Personality Organization Research Articles

The Effect of Person Organization Fit and Competence on Employee Performance with Work-Life Balance as an Intervening Variable in Logistics Companies in Jakarta

This study aims to test the research model which is expected to obtain results from the influence of Person Organization Fit and Competency on Work-Life Balance and its impact on Employee Performance. Respondent data will use the results of the distribution of questionnaires to employees of Logistics Companies in Jakarta online through the Google Drive platform to 81 employees. In this study, 5 tests were carried out on the hypothesis based on variable indicators prepared using SEM PLS (Partial Least Square) analysis using the smartPLS method. This test consists of an outer model, an inner model, and a Hypothesis test. The results of the study show that person organization fit and competence have a positive and significant effect on work-life balance. Work-life balance also has a positive and significant effect on employee performance. However, person organization fit has a positive but not significant effect on employee performance, while competence has a positive and significant effect on employee performance. In addition, there is no indirect influence of person organization fit and competence on employee performance through work life. This study emphasizes the importance of person organization fit and competence in improving work-life balance and employee performance, although the role of intervening work-life balance in these relationships is not proven.

Supplemental Material for Reliability and Validity of the Chinese Version of the Structured Interview of Personality Organization–Revised (STIPO-R)

Supplemental Material for Reliability and Validity of the Chinese Version of the Structured Interview of Personality Organization–Revised (STIPO-R)

The genetic link between anxiety and libido: libido as an anxiety conversion

Psychoanalysis in the study of the human psyche considers all processes in the psychodynamic paradigm. The term "psychodynamics" first appeared in the works of Freud. From the information given by Freud deduces the definition: psychodynamics is the mutual influence of unconscious (id, BSZ) and conscious (ego) processes in which BSZ is of priority importance [14]. The psychodynamic approach made it possible to reveal the economic features of mental processes. Psychic economism describes how psychic energy is involved in the processes of production/reproduction, distribution, transition and qualitative and quantitative changes. When describing psychodynamics and the economy of Freud focused on libido as the only psychic energy that can be invested in an object in a direct and sublimated form, and manifest itself in models of attraction or conversion, in symptoms. However, the study of mental processes in patients with borderline personality organization of psychogenic etiology with the help of hypnopsychoanalysis allowed us to change the view of libido as the primary and central mental energy. According to the data of psychocorrective work, we came to the conclusion that anxiety is a pre-libidinal energy that is first experienced by a child at the moment of birth and in the process of ontogenesis is able to convert into libido. This leads to the conclusion that libido is the result of the conversion of anxiety, or, in other words, the reactive formation of anxiety. For the first time, an attempt to give anxiety a basal status was made by Karen Horney [20]. However, her work describes the phenomenological aspects of anxiety. We find a broad study of anxiety in a phenomenological way both in early authors, among whom R. May is particularly noted [8], and in modern ones [5], [3], [7]. In turn, the report examines the economic aspect of anxiety in the psychodynamic approach, its genetic relationship with libido, and the ability of anxiety to convert into libido. The research methodology is based on the following: - analysis of sources that highlight the problem of anxiety; - philosophical justification of the singular and plural; - data obtained as a result of psychocorrective work using psychodynamic hypnotherapy

Strengthening Person Organization Fit and Innovative Work Behavior Through Psychological Capital and Leader-Member Exchange

This study investigates the interrelationships among Psychological Capital, Leader-Member Exchange (LMX), Person-Organization Fit (POF), and Innovative Work Behavior (IWB) within the context of the construction industry in Makassar. The research aims to determine the direct and indirect effects of Psychological Capital and LMX on POF and, subsequently, on IWB among employees. Specifically, the study poses the following research questions: (1) Does Psychological Capital influence Person-Organization Fit among construction company employees? (2) What is the impact of Leader-Member Exchange on Person-Organization Fit in this setting? (3) How do Psychological Capital and Leader-Member Exchange directly affect Innovative Work Behavior? (4) Do Psychological Capital and Leader-Member Exchange indirectly influence Innovative Work Behavior through Person-Organization Fit? The significance of this research lies in its potential to enhance understanding of key human resource constructs and their interplay, which could inform the development of HR management practices. Moreover, the findings are expected to provide actionable insights for construction companies aiming to foster a culture of innovation among their workforce. The methodology encompasses the collection of primary data from 397 employees across various construction companies, employing proportional stratified random sampling to select 199 respondents based on the Slovin Formula with a 5% precision level. Path analysis is conducted using the AMOS 24 software to analyze the data. The anticipated outcomes of this research include the establishment of significant relationships between Psychological Capital and both Person-Organization Fit and Innovative Work Behavior, as well as between Leader-Member Exchange and Person-Organization Fit. Furthermore, the study seeks to explore whether Psychological Capital and Leader-Member Exchange can enhance Innovative Work Behavior mediated by Person-Organization Fit. The results aim to contribute both theoretically to academic discourse and practically as a resource for organizational development in the construction sector.

