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In the context of occupational health psychology, personality has usually been depicted from the perspective of single traits, dispositions, or their combinations. However, there is a clear need to better understand personality as a whole. For this reason, an integrative framework of personality is presented in order to give a more comprehensive and cohesive picture of how the different personality constructs relate to each other. In recent years, several holistic models of human personality have been presented. For example, such models have been formulated by Dan McAdams (1995), Brian Little (2007), Robert McCrae and Paul Costa Jr. (1999), and Brent Roberts and Dustin Wood (2006). In this chapter, we briefly introduce one of these models, that is, the three-tiered conceptual framework of personality by McAdams and his colleagues (McAdams, 1995; McAdams & Adler, 2006; McAdams & Olson, 2010; McAdams & Pals, 2006). This comprehensive and multifaceted model conceptualizes human personality via a developing pattern of (1) dispositional traits, (2) characteristic adaptations, and (3) constructive life narratives (see Fig. 1). Each of these three levels possesses its own characteristics for describing and understanding personality.

The purpose of the present study is to examine how perceived employability relates to job exhaustion, psychological symptoms and self‐rated job performance in involuntary and voluntary temporary employees compared to permanent employees.

The study is based on a cross‐sectional design using a sample of university teachers and researchers (n=1,014) from two Finnish universities. Of the sample, 40 percent (n=408) are permanent employees, 49 percent (n=495) involuntary and 11 percent (n=111) voluntary temporary employees. Most respondents (54 percent) have education above a Master's degree, the average age is 43 years, and 58 percent are women.

The results of general linear model analyses show that perceived employability promotes favorable outcomes among all respondents. However, the negative relationship between perceived employability and job exhaustion and psychological symptoms is stronger among voluntary than among involuntary temporary employees.

The study indicates that although perceived employability seems to be important to all employees, involuntary temporary employees benefit least from high perceived employability in terms of individual well‐being.

Simon L. Albrecht is a registered psychologist and has a PhD and a master’s degree in Organizational Psychology. Simon’s PhD focused on identifying the dimensions, antecedents, and consequences of organizational trust. Simon is a Senior Lecturer within the Organizational Psychology program at Deakin University, Melbourne, Australia. Teaching, research, and practice interests are in the areas of work engagement, organizational development and change, leadership development, culture and climate, and organizational politics. Simon has published in numerous international journals, has numerous book chapters in print, and has presented at international conferences. In addition to his academic and research interests Simon also has considerable consultancy experience. He has previously been a director of a human resource consultancy engaged in delivering a broad range of organizational development activities and programs.

The purpose of this study was to describe factors that support and prevent managers' work wellbeing by reviewing international studies and interviewing Finnish social- and healthcare managers.

Twenty-two studies were identified in the systematic literature search. Seven social care and healthcare managers were recruited to participate in thematic interviews. Data were analyzed by using content analysis.

Supportive and preventive factors for managers' work wellbeing were identified in the literature review, including managerial position, decision latitude, job control, social support and ethical culture at the workplace. The interviews further suggested that the supportive and preventive factors affecting social and healthcare managers' work wellbeing could be divided into five broad categories: (1) Individual factors, (2) Social factors, (3) Professional support from one's own manager, (4) Work-related factors and (5) Organizational factors.

We conducted a systematic literature search together with expert interviews to find the factors most crucial to managers' work wellbeing. These findings can assist social and healthcare organizations and policymakers to pay attention to these factors as well as in policies guiding them.

The negative consequences of job insecurity on the well-being of individuals are well known. However, the perceptions of job insecurity over time and how some factors such as social support may affect them have received limited attention. This study follows precarious schoolteachers for three weeks before the end of their contract to explore how their perceptions of job insecurity evolve over time.

The participants were 47 precarious schoolteachers who first completed a general questionnaire, then a diary survey on nine occasions over the course of the three weeks. Data was analysed with MPLUS 7.3.

The results suggest intra-individual differences regarding the way job insecurity was perceived over time. An additional discovery was that support provided by the school principal was negatively related to changes in job insecurity over time.

The relatively small sample size, which includes only precarious schoolteachers, and the methodology complexity of the diary are limitations of this study.

This study highlights the subjective nature of the perceptions of job insecurity. It also shows the importance of the school principal's social support towards precarious schoolteachers; therefore, practitioners should propose interventions to enhance the quality of principal–teachers relationships.

This study contributes to the literature by investigating how perceptions of job insecurity evolve over time and the role of social support.

Employee engagement (EE) is a highly popular topic within workplace research, but has been studied almost exclusively from a quantitative, survey based approach, both in academic and consultancy led research. Yet, employee engagement is essentially an individual concept, concerning self, and this highly personal dimension fails to be captured in positivistic surveys. This paper offers a novel methodology in an attempt to address this deficit.

This complex concept needs to be studied from a more interpretivist and ethnographic angle, acknowledging that EE exists within a cultural context. The paper proposes the use of a contemporary, and somewhat contentious, form of ethnography, autoethnography (AE) that weaves together the researcher's personal and participants' experiences to illuminate the phenomenon.

This paper briefly reviews extant literature on employee engagement, explains autoethnography and argues that AE is a highly suitable method to capture both the individual and social nature of self in employee engagement.

To understand how employee engagement works, we need to get at the depth of the concept, and the paper offers an innovative methodological contribution to achieve this. To date, this approach has received limited attention and only minimal anecdotal evidence is presented to support the argument for AE. However, there is substantial scope for further research adopting this novel, collaborative approach.

An autoethnographic approach provides both emic (insider) and etic (outsider) perspectives on the phenomenon, thus harnessing both the experiences of those involved in AE initiatives (e.g. HR practitioners managing EE and employees being engaged) but also the researcher's experiences and interpretations of being engaged in their work, to elicit more rich, layered insights. Such nuanced understanding can help facilitate more appropriate, authentic and realistic interventions to harness employees' whole self and engagement.

Autoethnography provides an innovative approach to studying employee engagement, offering an appropriate alternative to quantitative, snap-shot studies and is more in keeping with the founding scholar's intentions for research on this topic.