The relationship between temperament, job stress and overcommitment: a cross-sectional study using the TEMPS-A and a scale of ERI

Job satisfaction in the health professions: The role of affective temperaments

BACKGROUND

Job satisfaction, as a multidimensional psychological response to work experience, includes both cognitive and affective components which influence individuals' appraisals and state of minds. In recent years, researchers have begun to explore the psychological processes that might underlie the dispositional causes of job satisfaction. Affective temperaments can influence the experience of emotionally significant events at work and this, in turn, may influence job satisfactionOBJECTIVE:To investigate possible associations between affective temperamental features and job satisfaction in the health professions.

METHODS

The sample consisted of 294 subjects selected among health professionals. Data were collected by an online survey including the Professional Quality of Life (ProQOL) questionnaire and the short form of the Temperament Evaluation of Memphis, Pisa, Paris and San Diego (TEMPS-A) questionnaire.

RESULTS

Hyperthymic, depressive, irritable and anxious temperaments predicted the risk of experiencing job dissatisfaction in healthcare professionals. No associations between Cyclothymic temperament and job satisfaction were found.

CONCLUSION

The identification of affective temperamental assets and liabilities is potentially useful in the development of supportive and psycho-educational strategies, aimed at preventing work-related stress and promoting mental health in workplaces, also reducing the risk of job dissatisfaction.

Contributions of Affective Temperament Traits to Professional Choice: Evidence from the Study of Firefighters, Musicians, Athletes, Bank Managers, Nurses and Paramedics

Purpose

The purpose of this study was to expand knowledge about the relationship between temperament and choice of profession by comparing temperaments among representatives of various professional groups.

Subjects and Methods

A total of 759 subjects aged 18-71, representatives of six professional groups: firefighters, musicians, athletes, bank managers, nurses and paramedics, were included in the study. Temperament was assessed using the TEMPS-A autoquestionnaire.

Results

Musicians showed higher levels of depressive and anxious temperaments whereas firefighters were lower on cyclothymic dimension. Athletes, bank managers and paramedics showed higher intensity of hyperthymic temperament compared to firefighters, musicians and nurses. Athletes showed lower of depressive temperament compared to bankers, musicians and nurses. Bankers obtained lower results of irritable temperament compared to musicians, athletes and nurses. Nurses showed a higher intensity of anxious temperament compared to firefighters, athletes and paramedics.

Conclusion

The results obtained support the concept of adaptive and socially useful role of affective temperaments. The studied professional groups show different individual temperamental profiles, which is justified in such aspects of the profession, as the level of stimulation, stress encountered, the necessity of making important decisions, or entering into relationship with the patient.

Affective Temperament is Associated with Stress Coping Strategies and Work Stress Perception Among Polish Bank Employees

Background

Stress in the banking workplace is associated with psychological and health problems. Intensity of work-related stress experiences is associated with specificity of job stress factors personal features such as affective temperament. The aim of the study was to evaluate associations between affective temperament, coping stress strategies, and perceived job stress in bank employees.

Methods

Subjects were 209 bank workers aged 22–55 years (n = 101 managers and 108 non-managers). Affective temperament and stress coping strategies were evaluated using the Temperament Evaluation of Pisa, Paris and San Diego Autoquestionnaire (TEMPS-A) and Coping Inventory for Stressful Situations (CISS), respectively. Both questionnaires, TEMPS-A and CISS, show good internal consistency and are proper research methods in the bank employee group. Perceived job-related stress was rated for different sources of job stress common among bank workers.

Results

Depressive temperament was negatively associated with coping style focused on avoidance, and with job stress regarding “responsibility for decisions regarding other people” and “frequent trips.” Irritable temperament was positively correlated with coping style focused on task and job stress regarding “frequent trips.” Cyclothymic temperament was positively correlated with job stress regarding “direct work with money” and “organizational conditions of work.” Multidimensional linear regression showed that irritable and anxious temperaments were associated with coping style focused on task; depressive temperament was associated with coping style focused on avoidance; and cyclothymic temperament was associated with intensity of job stress. The results obtained indicate different levels of job-related stress associated with different sources in bank employees, working with managers and non-managers positions. Affective temperament was associated with stress coping strategies and intensity of perceived job stress. On the basis of affective temperament dimensions it is possible to predict stress coping styles and work-related stress perception in bank employees.

Conclusion

Affective temperament traits measured by TEMPS-A were associated with stress coping strategies and intensity of work stress perception in Polish bank employees.

