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Dåderman, Anna MariaORCID iD iconorcid.org/0000-0002-8562-5610
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Publikasjoner (10 av 86) Visa alla publikasjoner
Dåderman, A. M., Kajonius, P., Hallberg, A., Skog, S. & Hellström, Å. (2023). Leading with a cool head and a warm heart: trait-based leadership resources linked to task performance, perceived stress, and work engagement. Current Psychology, 42, 299559-29580
Åpne denne publikasjonen i ny fane eller vindu >>Leading with a cool head and a warm heart: trait-based leadership resources linked to task performance, perceived stress, and work engagement
Vise andre…
2023 (engelsk)Inngår i: Current Psychology, ISSN 1046-1310, E-ISSN 1936-4733, Vol. 42, s. 299559-29580Artikkel i tidsskrift (Fagfellevurdert) Published
Abstract [en]

Leaders of today need to achieve well in terms of task performance, perceiving low stress, and having high levels of work engagement. One may ask whether trait-based leadership resource factors can be identified and how such resource factors might relate to task performance, perceived stress, and work engagement. Our aim was to test the hypothesis, derived from Hobfoll’s motivational Conservation of Resources (COR) theory, that there are trait-based leadership resource factors, which are differentially correlated to the leaders’ task performance, perceived stress, and work engagement. Leaders (N = 344) aged from 23 to 65 years (M = 49, SD = 8.6; 58% women) completed an online questionnaire including measures of task performance, perceived stress, work engagement, personality traits, trait emotional intelligence, empathy, performance-related self-esteem, compassionate and rational leadership competence, and coping resources for stress. Using exploratory factor analysis, we identified four trait-based leadership resource factors. With Bonferroni adjustment, and controlling for sex, age, number of years in the current managerial position, self-deceptive enhancement, and impression management, only Rational Mastery was significantly positively correlated with task performance. Rational Mastery, Efficient Coping, and Modesty were negatively correlated with perceived stress, and all factors except Modesty, but including the fourth (Good-Heartedness) were positively correlated with work engagement. Organizations striving for sustainable work conditions should support trait-based leadership, which depends not only on a task-oriented resource such as rational mastery, but also on human-oriented resources such as efficient coping, modesty, and good-heartedness, all of them being differentially related to task performance, perceived stress, and work engagement.  

sted, utgiver, år, opplag, sider
Springer Nature, 2023
Emneord
Successful leadership · Trait emotional intelligence · Personality · Coping resources for stress · Empathy and compassion · Socially desirable responding
HSV kategori
Forskningsprogram
Arbetsintegrerat lärande
Identifikatorer
urn:nbn:se:hv:diva-19437 (URN)10.1007/s12144-022-03767-8 (DOI)000886186300002 ()36468165 (PubMedID)2-s2.0-85142368711 (Scopus ID)
Merknad

 Municipal Academy West (100127) provided funding for material preparation, data collection and data management, and University West (LINA 100314) for preparation of this article.

 This article is licensed under a Creative Commons Attribution 4.0 International License,

Tilgjengelig fra: 2022-12-22 Laget: 2022-12-22 Sist oppdatert: 2024-03-21
Basinska, B. A. & Dåderman, A. M. (2023). Psychometric properties of the Bern illegitimate tasks scale using classical test and item response theories. Scientific Reports, 13(1), Article ID 7211.
Åpne denne publikasjonen i ny fane eller vindu >>Psychometric properties of the Bern illegitimate tasks scale using classical test and item response theories
2023 (engelsk)Inngår i: Scientific Reports, E-ISSN 2045-2322, Vol. 13, nr 1, artikkel-id 7211Artikkel i tidsskrift (Fagfellevurdert) Published
Abstract [en]

Combining a classical test theory and an item response theory (IRT), this study aimed to investigate the psychometric properties of the Bern Illegitimate Tasks Scale (BITS) by measuring two conceptually separate dimensions capturing unnecessary tasks (perceived by employees as pointless) and unreasonable tasks (perceived as unfairly or inappropriately assigned). Data collected among Polish employees in two samples (N= 965 and N= 803) were analysed. Results from the classical test theory (parallel analysis, exploratory and confrmatory factor analyses) indicated two correlated factors with four items each, confrming the theory of illegitimate tasks. This study is the frst to report item and scale functioning using IRT analysis of each of the two dimensions of BITS. All items on each dimension had acceptable discrimination and difculty parameters. Moreover, items had measurement invariance between men and women. All levels of unnecessary and unreasonable tasks were reliably captured by BITS items. Convergent and discriminant validities of both dimensions of BITS were confrmed in relation to work overload, work performance and occupational wellbeing. We conclude that BITS, in the case of the Polish version, is psychometrically suitable to use with the working population.