Person organization fit to reduce employee turnover intention using digital task interdependence as a moderation variable at PT Saraswanti Anugerah Makmur, Indonesia

Person organization fit to reduce employee turnover intention using digital task interdependence as a moderation variable at PT Saraswanti Anugerah Makmur, Indonesia

The relationships of personality organization, mental illness attitudes and perspectives toward psychotherapy: The mediating role of emotional self‐disclosure

AbstractThis study investigated the relationships between personality organization, Mental Illness Attitude (MIA), and Perspectives Toward Psychotherapy (PTP) with regard to the mediating role of Emotional Self‐Disclosure (ESD) by utilizing structural equation modeling (SEM). A sample of 266 outpatients with mental health disorders was selected using a purposive sampling method. Data collection involved the use of the Inventory of Personality Organization, The Illness Attitudes Scale, Emotional Self‐Disclosure Scale, and Attitudes Toward Seeking Professional Psychological Help‐The10‐item (ATSPPH‐SF). The results revealed that personality organization, MIA, and ESD have significant associations with PTP. Also, MIA has a positive indirect relationship with PTP through ESD as a mediator, while personality organization negatively correlated to PTP through ESD. Personality organization, MIA, and ESD collectively accounted for 72.8% of the variance in PTP. Findings demonstrated an adequately fitting model about the direct and indirect associations of personality organization and MIA with PTP about the mediating role of ESD. This model has implications for psychotherapeutic and community‐based initiatives in individuals with mental health disorders.

Intrinsic satisfaction and turnover intentions: the moderating roles of collegial and managerial values congruence

PurposeThis paper investigates the moderating role of values congruence, an element of person–organisation (P–O) fit, on the relationship between intrinsic work satisfaction and anticipated employee turnover. The model uses data from employees of the Australian Public Service (APS).Design/methodology/approachThe study draws upon data from the APS’s annual Employee Census for 2018. We first use principal component analysis (PCA) to derive measures of collegial values congruence, managerial values congruence, intrinsic satisfaction and extrinsic satisfaction. The study then uses ordinary least squares (OLS) regression analysis to examine the main effects of intrinsic and extrinsic satisfaction, collegial and managerial values congruence as well as their interaction effects on anticipated future employee tenure.FindingsOur results show the significant linear effects of intrinsic satisfaction, extrinsic satisfaction and managerial values congruence on anticipated tenure. Collegial values congruence, however, did not show a significant linear effect. Interaction effects were then tested, and both collegial and managerial values congruence were shown to moderate the relationship between intrinsic satisfaction and anticipated tenure. Higher levels of both forms of values congruence buffered the negative impact of lower intrinsic satisfaction on turnover intention.Research limitations/implicationsThe study is limited by its reliance on cross-sectional self-reported data within a specific and atypical organisational context (the Australian Public Service, or APS). Additionally, the cross-sectional nature of the data limits the establishment of causal inferences. Future research could explore longitudinal data and examine other potential moderators of the turnover intention.Practical implicationsUnderstanding the moderating role of values congruence, and in particular P–O fit, can develop organisational strategies that aim to reduce turnover by emphasizing the alignment between employee values and organisational, collegial and supervisor culture and values.Originality/valueThis study contributes to the relevant literature by showing the importance of values congruence in partially offsetting the negative effects of low intrinsic satisfaction on anticipated turnover. This is particularly relevant in the public sector context. The examination of both collegial and managerial values congruence provides a more nuanced understanding of the mechanisms that drive turnover intention.

Identification of Missing Person using CNN

Our project aims to leverage Convolutional Neural Networks (CNNs) for the identification of missing persons. CNNs, a class of deep learning algorithms widely used in image recognition tasks, offer promising potential in automating and enhancing the identification process. The project aims to develop a robust system using CNN models to match unidentified individuals with missing person databases, improving identification accuracy and providing closure. The proposed approach demonstrates potential in assisting law enforcement agencies and missing persons organizations by providing a reliable and efficient means of cross-referencing images from various sources, such as surveillance footage, social media, and public records. Additionally, the flexibility of CNNs allows for the integration of other biometric markers, including fingerprints and voice recognition, to increase the accuracy and reliability of identifications. This research underscores the importance of using artificial intelligence and machine learning in social good applications, highlighting the potential for technology to play a transformative role in reuniting families and bringing closure to unresolved cases. Future work will focus on refining the model, enhancing privacy protections, and ensuring ethical use in real-world applications.