Assessment und Vorhersage von Burnout gemäß des Effort-Reward Imbalance-Modells bei Medizinischen Fachangestellten

Zusammenfassung. Psychosoziale Arbeitsbelastungen und Burnout haben eine zentrale Bedeutung für die Gesundheit der Erwerbstätigen im Gesundheitswesen. Das Copenhagen Burnout Inventory (CBI) hat sich als generisches Instrument zur Erfassung von Burnout-Indikatoren in der psychosozialen Gesundheitsforschung etabliert. Ziel dieser Arbeit ist die Analyse des Zusammenhangs zwischen Burnout und dem Effort-Reward Imbalance-Modell (ERI) in einer Stichprobe von n = 1 438 Medizinischen Fachangestellten (MFA). Das CBI kann theoriekonform konfirmatorisch modelliert werden. Für den ERI müssen für das Konstrukt Reward 3 Subfacetten Arbeitsplatzsicherheit, Beruflicher Aufstieg und Anerkennung und Gehalt definiert sowie 3 Items eliminiert werden, da keine eindeutige Konstruktzuordnung möglich ist. Für beide modifizierten Modelle kann eine akzeptable bis gute Modellpassung nachgewiesen werden. Mittels eines Strukturgleichungsmodells kann die Varianz der Ausprägung von Burnout zu 46 % durch die ERI-Dimensionen aufgeklärt werden. Die Erfassung der Konstrukte und die theoriebasierte Modellierung der Merkmalszusammenhänge bieten einen Ansatzpunkt zur Diagnostik und zum Verständnis Burnout-bezogener Aspekte der Arbeitssituation von MFA.

Nature and Nurture: Effects of Affective Temperaments on Depressive Symptoms Are Markedly Modified by Stress Exposure

BACKGROUND

Lack of proper consideration of the interaction between biological and environmental factors limits our understanding of the development of depression. Our cross-sectional study investigated whether recent stress influences the effect of affective temperaments on depressive symptoms.

METHODS

1015 general population participants completed the Brief Symptom Inventory to capture depressive symptoms, the List of Threatening Experiences Questionnaire to assess recent stressors, and the Temperament Evaluation of Memphis Pisa, Paris, and San Diego Autoquestionnaire to evaluate affective temperaments (TEMPS-A). Linear regression models were built to investigate the effect of temperament and stress on depression, temperament on stress, and the effect of temperament on depressive symptoms in different stress exposure groups.

RESULTS

Recent life events and anxious, depressive, cyclothymic, and hyperthymic temperaments significantly predicted depressive symptoms, and cyclothymic, and hyperthymic temperaments significantly predicted recent life event exposure. While in case of mild stress all affective temperaments except irritable predicted depression, in case of moderate exposure only the effect of depressive, cyclothymic, and hyperthymic temperament, while in the high exposure group only the effect of anxious temperament was significant.

LIMITATIONS

All measures were based on self-report, and subjective impact of life events was not considered. This was a cross-sectional study with a correlational nature which does not allow for causative conclusions.

CONCLUSIONS

The contribution of affective temperaments to depression is much higher compared to stress, and severity of exposure to life events influences the impact of affective temperaments on depressive symptoms, pointing to divergent pathways of emotional reactivity mediating the effects of stress on depression which can be exploited for prevention and treatment.

Affective temperaments in Lebanese people with substance use disorder

PURPOSE

To examine these temperaments among patients with substance use disorder (SUD) in the Lebanese population.

DESIGN

Case-control.

METHODS

Fifty-seven controls and 57 patients with SUD were enrolled between April and September 2017.

RESULTS

A significantly higher mean of depressive, irritable, and anxious temperaments was found in addicted patients as compared with the nonaddicts. However, the results of the multivariate analysis showed that anxious, hyperthymic, irritable temperaments would significantly increase the odds of addiction in participants (ORa = 25.20, 1.057, 1.168, 1.241, and 1.275). Cyclothymic temperament would significantly decrease the odds of addiction in participants (ORa = 0.817). Furthermore, suicidality was associated with depressive, anxious, and irritable temperaments.

PRACTICE IMPLICATIONS

Hyperthymic, irritable, and anxious temperaments were the main temperaments found in patients with SUD in Lebanon.

The Usefulness of Assessing and Identifying Workers' Temperaments and Their Effects on Occupational Stress in the Workplace

The relationship between temperaments and mental disorders has been reported in previous studies, but there has been little attention to temperaments in the occupational safety and health research. The aim of this study was to clarify the effects of temperaments on occupational stress among local government employees. The subjects were 145 Japanese daytime workers in local government. Temperaments were assessed by the Temperament Evaluation of Memphis, Pisa, Paris, and San Diego-Auto questionnaire (TEMPS-A). Occupational stress was assessed using the Generic Job Stress Questionnaire (GJSQ). Hierarchical multiple linear regression analysis was used. Hyperthymic temperament predicted a higher level of job control, and a lower level of role ambiguity and job future ambiguity. Irritable temperament predicted a lower level of social support from supervisors and a higher level of role conflict, variance in workload and intragroup conflict. Anxious temperament predicted a lower level of social support from coworkers and a higher level of job future ambiguity. The sample size was small. Only Japanese local government employees were surveyed. Hyperthymic temperament played a protective role, and irritable, anxious temperament played a vulnerable role against one's own occupational stress and recognizing the roles they play in work life would lead to self-insight. Additionally, recognition of the temperaments and temperament-related stressors by one's supervisors or coworkers would facilitate provision of social support.

