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The FFM personality dimensions and job performance: Meta-analysis of meta-analyses
... According to Robbins (2005), the personality of an employee plays a vital role in determining political behavior within an organization. Individual differences among employees in the work settings can be assessed by measuring the impact of personality traits on performance of the job, turnover intention, and satisfaction with the job (Barrick & Mount 1991). Personality traits play a significant role in enhancing or abating the impact of a politically charged environment on employee satisfaction. ...
... The effect of personality traits on production, job satisfaction, performance of job, turnover intention, and other organizational situations are among the multiple research studies conducted to assess human variations (Barrick & Mount, 1991;Barry & Stewart, 1997). Particularly, personality traits like openness to experience and extraversion have a great influence on work-related tendencies. ...
... Maintaining staff at any company will ensure that they do intentional tasks, which will inevitably improve the status and prosperity of the business. The influence of personalitytraits on occupation performance, occupation satisfaction, the intention of turnover, productivity, and other organizational contexts are few studies that have been done on the topic of personality traits in identifying individual variations (Barrick & Mount, 1991;Barry & Stewart, 1997;Judge et al., 2002;MyungWeon, 2011). An open-minded person will automatically leave the job because of undesirable external circumstances, like negative political environment or job dissatisfaction (Zimmerman, 2008). ...
Organizational politics is evident across the globe within organizations. This emergent issue needs further investigation with reference to employee personality. The intention of the current study was to better understand how employees respond to organizational politics. The primary goal of the current research was to examine the moderating role of personality factors on bankers' perceptions of organizational politics and attitudes toward their jobs (i.e. job satisfaction and organizational commitment). The data were gathered from 150 employees working in various banks in Multan, using self-reported questionnaires to find their organizational political perceptions, job satisfaction surveys, organizational commitment, and personality tests. Hierarchical regression analyses were used to analyze the model. The personality factor that moderated the link between perceived organisational politics and work-related attitudes was openness to experience. Extroversion and organizational politics had a negative correlation. The outcome of the study depicted a significant link between job satisfaction and organizational politics. The study’s findings add to our understanding of the significance of personality traits concerning how workers view organizational commitment, organizational politics, and their level of job satisfaction.
... They also exhibit many and intense phobias, and, at the same time, are greatly insecure. They are also characterized by irritability and eccentricity, as they find it difficult to remain composed, while they experience frequent outbreaks (Barrick & Mount, 1991), as they strongly experience their emotions. Furthermore, they are characterized by hostility, anger, depression, self-awareness, impulsivity, and vulnerability (Chamorro-Premuzic, 2013). ...
... A conscientious person is organized, systematic, and accurate and can control impulses and needs. Moreover, they usually plan and achieve their goals, as they show great commitment and self-discipline (Barrick & Mount, 1991;Goldberg, 1990;Karapanou, 2020). Conscientious individuals are consistent, ambitious, composed, disciplined, and show regularity, meticulousness, reliability, and exceed expectations by being organized, persevering, and implementing planning. ...
... Receptivity to experience refers to whether a person is intellectual, exploratory, authentic, creative, and open to new ideas. It is a dimension that is characterized Yearbook of Psychology 2021, Vol. 12 Online ISSN 2683-0426 by curiosity, spirituality, originality, imagination, tolerance toward different views, intelligence, and artloving (Barrick & Mount, 1991;Goldberg, 1990;Karapanou, 2020;Pervin & John, 2013). Individuals who are open to experience are creative, inventive, artistically concerned, idealistic, imaginative, and curious. ...
Personality is a stable and organized set of psychological characteristics, which is shaped by the psychological, social, and physical environment that surrounds an individual; moreover, biological factors affect the shaping of individual personality. In essence, personality is the sum of a person's overall behavior, including non-overt behaviors, interests, mentality, and intelligence. Therefore, it is the sum of physical and mental abilities, as well as biological factors. The Five-Factor model (Big Five) is a theory including personality traits that people consider important and, based on which, human behavior can be described in its various manifestations and simultaneously explain numerous phenomena and reactions. According to the Five-Factor model, the key factors are Openness to experience, Conscientiousness, Extraversion, Agreeableness, Neuroticism. Additionally, there is a correlation between burnout syndrome and personality factors. Various personality traits (motivation push to work, stress resistance, and self-esteem) have been explored to determine at what point these features contribute to the development of burnout. Finally, regarding occupational stress and personality factors, there is a relationship, as people's reaction to stress factors is directly related to their personality. The ways of reaction are divided into three categories: escape, battle, and slip and are briefly discussed in this article.
