Research Items (3)
This manifesto presents 10 recommendations for a sustainable future for the field of Work and Organizational Psychology. The manifesto is the result of an emerging movement around the Future of WOP (see www. futureofwop.com), which aims to bring together WOP-scholars committed to actively contribute to building a better future for our field. Our recommendations are intended to support both individuals and collectives to become actively engaged in co-creating the future of WOP together with us. Therefore, this manifesto is open and never “finished.” It should continuously evolve, based on an ongoing debate around our professional values and behavior. This manifesto is meant, first of all, for ourselves as an academic community. Furthermore, it is also important for managers, decision makers, and other stakeholders and interested parties, such as students, governments and organizations, as we envision what the future of WOP could look like, and it is only through our collective efforts that we will be able to realize a sustainable future for all of us.
Research shows that conscientiousness relates positively to positive affect and negatively to negative affect, at the between- and within-person level. However, these studies have focused upon either between- or within-person differences, without integrating the two dynamic approaches of personality. Building upon the Behavioral Concordance Model (trait-concordant behavior leads to pleasant effect) we hypothesize that increased conscientiousness leads to increased positive affect and decreased negative affect within the individual, but only for people who are high in trait conscientiousness. We tested this hypothesis by using daily diary data from 82 participants who reported daily levels of conscientiousness, positive affect and negative affect for 10 consecutive working days (N = 734). Multilevel polynomial regression analysis revealed that, for people high on trait conscientiousness, within-person fluctuations in conscientiousness were positively related to positive affect, and negatively to negative affect. For people low in trait conscientiousness, however, conscientiousness related in a positive way to both positive affect and negative affect, thereby challenging the idea that more conscientiousness is always better.
- Jul 2015
- 14th European Congress of Psychology
The Passion Scale: Factorial and divergent validity among Finnish professionals Jennifer Pickett¹, Taru Feldt¹, Anne Mäkikangas¹, & Johanna Rantanen² ¹Department of Psychology, University of Jyväskylä, Finland ²Department of Teacher Education, University of Jyväskylä, Finland Work passion, work engagement and workaholism are all contemporary concepts in the realm of organizational psychology used to gauge employee well-being, or lack thereof. Yet there is still a conceptual misconception as to whether or not these three heavy work investments are indeed distinct concepts. The current study’s aim is to fill this gap in the literature by examining the divergent validity of the 12-item Passion Scale (Vallerand et al., 2003), the 9-item Utrecht Work Engagement Scale (UWES-9; Schaufeli, Bakker & Salanova, 2006) and the 10-item Dutch Workaholism Scale (DUWAS-10; Schaufeli & Taris, 2004). Data was obtained from professionals (N = 289) in two Finnish labor unions in a cross-sectional study. Both Confirmatory factor analysis and Exploratory Structural Equational Modelling factor loadings supported the divergent validity of 12-item Work passion scale, the 9-item Work engagement scale and the 10-item Dutch workaholism scale. Moreover, as hypothesized, harmonious passion positively correlated with work engagement (between .53 and .79) while obsessive passion positively correlated with workaholism (.18 and .71). Hence, work passion seems to possess a unique component over work engagement and workaholism.