Emneord
classical test, tasks scale, psychometric
HSV kategori
Identifikatorer
urn:nbn:se:hv:diva-20060 (URN)10.1038/s41598-023-34006-0 (DOI)000984935100044 ()37137932 (PubMedID)2-s2.0-85159548407 (Scopus ID)
Merknad

CC-BY 4.0

Tis study was funded by the National Science Centre, Poland (grant number 2017/26/M/HS6/00451)

Tilgjengelig fra: 2023-06-27 Laget: 2023-06-27 Sist oppdatert: 2024-04-10
Dåderman, A. M. & Kajonius, P. (2022). An item response theory analysis of the Trait Emotional Intelligence Questionnaire Short-Form (TEIQue-SF) in the workplace. Heliyon, 8(2)
Åpne denne publikasjonen i ny fane eller vindu >>An item response theory analysis of the Trait Emotional Intelligence Questionnaire Short-Form (TEIQue-SF) in the workplace
2022 (engelsk)Inngår i: Heliyon, E-ISSN 2405-8440, Vol. 8, nr 2Artikkel i tidsskrift (Fagfellevurdert) Published
Abstract [en]

Trait emotional intelligence (EI) predicts important outcomes in the workplace. This study is the first one that reports item and scale functioning in the workplace using item response theory (IRT) analysis of the global 30-item Trait Emotional Intelligence Questionnaire Short-Form (TEIQue-SF). Past IRT research, performed mostly on undergraduate English-speaking students, showed that several items in TEIQue-SF were poorly informative. Data collected in Sweden from 972 employed persons were analyzed. IRT with a graded response model was utilized to analyze items of the global TEIQue-SF scale. As was found in past research, the lowest response category in all items had extreme difficulty threshold parameter values, and only low and moderate levels of latent trait EI were adequately captured, but most items had good values of the discrimination parameters, indicating adequate item informativeness. Four items, which in past research have also shown weak psychometric properties, were poorly informative. To effectively measure trait EI in today’s organizations, there is an advantage in using the most informative items to best represent this construct. 

sted, utgiver, år, opplag, sider
Elsevier, 2022
Emneord
Emotional intelligence; Item Response Theory; Swedish version; Trait Emotional Intelligence Questionnaire
HSV kategori
Forskningsprogram
Arbetsintegrerat lärande
Identifikatorer
urn:nbn:se:hv:diva-18192 (URN)10.1016/j.heliyon.2022.e08884 (DOI)000767225100049 ()35198761 (PubMedID)2-s2.0-85124159649 (Scopus ID)
Merknad

Supported by Kommunakademin Väst Fyrbodal (Community College West), and by a research environment at University West LINA (Learning In and For the New Working Life).

Tilgjengelig fra: 2022-03-29 Laget: 2022-03-29 Sist oppdatert: 2024-04-10
Dåderman, A. M. & Kajonius, P. (2022). Gärningsmannaprofilering: personlighetens betydelse för utförandet av brott. Lund: Studentlitteratur AB
Åpne denne publikasjonen i ny fane eller vindu >>Gärningsmannaprofilering: personlighetens betydelse för utförandet av brott
2022 (svensk)Bok (Annet vitenskapelig)
sted, utgiver, år, opplag, sider
Lund: Studentlitteratur AB, 2022. s. 354
Emneord
Gärningsmannaprofilering
HSV kategori
Identifikatorer
urn:nbn:se:hv:diva-19092 (URN)9789144127620 (ISBN)
Tilgjengelig fra: 2022-08-31 Laget: 2022-08-31 Sist oppdatert: 2022-08-31bibliografisk kontrollert
Hjalmarsson, A. K. V. & Dåderman, A. M. (2022). Relationship between emotional intelligence, personality, and self-perceived individual work performance: A cross-sectional study on the Swedish version of TEIQue-SF. Current Psychology, 41, 2558-2573
Åpne denne publikasjonen i ny fane eller vindu >>Relationship between emotional intelligence, personality, and self-perceived individual work performance: A cross-sectional study on the Swedish version of TEIQue-SF
2022 (engelsk)Inngår i: Current Psychology, ISSN 1046-1310, E-ISSN 1936-4733, Vol. 41, s. 2558-2573Artikkel i tidsskrift (Fagfellevurdert) Published
Abstract [en]