Personality Functioning, Narcissism and Borderline Traits in the General Population Predict Deviations from the Optimal Time Perspective

Abstract The aim of this article is to clarify and describe the relationships between levels of personality functioning, pathological personality traits from the borderline and narcissistic functioning, and time perspective (TP). The study was conducted online, and 210 participants completed eight questionnaires: Inventory of Personality Organization, Boredom Proneness Scale, Rejection Sensitivity Questionnaire, Barratt Impulsiveness Scale, Hypersensitive Narcissism Scale, Narcissistic Admiration and Rivalry Questionnaire, Depressive Experience Questionnaire, and Zimbardo Time Perspective Inventory. The results reveal that the pathological personality functioning was consistently associated with a deviation on each dimension of TP and the Deviation from the Balanced Time Perspective (DBTP) while the higher functioning personality indicator was associated with a balanced time perspective. When accounting for all traits in the regression, pathological personality traits predicted variance of Past-Negative, Present-Hedonistic, Present-Fatalistic, and the DBTP. Borderline and narcissistic traits were associated with the DBTP but demonstrated different time perspective profiles. Borderline traits showed an overall negative TP with a tendency to seek quick and intense pleasure in the present with no regards toward the future. These results show that there can be TP profile differences between borderline personalities, depending on their specific trait profile. Impulsivity plays an important role in how borderline personalities cope with their negative temporalities. Vulnerable narcissism is characterized by a negative past with the ability to recruit the future, while grandiose narcissism denotes an overall more balanced time perspective than their vulnerable counterpart.

The Role of Object Relations and Personality Organization in Searching for Relational Meaning in the Life of Nursing and Psychology Students

Background: Relationship is one of the sources of meaning in life, and relational meaning in life is when an individual defines their life's purpose based on their relationships with others and could be a reason for many lifetime choices in people's lives. Objectives: This study aimed to predict searching for Relational meaning in life through Object Relations style and Personality Organization in Nursing and Psychology students. Methods: In this descriptive study, the Convenience Sampling method selected 200 Nursing and Psychology students of Gilan province in 2021 - 2022. The demographic questionnaire, Relational Meaning in Life Questionnaire (RMLQ), used its search for relational meaning in life subscale, Bell Object Relations and Reality Testing Inventory, and Inventory of Personality Organization to collect data. Descriptive analysis was done using SPSS software, version 25. Pearson correlation coefficient and stepwise regression analysis were done to analyze the data. Results: This study indicated a positive correlation between the search for relational meaning in life and all other variables. The stepwise regression analysis indicates that, out of all the variables considered in this research, identity diffusion (0.11) and egocentricity (0.14) predicted the variance of the search for relational meaning in life variable, in the first and second steps, respectively (P < 0.01). Conclusions: Our results have indicated that identity diffusion and egocentricity could predict the search for relational meaning in life. These findings could be helpful for Nursing and Psychology students, which indicates that identity diffusion and egocentricity of Nursing and Psychology students significantly affect their tries to find meaning in life through relational sources.

The Effect of a High-Performance Work System on Organizational Innovation Performance: The Mediating Effect of Employees’ Intrinsic Motivation and the Moderating Effect of Person–Organization Fit

The organizational system is directly associated with overall organizational management and sustainability. The reason is that the organizational system has a strong relationship with organizational performance. One of the most important functions of the organizational system is the high-performance work system, which is the system that manages the employees so that they can maximize their functions, this study focuses on the importance of a high-performance work system in order to achieve organizational goals and increase performance. In particular, a high-performance work system is directly related to innovation performance that secures the competitive advantage of organizations. Based on such background, this study focused on how a high-performance system improves innovation performance. Unlike previous studies, rather than simply focusing on variables exploration or main effect verification, we provided and verified the research model related to the process by which innovation performance occurs. Specifically, this study aimed to investigate whether high-performance work systems in organizations enhance employees’ innovation performance and examined the mediating role of employees’ intrinsic motivation in enhancing innovation performance. In addition, we investigated the moderating role of employee person–organization fit in high-performance work systems and employee intrinsic ation directly. To validate this model, we collected data from 309 members of Chinese SMEs. We found that high-performance work systems positively affect employees’ innovation performance through a person–organization fit and that employees’ person–organization fit significantly moderates the relationship between high-performance work systems and employees’ intrinsic motivation directly. Overall, this study expands the scope of research on the enhancement of employee innovation performance and provides a theoretical basis for related research, which is also a contribution of this study.

