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Harrison R, Chauhan A, Le‐Dao H, Minbashian A, Walpola R, Fischer S, Schwarz G. Achieving change readiness for health service innovations. Nurs Forum 2022; 57:603-607. [PMID: 35182394 PMCID: PMC9545616 DOI: 10.1111/nuf.12713] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/18/2021] [Revised: 11/30/2021] [Accepted: 02/03/2022] [Indexed: 06/14/2023]
Abstract
Continual innovation to address emerging population needs necessitates health service ongoing redesign and transformation worldwide. Recent examples include service transformations in response to Covid-19, many of which were led and managed by nurses. Ensuring change readiness is central to delivering these transformative changes yet has been identified as a central challenge impacting nurse leaders and managers. Recent evidence indicates that affective commitment to change among healthcare staff may be an important contributor to gaining support for change implementation but understudied in healthcare. A cross-sectional survey study was used to examine the association between affective commitment to change and change readiness among 30 healthcare staff across four projects in one state-wide health system in Australia. Our findings indicate that affective commitment to change; healthcare worker's emotional and personal perception of the value of the proposed change is independently associated with individual and collective change readiness. Given that achieving change readiness is a central goal of change management strategies, this pilot work provides valuable insight to inform the change management practices of nurse leaders and managers.
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Affiliation(s)
- Reema Harrison
- Centre of Health Systems and Safety Research, Australian Institute of Health InnovationMacquarie UniversitySydneyNew South WalesAustralia
| | - Ashfaq Chauhan
- Centre of Health Systems and Safety Research, Australian Institute of Health InnovationMacquarie UniversitySydneyNew South WalesAustralia
| | - Huong Le‐Dao
- School of Population HealthUNSW SydneySydneyNew South WalesAustralia
| | - Amirali Minbashian
- School of Management and Governance, UNSW Business SchoolUNSW SydneySydneyNew South WalesAustralia
| | - Ramesh Walpola
- School of Population HealthUNSW SydneySydneyNew South WalesAustralia
| | - Sarah Fischer
- Clinical Excellence Commission, NSW HealthSydneyNew South WalesAustralia
| | - Gavin Schwarz
- School of Management and Governance, UNSW Business SchoolUNSW SydneySydneyNew South WalesAustralia
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Harrison R, Chauhan A, Minbashian A, McMullan R, Schwarz G. Is Gaining Affective Commitment the Missing Strategy for Successful Change Management in Healthcare? J Healthc Leadersh 2022; 14:1-4. [PMID: 35082547 PMCID: PMC8784667 DOI: 10.2147/jhl.s347987] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Grants] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/05/2021] [Accepted: 01/05/2022] [Indexed: 12/04/2022] Open
Abstract
Despite the requirement for continual change and development, change failure is omnipresent in health care, ranging from small technical errors within new systems, processes or technologies, through to breakdowns and large-scale disaster. Despite decades of research investment, consultancy and initiatives, creating a healthcare context that promotes clinician engagement with change remains elusive, with limited demonstrated progress. Affective commitment to change refers to commitment that is driven by a desire to support change based on its perceived benefits or value, as opposed to commitment that is based on a sense of obligation or the minimization of costs. Recent evidence from health-care contexts indicates that affective commitment to change drives change readiness more so than the individual’s self-efficacy for dealing with the change. Considering evidence regarding the effect of affective commitment to change on individual and collective change readiness among health-care staff, we may need to reorient our current strategies for managing change. We explore the opportunities to enhance affective commitment to change and, in turn, change readiness through adopting values-based approaches to designing and executing change proposals with clinicians and service users.
