Research Article
The Imperative for Identifying Personality Traits in Healthcare Professionals, Allied Healthcare Professionals, and First Responders: A Profiling Perspective
Mary Catherine McKenzie*
Issue:
Volume 15, Issue 1, February 2026
Pages:
1-26
Received:
12 January 2026
Accepted:
20 January 2026
Published:
4 February 2026
Abstract: There exists notable neglect in research of identifying imperatives for personality traits and profiling assessment in Healthcare professionals (HCPs), Allied Healthcare Professionals (AHPs), and First Responders. A large scoping review of 133 studies, which included numerous assessment tools, was undertaken- via a JBI approach- to investigate if there is an imperative for identifying personality traits in these population groups. Investigation of personality assessment and profiling in the realm of: Neuroticism; Psychoticism; and Dark Triad personality traits, was examined, which are often overlapping. The approach taken in this study was with an enduring commitment to risk mitigation. Professions per category included: HCPs: doctors (including specialists, interns, registrars); nurses; dentists; clinical academic researchers. AHPs: social workers; psychologists; physiotherapists; and, radiologists. First Responders: paramedics; law enforcement; firefighters; and many more related professions. Though a number of positive personality traits were detected, the argument for necessary profiling of individuals is explicated by the existent levels of Neuroticism and/or Psychoticism discovered within individual HCPs; AHPs; and, First Responders. The identification of these traits via personality assessment, and through profiling techniques, is always incredibly alarming. The Wilma scenario; and, medico-legal patient homicide, is supportively introduced. Consideration is given to: expulsion; deregistration/de-licensing; placement under supervision; and implementation of intervention strategies (if potentially successful) as the remedy to risk traits for the relevant individual worker. In extreme cases, such as identification of Dark Triad personality traits, the proposed process may naturally differ. Otherwise, workers may seek urgent intervention (e.g. an extended respite from work- assessable upon return to work initiatives); alternative employment; or, choose to reject necessary intervention. The vital importance of personality traits’ assessment and profiling of HCPs, AHPs, and First Responders encapsulates consideration of obligatory risk management; red flag alerts; assessment components included in: job recruitment, performance reviews and, post-critical incident debriefings; and, as part of educational curriculum (including undergraduate students). Highly relevant to HCPs, AHPs, First Responders are personality traits which directly effect Patient safety and appropriateness of care. Impactful conditions which may affect workers, from deleterious clinical decision-making, may involve: moral distress; Second Victim Syndrome (or Secondary Traumatic Stress); Burnout; and, Posttraumatic Stress Disorder. Further research is needed regarding ongoing personality assessment and profiling needed of all (from informal to formal) (and from undergraduates to seasoned professionals). Longitudinal monitoring of: Allied Healthcare, First Responder, and Healthcare, professional domains remain paramount in ensuring effective, as medical error free, and ethical, environments, as possible.
Abstract: There exists notable neglect in research of identifying imperatives for personality traits and profiling assessment in Healthcare professionals (HCPs), Allied Healthcare Professionals (AHPs), and First Responders. A large scoping review of 133 studies, which included numerous assessment tools, was undertaken- via a JBI approach- to investigate if t...
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Research Article
“Nothing Matters, Boss”: An Analysis of the Impact of Nihilism on Workplace Apathy
Zachary Tokar*,
Patrick Aragon
Issue:
Volume 15, Issue 1, February 2026
Pages:
27-35
Received:
29 December 2025
Accepted:
12 January 2026
Published:
20 February 2026
DOI:
10.11648/j.ajap.20261501.12
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Abstract: Nihilism, the belief that nothing inherently matters, has gained prominence in popular culture. This study examines two subsets of nihilism: existential nihilism, which posits that life and the universe lack meaning, and individual nihilism, which suggests that one’s personal life holds no significance even if meaning exists elsewhere. The present study explored the relationship between these nihilistic beliefs and workplace variables, including job apathy and job satisfaction using a convenience sample of 58 adults in the work force. Four established scales were employed: the Existential Nihilism Scale (ENS), the Purpose in Life Scale (PILS, reverse-coded to measure individual nihilism), the Job Apathy Scale (JPS), and the Generic Job Satisfaction Scale (GJS). Point-Biserial correlations revealed significant negative relationships between age, income, and education with individual nihilism (PILS: r = -0.341, p = <.009) and job apathy (JPS: r = -0.325, p = <.013), while sex and hours worked showed no significant correlations. Participants aged 26–29 reported the highest levels of existential nihilism (M = 21.22, SD = 10.20) and individual nihilism (M = 29.48, SD = 10.76), whereas those in their 50s reported the lowest levels for both constructs. Pearson correlation analysis revealed a strong positive relationship between existential nihilism (ENS) and individual nihilism (PILS: r = 0.828, p = <.001). Both forms of nihilism were positively correlated with job apathy (ENS: r = 0.509, p = <.001; PILS: r = 0.629, p = <.001). Regression analysis demonstrated that existential and individual nihilism together accounted for 37% of the variance in job apathy. When analyzed split, individual nihilism (PILS) explained 39% of the variance while existential nihilism (ENS) explained 25%. Notably, when both predictors were included in the model, individual nihilism remained significant, while existential nihilism did not, suggesting that individual nihilism is a stronger predictor of job apathy. These findings highlight the psychological impact of nihilistic beliefs on workplace attitudes, with individual nihilism emerging as a critical factor in predicting job apathy. Study findings may support retention efforts and hallmark the importance of intrapersonal factors in the workplace. A non-diverse sample of participants and lack of research support the inverted use of the PILS are the studies chief limitations. Future research may seek to examine the influence of media on nihilistic beliefs and the impact these values have on workplace culture and productivity.
Abstract: Nihilism, the belief that nothing inherently matters, has gained prominence in popular culture. This study examines two subsets of nihilism: existential nihilism, which posits that life and the universe lack meaning, and individual nihilism, which suggests that one’s personal life holds no significance even if meaning exists elsewhere. The present ...
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