Initial validation of the Turkish version of the defense mechanisms rating scales-self-report-30.

The Defense Mechanisms Rating Scales-Self Report-30 (DMRS-SR-30) was recently developed to add a self-report alternative to the assessment of defenses, reflecting their generally accepted hierarchical organization. In this study, we aimed to examine psychometric properties and factor structure of the Turkish language version of the DMRS-SR-30. The sample consisted of 1.002 participants who filled out a survey comprising the DMRS-SR-30, the Brief Symptom Inventory, and the Inventory of Personality Organization through Qualtrics. Confirmatory Factor Analysis indicated a three-factor structure (CFI = 0.89, RMSEA = 0.05) that confirms the DMRS theoretical frame with a relatively acceptable fit. Defensive categories and total scale scores showed good to excellent reliability (α values ranging from 0.64 to 0.89). Correlations between defenses, symptoms, and personality functioning demonstrated good convergent and discriminant validity. The individuals with clinically significant BSI scores (T-score ≥ 63) differed on the DMRS-SR-30 scores from the individuals in the non-clinical range. The Turkish version of the DMRS-SR-30 is a reliable and valid instrument to self-assess the hierarchy of defense mechanisms and overall defensive functioning. Moreover, the current study supports the validity of the tripartite model of defenses in a language and culture different from the origins of the DMRS and DMRS-SR-30.

Work addiction and personality organization: Results from a representative, three-wave longitudinal study

Background: Several studies have explored the relationship between personality and work addiction, suggesting that individuals with certain mental disorders, including personality disorders such as obsessive-compulsive personality disorder (OCPD), may be more prone to work addiction. However, the characterization of personality organization (PO) among workaholics and its contribution to the persistence of work addiction remains unclear. Methods: In this longitudinal study of a representative sample of young adults (N = 1748), we applied the Bergen Work Addiction Scale and the Inventory of Personality Organization. Results: We found significant correlations between work addiction and identity diffusion, primitive psychological defenses, reality testing, and overall personality disorganization across three waves. A latent class growth analysis revealed three profiles: no work addiction, increasing work addiction, and constant moderate work addiction. Multinomial logistic regression analysis indicated that higher levels of personality disorganization in wave 1 and increases in personality disorganization between waves 1 and 3 were associated with higher odds of belonging to the increasing work addiction group. Similarly, higher overall personality disorganization in wave 1 was associated with higher odds of belonging to the constant moderate work addiction group. Conclusion: These findings suggest that individuals with chronic work addiction have lower levels of PO, and PO declines as work addiction persists. Screenings for work addiction are recommended to prevent potential mental health issues. Future research should explore the influence of workplace characteristics and work motivations on the association between work addiction and personality disorders.

The Complexity of Borderline Personality Disorder: Network Analysis of Personality Factors and Defense Styles in the Context of Borderline Personality Organization.

Borderline personality disorder (BPD) is known to share characteristics with a variety of personality disorders (PDs) and exhibits diverse patterns of defense mechanisms. To enhance our understanding of BPD, it's crucial to shift our focus from traditional categorical diagnostics to the dimensional traits shared with other PDs, as the borderline personality organization (BPO) model suggests. This approach illuminates the nuanced spectrum of BPD characteristics, offering deeper insights into its complexity. While studies have investigated the comorbidity of BPD with other PDs, research exploring the relationship between various personality factors and defense mechanisms within BPD itself has been scarce. The present study was undertaken to investigate the complex interrelationships between various personality factors and defense styles in individuals diagnosed with BPD. Using a network analysis approach, data from 227 patients diagnosed with BPD were examined using the Defense Style Questionnaire and Personality Disorder Questionnaire-4+ for assessment. Intricate connections were observed between personality factors and defense styles. Significant associations were identified between various personality factors and defense styles, with immature defense styles, such as maladaptive and image-distorting being particularly prominent in BPD in the centrality analysis. The maladaptive defense style had the highest expected influence centrality. Furthermore, the schizotypal, dependent, and narcissistic personality factors demonstrated relatively high centrality within the network. Network analysis can effectively delineate the complexity of various PDs and defense styles. These findings are expected to facilitate a deeper understanding of why BPD exhibits various levels of organization and presents with heterogeneous characteristics, consistent with the perspectives proposed by the BPO.

