van Casteren Patricia A J, Meerman Jan, Brouwers Evelien P M, van Dam Arno, van der Klink Jac J L
Tilburg School of Social and Behavioral Sciences / Tranzo, Postbus 90153, 5000, Tilburg, LE, Netherlands.
North West University, Optentia, Vanderbijlpark, South Africa.
BMC Public Health. 2021 Feb 23;21(1):392. doi: 10.1186/s12889-021-10413-8.
Being gifted with a very high IQ (> 98 percentile) can provide an advantage in the occupational context but can also come with its` own specific challenges. Where some studies found higher than average levels of wellbeing at work and successful careers amongst the gifted, other studies report boredom and less job satisfaction. This poses the question what gifted people value in work, and which factors are associated with the achievement of valued work related outcomes, wellbeing and sustainable employability. In this study these questions were explored using the value driven capability approach as a theoretical framework.
A qualitative approach was chosen and 16 in-depth semi-structured interviews with gifted workers (IQ > 130) were conducted. The transcripts were analysed using a reflexive thematic analysis aimed at identifying the work related outcomes participants aspired to achieve and the contextual and personal factors that affected the actualisation of these outcomes.
Participants placed great value on the opportunity to learn, to use their knowledge and skills, and tended to have high ethical standards. If realized, these values contributed to wellbeing whereas if not fulfilled, this often resulted in frustration and sadness. The most important personal factors associated with wellbeing at work and sustainable employability were the level of organizational awareness, self-knowledge, a willingness to compromise, and fear of stigmatisation. Contextually a facilitating leadership style of managers was important, allowing the worker autonomy and decision latitude. Socially, participants enjoyed others as sparring partners but often had an aversion to small talk which could lead to social avoidance and loneliness.
If gifted workers managed (to get) what they valued in work, this was associated with wellbeing and sustainable employment Coaching aimed at improving organizational awareness, specific social skills (e.g. small talk, adaptability) and understanding their own cognitive processes could be valuable. The application of an autonomy supporting facilitative leadership style by supervisors would be beneficial. Further research should try to confirm the findings using quantitative methods and needs to examine more closely the impact of stigmatisation and leadership styles.
拥有极高智商（>98百分位）在职业环境中可能具有优势，但也会带来其自身特定的挑战。一些研究发现，天才群体在工作中的幸福感水平高于平均水平且职业成功，而其他研究则报告了他们的无聊感和较低的工作满意度。这就提出了一个问题，即天才群体在工作中看重什么，以及哪些因素与实现有价值的工作相关成果、幸福感和可持续就业能力有关。在本研究中，使用价值驱动能力方法作为理论框架对这些问题进行了探讨。
选择了定性研究方法，对16名天才工作者（智商>130）进行了深入的半结构化访谈。使用反思性主题分析对访谈记录进行分析，旨在确定参与者渴望实现的与工作相关的成果以及影响这些成果实现的背景和个人因素。
参与者非常重视学习机会、运用他们的知识和技能，并且往往具有很高的道德标准。如果这些价值观得以实现，会有助于幸福感，而如果未得到满足，往往会导致沮丧和悲伤。与工作中的幸福感和可持续就业能力相关的最重要个人因素是组织意识水平、自我认知、妥协意愿和对被污名化的恐惧。在背景方面，管理者的促进型领导风格很重要，给予员工自主权和决策自由度。在社交方面，参与者喜欢他人作为切磋伙伴，但往往厌恶闲聊，这可能导致社交回避和孤独感。
如果天才工作者能够在工作中获得他们所看重的东西，这与幸福感和可持续就业相关。旨在提高组织意识、特定社交技能（如闲聊、适应能力）以及理解自身认知过程的辅导可能会有价值。管理者采用支持自主权的促进型领导风格会有益处。进一步的研究应尝试使用定量方法来证实这些发现，并且需要更仔细地研究污名化和领导风格的影响。
