Employees' personality architecture matters at work: predicting motivation and well-being

Personality plays a significant role in the workplace, and organizations need to take this into consideration when making decisions about hiring, task design, and creating a positive work environment. However, there is no universally agreed personality model or theory. Instead, there are interindividual (between-person differences) and intraindividual (within-person dynamics) perspectives on personality, which provide different insights each. The combination of both interindividual differences and intraindividual dynamics is referred to as personality architecture, with Personality Systems Interaction (PSI) theory (Kuhl, 2001) being a prominent example. PSI theory proposes seven sources of motivation that interact in shaping employees' experiences and behaviors. The purpose of this cumulative dissertation is to address how personality architecture relates to motivation and well-being at work. The results indicate that interindividual and intraindividual differences in personality architecture predict motivation and well-being at work. The dissertation provides new insights into the development of motivation and well-being at work and stresses the importance of dealing with negative experiences to become more competent

Overlap in Meaning Is a Stronger Predictor of Semantic Activation in GPT-3 Than in Humans

Modern large language models generate texts that are virtually indistinguishable from those written by humans and achieve near-human performance in comprehension and reasoning tests. Yet, their complexity makes it difficult to explain and predict their functioning. We examined a state-of-the-art language model (GPT-3) using lexical decision tasks widely used to study the structure of semantic memory in humans. The results of four analyses showed that GPT-3’s patterns of semantic activation are broadly similar to those observed in humans, showing significantly higher semantic activation in related (e.g., “lime–lemon”) word pairs than in other-related (e.g., “sour–lemon”) or unrelated (e.g., “tourist–lemon”) word pairs. Yet, GPT-3’s semantic activation is better predicted by similarity in words’ meaning (i.e., semantic similarity) rather than their co-occurrence in the language (i.e., associative similarity). This suggests that GPT-3’s semantic network is organized around word meaning rather than their co-occurrence in text

Overlap in meaning is a stronger predictor of semantic activation in GPT-3 than in humans

Abstract Modern large language models generate texts that are virtually indistinguishable from those written by humans and achieve near-human performance in comprehension and reasoning tests. Yet, their complexity makes it difficult to explain and predict their functioning. We examined a state-of-the-art language model (GPT-3) using lexical decision tasks widely used to study the structure of semantic memory in humans. The results of four analyses showed that GPT-3’s patterns of semantic activation are broadly similar to those observed in humans, showing significantly higher semantic activation in related (e.g., “lime–lemon”) word pairs than in other-related (e.g., “sour–lemon”) or unrelated (e.g., “tourist–lemon”) word pairs. However, there are also significant differences between GPT-3 and humans. GPT-3’s semantic activation is better predicted by similarity in words’ meaning (i.e., semantic similarity) rather than their co-occurrence in the language (i.e., associative similarity). This suggests that GPT-3’s semantic network is organized around word meaning rather than their co-occurrence in text

How achievement motive enactment shapes daily flow experience and work engagement: The interplay of personality systems

In the present study, we examined how different forms of achievement motive interact to predict daily flow experience and work engagement. In particular, we conducted two diary studies to examine the main and interaction effects of motive enactment via extension memory (a macrosystem that enables holistic and experience-based information processing) and via the object recognition system (an alert-oriented macrosystem). In study 1, in line with personality systems interaction (PSI) theory, we found that motive enactment via extension memory fosters both day-specific flow and work engagement, whereas the conjunction of both forms of motive enactment has beneficial effects on flow and work engagement (two-way interaction). In study 2, we found that role clarity moderates the interaction of the two forms of enactment, indicating that the two-way interaction occurs when role clarity is low. Our results imply that the interplay of different dispositional forms of achievement motive enactment shapes how employees experience flow and engagement

Overlap in Meaning Is a Stronger Predictor of Semantic Activation in GPT-3 Than in Humans

This repository contains the manuscript, R/Python code, and datasets for the paper titled "Overlap in Meaning Is a Stronger Predictor of Semantic Activation in GPT-3 Than in Humans

COVID-19 Pandemic and Personality: Agreeable People Are More Stressed by the Feeling of Missing