... Individuals scoring high on extraversion are sociable and talkative, which allows them to engage in social networking more easily (Barrick and Mount 1991). Hence, extraverts are expected to expose themselves to language-learning opportunities via contact with natives and other outlets and, therefore, increase their time spent learning the new language. ...
... Individuals who score higher on neuroticism tend to be anxious, insecure, and easily embarrassed (Barrick and Mount 1991). These factors are likely to reduce engagement with learning processes (Komarraju et al. 2011), thereby reducing an individual's exposure to language-learning opportunities. ...
... At the same time, neurotic individuals are less able to manage performance pressure, which likely affects learning capabilities (Ibid.). Conforming to these ideas, Barrick and Mount (1991) showed that emotionally stable individuals were more productive and attained higher wages. ...
We analyze the role of personality traits in destination-language proficiency among recent refugees in Germany. While personality traits have been shown to predict educational outcomes, they have been largely overlooked for immigrants’ language acquisition. We extend a well-established model of destination-language proficiency and assume that personality traits’ effects manifest through the channels of exposure, efficiency, and incentives. Using longitudinal data and growth curve models, we find that personality traits significantly shaped destination-language learning. Openness to new experiences, conscientiousness, risk appetite, locus of control and resilience were positively related to destination-language proficiency, while agreeableness and neuroticism were insignificant. The positive impact of extraversion and the negative impact of self-esteem on destination-language proficiency were only marginally significant. For all personality traits, we observe that both the efficiency of learning and exposure to learning opportunities represented possible channels through which personality traits affected refugees’ destination-language proficiency. In sum, personality traits affect refugees’ destination-language proficiency and, thereby, contribute to sustainable economic and societal integration processes. We conclude by discussing implications for international migration research and policy.
... Higgins, & Thoresen, 1999, Oswald & Hough, 2011. Additionally, the predictive ability of some personality dimensions on performance can be generalized across occupations (Barrick and Mount, 1991;Mount and Barrick, 1995;Oswald & Hough, 2011). Barber & Bretz (2000) suggest focusing research efforts on the "big five" dimensions of personality (Barrick & Mount, 1991), and note that "the existence of this parsimonious structure of personality traits has facilitated the accumulation of knowledge of personality effects in selection and could do the same for research on attraction and compensation" (p. ...
... Additionally, the predictive ability of some personality dimensions on performance can be generalized across occupations (Barrick and Mount, 1991;Mount and Barrick, 1995;Oswald & Hough, 2011). Barber & Bretz (2000) suggest focusing research efforts on the "big five" dimensions of personality (Barrick & Mount, 1991), and note that "the existence of this parsimonious structure of personality traits has facilitated the accumulation of knowledge of personality effects in selection and could do the same for research on attraction and compensation" (p. 44). ...
... Conscientiousness reflects being achievement-oriented, hardworking, and persevering (Barrick & Mount, 1991). The conscientious individual is determined, strong-willed, and purposeful. ...
Person-organization fit has been shown to lead to employee job satisfaction which in turn has been shown to be related to customer satisfaction. Using a person-organization fit framework, relationships between individual differences in the big five personality dimensions and preferences for characteristics of variable pay were investigated. In an experimental setting, the relationship between personality and preferences for pay contingent on individual performance versus team performance was investigated. Additionally, the relationship between personality and preferences for the degree of pay at risk (the portion of pay tied to performance) within variable pay systems was investigated. The results indicate that participants who prefer to have their pay contingent on team performance have higher levels of openness to experience than do individuals who prefer to have their pay contingent on their individual performance. Participants who prefer to have greater levels of their pay at risk have higher levels of extraversion and openness to experience and lower levels of neuroticism than do participants who prefer to have lower levels of their pay at risk. These results suggest that there are systematic differences in preferences for components of pay for performance plans by individuals with differing personalities. To maximize the likelihood of employee job satisfaction and customer satisfaction, organizations should select employees whose personalities align with the organization's pay for performance plan's characteristics.
... Surprisingly, little, if any, research has examined employee personality as a boundary condition that may alter the performance-turnover relationship. This oversight is odd and unfortunate because cumulative evidence (Barrick & Mount, 1991) and relevant theory (Barrick et al., 2013;Li et al., 2014) suggest that personality influences both job performance and voluntary turnover. More importantly, personality could help elucidate the performance-turnover relationship (i.e., which behavioral choices employees will make in response to emotionally laden events, particularly lower and higher performance evaluations), as Barrick et al. (2013) posited, "personality traits reflect an individual's volition or motivational control (i.e., choices, preferences, wishes, and desires), and they influence behaviors" (p. ...
