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Self-, other-, and meta-perceptions of personality: Relations with burnout symptoms and eudaimonic workplace well-being
The present study examined whether disagreement between self-, other-, and meta-perceptions of personality was related to burnout symptoms and eudaimonic workplace well-being. We expected disagreement in personality perceptions to explain incremental variance in burnout symptoms and eudaimonic workp...
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| Published in: | PloS one 2022-07, Vol.17 (7), p.e0272095-e0272095 |
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| creator | Vries, Anita de Broks, Vera M. A Bloemers, Wim Kuntze, Jeroen de Vries, Reinout E |
| description | The present study examined whether disagreement between self-, other-, and meta-perceptions of personality was related to burnout symptoms and eudaimonic workplace well-being. We expected disagreement in personality perceptions to explain incremental variance in burnout symptoms and eudaimonic workplace well-being beyond the main effects of the different personality ratings. Participants were 459 Dutch employees and their 906 colleagues (who provided other ratings of personality). The results, based on polynomial regression with response surface analyses, highlighted strong main effects of self-rated personality traits in relation to burnout symptoms and eudaimonic workplace well-being. This study provides, as far as we know, the first empirical evidence that self-rated Honesty-Humility negatively predicts burnout symptoms. Results showed little evidence on incremental effects of disagreement between personality perceptions, with one clear exception: when respondents misjudged how their colleagues would rate them on Honesty-Humility (i.e., discrepancy between meta- and other-perceptions), respondents experienced more feelings of burnout and less eudaimonic workplace well-being. Our study contributes to the literature by providing evidence that discrepancies between meta- and other-perceptions of Honesty-Humility affect employee well-being (i.e., burnout symptoms and eudaimonic workplace well-being). |
| doi_str_mv | 10.1371/journal.pone.0272095 |
| format | article |
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This study provides, as far as we know, the first empirical evidence that self-rated Honesty-Humility negatively predicts burnout symptoms. Results showed little evidence on incremental effects of disagreement between personality perceptions, with one clear exception: when respondents misjudged how their colleagues would rate them on Honesty-Humility (i.e., discrepancy between meta- and other-perceptions), respondents experienced more feelings of burnout and less eudaimonic workplace well-being. Our study contributes to the literature by providing evidence that discrepancies between meta- and other-perceptions of Honesty-Humility affect employee well-being (i.e., burnout symptoms and eudaimonic workplace well-being).</description><identifier>ISSN: 1932-6203</identifier><identifier>EISSN: 1932-6203</identifier><identifier>DOI: 10.1371/journal.pone.0272095</identifier><identifier>PMID: 35901041</identifier><language>eng</language><publisher>San Francisco: Public Library of Science</publisher><subject>Accuracy ; Agreements ; Biology and Life Sciences ; Burn out (Psychology) ; Burnout ; Empirical analysis ; Employees ; Hedonism ; Medicine and Health Sciences ; Occupational health ; Perceptions ; Personality ; Personality traits ; Physical Sciences ; Polynomials ; Psychological aspects ; Ratings ; Reputations ; Research and Analysis Methods ; Response surface methodology ; Risk factors ; Social aspects ; Social Sciences ; Well being ; Work environment</subject><ispartof>PloS one, 2022-07, Vol.17 (7), p.e0272095-e0272095</ispartof><rights>COPYRIGHT 2022 Public Library of Science</rights><rights>2022 Vries et al. 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The results, based on polynomial regression with response surface analyses, highlighted strong main effects of self-rated personality traits in relation to burnout symptoms and eudaimonic workplace well-being. This study provides, as far as we know, the first empirical evidence that self-rated Honesty-Humility negatively predicts burnout symptoms. Results showed little evidence on incremental effects of disagreement between personality perceptions, with one clear exception: when respondents misjudged how their colleagues would rate them on Honesty-Humility (i.e., discrepancy between meta- and other-perceptions), respondents experienced more feelings of burnout and less eudaimonic workplace well-being. Our study contributes to the literature by providing evidence that discrepancies between meta- and other-perceptions of Honesty-Humility affect employee well-being (i.e., burnout symptoms and eudaimonic workplace well-being).</description><subject>Accuracy</subject><subject>Agreements</subject><subject>Biology and Life Sciences</subject><subject>Burn out (Psychology)</subject><subject>Burnout</subject><subject>Empirical analysis</subject><subject>Employees</subject><subject>Hedonism</subject><subject>Medicine and Health Sciences</subject><subject>Occupational health</subject><subject>Perceptions</subject><subject>Personality</subject><subject>Personality traits</subject><subject>Physical Sciences</subject><subject>Polynomials</subject><subject>Psychological aspects</subject><subject>Ratings</subject><subject>Reputations</subject><subject>Research and Analysis Methods</subject><subject>Response surface methodology</subject><subject>Risk factors</subject><subject>Social aspects</subject><subject>Social Sciences</subject><subject>Well being</subject><subject>Work environment</subject><issn>1932-6203</issn><issn>1932-6203</issn><fulltext>true</fulltext><rsrctype>article</rsrctype><creationdate>2022</creationdate><recordtype>article</recordtype><sourceid>PIMPY</sourceid><sourceid>DOA</sourceid><recordid>eNqNk12L1DAUhoso7rr6DwQLgijYMWnadOKFsCx-DCws7Kq3IZOczGRMm26SOs6_NzNTZSt7YXKRryfvSd7kZNlzjGaYNPjdxg2-E3bWuw5mqGxKxOoH2SlmpCxoicjDO_2T7EkIG4RqMqf0cXZCaoYwqvBptr0Bq4u3uYtr8KkVncpbiKLowUvoo3FdyJ3O0zC4FM7E3fv8Gqw4rmxNXOfLdBA3xDzs2j66NhxEYFDCtK4zMt86_6O3QkK-BWuLJZhu9TR7pIUN8Gxsz7Jvnz5-vfhSXF59XlycXxaSUhYLDQpXIFWFKGYlIUIKIUopZYkbqilGSrGaYawbWTVIMyxxUy2hEmi-1EAqcpa9OOr21gU-ehZ4SVmdrCBlk4jFkVBObHjvTSv8jjth-GHC-RUXPhppgTMEWIFSjZS0UkTNkdJCE6VhThVmkLQ-jNGGZQtKQhe9sBPR6Upn1nzlfnJG9gUngdejgHe3A4TIWxNkck104IbDuWl6OYTKhL78B73_diO1EukCptMuxZV7UX7eYDxHTc321OweKlUFrZHpg2mT5icb3kw2JCbCr7gSQwh8cXP9_-zV9yn76g67BmHjOjg7HH7bFKyOoPQuBA_6r8kY8X1-_HGD7_ODj_lBfgOwugOS</recordid><startdate>20220728</startdate><enddate>20220728</enddate><creator>Vries, Anita de</creator><creator>Broks, Vera M. 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| subjects | Accuracy Agreements Biology and Life Sciences Burn out (Psychology) Burnout Empirical analysis Employees Hedonism Medicine and Health Sciences Occupational health Perceptions Personality Personality traits Physical Sciences Polynomials Psychological aspects Ratings Reputations Research and Analysis Methods Response surface methodology Risk factors Social aspects Social Sciences Well being Work environment |
| title | Self-, other-, and meta-perceptions of personality: Relations with burnout symptoms and eudaimonic workplace well-being |
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