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Related Concept Videos

Self-Report Tests of Personality01:22

Self-Report Tests of Personality

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Self-report inventories are objective personality assessments that use multiple-choice items or numbered scales, typically ranging from 1 (strongly disagree) to 5 (strongly agree). They are often called Likert scales after Rensis Likert. These inventories are widely used due to their ease of administration and cost-effectiveness. One of the most prominent examples is the Minnesota Multiphasic Personality Inventory (MMPI), initially developed in the 1940s to assess abnormal personality traits.
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Self-Evaluation Maintenance Model01:29

Self-Evaluation Maintenance Model

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The Self-Evaluation Maintenance (SEM) model offers a psychological framework to understand how individuals’ self-esteem is influenced by the achievements of others, particularly those with whom they share close personal bonds. The SEM model operates when personal rather than social identity guides individuals. Central to this model is the notion that individuals have an inherent desire to preserve a favorable self-image, which is continuously shaped by interpersonal comparisons and...
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Sources of Self-Esteem II: Performance Feedback01:24

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Self-esteem is intricately tied to our perception of competence and our ability to exert control over our lives. One of the primary sources of this perception is performance feedback — the ongoing evaluation of our actions in terms of success and failure. According to Franks and Marolla (1976), people derive self-worth from experiencing themselves as causal agents, capable of achieving goals and overcoming obstacles. This process nurtures a critical component of self-esteem:...
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Halo Effect01:27

Halo Effect

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The halo effect is a cognitive bias in which an individual's overall impression influences judgments about their specific traits. This psychological phenomenon leads people to associate positive characteristics with those they perceive as generally good and negative characteristics with those they view as bad. This effect is particularly influential in social perception, professional evaluations, and decision-making processes.The Psychological Basis of the Halo EffectThe halo effect is rooted...
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Strategies of Self-Presentation III: Self-Monitoring01:24

Strategies of Self-Presentation III: Self-Monitoring

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Self-monitoring is a central construct in understanding individual differences in self-presentation strategies across social contexts. It refers to how individuals observe, regulate, and control their expressive behavior and self-presentation following situational cues. Self-monitoring reflects a person's sensitivity to social appropriateness and willingness to adapt behavior to fit varying interpersonal demands.High vs. Low Self-Monitoring IndividualsIndividuals high in self-monitoring are...
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Optimal Arousal Theory01:23

Optimal Arousal Theory

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The optimal arousal theory suggests that performance is maximized when an individual experiences a moderate level of arousal. This theory is closely tied to the Yerkes-Dodson law, which illustrates an inverted U-shaped relationship between arousal and performance. The law, formulated by psychologists Robert Yerkes and John Dodson, implies an ideal arousal level for optimal performance, and deviations from this level can lead to declines in effectiveness.
Inverted U-Shaped Performance Curve
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Applying an eMASS Customization Program as a Research Tool to Evaluate Consumer Benefits
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Employee Sustainable Performance (E-SuPer): Theoretical Conceptualization, Scale Development, and Psychometric

Tianchang Ji1, Jan de Jonge1,2, Maria C W Peeters1,2

  • 1Department of Social, Health and Organisational Psychology, Utrecht University, P.O. Box 80140, NL-3508 Utrecht, The Netherlands.

International Journal of Environmental Research and Public Health
|October 13, 2021
PubMed
Summary
This summary is machine-generated.

This study introduces the Employee Sustainable Performance (E-SuPer) instrument to measure how employees achieve work goals while maintaining well-being. The E-SuPer demonstrates good reliability and validity for assessing sustainable employee performance.

Keywords:
counterproductive work behavioremployee sustainable performanceemployee vitalitypsychometricsscale developmentwork performance

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Area of Science:

  • Organizational Psychology
  • Human Resource Management
  • Occupational Health Psychology

Background:

  • Employee sustainable performance lacks clear academic conceptualization and empirical tools.
  • Existing literature primarily focuses on practitioner insights rather than rigorous academic research.
  • There is a need for a validated instrument to measure sustainable employee performance.

Purpose of the Study:

  • To define and operationalize employee sustainable performance.
  • To introduce and validate the Employee Sustainable Performance (E-SuPer) instrument.
  • To examine the psychometric properties of the E-SuPer instrument.

Main Methods:

  • Development of the E-SuPer instrument based on a defined conceptualization.
  • Two cross-sectional survey studies with samples of 153 and 160 employees.
  • Psychometric testing including factorial validity, internal consistency, and discriminant/concurrent validity.

Main Results:

  • The E-SuPer instrument comprises a single, ten-item general factor with strong internal consistency.
  • Factorial, discriminant, and concurrent validity were confirmed across two independent samples.
  • The instrument showed promising results in relation to task performance, counterproductive work behavior, and employee vitality.

Conclusions:

  • The E-SuPer instrument is a psychometrically sound tool for measuring employee sustainable performance.
  • The findings support the conceptualization of employee sustainable performance as a regulatory process.
  • The study provides a foundation for future research and practical applications in sustainable work practices.