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Affiliation(s)
- Reema Harrison
- Centre for Health Systems and Safety Research, Australian Institute of Health Innovation, Macquarie University, North Ryde, New South Wales, Australia
- Correspondence: Reema Harrison, Centre for Health Systems and Safety Research, Australian Institute of Health Innovation, Macquarie University, Level 6, 75 Talavera Road, North Ryde, New South Wales, 2109, Australia, Tel +61 2 9850 2425, Email
| | - Ashfaq Chauhan
- Centre for Health Systems and Safety Research, Australian Institute of Health Innovation, Macquarie University, North Ryde, New South Wales, Australia
| | - Amirali Minbashian
- School of Management and Governance, UNSW Business School, UNSW Sydney, Kensington, New South Wales, Australia
| | - Ryan McMullan
- Centre for Health Systems and Safety Research, Australian Institute of Health Innovation, Macquarie University, North Ryde, New South Wales, Australia
| | - Gavin Schwarz
- School of Management and Governance, UNSW Business School, UNSW Sydney, Kensington, New South Wales, Australia
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Abstract
The study aimed to investigate the status of within-person state variability in neuroticism and conscientiousness as individual differences constructs by exploring their (a) temporal stability, (b) cross-context consistency, (c) empirical links to selected antecedents, and (d) empirical links to longer term trait variability. Employing a sample of professionals ( N = 346) from Australian organisations, personality state data together with situation appraisals were collected using experience sampling methodology in field and repeatedly in lab-like settings. Data on personality traits, cognitive ability, and motivational mindsets were collected at baseline and after two years. Contingent (situation contingencies) and non-contingent (relative SD) state variability indices were relatively stable over time and across contexts. Only a small number of predictive effects of state variability were observed, and these differed across contexts. Cognitive ability appeared to be associated with state variability under lab-like conditions. There was limited evidence of links between short-term state and long-term trait variability, except for a small effect for neuroticism. Some evidence of positive manifold was found for non-contingent variability. Systematic efforts are required to further elucidate the complex pattern of results regarding the antecedents, correlates and outcomes of individual differences in state variability.
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Affiliation(s)
| | | | - Amirali Minbashian
- School of Management and Governance, UNSW Business School, UNSW Sydney, Australia
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Khan M, Minbashian A, MacCann C. College students in the western world are becoming less emotionally intelligent: A cross-temporal meta-analysis of trait emotional intelligence. J Pers 2021; 89:1176-1190. [PMID: 33872392 DOI: 10.1111/jopy.12643] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/15/2020] [Revised: 03/16/2021] [Accepted: 04/07/2021] [Indexed: 12/30/2022]
Abstract
OBJECTIVE Over the last two decades, Western society has undergone a marked cultural transformation characterized by rising individualism. Concurrently, the digital landscape has transformed through the rise of social media and smartphones. These factors have previously been implicated in changing individuals' attitudes, behavior, and interpersonal interactions. We investigated whether these societal changes have coincided with changes in trait emotional intelligence (EI) over the last 17 years in Western university students. METHOD We examined this question using a cross-temporal meta-analysis (k = 70; N = 16,917). RESULTS There was no change in overall trait EI; however, the trait EI domains "well-being," "self-control," and "emotionality" demonstrated significant decreases with time, after controlling for gender composition and between-country differences. CONCLUSION We discuss these findings in relation to how they contribute to our understanding of trait EI, and how they add to the literature on how Western society is changing with time.
