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Györkös, Christina

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Györkös, Christina
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https://libra.unine.ch/handle/123456789/954

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  • Publication
    Accès libre
    Influence of Individual Characteristics on Work Engagement and Job Stress in a Sample of National and Foreign Workers in Switzerland
    Pocnet, Cornelia
    ;
    Antonietti, Jean-Philippe
    ;
    Massoudi, Koorosh
    ;
    Györkös, Christina 
    ;
    Becker, Jurgen
    ;
    de Bruin, Gideon P
    ;
    Rossier, Jérôme
    In most Western postindustrial societies today, the population is aging, businesses are faced with global integration, and important migration flows are taking place. Increasingly work organizations are hiring crossnational and multicultural workteams. In this situation it is important to understand the influence of certain individual and cultural characteristics on the process of professional integration. The present study explores the links between personality traits, demographic characteristics (age, sex, education, income, and nationality), work engagement, and job stress. The sample consisted of 618 persons, including 394 Swiss workers (200 women, 194 men) and 224 foreigners living and working in Switzerland (117 women, 107 men). Each participant completed the NEO-FFI, the UWES, and the GWSS questionnaires. Our results show an interaction between age and nationality with respect to work engagement and general job stress. The levels of work engagement and job stress appear to increase with age among national workers, whereas they decrease among foreign workers. In addition, work engagement was negatively associated with Neuroticism and positively associated with the other four personality dimensions. Finally, job stress was positively associated with Neuroticism and Conscientiousness, and negatively associated with Extraversion. However, the strength of these relationships appeared to vary according to the worker’s nationality, age, sex, education, and income.
  • Publication
    Accès libre
    The Impact of Personality and Culture on the Job Demands-Control Model of Job Stress
    Györkös, Christina 
    ;
    Becker, Jurgen
    ;
    Massoudi, Koorosh
    ;
    de Bruin, Gideon P
    ;
    Rossier, Jérôme
    Among the various work stress models, one of the most popular has been the job demands-control (JDC) model developed by Karasek (1979), which postulates that work-related strain is highest under work conditions characterized by high demands and low autonomy. The absence of social support at work further increases negative outcomes. This model, however, does not apply equally to all individuals and to all cultures. This review demonstrates how various individual characteristics, especially some personality dimensions, influence the JDC model and could thus be considered buffering or moderator factors. Moreover, we review how the cultural context impacts this model as suggested by results obtained in European, American, and Asian contexts. Yet there are almost no data from Africa or South America. More crosscultural studies including populations from these continents would be valuable for a better understanding of the impact of the cultural context on the JDC model.
  • Publication
    Accès libre
    Validation of the French Utrecht Work Engagement Scale and its relationship with personality traits and impulsivity
    Zecca, G
    ;
    Györkös, Christina 
    ;
    Becker, Jurgen
    ;
    Massoudi, Koorosh
    ;
    de Bruin, Gideon P
    ;
    Rossier, Jérôme
    L’engagement au travail est un état d’esprit positif en lien avec le travail qui se caractérise par de la vigueur, du dévouement et de l’absorption. Cet état se mesure à l’aide de l’Échelle d’Engagement au Travail d’Utrecht (UWES), qui possède de bonnes propriétés psychométriques dans différentes catégories professionnelles et dans différentes langues. Nous soutenons l’idée que certains individus auraient plus facilement tendance à expérimenter un état d’engagement au travail que d’autres, suggérant que des tendances individuelles stables pourraient être associées à cet état d’esprit. Cet article a pour but de: (1) présenter les propriétés psychométriques de la version française de l’Échelle d’Engagement au Travail d’Utrecht (UWES-9 et UWES-17), et (2) d’évaluer si l’engagement au travail peut être prédit par les traits de personnalité et l’impulsivité. Dans ce cadre, 661 travailleurs (Mage = 40,86, SDage = 12,35) ont été recrutés dans une région francophone de la Suisse et une région française à la frontière de la Suisse. Deux cent onze sujets ont répondu à l’UWES-17, au Questionnaire de Personnalité de Zuckerman-Kuhlman-Aluja (ZKA-PQ) et à l’Échelle de Comportements Impulsifs UPPS (UPPS), et 450 sujets à l’UWES-9 et à l’Inventaire révisé de Personnalité NEO-FFI-R (NEO-FFI-R). Les résultats indiquent que la version à 9 items de l’UWES présente de meilleures propriétés psychométriques que la version à 17 items. Par ailleurs, les individus qui sont actifs, consciencieux, émotionnellement stables et extravertis ont plus tendance à expérimenter un état d’engagement au travail que les autres. Dès lors, les recherches futures devraient tenir compte de la manière dont les caractéristiques personnelles interagissent avec les conditions de travail et de l’impact de cette interaction sur l’engagement au travail., Introduction. – Work engagement is a positive state of mind related to work, characterized by vigor, dedication, and absorption. It is measured through the Utrecht Work Engagement Scale (UWES), which has shown good psychometric properties across occupational types and languages. Besides, some individuals may more easily experience work engagement than others, suggesting that individual stable tendencies could predict this state of mind.
