servants aged 27 to 60 years from Shandong province in China. Participants completed questionnaires assessing neuroticism, occupational stress, job satisfaction, and QOL. Structural equation modeling (SEM) was conducted to examine the hypothetical model. Results: Among the civil servants, the average score for QOL was 75.49 ± 14.73. The SEM analysis showed a good fit of the data to the hypothesized model. Neuroticism, occupational stress, and job satisfaction explained 38% of the variance of QOL. Neuroticism was positively correlated with occupational stress and negatively correlated with job satisfaction and QOL. A strong direct effect (− 0.386, P < 0.01) and moderate indirect effect (− 0.133, P < 0.01) of neuroticism on QOL mediated by occupational stress and job satisfaction were observed. In addition, a direct effect (− 0.197, P < 0.01) and an indirect effect (− 0.044, P < 0.01) of occupational stress on QOL mediated by job satisfaction were also observed. Conclusions: Occupational stress and job satisfaction partly mediated the relationship between neuroticism and QOL among Chinese civil servants. Thus, selecting individuals with a low level of neuroticism as civil servants, reducing occupational stress, and increasing job satisfaction may be important measures to improve their QOL.

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Personality traits of the Five-Factor Model are associated with work-related stress in special force police officers

Abstract: Personality factors may mitigate or increase the strain induced by environmental stressors.

Cited by 46 publications

References 73 publications

Association of work-related stress with mental health problems in a special police force unit

Association of work-related stress with mental health problems in a special police force unit

Overcommitment as a predictor of effort–reward imbalance: evidence from an 8-year follow-up study

Mediating role of occupational stress and job satisfaction on the relationship between neuroticism and quality of life among Chinese civil servants: a structural equation model

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