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Affiliation(s)
- Mahreen Khan
- School of Management, UNSW Business School, UNSW Sydney, Kensington, NSW, Australia
| | - Amirali Minbashian
- School of Management, UNSW Business School, UNSW Sydney, Kensington, NSW, Australia
| | - Carolyn MacCann
- School of Psychology, University of Sydney, Sydney, NSW, Australia
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Le-Dao H, Chauhan A, Walpola R, Fischer S, Schwarz G, Minbashian A, Munro A, D’Arcy E, Allan J, Harrison R. Managing Complex Healthcare Change: A Qualitative Exploration of Current Practice in New South Wales, Australia. J Healthc Leadersh 2020; 12:143-151. [PMID: 33328776 PMCID: PMC7735780 DOI: 10.2147/jhl.s274958] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/06/2020] [Accepted: 11/03/2020] [Indexed: 12/04/2022] Open
Abstract
PURPOSE As the cost of healthcare continues to rise, healthcare organizations internationally are seeking long-term solutions to eradicate inefficiency, achieve value-based healthcare, and minimize hospital inpatient services. This requires transformational change in healthcare organizations, and associated change management and leadership capability at multiple levels. Despite the critical need for effective change leadership and management in healthcare, limited evidence exists that this currently occurs in addition to the capability and capacity for managing change in health systems. METHODS Semi-structured interviews were undertaken with 16 healthcare managers and leaders at a range of levels in nine healthcare organizations across the public health system of one Australian state (New South Wales), including metropolitan, regional and rural geographical areas. Thematic content analysis was undertaken with the emergent data. RESULTS Four key themes emerged from the data: 1) lack of adoption of frameworks and methods for change management for any scope or scale of change, 2) inadequate resources for delivering, managing and leading change, 3) insufficient leadership, capacity and capability in managing change, and 4) the need for support and culture that supports change at all levels of the system. CONCLUSION Ensuring dedicated resources for change and sufficient capacity and capability amongst health professionals and managers at every level in a health system are required for effective management of change. An enabling culture for change, supported by adequate education and training in change leadership and management are critical in order for the benefits of health service and system changes to be realised.
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Affiliation(s)
- Huong Le-Dao
- School of Population Health, University of New South Wales, Sydney, New South Wales, 2052, Australia
| | - Ashfaq Chauhan
- School of Population Health, University of New South Wales, Sydney, New South Wales, 2052, Australia
| | - Ramesh Walpola
- School of Population Health, University of New South Wales, Sydney, New South Wales, 2052, Australia
| | - Sarah Fischer
- Clinical Excellence Commission, New South Wales Health, Sydney, 2065, Australia
- School of Psychology, Deakin University, Sydney, 3220, Australia
| | - Gavin Schwarz
- Business School, University of New South Wales, Sydney, New South Wales, 2052, Australia
| | - Amirali Minbashian
- Business School, University of New South Wales, Sydney, New South Wales, 2052, Australia
| | - Alice Munro
- Western New South Wales Local Health District, Bathurst, New South Wales2795, Australia
| | - Ellie D’Arcy
- Western New South Wales Local Health District, Bathurst, New South Wales2795, Australia
| | - Julaine Allan
- School of Health and Society, University of Wollongong, Wollongong, New South Wales2500, Australia
| | - Reema Harrison
- School of Population Health, University of New South Wales, Sydney, New South Wales, 2052, Australia
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MacCann C, Erbas Y, Dejonckheere E, Minbashian A, Kuppens P, Fayn K. Emotional Intelligence Relates to Emotions, Emotion Dynamics, and Emotion Complexity. European Journal of Psychological Assessment 2020. [DOI: 10.1027/1015-5759/a000588] [Citation(s) in RCA: 9] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/23/2022]
Abstract
Abstract. Emotional intelligence (EI) should relate to people’s emotional experiences. We meta-analytically summarize associations of felt affect with ability EI branches (perception, facilitation, understanding, and management) and total scores ( k = 7–14; N = 1,584–2,813). We then use experience sampling ( N = 122 undergraduates over 5 days, 24 beeps) to test whether EI predicts emotion dynamics and complexity. Meta-analyses show that EI correlates significantly with lower negative affect (NA; ρ = −.21) but not higher positive affect (PA; ρ = .05). PA (but not NA) shows a significantly stronger relationship with emotion management (ρ = .23) versus other EI branches (ρ = −.01 to .07). In the experience sampling study, only management significantly related to higher PA, whereas lower NA was significantly related to total EI, perception, facilitation, and management. After controlling for mean affect: (a) only understanding significantly predicted NA dynamics whereas only management and facilitation significantly predicted PA dynamics; (b) management and facilitation predicted lower PA differentiation (EI was unrelated to NA differentiation); and (c) perception and facilitation predicted greater bipolarity. Results show that EI predicts affect, emotion dynamics, and emotion complexity. We discuss the importance of distinguishing between different branches of ability EI.
