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

选择医疗保健专业本科课程的候选人，例如医生/外科医生(医生)、兽医(兽医)，往往以高成就、有学术天赋的个人为目标，导致专业工作人口中高成就者的比例不平衡。关于高成就者/学业天赋对幸福感的影响，人们存在分歧，一些研究证明了这是有益的，而另一些研究则表明了不利的方面(例如，心理健康状况不佳，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，随之而来的糟糕的心理健康在许多医疗保健专业人员中是有问题的。在大学里，在高度相似的同事组成的“大熔炉”中度过的几年，会培养出完美主义的行为，而这种行为在职场人士中是坚定不移的。医疗保健行业的贫困指标水平较高，尤其是自杀率高于人口平均水平和低留职率(医务人员和兽医是英国短缺职业名单上的长期居民)。进入工作环境后幸福感降低是很常见的，但在一些职业中，幸福感并没有随着时间的推移而改善，例如，年龄增加对退伍军人的抑郁没有影响，抑郁症仍然高于一般人，自杀念头的发生率没有发现年龄下降(比一般人高5.5倍)。因此，考虑职场人士的心理健康和幸福感研究势在必行，而不是普遍倾向于研究学生。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，缓和工作需求，以允许激励和积极的下游结果。然而，关于人格障碍及其与工作动机或压力以及后续结果的关系的研究较少。缺乏关于PR和PD之间相互作用的研究重点，以及在JD-R框架内将“高成就者”考虑为PD的方面的研究。在一项研究中，情商(EI)是一种潜在的公关工具，已被证明与积极的领导行为(在专业医疗岗位中至关重要)有关，并可预测退伍军人的工作投入(工作幸福感)。在大多数教育框架中，EI(非特定的)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)，尽管缺乏支持这些建议的研究。然而，EI并不是全面积极的，全球高EI的个人倾向于负面操纵他人以谋取自身利益。包罗万象的高EI既不是必要的，也不是有益的，这表明存在EI的最佳水平，并且可能存在特定于角色的EI配置文件，使专业人员能够在工作中蓬勃发展。这项研究集中于个人因素和非技术能力，作为高成就专业人员工作幸福感的前置因素，以及一条可以增强幸福感和工作动机以实现下游绩效改进的途径，包括降低员工的离职意图(留任)。研究采用定量的方法，结合纵向调查设计和干预，以了解各种因素之间关系的方向性。医疗保健专业人员，尤其是兽医专业人员的工作幸福感的影响因素仍未得到充分研究。研究倾向于关注压力和职业倦怠的病理机制，而不是专业的非技术能力，这可能会改善医疗保健专业人员的幸福感和工作动力。这项研究可以提供的洞察力和影响对高成就专业人员的幸福感的影响和潜在的改善干预措施

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