پنج عامل بزرگ شخصیتی و عوامل عدم تعادل تلاش ـ پاداش در نشانه های افسردگی کارکنان
|کد مقاله||سال انتشار||مقاله انگلیسی||ترجمه فارسی||تعداد کلمات|
|34209||2007||12 صفحه PDF||سفارش دهید||4760 کلمه|
Publisher : Elsevier - Science Direct (الزویر - ساینس دایرکت)
Journal : Personality and Individual Differences, Volume 43, Issue 7, November 2007, Pages 1744–1755
This study investigated the joint effects of the big five personality factors and an extended model of work stress based on Siegrist’s (1996) work on effort–reward imbalance (ERI), on employees’ depressive symptoms. The elements of the extended model included the effort–reward ratio (ERI ratio), the intrinsic effort tendency of overcommitment (OVC), and workplace social support. Participants were 224 Australian employees (106 males, 116 females, and 2 with unspecified gender) who volunteered to complete an anonymous survey on occupational health. As expected, we found an association between neuroticism (N) and OVC. Regression analysis of depressive symptoms revealed a medium effect of N, followed by small effects of workplace social support, conscientiousness (C), and ERI ratio, accounting for 44% of the variance in depressive symptoms and providing support to the utility of considering both big five and work stress factors. These findings have implications for future work stress research and the design of stress prevention and management programs for enhancing individual employees’ wellbeing.
Depressive symptoms linked to personality traits and workplace characteristics can be detrimental to both individual employees (Chioqueta & Stiles, 2005) and the organisations they work for, in view of productivity losses due to increased absenteeism and job turnover (Lerner et al., 2004), and reduced performance (Park, Wilson, & Lee, 2004). It is conceivable that employees with particular personality traits are more prone to experiencing work stress, which can in turn exacerbate their development and reporting of depressive symptoms (Mak & Mueller, 2001). This research set out to examine the relationships between the over-arching big five personality factors (McCrae & Costa, 2003) and the elements of an extended model of work-related stress adapted from Siegrist’s (1996) theory of effort–reward imbalance (ERI).