Does sustainable recruitment enhance motivation? A cross‐country analysis on the role of person‐organization fit

AbstractThis paper analyses the extent to which implementing sustainable recruitment practices (SRP) relates to person‐organization (P‐O) fit and motivation. We also examined the extent to which the collectivism and masculinity dimensions of national culture moderate the relationship between SRP and P‐O fit. Drawing on the attraction‐selection‐attrition framework, social identity theory and stakeholder theory, the proposed hypotheses were tested in a sample of 534 prospective employees from four countries with different cultural contexts. An experimental design was used to test the proposed relationships. The obtained findings highlight the mediating role of P‐O fit in the relationship between SRP and motivation. Collectivism and masculinity moderate the relationship between SRP and P‐O fit. We contribute to prior research by demonstrating a link between perceptions of environmental and social sustainability and motivation, and the consideration of different countries allowed us to underline the role of national context when examining the impact of SRP.

A systematic review of person‐environment fit in the public sector: Theorizing a multidimensional model

AbstractFollowing PRISMA guidelines, this study offers a systematic review of 78 articles on person‐environment (P‐E) fit in the public sector. The study reveals both an emphasis on supplementary person‐organization (P‐O) fit and its relationship to public service motivation (PSM). We also find evidence of both bottom‐up and top‐down processes that mutually adjust to determine fit over time. Building on these findings, we propose an integrative theory that models the multidimensionality of fit as mutual adjustment between the person and the environment along three major dimensions: values, needs, and skills. Integrating the temporal dynamics of the attraction‐selection‐attrition (ASA) model, we demonstrate how these dimensions interact and generally settle upon an equilibrium over time, which we define as P‐E fit.

“It's Kind of My Job to Post Perfect Stuff, But Kind of Not “ – How Influencers with Borderline Personality Organisation Become Activists for a Salutogenic Personal Recovery in the Instagram Stories

“It's Kind of My Job to Post Perfect Stuff, But Kind of Not “ – How Influencers with Borderline Personality Organisation Become Activists for a Salutogenic Personal Recovery in the Instagram Stories

Investigation of the relationship between borderline personality organization and perceived abuse experiences in romantic relationships: moderating role of rejection sensitivity

Investigation of the relationship between borderline personality organization and perceived abuse experiences in romantic relationships: moderating role of rejection sensitivity

Navigating Misfit Feedback: The Role of Organizational Prestige in Early-Stage Recruitment

AbstractRecognizing the ability of organizational prestige to meet financial, career, social, and status needs, we posit that job seekers will desire employment with prestigious firms in the face of person–organization (PO) misfit feedback. Drawing upon social identity theory, the theory of symbolic attraction, and the motivational model of fit, we suggest that when job seekers disagree with PO misfit feedback, prestige and the imagined benefits of employment motivate job seekers to desire employment. These imagined benefits serve as a needs-meeting mechanism aiding self-esteem, self-worth, and perceived social status. We conducted a between-subjects experiment investigating PO fit feedback, agreement with PO fit feedback, and employer image to explore this phenomenon. Notably, we found that when job seekers disagreed with misfit feedback, they reported greater organizational desirability when the organization was impressive (versus respectable). We discuss the theoretical and practical implications of job seeker reactions to PO fit feedback and organizational prestige as a needs-meeting mechanism.

Exploring named‐entity recognition techniques for academic books

Recent advances in the natural language processing (NLP) field have achieved impressive results in various tasks. However, NLP techniques are underrepresented in the analysis of Humanities and Social Science texts and in languages other than English. In particular, academic books are a highly valuable source of information that has not been exploited by these techniques at all. The recognition of named entities (person names, organizations or locations) and their semantic annotation over books could enrich the visibility and discoverability of the information by users. This is an opportunity for academia and the academic publishing industry in which semantic search is a central task and now books can be queried by named entities of interest that are in their content. This work proposes a methodology to apply named‐entity recognition to publish the results into an ontological semantic‐web format. The work has been performed over a corpus of academic books provided by UNE (Unión de Editoriales Universitarias Españolas, Union of Spanish University Presses). Results show an enrichment of the information extracted over the books and of the possibilities of querying them at the individual level but also within the whole set of books, increasing the possibilities for books to be discovered or retrieved beyond metadata.