... A better understanding of this process involves investigating how employee personality traits influence performance and turnover and their relationship over an extended period of time. As noted earlier, research has established that employee personality traits influence both job performance (e.g., Barrick & Mount, 1991;Salgado, 1997) and turnover (Zimmerman, 2008) and their interplay (Barrick et al., 2013). Emotional stability (the converse of neuroticism) has been consistently found to have "a continuous effect" on these two criteria across situations and over time (Barrick & Zimmerman, 2009, p. 189). ...
... The personal characteristics of administrators tend to define excellent administrators in their determinative functions. In this study, personality traits are combinations of characteristics that are innate to people as individuals (Ergene, 2013 andEccles, 2015). They connote combined characteristics of principals and vice principals in secondary schools that bring about intellectual, affective and behavioural differences which distinguishes them from other members of staff in the school system. ...
... This means; the nature, qualities and personality compliance in administration have been the areas of concern to psychologists and educational administrators for many years. Eccles (2015) and kereluik et al (2015), claimed that personality behavior dimensions are determinants of administrative functions. Personality traits of administrators seem to have relationship with accountability in education because of compounding episodes of ineffective service delivery and poor school improvement in Nigeria. ...
Introduction: Accountability etiquette tends to be given less attention in secondary education due to low justification of performance related to schoo0l goal attainment. Hence, this study was undertaken to assess relationship between personality traits of administrators and accountability in secondary education in Cross River State, Nigeria. Method: This study applied descriptive survey research design aimed at the relationship of personality of administrators and accountability in secondary education in terms of school objectives and senior officers’ responsiveness. The population included 246 secondary schools in Cross River State, Nigeria. The sample consisted of the entire population of 246 secondary schools selected using census sampling technique. 492 principals and vice principals of secondary schools were used to assess the secondary education in the state. Data collection was done with researchers’ constructed instrument validated and with a reliability coefficient of 0.87 using cronbatch alpha method for the competence. Alpha reliabilities average of 0.80 (ranging from 0.17 to 0.88) was obtained using test retest reliability coefficient for adopted Big Five Inventory (BFI). Three research questions guided the study. Data were analyzed using Correlation and Multiple Regression Analysis. Results: The results showed that personality traits of administrators were positive significant predictors of accountability in secondary education. However, neuroticism behaviour dimension was negatively related to accountability in the secondary school system. Discussion and conclusion: Based on the results above, personality traits of administrators guaranteed improvement of accountability. The implication of this finding was that secondary education system could not inspire engagement and high level of performance without desirable natural ability traits of educational administrators. Therefore, innate characteristics of administrators were keystones of accountability in terms of achieving optimality in educational objectives and senior officers’ responsiveness in secondary education system. Received: 21 April 2023 / Accepted: 24 June 2023 / Published: 5 July 2023
... One implication from this research is that male applicants may be granted a job offer not because they are particularly qualified or suited for a position, but simply because they make the right impression. Although some personality characteristics are predictive of job performance, such as conscientiousness (Barrick & Mount, 1991) and extraversion (at least in certain occupations; Barrick & Mount, 1991), warmth may not always be required in integrated or male-dominated positions. In fact, a quantitative summary of 15 prior meta-analytic studies investigating the relationship between the Big 5 personality traits and job performance revealed that the correlation between agreeableness (which subsumes warmth; Saucier & Ostendorf, 1999) and job performance did not significantly differ from zero (Barrick et al., 2001). ...
... One implication from this research is that male applicants may be granted a job offer not because they are particularly qualified or suited for a position, but simply because they make the right impression. Although some personality characteristics are predictive of job performance, such as conscientiousness (Barrick & Mount, 1991) and extraversion (at least in certain occupations; Barrick & Mount, 1991), warmth may not always be required in integrated or male-dominated positions. In fact, a quantitative summary of 15 prior meta-analytic studies investigating the relationship between the Big 5 personality traits and job performance revealed that the correlation between agreeableness (which subsumes warmth; Saucier & Ostendorf, 1999) and job performance did not significantly differ from zero (Barrick et al., 2001). ...
