The five‐factor model of personality, work stress and professional quality of life in neonatal intensive care unit nurses

Barr, Peter

doi:10.1111/jan.13543

Cited by 53 publications

(49 citation statements)

References 25 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Our results confirm that high neuroticism scores lead to low job satisfaction, which has been suggested in previous observational studies [45][46][47] . A key contribution of this study is the investigation of neuroticism and job satisfaction in a large representative sample of white European population, in contrast to the small observational studies that have investigated this relationship in smaller subgroups such as among bank employees (N = 126) 48 , athletic trainers (N = 202) 47 , government sector employees (N = 399) 45 and nurses (N = 140) 46 . The results from the MVMR analyses highlight that increasing neuroticism decreases job satisfaction.…”

Section: Discussionsupporting

confidence: 91%

Personality, lifestyle and job satisfaction: causal association between neuroticism and job satisfaction using Mendelian randomisation in the UK biobank cohort

et al. 2020

View full text Add to dashboard Cite

Job-related stress has been associated with poor health outcomes but little is known about the causal nature of these findings. We employed Mendelian randomisation (MR) approach to investigate the causal effect of neuroticism, education, and physical activity on job satisfaction. Trait-specific genetic risk score (GRS) based on recent genome wide association studies were used as instrumental variables (IV) using the UK Biobank cohort (N = 315,536). Both single variable and multivariable MR analyses were used to determine the effect of each trait on job satisfaction. We observed a clear evidence of a causal association between neuroticism and job satisfaction. In single variable MR, one standard deviation (1 SD) higher genetically determined neuroticism score (4.07 units) was associated with −0.31 units lower job satisfaction (95% confidence interval (CI): −0.38 to −0.24; P = 9.5 × 10 −20). The causal associations remained significant after performing sensitivity analyses by excluding invalid genetic variants from GRS Neuroticism (β(95%CI): −0.28(−0.35 to −0.21); P = 3.4 x 10 −15). Education (0.02; −0.08 to 0.12; 0.67) and physical activity (0.08; −0.34 to 0.50; 0.70) did not show any evidence for causal association with job satisfaction. When genetic instruments for neuroticism, education and physical activity were included together, the association of neuroticism score with job satisfaction was reduced by only −0.01 units, suggesting an independent inverse causal association between neuroticism score (P = 2.7 x 10 −17) and job satisfaction. Our findings show an independent causal association between neuroticism score and job satisfaction. Physically active lifestyle may help to increase job satisfaction despite presence of high neuroticism scores. Our study highlights the importance of considering the confounding effect of negative personality traits for studies on job satisfaction.

show abstract

Section: Discussionsupporting

confidence: 91%

Personality, lifestyle and job satisfaction: causal association between neuroticism and job satisfaction using Mendelian randomisation in the UK biobank cohort

et al. 2020

View full text Add to dashboard Cite

show abstract

“…Given that the start of nurses' careers is a vulnerable stage for burnout, nursing schools and orientation programs may be wellpositioned to highlight burnout prevention and mitigation strategies with students and new hires [107]. Personality traits such as high neuroticism and low agreeableness were found to be associated with pediatric nurse burnout [31]. These results have been supported in other nurse and physician populations, along with conscientiousness, extraversion, and openness contributing to lower levels of burnout [110][111][112][113].…”

Section: Nurse Personal Factorsmentioning

confidence: 79%

“…Nurses identifying as not being White or Asian/Pacific Islander ethnicity/race scored significantly lower on the MBI subscale of Personal Accomplishment than respondents identifying as White and Asian/Pacific Islander, and Asian/Pacific Islanders scored lower on Emotional Exhaustion than those identifying as White [36]. High neuroticism and low agreeableness [31] were both associated with higher burnout. Finally, being married had mixed results on impact on burnout, whereas in some studies, being married correlated negatively with burnout, and in others, it correlated positively [26,36,101].…”

