Supporting the 'Tall Poppy': Does role-specific emotional intelligence mitigate the demands of being 'high-achiever' on work-motivation, -wellbeing an

支持“高大罂粟”：特定角色的情商是否减轻了“高成就者”对工作动机、幸福感和幸福感的要求？

• 批准号: 2752670
• 金额: --
• 依托单位: University of Liverpool
• 依托单位国家: 英国
• 项目类别: Studentship
• 财政年份: 2022
• 资助国家: 英国
• 起止时间: 2022 至 无数据
• 项目状态: 未结题
• 来源: https://gtr.ukri.org/projects?ref=studentship-2752670
• 关键词: Supporting; Tall; Poppy; Does; role

Selection of candidates for healthcare professional undergraduate courses, e.g., physician/surgeon ('medic'), veterinary surgeon ('vet'), has tended to target high-achiever, academically gifted individuals, resulting in professional working populations with skewed proportions of high-achievers. There is disagreement about the effects of being high-achiever/academically gifted on wellbeing, with some studies demonstrating benefits, and others detrimental aspects (e.g., poor mental-health, emotional instability). Maladaptive perfectionism is a disposition associated with high-achievers, and the consequent poor mental health is problematic in many healthcare professionals. Years at university spent in a 'melting pot' of highly similar colleagues cultivates perfectionist behaviours, which persist in working professionals. The healthcare professions exhibit elevated levels of indicators of poor wellbeing, notably higher suicide levels vs. population averages and low retention (medics and vets are longstanding residents on UK shortage occupation list). Reduced wellbeing on entering the working environment is common, however, in some professions does not improve with time, e.g., increasing age has no effect on depression in vets, which remains higher than the general population, and no age decline is detected in the incidence of suicidal thoughts (5.5 times higher vs. general population). Thus, mental health and wellbeing studies considering working professionals are imperative, rather than the prevalent tendency to study students. Within the job-demands job-resources framework ('JD-R'), personality traits have been considered as 'personal demands-PDs' and as 'personal resources-PRs'. There is reasonable empirical evidence that PRs support the positive pathways, moderating job demands, to allow motivation and positive downstream outcomes. However, there is less investigation into PDs and their relationship with work motivation or strain and the subsequent outcomes. Research focus concerning the interaction of PRs and PDs and that considering aspects of 'high-achiever' as a PD within the JD-R framework is lacking. Emotional intelligence ('EI') is a potential PR, has been shown to have association with positive leadership behaviour (essential in professional healthcare roles), and to predict work engagement ('work wellbeing') in vets in one study. EI (non-specific) is listed as a key skill and prerequisite to many essential non-technical competences for healthcare-professionals in most educational frameworks, (e.g., communication, empathy), despite the paucity of research to support these recommendations. However, EI is not comprehensively positive, with globally high-EI individuals prone to negatively manipulate others to benefit themselves. All-encompassing high EI is neither necessary, nor beneficial, suggesting that there are optimal levels of EI and there may be role-specific EI profiles which allow professionals to flourish at work. This study focuses on intrapersonal factors and non-technical competencies as antecedents of wellbeing at work in high-achieving professionals, and a pathway whereby wellbeing and work motivation might be enhanced to achieve downstream improvements in performance, including reducing employee turnover intention (retention). The work employs quantitative methods, incorporating a longitudinal survey design and intervention to understand the directionality of the relationships between the various factors. The antecedents of wellbeing at work in healthcare-professionals, and particularly the veterinary profession, remain understudied. Research has tended to focus on the pathology of stress and burn-out, rather than professional non-technical competences which might improve wellbeing and motivation at work in healthcare-professionals. The insight and impact that this research can provide into influences on, and potential improvement interventions for, wellbeing in high-achieving profe

选择医疗保健专业本科课程的候选人，例如，医生/外科医生（“medic”）、兽医（“vet”）往往以高成就者、学术上有天赋的个人为目标，导致专业工作人群中高成就者的比例失衡。关于高成就者/学术天才对幸福的影响存在分歧，一些研究表明了好处，而另一些则是有害的方面（例如，心理健康不佳，情绪不稳定）。适应不良的完美主义是一种与高成就者相关的倾向，随之而来的心理健康状况不佳在许多医疗保健专业人员中存在问题。在大学里，在一个由高度相似的同事组成的“大熔炉”里度过的岁月培养了完美主义行为，这种行为在专业人士中一直存在。医疗保健行业表现出高水平的不良福利指标，特别是自杀水平高于人口平均水平和低保留率（医务人员和兽医是英国短缺职业名单上的长期居民）。进入工作环境后的幸福感降低是常见的，然而，在某些职业中，幸福感并不会随着时间的推移而改善，例如，年龄的增长对退伍军人的抑郁症没有影响，退伍军人的抑郁症仍然高于一般人口，自杀念头的发生率没有发现年龄下降（比一般人口高5.5倍）。因此，考虑工作专业人员的心理健康和幸福研究是必要的，而不是研究学生的普遍趋势。在工作需求工作资源框架（JD-R）中，人格特质被认为是“个人需求PD”和“个人资源PR”。有合理的经验证据表明，公关支持积极的途径，缓和工作要求，让动机和积极的下游成果。然而，有较少的调查，PD及其与工作动机或紧张和随后的结果的关系。研究的重点是PR和PD的相互作用，并考虑方面的“高成就者”作为一个PD内的JD-R框架是缺乏。情绪智力（“EI”）是一种潜在的PR，已被证明与积极的领导行为（在专业医疗保健角色中至关重要）有关，并在一项研究中预测兽医的工作参与度（“工作幸福感”）。在大多数教育框架中，EI（非特异性）被列为医疗保健专业人员许多基本非技术能力的关键技能和先决条件，（例如，沟通，同理心），尽管缺乏研究来支持这些建议。然而，情绪智力并不是全面积极的，全球高情绪智力的个体倾向于消极地操纵他人以使自己受益。全方位的高情商既不必要，也没有好处，这表明有最佳的情商水平，可能有特定角色的情商概况，使专业人士在工作中蓬勃发展。本研究的重点是个人因素和非技术能力的前因的幸福在工作中的高成就的专业人士，和途径，幸福和工作动机可能会得到加强，以实现下游的性能改进，包括降低员工的离职意图（保留）。这项工作采用定量方法，结合纵向调查设计和干预，以了解各种因素之间的关系的方向性。保健专业人员，特别是兽医职业的工作福利的前因仍然研究不足。研究往往侧重于压力和倦怠的病理学，而不是专业的非技术能力，这可能会改善健康和工作动机的卫生保健专业人员。这项研究可以提供的洞察力和影响力，以及对高成就专业人士幸福感的影响和潜在改善干预措施，