People with high emotional intelligence (EI) understand themselves and others well, and perform well at work. Trait EI has been described as “a constellation of emotion-related self-perceptions and dispositions” (Petrides and Furnham 2006), and can be measured by the Trait Emotional Intelligence Questionnaire Short Form (TEIQue-SF). The aims were to validate the Swedish version of TEIQue-SF by (1) investigating its internal consistency; (2) exploring its relationships with “Big Six” and “Dark Triad” personality traits as well as with self-perceived individual work performance; and (3) identifying which personality traits best explain variations in Trait EI, and whether this trait can predict variations in work performance over and above personality traits. Multi-occupational employees in Sweden (N = 228; M = 34 years, SD = 12.6, range 16-71 years, 66% women) with an average work experience of 14 years (SD = 11.5) were surveyed. In line with past research, internal consistency of TEIQue-SF was good, for the global Trait EI scale score (.86), and for one of its subdimensions (Well-Being) (.81). Global trait EI scale score and its subscales correlated negatively with Neuroticism and Machiavellianism, and positively with Extraversion, Agreeableness, Conscientiousness, Openness to Experience, and Narcissism. Sociability and Self-Control had, however, almost zero correlations with Machiavellianism. All subscales of global trait EI scale score correlated positively with Task Performance and Contextual Performance. On separate regression analyses, Big Six traits explained 48%, and Narcissism 14%, of the variation in global trait EI scale score. Trait EI accounted for a significantly larger proportion of the variation in Contextual Performance than any of the Big Six traits, and an additional 6% of the variation in Task Performance when controlling for gender, age, Neuroticism and Conscientiousness. The Swedish version of TEIQue-SF has good reliability as a global trait EI scale, reasonably theoretically and empirically grounded relationships with relevant variables for the workplace, and incremental validity over and above Big Six traits in predicting work performance in younger people with relatively high educational levels. Its reliability on the subscale level and its item functioning need to be further investigated in more heterogeneous samples.

Emneord
Emotional intelligence, Trait EI, Swedish version of the TEIQue-SF, Big Six, Dark Triad, Self-perceived individual work performance
HSV kategori
Forskningsprogram
SAMHÄLLSVETENSKAP, Psykologi
Identifikatorer
urn:nbn:se:hv:diva-15186 (URN)10.1007/s12144-020-00753-w (DOI)000530206400001 ()2-s2.0-85085061869 (Scopus ID)
Tilgjengelig fra: 2020-06-02 Laget: 2020-06-02 Sist oppdatert: 2023-01-25bibliografisk kontrollert
Dåderman, A. M. & Basinska, B. A. (2021). Evolutionary benefits of personality traits when facing workplace bullying. Personality and Individual Differences, 177, Article ID 110849.
Åpne denne publikasjonen i ny fane eller vindu >>Evolutionary benefits of personality traits when facing workplace bullying
2021 (engelsk)Inngår i: Personality and Individual Differences, ISSN 0191-8869, E-ISSN 1873-3549, Vol. 177, artikkel-id 110849Artikkel i tidsskrift (Fagfellevurdert) Published
Abstract [en]

Facing workplace bullying negatively affects physical and mental health, and consequently quality of life and well-being. Personality traits that can help an individual survive and reproduce entail more benefits than costs. Building on  two evolutionary theories, Life History Theory and Costly Signaling Theory, this study aims to provide novel insights into how and why personality traits are associated with facing workplace bullying and health-related quality of life. A heterogeneous group of 324 employees in Sweden provided data on workplace bullying, perceived health-related quality of life, and personality traits, controlling for sex and age. We found that openness (HEXACO model) and Machiavellianism (Dark Triad model) served as moderators. Employees with high values of  these traits experienced significantly less affected health-related quality of  life  when facing workplace bullying. Our results indicate evolutionary origins of the personality traits openness and Machia-vellianism. A new finding is that possessing, exhibiting, and maintaining traits reflecting a more creative and competitive interpersonal style increases an employee’s ability to survive aversive environments.  