Affective temperament and executive functions in emergency medicine professionals

BACKGROUND

Recent studies indicate that choice of profession is related to differences in affective temperament, which is probably due to various predispositions needed to efficiently perform particular professions. The aim of the present study was to assess affective temperament and executive functions in a sample of emergency medicine professionals.

METHODS

75 emergency medicine professionals were enrolled in the study. Affective temperament was assessed by means of TEMPS-A. Executive functions were assessed by means of Trail Making Test and Stroop Color Word Interference Test.

RESULTS

Subjects showed significantly higher rates of hyperthymic, compared to depressive, cyclothymic, irritable and anxious temperaments. The principal component analysis revealed that hyperthymic temperament contributes to a different factor, than the remaining ones. Higher rates of depressive, cyclothymic, irritable and anxious temperaments were related to poorer performance in Trail Making Test, whereas hyperthymic temperament had the opposite effect.

LIMITATIONS

Due to the size of the sample, results of the present study may have lacked power to show all the relationships between tested variables.

CONCLUSIONS

Hyperthymic temperament promotes efficient performance of complex tasks under time pressure. Depressive, cyclothymic, irritable and anxious temperaments have the opposite effect. This makes hyperthymic temperament a desirable trait in emergency medicine professionals, performing complex medical tasks under extreme conditions.

Confirmatory factor analysis and measurement invariance by gender, age and levels of psychological distress of the short TEMPS-A

BACKGROUND

The Temperament Evaluation of Memphis, Pisa, Paris and San Diego - Autoquestionnaire (TEMPS-A) is a widely used self-reported tool aimed at measuring the affective temperaments that define the bipolar spectrum, with cyclothymic, depressive, irritable, hyperthymic, and anxious subscales. Confirmatory factor analysis (CFA) was rarely used to confirm the expected five-factor model. Measurement invariance was never tested.

METHODS

Cross-sectional, survey design involving 649 Italian college students (males: 47%). The short 39-item TEMPS-A and the 12-item General Health Questionnaire (GHQ-12) were used as measures of the affective temperaments and of psychological distress, respectively. CFA was applied to the TEMPS-A. Measurement invariance by gender, age and levels of psychological distress on the GHQ-12 was calculated with the establishment of subsequent equivalence constraints in the model parameters across groups.

RESULTS

The expected five-factor model had the best fit for all CFA indexes. Configural, metric and scalar invariance of the five-factor model of the TEMPS-A was proved across gender, age and levels of psychological distress of the participants. The hyperthymic temperament subscale has low or no links with the other affective temperament subscales, which were interrelated with medium to large effect sizes.

LIMITATIONS

College students might be not representative of the general population. No information on the clinical status of the students was available beyond self-report data.

CONCLUSION

The study proved the measurement invariance of the (short) TEMPS-A, which is a pre-requisite to compare groups or individuals in cross-sectional and longitudinal surveys. Generalizability cannot be assumed without replication of the findings in clinical samples.

Does Personality Regulate the Work Stressor–Psychological Detachment Relationship?

Work stressors are related to poor psychological detachment (i.e., mentally “switching off”) from work during nonwork time, which in turn is related to low levels of recovery and health. This article examines two general personality orientations, attachment avoidance and attachment anxiety, and one vocation-specific personality tendency, overcommitment, as buffers of the work stressors–psychological detachment relationship. Survey data were collected from a sample of Israeli employees ( N = 210) and their significant others ( N = 109) to avoid same-source bias of psychological detachment assessments. Analyses showed that attachment avoidance moderated the negative association between workload and psychological detachment (self-reported), but attachment anxiety did not moderate the associations of role conflict and role ambiguity with psychological detachment. Overcommitment was a full mediator between job stressors (workload and role conflict) and psychological detachment. This study demonstrates the importance of personality, especially vocational personality, in the work stressor–psychological detachment relationship.

Job stress and temperaments in female nurses

BACKGROUND

According to previous studies, temperament predicts a large share of the variance in job stress. It may be necessary for mental health practitioners to offer intervention strategies in accordance with individual temperament.

AIMS

To investigate the relationship between job stress and temperament among nurses in a general hospital and to provide insight into personality traits influencing their mental or physical health.