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Affiliation(s)
| | | | | | | | | | - Kirill Fayn
- KU Leuven, Belgium
- Max Planck Institute for Empirical Aesthetics, Frankfurt am Main, Germany
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MacCann C, Jiang Y, Brown LER, Double KS, Bucich M, Minbashian A. Emotional intelligence predicts academic performance: A meta-analysis. Psychol Bull 2019; 146:150-186. [PMID: 31829667 DOI: 10.1037/bul0000219] [Citation(s) in RCA: 145] [Impact Index Per Article: 29.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2022]
Abstract
Schools and universities devote considerable time and resources to developing students' social and emotional skills, such as emotional intelligence (EI). The goals of such programs are partly for personal development but partly to increase academic performance. The current meta-analysis examines the degree to which student EI is associated with academic performance. We found an overall effect of ρ = .20 using robust variance estimation (N = 42,529, k = 1,246 from 158 citations). The association is significantly stronger for ability EI (ρ = .24, k = 50) compared with self-rated (ρ = .12, k = 33) or mixed EI (ρ = .19, k = 90). Ability, self-rated, and mixed EI explained an additional 1.7%, 0.7%, and 2.3% of the variance, respectively, after controlling for intelligence and big five personality. Understanding and management branches of ability EI explained an additional 3.9% and 3.6%, respectively. Relative importance analysis suggests that EI is the third most important predictor for all three streams, after intelligence and conscientiousness. Moderators of the effect differed across the three EI streams. Ability EI was a stronger predictor of performance in humanities than science. Self-rated EI was a stronger predictor of grades than standardized test scores. We propose that three mechanisms underlie the EI/academic performance link: (a) regulating academic emotions, (b) building social relationships at school, and (c) academic content overlap with EI. Different streams of EI may affect performance through different mechanisms. We note some limitations, including the lack of evidence for a causal direction. (PsycINFO Database Record (c) 2020 APA, all rights reserved).
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Jackson CJ, Minbashian A, Criado-Perez C. A multi-level super meta-theory of personality meta-theories: Why behavior is not always associated with reproductive success. Personality and Individual Differences 2019. [DOI: 10.1016/j.paid.2019.03.043] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [What about the content of this article? (0)] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 10/27/2022]
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Anglim J, Morse G, Dunlop PD, Minbashian A, Marty A. Predicting trait emotional intelligence from HEXACO personality: Domains, facets, and the general factor of personality. J Pers 2019; 88:324-338. [PMID: 31152439 DOI: 10.1111/jopy.12493] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/06/2019] [Revised: 04/18/2019] [Accepted: 05/24/2019] [Indexed: 11/30/2022]
Abstract
OBJECTIVE The current study provides a comprehensive analysis of the overlap between trait emotional intelligence (EI) and personality. This overlap was examined using the HEXACO personality framework at both the domain and the facet levels, and through varying methods of deriving a general factor of personality (GFP). METHOD A sample of 1,370 Australian adults (51% male, age in years M = 45.5, SD = 11.7, range: 21-71) completed the 200-item HEXACO Personality Inventory-Revised and the Modified Assessing Emotions Scale measure of self-reported Trait EI. RESULTS The strongest domain correlations with Total EI emerged for Extraversion (r = .67) followed by Openness (r = .39), Conscientiousness (r = .35), and Agreeableness (r = .26). Large adjusted multiple correlations were obtained when predicting Total EI from HEXACO domains (.74) and facets (.81). The correlations of the GFP and Total EI ranged from .53 to .64 depending on how the GFP was operationalized. CONCLUSION Trait EI is largely captured by the HEXACO personality framework, whereby Extraversion or the GFP provides a rough initial approximation, but composites of domains and facets provide progressively better representations.