sted, utgiver, år, opplag, sider
Elsevier, 2021
Emneord
Quality of life, Occupational health, Evolutionary psychology theory, Workplace bullying, HEXACO, Dark Triad
HSV kategori
Forskningsprogram
Arbetsintegrerat lärande
Identifikatorer
urn:nbn:se:hv:diva-16963 (URN)10.1016/j.paid.2021.110849 (DOI)000641349000005 ()2-s2.0-85103019213 (Scopus ID)
Tilgjengelig fra: 2021-08-10 Laget: 2021-08-10 Sist oppdatert: 2023-01-25bibliografisk kontrollert
Pennbrant, S. & Dåderman, A. M. (2021). Job demands, work engagement and job turnover intentions among registered nurses: Explained by work-family private life inference. Work, 68(4), 1157-1169
Åpne denne publikasjonen i ny fane eller vindu >>Job demands, work engagement and job turnover intentions among registered nurses: Explained by work-family private life inference
2021 (engelsk)Inngår i: Work, E-ISSN 1875-9270, Vol. 68, nr 4, s. 1157-1169Artikkel i tidsskrift (Fagfellevurdert) Published
Abstract [en]

Background: The job demands on nurses have increased. Conflict between work life and family life may lead to stress and lower work engagement. Consequently, nurses may choose a different career path or leave the profession.

Objective: Examine the extent to which perceived job demands (interpersonal conflicts at work and workload), work engagement, work-family conflict and family-work conflict are associated with turnover intentions, and examine a possible moderating effect of work-family conflict on the relationship between the intention to leave the nursing profession, job demands and work engagement.

Methods: Cross-sectional study using Hobfoll's Conservation of Resources theory. Data were collected from a sample of 807 registered nurses (RNs) from western Sweden. Tests of moderation were conducted using the PROCESS software macro developed by Andrew F. Hayes.

Results: Work-family conflict was a significant moderator in the relationship between the intentions to leave the nursing profession and work engagement as well as interpersonal conflicts at work. Low work engagement, high work-family conflict and high job demands intensify turnover intentions in well-educated and well-experienced nurses.

Conclusions: The results imply that work-family conflict has a greater impact when RNs experience lower work engagement. In other words, higher motivation implies a lower moderation effect of work-family conflict. Managers should promote a positive working climate by listening to and providing nurses with opportunities to develop their skills. By so doing, managers can gain better understanding of nurses' resources, knowledge and work situation, thus strengthening nurses' confidence and ability to practice their profession.

sted, utgiver, år, opplag, sider
IOS Press, 2021
Emneord
Conservation of resources theory; nurses; turnover intentions; work engagement; work-family conflict
HSV kategori
Forskningsprogram
Arbetsintegrerat lärande
Identifikatorer
urn:nbn:se:hv:diva-16965 (URN)10.3233/WOR-213445 (DOI)000647272000020 ()33867375 (PubMedID)2-s2.0-85105457946 (Scopus ID)
Tilgjengelig fra: 2021-08-10 Laget: 2021-08-10 Sist oppdatert: 2022-01-20bibliografisk kontrollert
Dåderman, A. M., Ingelgård, A. & Koopmans, L. (2020). Cross-cultural adaptation, from Dutch to Swedish language, of the Individual Work Performance Questionnaire. Work: A journal of Prevention, Assessment and rehabilitation, 65(1), 97-109
Åpne denne publikasjonen i ny fane eller vindu >>Cross-cultural adaptation, from Dutch to Swedish language, of the Individual Work Performance Questionnaire
2020 (engelsk)Inngår i: Work: A journal of Prevention, Assessment and rehabilitation, ISSN 1051-9815, E-ISSN 1875-9270, Vol. 65, nr 1, s. 97-109Artikkel i tidsskrift (Fagfellevurdert) Published
Abstract [en]

BACKGROUND: There is a need for a short, self-rated, validated and reliable instrument for individual work performance suitable for generic use in the Swedish work and organizational context. The Individual Work Performance Questionnaire (IWPQ), comprising originally 47 items, was initially developed in the Netherlands, based on a four-dimensional conceptual framework, in which individual work performance consisted of task performance, contextual performance, adaptive performance, and counterproductive work behavior. During the development process, IWPQ was shortened to 18 items with three scales formally labeled as Task performance, Contextual performance, and Counterproductive work behavior (CWB), capturing three work performance types. The current version of the IWPQ, consisting of 18 items and three scales, was then translated as well as cross-culturally adapted to American-English and Indonesian contexts.