Both men and women who violate gender stereotypes incur backlashes, or penalties, for these transgressions. However, men who engage in warm, communal behaviors occasionally receive a boost (or benefit) for this female‐stereotyped behavior. To understand how and why warmth and gender interact to predict backlashes or boosts, we integrate uncertainty reduction theory with the stereotype content model and examine warmth by gender interactions. In our first study (a field examination of job seekers), we find that men receive a boost in hireability (i.e., an increased likelihood of obtaining a job offer) for exhibiting gender incongruent (i.e., high) levels of warmth, but women do not receive a backlash in hireability for exhibiting gender incongruent (i.e., low) levels of warmth. In our second study (a laboratory experiment), we replicate and extend these findings by elucidating why they occur: warmth reduces relational uncertainty for male, but not female, applicants. In our third study (another laboratory experiment), we again replicate and extend our findings by identifying when these effects are stronger: in male‐dominated roles. Our investigation suggests that the valence of the gender stereotype violation matters when it comes to hiring decisions. Indeed, we find that displaying warmth appears to promote, rather than impede, career outcomes for men.
... After the passing of the Civil Rights Act (1964), issues such as demographic group differences and biases began to receive more attention (e.g., Cann et al., 1981;Reilly & Chao, 1982;Schein, 1978). In the 1990s, Personnel Psychology published articles that reconsidered the criterion-related validity of personality tests (e.g., Barrick & Mount, 1991;Cortina et al., 1992), as well as some of the initial work on situational judgment tests (SJTs; e.g., Weekley & Jones, 1997). The journal also published summaries of the Army Project A validation project (e.g., McHenry et al., 1990). ...
... Contextualization has been especially tried out with personality tests. The history of personality tests is characterized by pendulum swings, as attested by the more pessimistic view in the 60s (e.g., Guion & Gottier, 1965), the more positive picture in the 90s based on metaanalyses on their criterion-related validity (e.g., Barrick & Mount, 1991;Tett et al., 1991), and in more recent years the skepticism of many journal editors (Morgeson et al., 2007). Currently, there is relative consensus that efforts should be undertaken to improve personality measurement in selection. ...
Personnel Psychology has a long tradition of publishing important research on personnel selection. In this article, we review some of the key questions and findings from studies published in the journal and in the selection literature more broadly. In doing so, we focus on the various decisions organizations face regarding selection procedure development (e.g., use multiple selection procedures, contextualize procedure content), administration (e.g., provide pre‐test explanations, reveal target KSAOs), and scoring (e.g., weight predictors and criteria, use artificial intelligence). Further, we focus on how these decisions affect the validity of inferences drawn from the procedures, how use of the procedures may affect organizational diversity, and how applicants experience the procedures. We also consider factors such as cost and time. Based on our review, we highlight practical implications and key directions for future research. This article is protected by copyright. All rights reserved
... Individual difference factors, which distinguish people from one another, such as individuality and personality, were also important in participants' dietary change [61]. Our study highlighted that the interpersonal style of the dietitian perceived by the participant and their experience of the dietetic consultation had an influence on their motivation to make changes. ...
... Other individual difference factors revealed in the current data related to personality types and inherent traits. Personality dimensions (such as openness, conscientiousness, extraversion, neuroticism, and agreeableness [61]), have been explored to understand whether any associations between personality and dietary intake exist [65]. Research has shown that exhibiting more openness and conscientiousness traits are associated with healthier food intake and compliance with dietary recommendations [65]. ...
Type 2 diabetes (T2D) is a major public health concern. Optimal management of T2D often requires individuals to make substantial changes to their dietary intake. This research employed a qualitative methodology to examine decision making processes underpinning dietary behaviour change. Semi-structured telephone interviews were conducted on a purposive sample of 21 Australian adults who had recently consulted a dietitian after being diagnosed with T2D. Data were analysed using theoretical thematic analysis and themes were matched deductively with constructs that underpin motivational, volitional, and implicit processes which exist in common models of behaviour change. Influences on motivation, such as a desire to improve health status and making use of valuable support networks featured in participant narratives. Volitional influences included knowing their limits , dealing with falling off the wagon , and learning how their body responds to food . The themes unlearning habits and limit the availability were identified as underpinning implicit influences on dietary change. Individual differences and emotions were constructs additional to the model that influenced dietary change. These findings contribute to a richer understanding of the subjective experiences of adults with T2D regarding dietary change and highlight the multiple processes that guide their decision making in this context.
... Humans utilize both, but one is more convenient and effective than the other. There are two crucial aspects of fingerprints: first, they do not change over time, and second, each person has a distinct fingerprint [9]. Because of the two qualities mentioned above, fingerprints have long been used for identification [10,11]. ...
