Personality Organization Research Articles

Effective Participation in the International Monitoring of the UNCRPD? The Experience of the Disability Movement from Three Case Studies in Europe

This article seeks to clarify the normative framework for the participation of organisations of persons with disabilities (OPDs) derived from Articles 4(3) and 33 of the UNCRPD, and to explore how OPDs have participated in the UNCRPD State reporting process in three case studies: Denmark, Hungary and France. The research draws on legal and qualitative research methods based on document analysis and interviews from the perspectives of OPDs, UN experts, and other stakeholders. It aims to contribute to the limited empirical research on the participation of European OPDs in the international monitoring of the UNCRPD. After discussing the experience and impact of these OPDs on the UN level, the article identifies the contributing factors and main challenges that have affected their effective participation in the context of EU countries.

Relationship Between Job Embeddedness and Employee Work Engagement with Leader-Member Exchange and Person–Organization Fit as Predictors: Evidence from North Sumatra

Purpose – This research aimed to analyze relationship between leader-member exchange, person-organization fit, and perceived organizational support on employee work engagement. Methodology – The samples comprised 200 civil servants in North Sumatra Province. Data were collected from an online survey using a 5-point Likert scale following a non-probability with a purposive sampling method. Data obtained were analyzed using Smart-PLS through Structural Equation Modeling (SEM). Findings – The results showed that job embeddedness, person-organization fit, and perceived organizational support significantly affected employee work engagement, while leader-member exchange did not have a significant effect. Originality – This research contributed significantly to the literature on work engagement of civil servants in North Sumatra Province. Although the literature on work engagement has developed significantly, research that specifically pays attention to the population of civil servants in this area is limited. The results provide a deeper understanding of the factors influencing work engagement, offering insights into the unique local context and specific characteristics that may affect relationship between the variables.

Личностные факторы, способствующие формированию идентичности у лиц из дисфункциональных семей

A sense of one's own identity is the main factor in the harmonious development of a personality. A person's identity is formed in the process of social development of personality and is largely determined by the object relationships that develop in the family. In daily clinical practice, psychologists are increasingly confronted with the borderline personality structure that manifests itself in clients, and borderline personality organization is closely related to the problem of Ego strength and identity. Although the issue of identity has been studied quite deeply, the relationship between family well-being and the identity of a mature person has not been studied enough. Especially little attention is paid to the formation of identity in children from disadvantaged families. The purpose of this study is to identify the factors contributing to the formation of identity in children from disadvantaged families. The article presents the results of an empirical study that showed that people from disadvantaged families have not formed an identity. Correlation analysis revealed the individual traits characteristic of such people. If psychologists manage to develop these traits, they will be able to have a more targeted impact on the formation of identity in these people.

Relationship between personal meaning organisations and psychological and personal well-being in a Chilean sample.

The aim of this study was to evaluate the relationship between personal meaning organisations (PMO) and aspects of psychological and personal well-being in an adult population. The sample consisted of 104 adults (36.52±14.85 years, 56 women). Sociodemographic variables, well-being and PMO were evaluated. The following instruments were used: Mini Questionnaire of Personal Organization (MQPO), Personal Wellbeing Index (PWI) and Psychological Well-Being Scale (PWB). The statistical analysis included summary measures, internal consistency (Cronbach’s alpha), Pearson’s correlation coefficient, and stepwise multiple linear regression models; a significance level of p<.05 was adopted. Significant negative correlations between PMO scores and levels of psychological and personal well-being were found. In the regression models, strongest predictor was Detached PMO, followed by Contextualised PMO, which had a negative influence on well-being. Detached PMO had a negative impact on levels of personal well-being and especially on psychological well-being.

Defense Mechanisms Are Effective in Attachment Styles Regardless of Personality Organization, Age, and Gender

Defense Mechanisms Are Effective in Attachment Styles Regardless of Personality Organization, Age, and Gender

THE ROLE OF PSYCHODYNAMIC AND PERSONALITY ASSESSMENT IN LONELINESS.

This review article explores the relationship between psychodynamic factors, personality organization, and loneliness. It focuses on extensive research into attachment styles, shame, pathological narcissism, and personality disorders. Insecure attachment styles, both anxious and avoidant, emerge as significant predictors of loneliness. Their effects are shown to be mediated by disconnection-rejection schemas and diminished emotional intelligence. The shame and pathological narcissism, especially narcissistic vulnerability, also correlate strongly with increased loneliness and decreased life satisfaction. Identity diffusion, a core concept in Kernberg's personality organization model, is closely linked to chronic, pervasive loneliness. Notably, individuals diagnosed with personality disorders report substantially higher levels of loneliness compared to the general population. The article also highlights a reciprocal relationship between loneliness and depression, particularly important among adolescents. Early relational experiences are emphasized as having a role in shaping social-emotional development and the experience of loneliness. Empathy was identified as a powerful factor against loneliness and its associated depressive symptoms. It serves as a mediator in the loneliness-depression relationship and as a crucial element in both clinical practice and community well-being. This holistic perspective deepens our understanding of human relationships in modern society and advises a holistic, empathetic approach to addressing loneliness and related mental health challenges.