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Affiliation(s)
- Jeromy Anglim
- School of Psychology, Deakin University, Geelong, Victoria, Australia
| | - Gavin Morse
- School of Psychology, Deakin University, Geelong, Victoria, Australia
| | - Patrick D Dunlop
- Future of Work Institute, Faculty of Business and Law, Curtin University, Bentley, Western Australia, Australia
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Bouckenooghe D, M. Schwarz G, Minbashian A. Herscovitch and Meyer’s Three-Component model of commitment to change: Meta-analytic findings. European Journal of Work and Organizational Psychology 2014. [DOI: 10.1080/1359432x.2014.963059] [Citation(s) in RCA: 26] [Impact Index Per Article: 2.6] [Reference Citation Analysis] [What about the content of this article? (0)] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/24/2022]
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Do MH, Minbashian A. A meta-analytic examination of the effects of the agentic and affiliative aspects of extraversion on leadership outcomes. The Leadership Quarterly 2014. [DOI: 10.1016/j.leaqua.2014.04.004] [Citation(s) in RCA: 23] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/24/2022]
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Abstract
Previous research on within-person variability in performance has largely examined short-term fluctuations and long-term changes in performance separately. The present study proposes a model-based on the cognitive-affective personality system meta--theory (Mischel & Shoda, 1995)--that integrates short-term and long-term performance variability within the 1 framework. Key propositions of the model include that short-term performance fluctuations are contingent on variability in situational cues and that situational cue-performance contingencies change over time. To test the propositions, performance data for 393 professional male tennis players were analyzed using hierarchical linear modeling. The results showed that 2 types of situational cues--resource allocation cues and task complexity--interact in complex ways to account for short-term performance variability. Moreover, as predicted, the contingency of performance on the situational cues changed over time, highlighting the importance of an integrated approach to short-term and long-term performance variability. The implications of these findings are discussed for studies of performance at work and practical applications that managers can employ to increase work performance. Furthermore, parallels are drawn with previous studies from the broader literature on dynamic job performance.
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Beckmann N, Beckmann JF, Minbashian A, Birney DP. In the heat of the moment: On the effect of state neuroticism on task performance. Personality and Individual Differences 2013. [DOI: 10.1016/j.paid.2012.10.022] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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Abstract
We predict real-time fluctuations in employees' positive and negative emotions from concurrent appraisals of the immediate task situation and individual differences in performance goal orientation. Task confidence, task importance, positive emotions, and negative emotions were assessed 5 times per day for 3 weeks in an experience sampling study of 135 managers. At the within-person level, appraisals of task confidence, task importance, and their interaction predicted momentary positive and negative emotions as hypothesized. Dispositional performance goal orientation was expected to moderate emotional reactivity to appraisals of task confidence and task importance. The hypothesized relationships were significant in the case of appraisals of task importance. Those high on performance goal orientation reacted to appraisals of task importance with stronger negative and weaker positive emotions than those low on performance goal orientation.
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Affiliation(s)
- Cynthia D Fisher
- Faculty of Business, Bond University, Gold Coast, Queensland, Australia.
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Beckmann N, Wood RE, Minbashian A, Tabernero C. Small group learning: Do group members' implicit theories of ability make a difference? Learning and Individual Differences 2012. [DOI: 10.1016/j.lindif.2012.06.007] [Citation(s) in RCA: 9] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [What about the content of this article? (0)] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/28/2022]
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Abstract
The present study examined the viability of incorporating task-contingent units into the study of personality at work, using conscientiousness as an illustrative example. We used experience-sampling data from 123 managers to show that (a) momentary conscientiousness at work is contingent on the difficulty and urgency demands of the tasks people are engaged in, (b) there are significant and stable differences between people in the extent to which their conscientiousness behaviors are contingent on task demands, and (c) individual differences in task-contingent conscientiousness are related to, though distinct from, individual differences in trait conscientiousness. We also provide evidence in relation to (a) need for cognition as a possible antecedent of task-contingent conscientiousness and (b) adaptive performance on a cognitive task as a possible consequence of it. We discuss the theoretical implications of our findings for the cognitive nature of personality and the way in which conscientiousness is expressed at work. Practical implications in relation to the predictive function of personality and applications that focus on behavioral change are also discussed.