METHODS

A questionnaire survey of nurses in a general hospital. Work stress was measured using the Japanese version of the Effort-Reward Imbalance (ERI) scale. Temperament was assessed by a Japanese version of Temperament Evaluation of Memphis, Pisa, Paris and San Diego-Autoquestionnaire (TEMPS-A). Hierarchical multiple regression analysis was used to determine the independent contribution of temperament to effort-reward ratio and over-commitment.

RESULTS

Response rate was 48% (326/685). Temperament predicted part of the variance of the four ERI ratios (effort-reward ratio 26%; effort-esteem ratio 27%; effort-promotion ratio 26%; and effort-security ratio 18%) and also of over-commitment (38%). Depressive temperament influenced all four ERI ratios and over-commitment. Anxious temperament influenced only over-commitment.

CONCLUSIONS

Nurses with depressive or anxious temperaments should be identified, monitored for signs of job stress and offered interventions to prevent adverse physical and mental effects.

Psychometric properties and differential explanation of a short measure of effort-reward imbalance at work: a study of industrial workers in Germany

BACKGROUND

We test the psychometric properties of a short version of the Effort-Reward Imbalance (ERI) questionnaire in addition to testing an interaction term of this model's main components on health functioning.

METHODS

A self-administered survey was conducted in a sample of 2,738 industrial workers (77% men with mean age 41.6 years) from a large manufacturing company in Southern Germany. The internal consistency reliability, structural validity, and criterion validity were analyzed.

RESULTS

Satisfactory internal consistencies of the three scales: "Effort", "reward", and "overcommitment", were obtained (Cronbach's alpha coefficients 0.77, 0.82, and 0.83, respectively). Confirmatory factor analysis showed a good model fit of the data with the theoretical structure (AGFI = 0.94, RMSEA = 0.060). Evidence of criterion validity was demonstrated. Importantly, a significant synergistic interaction effect of ERI and overcommitment on poor mental health functioning was observed (odds ratio 6.74 (95% CI 5.32-8.52); synergy index 1.78 (95% CI 1.25-2.55)).

CONCLUSIONS

This short version of the ERI questionnaire is a reliable and valid tool for epidemiological research on occupational health.

Effect of Affective Temperaments Assessed by the TEMPS-A on the Relationship between Work-Related Stressors and Depressive Symptoms among Workers in Their Twenties to Forties in Japan

Relatively recently in Japan, immature-type depression, frequently classified in the bipolar II spectrum, has increased among workers in their twenties to forties. This study explored whether affective temperaments moderate the relationship between work-related stressors and depressive symptoms among this age group. In July 2004, self-administered questionnaires were distributed to all employees of a Japanese company. Eight hundred seventy-four employees (63%) returned the questionnaires, with 728 completed. Questionnaires included the 12-item General Health Questionnaire for assessing depressive symptoms, the Temperament Evaluation of Memphis, Pisa, Paris, and San Diego-Autoquestionnaire version for assessing affective temperaments, the Effort-Reward Imbalance Questionnaire to assess work-related stressors and overcommitment, and questions regarding individual attributes and employment characteristics. Multivariate logistic regression analysis showed that affective temperaments moderated the relationship between work-related stressors and depressive symptoms. Effort (OR = 1.078), which represents job demands and/or obligations imposed on employees, and the upper tertile of overcommitment (OR = 1.589), which represents hyperadaptation to the workplace, were risk factors for depressive symptoms. Additionally, the results for cyclothymic (OR = 11.404) and anxious temperaments (OR = 1.589) suggested that depressive symptoms among this age group may be related to immature-type depression.

Negative emotionality, activity, and sociability temperaments predicting long-term job strain and effort-reward imbalance: a 15-year prospective follow-up study

OBJECTIVE

This study examined a longitudinal association between innate temperament and perceptions of long-term work stressors.

METHODS

The sample consisted of 276 men and 345 women (aged 30-45 years in 2007) participating in the prospective population-based Cardiovascular Risk in Young Finns study. In 1992, temperament was self-assessed with the EAS questionnaire that assesses three temperamental traits: negative emotionality, activity, and sociability. Perceived work stressors were measured in 2001 and in 2007 using two models: Karasek's demand/control-model in which a combination of high demands and low control results in job strain, and Siegrist's Effort-reward imbalance (ERI) model.

RESULTS

The results showed that higher negative emotionality and lower sociability systematically predicted higher perceived job strain and ERI (P<.001). Activity predicted higher perceived ERI (P<.05). Activity did not predict perceived job strain, as it was related to both higher perceived demands and higher control.

CONCLUSIONS

The results suggest that temperament may be a predisposing factor to the experiences of work stressors in adulthood. Although self-reported job strain and ERI are measures of job characteristics, they are affected by individual temperament.