Empirical convergence between Kernberg's model of personality organization and the alternative DSM-5 model for personality disorders.

Both Kernberg's model of personality organization and the alternative model for personality disorders (AMPD) in the Diagnostic and Statistical Manual of Mental Disorders-5th edition provide a multidimensional framework for assessing personality pathology, while having a dual focus on general and specific personality pathology. The present study was the first to investigate the empirical convergence between measures of personality organization and the AMPD (personality functioning and pathological personality traits), considering general and specific personality pathology. A mixed clinical sample completed self-reports for personality organization, personality functioning and pathological personality traits, as well as an interview for personality organization. Two bifactor models with three specific exploratory factors were estimated, comprising a self-report model based on domain scores using exploratory factor analysis (n = 336) and a multi-method model predominantly based on subdomain scores applying exploratory structural equation modelling (n = 277). Both bifactor models yielded strong general factors with high loadings of the personality organization domains identity and primitive defences, as well as the personality functioning domains. The specific factors suggest convergence between other-directed aggression (personality organization), restricted moral functioning (personality organization) and antagonism (pathological personality traits), between diminished reality testing (personality organization) and psychoticism (pathological personality traits) and between maladaptive object relations (personality organization), impaired interpersonal functioning (personality functioning) and detachment (pathological personality traits). It can be concluded that measures of personality organization and the AMPD strongly converge regarding both general and specific personality pathology. Kernberg's model of personality organization may serve as a valuable complement to the AMPD, guiding forthcoming research and the clinical assessment of personality pathology.

Personality functioning in bipolar 1 disorder and borderline personality disorder

BackgroundDifferentiation of borderline personality disorder (BPD) and bipolar I disorder (BD) has been challenging. The assessment of shared symptoms in the context of the overall personality functioning, the patient’s sense of self, and the quality of his object (interpersonal) relations is proposed to be valuable for the differential diagnosis of these disorders.MethodsWe empirically investigated the level of personality organization (PO), identity integration, and quality of object relations in patients suffering from BD or BPD using the Structured Interview of Personality Organization (STIPO) and the Level of Personality Functioning Scale (LPFS) in 34 BPD and 28 BD patients as well as 27 healthy control persons. Group comparisons and a logistic regression model were calculated to analyze group differences.ResultsThe BPD group showed significantly greater impairment in several domains of personality functioning, namely “identity”, and “self- and other-directed aggression”, while showing lower impairment in “moral values”. The overall level of PO in the BPD group was significantly lower when excluding not only BPD but any personality disorder (PD) in the BD sample. Severity of impaired personality structure had a major impact on symptom load independent of the main diagnosis BD or BPD.ConclusionsOur data show greater impairment in personality functioning in BPD than in BD patients. BD patients present with varying levels of PO, whereas in BPD severe deficits in PO are pathognomonic. The level of PO has a significant impact on symptom severity in both BD and BPD patients. Therefore, careful assessment of PO should be considered for differential diagnosis and adequate treatment planning.

PSYCHOLOGICAL INTERVENTION AS A STRATEGY TO PROMOTE MENTAL HEALTH IN CHILDREN

Mental health is a developmental effect, that is, it is the product of the integration of maturation and constitution process; while traumatic events affect the biopsychosocial and emotional conditions of children and their families. Psychological intervention programmes are established in the child population as a prevention strategy in mental health in favor of child, family and resilient wellbeing and protective environments. The objective was to evaluate the effects of a psychological intervention programme applied to children in contexts of adversity. The study was carried out through qualitative research, therefore, it was of the content analysis type, sample by convenience (N=). The following instruments were used in the study: Thematic Apperception Test for Children C.A.T-H (Human) and the Inventory of Adaptive Mechanisms in Responses to CAT. A nonparametric data analysis is performed to establish changes in personality organization, perception of the environment and perception of the family relationship. The data analysis is performed through content analysis. It is established that the pretest and posttest perceptions in relation to personality organization, perception of the environment and perception of the family relationship change positively after the implementation of the intervention programme.

