远程办公中人格、幸福感和感恩的关系

Christina D. Patitsa, Kyriaki Sotiropoulou, Venetia Giannakouli, Panagiotis A. Tsaknis, Alexandros G. Sahinidis
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引用次数: 0

摘要

在2019冠状病毒病大流行期间,远程办公有所增加,并且仍然是一种主要的工作方式,其比例高于疫情前。在过去的三年中,员工从事各种形式、类型和程度的远程工作。远程办公的经历对员工的幸福感既有积极的影响,也有消极的影响。人格特质似乎也在远程工作环境中的员工敬业度中发挥着重要作用(Clark et al., 2012)。此外,另一个重要因素,感恩,被认为是工作环境中积极主观幸福感(SWB)的关键预测因素(Datu et al., 2022)。为此,本研究考察了五大人格特质与远程工作者幸福感的关系,以及它们对感恩的直接和间接影响。为了检验可能的预测因素,230名远程工作者完成了一份在线问卷。通过通径分析来检验变量之间的关系。结果表明,不同的人格类型可能会影响员工对远程办公的态度,并在决定远程办公主观幸福感方面发挥重要作用。具体而言,严谨性、外向性和亲和性与远程工作的积极感受相关,且具有统计学意义,而神经质则与远程工作的低幸福感相关。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
The relationship between personality, well-being, and gratitude in teleworking
Teleworking increased during the COVID-19 pandemic and continues to be a major working practice at a higher rate than before the pandemic. Over the past three years, employees have engaged in various forms, types, and extents of telework. Experiences with telework have had both positive and negative effects on employees’ well-being. Personality traits also appear to play a significant role in employee engagement in a telework environment (Clark et al., 2012). In addition, another important factor, gratitude, is considered to be a crucial predictor of positive subjective well-being (SWB) in the work context (Datu et al., 2022). To this end, the present study examined the relationship between Big Five personality traits and teleworkers’ well-being as well as their direct and indirect effects on gratitude. To examine possible predictors, 230 teleworkers completed an online questionnaire. A path analysis was conducted to test the relationships among variables. The results show that different personality types may influence employees’ attitudes toward telework and could play an important role in determining subjective well-being in teleworking. Specifically, conscientiousness, extraversion, and agreeableness were found to be correlated with a positive and statistically significant impact of positive feelings toward telework, whereas neuroticism was associated with lower well-being toward telework.
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