OBJECTIVES: To translate and adapt the current IWPQ version, consisting of 18 items, from the Dutch to the Swedish context, to assess its content validity through cognitive interviews, to apply it to a pilot group to present descriptive statistics, to calculate the questionnaire’s internal consistency, as well as to clarify whether the translated items capture three or four performance types.

METHODS: The Dutch version of the IWPQ, consisting of 18 items, was translated into Swedish. A six-stage translation and adaptation process was used: forward translation, synthesis, back translation, harmonization, cognitive interviews, revision, and sampling and analyses of pilot data for 206 managers (149 women) from five Swedish municipalities.

RESULTS: IWPQ instructions, wording of a few items and one response form were slightly modified. The pilot testing showed Cronbach’s alphas similar to the Dutch version of the IWPQ, ranging between 0.73 and 0.82, good mean-inter-item correlations (all above 0.36). In deciding how many factors to retain, we employed both parallel analysis (PA), and Velicer’s minimum average partial (MAP) test. The number of factors to retain was, as indicated by PA, four, and by MAP, three or four. Exploratory factor analysis (principal axis factoring) revealed clearly separate factors, corresponding to four, rather than three, performance types. A new factor, roughly representing adaptive performance, comprised in the original, longer version of the IWPQ, emerged.

CONCLUSIONS: The Swedish version of the IWPQ was successfully translated and adapted in a pilot group of managers. Before it is used, it should be validated in a larger group of managers and in more heterogeneous groups of both white- and blue-collar workers.

Emneord
Task performance, contextual performance, adaptive performance, counterproductive work behavior, parallel analysis, MAP test, Swedish version of the IWPQ
HSV kategori
Forskningsprogram
Arbetsintegrerat lärande; SAMHÄLLSVETENSKAP, Psykologi
Identifikatorer
urn:nbn:se:hv:diva-14960 (URN)10.3233/WOR-193062 (DOI)000509412200010 ()10519815 (PubMedID)2-s2.0-85078504577 (Scopus ID)
Prosjekter
“Det medmänskliga ledarskapet” [Human/Charitable Leadership] (Daybook no 100127)Work Performance
Tilgjengelig fra: 2020-02-15 Laget: 2020-02-15 Sist oppdatert: 2021-04-14bibliografisk kontrollert
Böckman, P., Dåderman, A. M., Fredrikson, M., Katz, D., Malmaeus, F., Melin, L., . . . Öst, L.-G. (2020). DN Debatt. ”Pseudovetenskap frodas i vården och på universiteten”. Dagens Nyheter
Åpne denne publikasjonen i ny fane eller vindu >>DN Debatt. ”Pseudovetenskap frodas i vården och på universiteten”
Vise andre…
2020 (svensk)Inngår i: Dagens NyheterArtikkel i tidsskrift, News item (Annet (populærvitenskap, debatt, mm)) Published
sted, utgiver, år, opplag, sider
Stockholm: , 2020
Emneord
Freud, psykoterapi, sjukvård, psykisk ohälsa
HSV kategori
Identifikatorer
urn:nbn:se:hv:diva-16009 (URN)
Tilgjengelig fra: 2020-11-09 Laget: 2020-11-09 Sist oppdatert: 2021-01-14bibliografisk kontrollert
Kajonius, P. & Dåderman, A. M. (2020). Vem är du?: den moderna forskningen om Big Five. Stockholm: Fri Tanke
Åpne denne publikasjonen i ny fane eller vindu >>Vem är du?: den moderna forskningen om Big Five
2020 (svensk)Bok (Annet vitenskapelig)
sted, utgiver, år, opplag, sider
Stockholm: Fri Tanke, 2020. s. 175
Emneord
Personlighet, Big Five, Personlighetstester, Personlighetspsykologi
HSV kategori
Identifikatorer
urn:nbn:se:hv:diva-15954 (URN)9789188589828 (ISBN)
Tilgjengelig fra: 2020-09-29 Laget: 2020-09-29 Sist oppdatert: 2020-11-02bibliografisk kontrollert
Organisasjoner
Identifikatorer
ORCID-id: ORCID iD iconorcid.org/0000-0002-8562-5610