Section: Nurse Personal Factorsmentioning

confidence: 86%

What is known about paediatric nurse burnout: a scoping review

et al. 2020

View full text Add to dashboard Cite

Burnout in healthcare providers has impacts at the level of the individual provider, patient, and organization. While there is a substantial body of literature on burnout in healthcare providers, burnout in pediatric nurses has received less attention. This subpopulation may be unique from adult care nurses because of the specialized nature of providing care to children who are typically seen as a vulnerable population, the high potential for empathetic engagement, and the inherent complexities in the relationships with families. Thus, the aim of this scoping review was to investigate, among pediatric nurses, (i) the prevalence and/or degree of burnout, (ii) the factors related to burnout, (iii) the outcomes of burnout, and (iv) the interventions that have been applied to prevent and/or mitigate burnout. This scoping review was performed according to the PRISMA Guidelines Scoping Review Extension. CINAHL, EMBASE, MEDLINE, PsycINFO, ASSIA, and The Cochrane Library were searched on 3 November 2018 to identify relevant quantitative, qualitative, and mixed-method studies on pediatric nurse burnout. Our search identified 78 studies for inclusion in the analysis. Across the included studies, burnout was prevalent in pediatric nurses. A number of factors were identified as impacting burnout including nurse demographics, work environment, and work attitudes. Similarly, a number of outcomes of burnout were identified including nurse retention, nurse well-being, patient safety, and patient-family satisfaction. Unfortunately, there was little evidence of effective interventions to address pediatric nurse burnout. Given the prevalence and impact of burnout on a variety of important outcomes, it is imperative that nursing schools, nursing management, healthcare organizations, and nursing professional associations work to develop and test the interventions to address key attitudinal and environmental factors that are most relevant to pediatric nurses.

show abstract

“…Un punto que vale la pena analizar con el caso del Big Five es que se ha relacionado con otras variables presentes en el clima organizacional de una empresa; por ejemplo, se ha relacionado con la productividad, el estrés, compromiso, y más recientemente con la satisfacción laboral (Barr, 2018; Ceschi, Costantini, Scalco, Charkhabi y Sartori, 2016; Muhammad, Chong y Shaheen, 2017; Törnroos, Jokela y Hakulinen, 2019), por lo que el segundo ejemplo involucra una investigación empírica que consistió en conocer la relación entre la satisfacción laboral y las dimensiones de la personalidad de acuerdo con el modelo Big Five. Como se aprecia, la evidencia acerca de las posibles relaciones es abundante y acrónica (e.g.…”

Section: Antecedentes Conceptualesunclassified

Medición de la personlidad en psicología : Un ensayo de experiencia profesional

Contreras

Díaz-Reséndiz

Valero³

2019

RDIPyCS

View full text Add to dashboard Cite

En psicología es común la medición de la personalidad en el ámbito clínico, educativo y organizacional para la descripción de rasgos de personalidad y toma de decisiones. Sin embargo, en pocas ocasiones se tiene certeza de confiabilidad y validez de los instrumentos utilizados. En el presente ensayo se describen dos ejemplos de investigación; uno con estudiantes de psicología y otro con trabajadores del sector comercio. Se utilizaron dos instrumentos populares para la medición de la personalidad; el Cuestionario 16 Factores de Personalidad (16-FP) y el Inventario NEO-FFI. Los resultados indicaron que son pocos los estudios sobre las propiedades psicométricas del 16-FP. No obstante, son frecuentes las publicaciones que relacionan rasgos de personalidad con competencias profesionales. Respecto al NEO-FFI se encontró que es frecuente su uso para vincular los Cinco Grandes con diversos constructos entre éstos la satisfacción laboral. Los datos no permitieron análisis de correlación entre dichas variables dado que el NEO-FFI carece de los criterios mínimos para considerarse confiable. Se concluye con una invitación a realizar revisiones exhaustivas de la literatura para la medición de fenómenos psicológicos, proponer nuevas medidas para la evaluación de la personalidad y guiar la labor del psicólogo desde los principios éticos.

show abstract

The five‐factor model of personality, work stress and professional quality of life in neonatal intensive care unit nurses

Abstract: Strategies to reduce work stress may not lessen burnout and secondary traumatic stress or increase compassion satisfaction in neonatal nurses who are prone to high neuroticism, low agreeableness and low extraversion.

Cited by 53 publications

References 25 publications

Personality, lifestyle and job satisfaction: causal association between neuroticism and job satisfaction using Mendelian randomisation in the UK biobank cohort

Personality, lifestyle and job satisfaction: causal association between neuroticism and job satisfaction using Mendelian randomisation in the UK biobank cohort

What is known about paediatric nurse burnout: a scoping review

Medición de la personlidad en psicología : Un ensayo de experiencia profesional

Contact Info

Product

Resources

About