Exploring relationships among leadership behaviors, organizational citizenship behaviors, organizational justice and person–organization fit in Vietnamese academic libraries

Purpose This study aims to examine the relationship between leadership behavior, organizational justice, person–organization fit and organizational citizenship behavior in the context of Vietnamese academic libraries. Using social exchange theory, this research indicates the impact of leadership behavior on organizational citizenship behavior. This study also examines the mediating role of organizational justice and person–organization fit in the relationship between leadership behavior and organizational citizenship behavior. Design/methodology/approach A total of 248 responses are obtained from academic library personnel in Vietnam, which are used to examine the research hypotheses. Findings The findings partially support the hypotheses because two leadership dimensions significantly influence organizational citizenship behavior, and organizational justice mediates the relationship between relationship-oriented leadership and organizational citizenship behavior. However, person–organization fit does not mediate the relationship between leadership behavior and organizational citizenship behavior. Practical implications Results indicate that two types of leadership behavior can significantly impact the organizational citizenship behavior of the librarians. Academic libraries should provide opportunities to librarians to engage in citizenship behavior by implementing organizational justice intervention. Originality/value This research contributes to the social exchange theory by integrating leadership behaviors, organizational justice, person–organization fit and organizational citizenship behaviors. Given that no prior studies have investigated the associations among four constructs, the obtained findings are a new exploration.

The Mediation Effect of Individual Value Conformity With the Organization in the Influence of Corporate Image and Organizational Culture on Employee Engagement of Gen Z in Jakarta

As the number of Gen Z entering companies continues to increase every year, companies must understand the characteristics of Gen Z, especially how they participate in their careers in the company. The purpose of this study is to see how the mediation of Person Organization Fit impacts the influence of Employer Branding and Organizational Culture on Employee Engagement of Gen Z in Jakarta. For this study, this quantitative model was used to distribute questionnaires to Gen Z members who have lived and worked in Jakarta for at least one year. The online distributed questionnaire consisting of 84 statements was completed by 110 valid participants. SmartPLS was used to analyse the data through hypothesis testing and measurements were made using a Likert scale (5 points). The results showed that: (1) Employer Branding affects the Person Organization Fit of gen Z in Jakarta, (2) Employer Branding affects Employee Engagement of gen Z in Jakarta, (3) Organizational Culture affects the Person Organization Fit of gen Z in Jakarta, (4) Organizational Culture does not affect Employee Engagement of gen Z in Jakarta, (5) Person Organization Fit affects Employee Engagement in gen Z in Jakarta, (6) Person Organization Fit cannot mediate Employer Branding affects Employee Engagement in gen Z in Jakarta, (7) Person Organization Fit can mediate Organizational Culture affects Employee Engagement in gen Z in Jakarta.

Armed Forces as an Employer of Choice: The Role of Gender and Person–Organization Fit

Many militaries are facing challenges in meeting recruitment goals and increasing the number of women in their ranks. The objectives of this study were to examine the gender-specific associations between Armed Forces (AF) employer knowledge dimensions (i.e., familiarity, job attributes, and reputation) and AF attractiveness as an employer as well as to assess the moderating effects of person–organization fit (P-O fit) between these associations. Participants included 1,955 potential applicants who completed an online survey on the Canadian Armed Forces’ image. Results from multiple-group analyses showed that P-O fit was the factor most strongly associated with AF attractiveness for both men and women. Results also suggested that P-O fit plays a moderating role for women in that a minimum level of P-O fit is necessary for perceived work–life benefits in the AF to positively affect attraction to a military career.

Unwrapping the Influence of Proactive Personality on Job Satisfaction During Organizational Socialization: Examining the Intervening Effects of Newcomers’ Perceptions of Person–Environment Fit

AbstractThis study focuses on the mediating role of person–environment fit on the relationship between proactive personality and job satisfaction, during the organizational socialization stage. Specifically, it tests the role of person–organization fit and person–job fit, operationalized through its specific subdimensions of demands–abilities fit and needs–supplies (N–S) fit in this relationship. Relying upon a predictive design, a sample of 151 trainees completing their final master’s internship in different organizations was used and data were collected in 2 independent phases, at the beginning and after 5 months of their internships. Results showed a positive, significant link between proactive personality and job satisfaction, supporting the validity of this disposition for predicting this key outcome during organizational onboarding. Further mediation analyses revealed that this relationship is mediated by N–S fit. The main implications of these findings are discussed.

