Work Conscientiousness Research Articles

Investigating the relationship between the leadership style of school principals and the job satisfaction and conscientiousness of primary school teachers

Background and purpose: The leadership styles of school principals, according to their approach to teachers, are effective in the growth of creativity or its reduction. This research was conducted to explain the relationship between the leadership style of school principals and the job satisfaction and conscientiousness of primary school teachers. Methodology: The research design was descriptive and correlational. The research's statistical population included all teachers and principals of the elementary school in Shahrood city in the academic year of 2014-2016. The statistical sample of this research was selected and studied by a simple random sampling method of 120 teachers. Leadership style Questionnaire, Job Satisfaction Questionnaire, and Work Conscientiousness Questionnaire were used to collect data. After collecting and extracting data, participants' scores were analyzed using Pearson's correlation and multivariate regression using statistical software (SPSS). Results: The results showed a significant positive correlation between the leadership style score with job satisfaction and work engagement at the level of 0.001. Also, there is a positive correlation between humanistic leadership style and job satisfaction at the level of 0.001 and work conscientiousness at the level of 0.05. The table results showed a positive correlation between conscientious leadership style with job satisfaction and conscientiousness at the level of 0.01. The leadership style of humanistic management, with a beta coefficient of 0.82, and task-oriented management, with a beta coefficient of 0.36, could predict work conscientiousness in teachers. Moreover, the humanistic management leadership style with a beta coefficient of 0.15 and the duty-oriented management leadership style with a beta coefficient of 0.46 could predict teacher job satisfaction. Conclusion: Planning training courses related to improving transformational leadership skills for school staff, especially managers and teachers, is an inevitable necessity for the success and excellence of the school. Effective leadership requires the use of both transformational and exchange leadership styles. Therefore, while creating the necessary conditions and space for teachers' internal motivation and self-efficacy, school administrators should also pay attention to external incentives and rewards.

A structural model of relationships between conflict management styles and innovative behaviors with the mediation of work conscientiousness

Background and purpose: innovative behaviors as behaviors that bring change with themselves are related to organizational transformation and are considered the growth and development factor of all organizations. Therefore, the present study aimed to investigate the structural relationships between conflict management styles and innovative behaviors with the mediation of work conscientiousness in Lorestan University of Medical Sciences employees. Methodology: This research was a descriptive (non-experimental) correlational research. The statistical population includes all Lorestan University of Medical Sciences employees, and the sample size includes 248 employees selected through simple random sampling. Research data were obtained through the questionnaires on the conflict management styles of Thomas (1974), the work conscientiousness of Costa McGrath (1992), and the innovative behavior of Cross (2004). They were analyzed using Pearson's correlation coefficient and path analysis. Results: The findings from the path analysis showed that conflict management style, problem-solving style, compromise style, and flexibility style have a positive effect. However, the avoidance and control styles negatively affect work conscientiousness; work conscientiousness has a positive effect on innovative behavior, and work conscientiousness has a mediating role in the relationship between conflict management and innovation. Based on this, the results generally showed that the tested or conceptual models fit well. In addition to confirming the assumed paths, the role of conscientiousness in the relationship between conflict management and innovative behaviors is confirmed (p<0.01). Conclusion: Managers who use problem-solving, flexible, and compromise styles increase work conscientiousness by influencing the psychological needs of employees, and managers who use domineering and deterministic conflict management styles always have unmotivated and irresponsible employees.

Measuring motivation among close-to-community health workers: developing the CTC Provider Motivational Indicator Scale across six countries

BackgroundClose-to-community (CTC) health service providers are a cost-effective and important resource in the promotion of and increasing access to health services. However, many CTC provider programmes suffer from high rates of de-motivation and attrition due to inadequate support systems. Recent literature has identified the lack of rigorous approaches towards measuring and monitoring motivation among CTC providers as an important gap. Building on scales used in previous studies, we set out to develop a short, simple-to-administer scale to monitor and measure indicators of CTC provider motivation across CTC programmes implemented in six countries: Ethiopia, Kenya, Malawi, Mozambique, Indonesia, and Bangladesh.MethodsWe used focus group discussions (n = 18) and interviews (n = 106) conducted with CTC providers across all six countries, applying thematic analysis techniques to identify key determinants of motivation across these contexts. These themes were then used to carry out a systematic search of the literature, to identify existing scales or questionnaires developed for the measurement of these themes. A composite 24-item scale was then administered to CTC providers (n = 695) across the six countries. Survey responses were subsequently randomly assigned to one of two datasets: the first for scale refinement, using exploratory techniques, and the second for factorial validation. Confirmatory factor analysis was applied to both datasets.ResultsResults suggest a 12-item, four-factor structure, measuring community commitment, organisational commitment, job satisfaction, and work conscientiousness as common indicators of motivation among CTC providers across the six countries.ConclusionsConsistent with previous studies, findings support the inclusion of job satisfaction, organisational commitment, and work conscientiousness within the CTC Provider Motivation Indicator Scale. In addition, findings further supported the addition of a fourth, community commitment, sub-scale. Practical applications of the revised scale, including how it can be applied to monitor motivation levels within CTC provider programming, are discussed.

Formative Evaluation of Eccomi Pronto [‘Here I Am Ready’]: a School Counselor-Led, Research-Based, Preventative Curriculum For Italian Primary Schools

Eccomi Pronto is a school counselor-led, story-based curriculum that is designed to promote simultaneously the development of early elementary school students’ self-direction, active engagement in school, and pre-literacy skill development. This article reports the results of the first evaluation of a large-scale implementation of Eccomi Pronto in Italian elementary schools. The evaluation employed a mixed methods approach involving qualitative analyses of interviews and observations supported by quantitative analyses of student self-reports and teacher ratings (with a single group pre-test post-test design). Observations and interviews with parents and teachers suggested that Eccomi Pronto was associated with a number of improvements in students’ academic behavior, including engagement, involvement, reading interest, reading comprehension, work conscientiousness, inquisitiveness, and social support of classmates. Quantitative findings confirmed these qualitative findings, indicating that implementation of the curriculum was associated with improvements in classroom climate and student engagement. Limitations of the evaluation are discussed along with suggestions for necessary follow-up assessments.

Burnout and self-reported quality of care in community mental health.

Staff burnout is widely believed to be problematic in mental healthcare, but few studies have linked burnout directly with quality of care. The purpose of this study was to examine the relationship between burnout and a newly developed scale for quality of care in a sample of community mental health workers (N=113). The Self-Reported Quality of Care scale had three distinct factors (Client-Centered Care, General Work Conscientiousness, and Low Errors), with good internal consistency. Burnout, particularly personal accomplishment, and to a lesser extent depersonalization, were predictive of overall self-rated Quality of Care, over and above background variables.

Work Alienation as an Individual‐Difference Construct for Predicting Workplace Adjustment: A Test in Two Samples1

This study represents the first attempt to examine the validity of work alienation as a general attitude toward the work domain. As hypothesized, hierarchical regression analyses of data from 2 employee samples (n= 99 and n= 250) indicated that work alienation explained incremental variance in selected workplace adjustment variables (i. e., job involvement, affective organizational commitment, affective occupational commitment, overall job satisfaction, and volitional absence) beyond the variance accounted for by work conscientiousness (i. e., dependability and achievement orientation) and by variables used to control for sources of self‐report variance (i. e., self‐deception and negative affectivity). These results support the legitimacy of work alienation as an individual‐difference construct associated with work‐related adjustment.