Törnroos Maria, Hintsanen Mirka, Hintsa Taina, Jokela Markus, Pulkki-Råback Laura, Hutri-Kähönen Nina, Keltikangas-Järvinen Liisa
IBS, Unit of Personality, Work and Health Psychology.
J Occup Health Psychol. 2013 Oct;18(4):492-500. doi: 10.1037/a0033987.
This study examined the association between Five-Factor Model personality traits and perceived job strain. The sample consisted of 758 women and 614 men (aged 30-45 years in 2007) participating in the Young Finns study. Personality was assessed with the Neuroticism, Extraversion, Openness, Five-Factor Inventory (NEO-FFI) questionnaire and work stress according to Karasek's demand-control model of job strain. The associations between personality traits and job strain and its components were measured by linear regression analyses where the traits were first entered individually and then simultaneously. The results for the associations between individually entered personality traits showed that high neuroticism, low extraversion, low openness, low conscientiousness, and low agreeableness were associated with high job strain. High neuroticism, high openness, and low agreeableness were related to high demands, whereas high neuroticism, low extraversion, low openness, low conscientiousness, and low agreeableness were associated with low control. In the analyses for the simultaneously entered traits, high neuroticism, low openness, and low conscientiousness were associated with high job strain. In addition, high neuroticism was related to high demands and low control, whereas low extraversion was related to low demands and low control. Low openness and low conscientiousness were also related to low control. This study suggests that personality is related to perceived job strain. Perceptions of work stressors and decision latitude are not only indicators of structural aspects of work but also indicate that there are individual differences in how individuals experience their work environment.
本研究考察了五因素模型人格特质与感知到的工作压力之间的关联。样本由参与“年轻芬兰人研究”的758名女性和614名男性（2007年年龄在30 - 45岁之间）组成。使用神经质、外向性、开放性、五因素问卷（NEO - FFI）对人格进行评估，并根据Karasek的工作压力需求 - 控制模型评估工作压力。通过线性回归分析测量人格特质与工作压力及其组成部分之间的关联，其中特质先单独输入，然后同时输入。单独输入人格特质之间关联的结果表明，高神经质、低外向性、低开放性、低尽责性和低宜人性与高工作压力相关。高神经质、高开放性和低宜人性与高需求相关，而高神经质、低外向性、低开放性、低尽责性和低宜人性与低控制感相关。在同时输入特质的分析中，高神经质、低开放性和低尽责性与高工作压力相关。此外，高神经质与高需求和低控制感相关，而低外向性与低需求和低控制感相关。低开放性和低尽责性也与低控制感相关。本研究表明，人格与感知到的工作压力相关。对工作压力源和决策自由度的认知不仅是工作结构方面的指标，还表明个体在体验工作环境的方式上存在个体差异。