The COVID-19 pandemic and the measures taken to contain it have substantial consequences for many people, resulting in negative effects on individual well-being and mental health. In the current study, we examined whether individual changes in perceived stress relative to pre-pandemic levels depended on differences in behavior, appraisal, and experience of pandemic-related constraints. In addition, we tested whether this potential relationship was moderated by personality traits. We conducted an online survey during the end of the first lockdown in Germany in spring 2020, and assessed pandemic-related individual consequences as well as perceived stress. These data were related to the big five personality traits and to ratings of perceived stress obtained from the same participants in a study conducted before the outbreak of the pandemic, using the same standardized stress questionnaires. There was no overall increase, but a large interindividual variety in perceived stress relative to pre-pandemic levels. Increased stress was associated especially with strong feelings of missing. This relationship was moderated by agreeableness, with more agreeable people showing a higher association of the feeling of missing and the increase of perceived stress. In addition, openness and conscientiousness were positively correlated with an increase in stress. The results highlight the importance of considering personality and individual appraisals when examining the consequences of the COVID-19 pandemic on perceived stress and well-being

The Advances of Immersive Virtual Reality Interventions for the Enhancement of Stress Management and Relaxation among Healthy Adults: A Systematic Review

The rapid changes in human contacts due to the COVID-19 crisis have not only posed a huge burden on the population’s health but may have also increased the demand for evidence-based psychological programs delivered through digital technology. A systematic review, following the “Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA)” guidelines, was therefore conducted to explore the advances in stress management interventions utilizing VR and suggest up-to-date directions for future practice. The relevant literature was screened and the search resulted in 22,312 records, of which 16 studies were considered for analysis. The Methodological Index for Non-Randomized Studies (MINORS) was also employed to assess the quality of the included studies. The results suggest that VR-based interventions can facilitate positive changes in subjective stress levels and stress-related biomarkers. However, special attention should be paid to the development of rigorous VR protocols that embrace natural elements and concepts deriving from traditional treatment approaches, such as cognitive behavioral therapy techniques. Overall, this review aims to empower future researchers to grasp the opportunity that the COVID-19 pandemic generated and utilize digital technologies for strengthening individuals’ mental health. Future projects need to conduct large-scale VR studies to evaluate their effectiveness compared to other mental health interventions

Capturing Interactive Work for Nurses—First Validation of the German IWDS-N as a Multidimensional Measure

The theoretical framework of interactive work provides a multi-dimensional perspective on the interpersonal demands of nurses in nurse–patient interactions. It is defined by four dimensions: emotional labor directed to the self and others, cooperative work, and subjective acting. While the framework stems from qualitative research, the aim of the current study is to translate it into a quantitative scale to enable measurement of the high interpersonal demands that so often remain implicit. For this reason, we conducted an online survey study (N = 157; 130 women, 25 men, 2 divers) among professional nurses in Germany (spring 2021) to test the derived items and subscales concerning interactive work, which resulted in a 4-factor model that was verified with confirmatory factor analysis (CFA). The survey further captured additional information on established constructs concerning job-related well-being (e.g., burn out, meaningfulness), job characteristics (e.g., work interruptions, time pressure) and individual resources (coping strategies) that are supposed to correlate with interactive work demand scales for nurses (IWDS-N), to determine the quantitative nature of their relations. The results show that the subscales of the IWDS-N have adverse effects on indicators of work-related well-being. Moreover, negative job characteristics, such as time pressure, are positively correlated with subscales of the IWDS-N and are therefore problem-focused coping strategies as an individual resource. The results emphasize that a multidimensional consideration of self-regulatory processes is useful to capture the subtle and complex nature of the interactive work demands of nurses. The current study is the first that developed a quantitative, multi-dimensional measure for interactive work demands, which can help make implicit demands in service work explicit

Having to Work from Home: Basic Needs, Well-Being, and Motivation

During the COVID-19 pandemic, many employees were asked to start working from home for an extended time. The current study investigated how well employees worked and felt in this novel situation by following n = 199 German employees—56% of them female, 24% with childcare duties—over the course of two working weeks in which they reported once daily on their well-being (PANAS-20, detachment) and motivation (work engagement, flow). Participants reported on organizational and personal resources (emotional exhaustion, emotion regulation, segmentation preference, role clarity, job control, social support). Importantly, they indicated how well their work-related basic needs, i.e., autonomy, competence, and relatedness, were met when working from home and how these needs had been met in the office. Multilevel models of growth showed that work engagement, flow, affect and detachment were on average positive and improving over the two weeks in study. Higher competence need satisfaction predicted better daily work engagement, flow, and affect. In a network model, we explored associations and dynamics between daily variables. Overall, the results suggest that people adapted well to the novel situation, with their motivation and well-being indicators showing adequate levels and increasing trajectories. Avenues for improving work from home are job control and social support