Career adaptability and work engagement: the roles of person–organization fit and job insecurity

PurposeThe purpose of this study is to examine the relationship between employees’ career adaptability and work engagement. Specifically, this study investigates the mediating role of person‒organization fit in the relationship between career adaptability and work engagement as well as the moderating role of job insecurity in this mediating effect.MethodsWe collected data from 248 full-time employees in China and utilized robust statistical techniques to test a moderated mediation model that includes the constructs of career adaptability, person‒organization fit, job insecurity, and work engagement.ResultsCareer adaptability is positively related to employees’ work engagement, and person‒organization fit mediates the relationship between career adaptability and work engagement. Job insecurity moderates the mediating effects of person‒organization fit in this context. The relationship between person‒organization fit and work engagement is stronger at low (vs. high) levels of job insecurity.ConclusionThis research contributes to theory by demonstrating that the mediating effect of person‒organization fit and the moderating effect of job insecurity represent additional explanations of the impact of career adaptability on work engagement.

Challenging (appealing) decisions, actions (inaction) of state bodies (their officials) and other persons (organizations) involved in the process of state registration of a legal entity

Challenging (appealing) decisions, actions (inaction) of state bodies (their officials) and other persons (organizations) involved in the process of state registration of a legal entity

A Moderated Mediation Model on the Relationship Among Public Service Motivation (PSM), Self-Efficacy, Job Satisfaction, and Readiness for Change

Despite the pivotal role of employees in relation to organizational change, few studies have proposed an integrated influence mechanism that accounts for employee change readiness. By combining public service motivation (PSM), person–organization (P–O) fit, and expectancy–disconfirmation theories (EDT), we developed a moderated mediation model to explore individual-level impacts on organizational change. Based on questionnaire data collected from 512 doctors working in public hospitals in China, we found that individual doctors’ PSM positively contributed to their readiness for change but was moderated by self-efficacy and job satisfaction. Specifically, doctors with decreased job satisfaction resulting from realizing their limited capacity to influence policies from higher-ups tend to show a lack of willingness to actively prepare for change. In sum, this study not only contributes to a micro-level understanding of employees’ readiness for change but also proposes feasible suggestions to enable smoother and more successful organizational changes in public sector organizations. The research findings illuminate the crucial role that individual-level dynamics play in organizational change for scholars and practitioners.

Impact of job meaningfulness on employee retention: Antecedent and outcome of person-organization fit and person job fit

Employee retention promotes positivity in an organization and improves employers’ brand value. As the human resource department operates with the objective of improving employees’ contribution towards the organization, meaningful work is an important topic in the core areas of human resource development (HRD), such as employee involvement, motivation, and personal development. Not only salary, benefits, working environment, and status but also the factors that determine whether you enjoy going to work every day are whether you believe that your work makes a meaningful contribution. In HRD, meaningful work comes to the forefront through a connection with a high level of commitment. Thus, this study aims to establish the relationship between meaningful and purposeful jobs affecting employee retention and the mediating factors of person organization fit (POF) and person job fit (PJF). A cross-sectional study involving a survey methodology was used to collect data from 150 white-collar employees working in the IT, banking, textile, and multinational companies in Bangladesh. The results indicate that job meaningfulness has a positive relationship with employee retention (p-value = 0.031) and both the mediating factors of PJF (p-value = 0.040) and POF (p-value = 0.028). The results also indicate that while POF positively influences employee retention (p-value = 0.019), PJF has no significant influence on employee retention (p-value = 0.164). Thus, promoting employee job meaningfulness and purpose in the workplace may represent an opportunity for organizations to improve employee engagement and retention.

Mentalizing, personality organization, and symptomatology in children and adolescents using the psychodynamic diagnostic manual.

Mentalizing, personality organization, and symptomatology in children and adolescents using the psychodynamic diagnostic manual.

The sadomasochistic character and borderline personality organization: Working through the underlying conflicts and defenses using transference-focused psychotherapy.

The sadomasochistic character and borderline personality organization: Working through the underlying conflicts and defenses using transference-focused psychotherapy.

Enriching the concept of employer branding: investigating its impact in the service sector

PurposeThe purpose of this paper is to extend the research on employer branding (EB) by identifying elements of EB according to the perceptions of employees working in the service sector and investigating the impact of EB on employer of choice and organizational performance.Design/methodology/approachAround544 respondents helped to test the model. The research considers development, growth opportunities, equality and justice as new elements of EB, along with organizational culture, salary, incentives and work–life balance.FindingsEB significantly influences employer of choice through organizational commitment and employer brand advocacy. Organizational performance is influenced by EB through job satisfaction and employee performance. Nevertheless, no significant relation was observed between EB and employer of choice through person–organization fit. The EB’s impact on employee performance through employee retention was not significant.Originality/valueThe study suggests reflecting on the importance of the role played by new elements of EB and on the existence of a direct relationship between employee performance and EB. Despite the widespread belief that EB primarily serves as a recruitment tactic to attract candidates, this paper shows that the positive impacts on company performance stem more from outcomes related to current employees than from prospective applicants.