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Affiliation(s)
- Amirali Minbashian
- Accelerated Learning Laboratory, Australian School of Business, University of New South Wales, Sydney NSW 2052, Australia.
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Minbashian A, Bright JEH, Bird KD. Complexity in the relationships among the subdimensions of extraversion and job performance in managerial occupations. Journal of Occupational and Organizational Psychology 2010. [DOI: 10.1348/096317908x371097] [Citation(s) in RCA: 14] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/12/2022]
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Beckmann N, Wood RE, Minbashian A. It depends how you look at it: On the relationship between neuroticism and conscientiousness at the within- and the between-person levels of analysis. Journal of Research in Personality 2010. [DOI: 10.1016/j.jrp.2010.07.004] [Citation(s) in RCA: 32] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
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Minbashian A, Bright JEH, Bird KD. A Comparison of Artificial Neural Networks and Multiple Regression in the Context of Research on Personality and Work Performance. Organizational Research Methods 2009. [DOI: 10.1177/1094428109335658] [Citation(s) in RCA: 20] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
The current study provides an exposition of artificial neural network (ANN) methodology in the context of research on personality and work performance. We demonstrate some of the benefits and limitations of this methodology relative to multiple regression (MR) for conducting exploratory research. Using three data sets that each contained personality scores and measures of work performance, we compared the predictive accuracy of ANNs to both simple and complex MR equations. Across the three data sets, the neural networks performed as well or better than the MR equations on a relational measure of predictive accuracy but performed no better than the simplest regression equations on an absolute measure of predictive accuracy. Furthermore, through a combination of sensitivity analysis and graphical representations, we were able to identify the specific configural and nonlinear relationships that accounted for the superior performance of the neural networks with respect to the relational measure. The implications of the findings for researchers interested in applying ANNs to study organizational behavior are discussed.
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Gabbett T, Minbashian A, Finch C. Influence of environmental and ground conditions on injury risk in rugby league. J Sci Med Sport 2007; 10:211-8. [PMID: 17336152 DOI: 10.1016/j.jsams.2006.11.003] [Citation(s) in RCA: 15] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/13/2006] [Revised: 11/09/2006] [Accepted: 11/11/2006] [Indexed: 10/23/2022]
Abstract
While the theoretical basis for a relationship between ground and environmental conditions and injury in rugby league is compelling, corroborative research is far from substantive. This study investigated the relationship between environmental and ground conditions and injury risk in 156 semi-professional rugby league players. Injuries were prospectively recorded from 157 training sessions and 137 competitive matches played over two consecutive competitive seasons. Daily weather variables (maximum and minimum temperature, relative humidity, and rainfall) were recorded, while ground conditions were subjectively rated as heavy, slippery, firm, or hard. Regression analysis was conducted to examine the independent effects of the environmental variables, ground condition, session type (training, match), and the interaction between ground condition and session type on injury. Higher temperatures, greater humidity, and greater levels of rainfall were all associated (p<.05) with softer ground conditions. A higher 365-day rainfall was associated with fewer injuries. Both the number of injuries and injury rate were higher in matches than in training sessions and when ground conditions were harder. For both number of injuries and injury rate, there was a statistically significant interaction between ground condition and session type, with harder ground conditions resulting in a higher injury rate in matches, but not training sessions. In conclusion, in rugby league, ground conditions do not influence training injuries, however, both harder ground conditions and less rainfall are associated with a greater number of match injuries.
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Affiliation(s)
- Tim Gabbett
- Queensland Academy of Sport, Queensland, Australia.
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