    Objectives. – In this article, we aim to: (1) present the psychometric properties of the French versions of the Utrecht Work Engagement Scale (UWES-9 and UWES-17), and (2) assess whether work engagement can be associated with personality traits and impulsivity.
    Method. – For this purpose, 661 French-speaking workers (Mage= 40.86, SDage= 12.35) were recruited in the French-speaking part of Switzerland. Two hundred and eleven subjects responded to the UWES-17,the Zuckerman-Kuhlman-Aluja Personality Questionnaire (ZKA-PQ) and the UPPS Impulsive Behaviour Scale (UPPS), and 450 subjects responded to the UWES-9 and the NEO-Five-Factor Inventory Revised(NEO-FFI-R).
    Results. – Results showed that UWES-9 reached better psychometric properties than UWES-17. Moreover, it appeared that individuals who were active, conscientious, emotionally stable, and extroverted were more prone to experience work engagement than others.
    Discussion. – Thus, the path to experiencing work engagement seems to differ as a function of personal stable characteristics. Further studies should analyse how personal characteristics interact with working conditions in determining work engagement.
  • Publication
    Accès libre
    Sense of coherence and job characteristics in predicting burnout in a South African sample
    Johnston, Claire S
    ;
    de Bruin, Gideon P
    ;
    Geldenhuys, Madelyn
    ;
    Györkös, Christina 
    ;
    Massoudi, Koorosh
    ;
    Rossier, Jérôme
    Orientation: Research that considers the effects of individual characteristics and job characteristics jointly in burnout is necessary, especially when one considers the possibility of curvilinear relationships between job characteristics and burnout.
    Research purpose: This study examines the contribution of sense of coherence (SOC) and job characteristics to predicting burnout by considering direct and moderating effects.
    Motivation for this study: Understanding the relationships of individual and job characteristics with burnout is necessary for preventing burnout. It also informs the design of interventions.
    Research design, approach and method: The participants were 632 working adults (57% female) in South Africa. The measures included the Job Content Questionnaire, the Sense of Coherence Questionnaire and the Maslach Burnout Inventory. The authors analysed the data using hierarchical multiple regression with the enter method.
    Main findings: Job characteristics and SOC show the expected direct effects on burnout. SOC has a direct negative effect on burnout. Job demands and supervisor social support show non-linear relationships with burnout. SOC moderates the effect of demands on burnout and has a protective function so that the demands-burnout relationship differs for those with high and low SOC.
    Practical/managerial implications: The types of effects, the shape of the stressor-strain relationship and the different contributions of individual and job characteristics have implications for designing interventions.
    Contribution/value add: SOC functions differently when combined with demands, control and support. These different effects suggest that it is not merely the presence or absence of a job characteristic that is important for well-being outcomes but how people respond to its presence or absence.