... Emotions, motivation, and cognition are some of the internal processes underlying personality characteristics [13]. There are two crucial aspects of fingerprints: they do not change over time, and each person has a distinct fingerprint [9]. Because of the two qualities mentioned above, fingerprints have long been used for identification [10,11]. ...
Background
Dermatoglyphics refers to the study of epidermal ridges or patterns on fingers (fingerprints) and palms (palmprints). These epidermal ridges grow concurrently with a fetus's neural development during the intrauterine stage of life. Determining genetic anomalies using dermatoglyphics can help identify congenital deformities, various other medical conditions, and how the brain functions well ahead of time. A self-report questionnaire called the Myers-Briggs Type Indicator (MBTI) is used to identify several psychological traits influencing how people perceive their surroundings and make decisions.
Further investigation of this connection between Dermatoglyphics and Myers-Briggs Personality types can provide helpful insight into understanding a child's potential and perception of the world at a very tender age, student's potential towards a particular profession, and guiding their career choices. Understanding a child's personality type can give the parents an edge over understanding and catering to their emotional and social needs, hiring qualified employees, etc.
Objective
The study aims to clarify the connection between Myers-Briggs personality types by utilizing fingerprint patterns.
Methodology
An analytical cross-sectional study was conducted on 200 consenting students aged 25-30 years in a rural Medical School in the backdrop of central India. The study duration was two months, and the data collection was based on NERIS Type Explorer (based on the Myers-Briggs 16 personality type). The study involved the collection of fingerprints by using ink (type) and paper. At the same time, the data analysis was done statistically using the chi-square test.
Result
Statistically, a significant association was found between a few of the personality types and fingerprint patterns using the chi-square test (P=0.05, Significant) for INTJ with whorl, INTP with whorl (two cores), INFJ with ulnar loop, ENFJ with ulnar loop, ENFP with ulnar loop, ESTJ with ulnar loop, ISTP with ulnar loop, ISFP with ulnar loop and ESTP with composite. Additionally, more than 90% of the subjects were satisfied with the accuracy of the results of the Questionnaire (Survey questionnaire by NERIS Type Explorer).
Conclusion
The study found that participants with the left loop/right loop fingerprint type made up the majority and had more moderate personality qualities. Left loop's overall average was the highest of the 16 personality types, showing that people with this fingerprint type typically exhibited apparent personality features. The 16 personality components' total average for arch/whorl was second highest, specifically in the constructs of “socially harmonious method of operation,” “strong sense of responsibility,” “enthusiastic attitude,” and "concern for others' well-being.” The total average of the arch/whorl fingerprint type was higher than the S-type/right loop fingerprint type in these four constructs, demonstrating that participants with this fingerprint type showed good leadership abilities. INFJ personality type seems to be the most occurrent among the studied population, as the study was conducted with medical school students.
... At present, approaches to the usefulness of personality traits in the context of the determination of productivity in relation to the previous critical remarks emphasize that in 1950s-1960s researchers focused on the validation of the personality inventory as an index of the future professional success, which is also legitimized in 21st century. Moreover, further deepened analysis allows one to find an internal contradiction among the protagonists of a negative evaluation of personality traits in relation to organizational effectiveness [Ones et al. 2007, Roberts 2009], although in the earlier studies by the present proponents of the theories of traits [Barrick et al. 2001], criticisms can also be found regarding its validation. ...
... Contrary to the expectations, the analysis showed that level of extraversion intensity is not correlated to sales efficiency. According to the previous research of Barrick et al. [2001], and Bing, Lounsbury [2000], it was found that Extraversion was a valid predictor of performance in jobs characterized by social interaction, such as sales personnel and managers. However, these authors did not take life insurance agents into consideration in they research. ...
... At present, approaches to the usefulness of personality traits in the context of the determination of productivity in relation to the previous critical remarks emphasize that in 1950s-1960s researchers focused on the validation of the personality inventory as an index of the future professional success, which is also legitimized in 21st century. Moreover, further deepened analysis allows one to find an internal contradiction among the protagonists of a negative evaluation of personality traits in relation to organizational effectiveness [Ones et al. 2007, Roberts 2009], although in the earlier studies by the present proponents of the theories of traits [Barrick et al. 2001], criticisms can also be found regarding its validation. ...
... Contrary to the expectations, the analysis showed that level of extraversion intensity is not correlated to sales efficiency. According to the previous research of Barrick et al. [2001], and Bing, Lounsbury [2000], it was found that Extraversion was a valid predictor of performance in jobs characterized by social interaction, such as sales personnel and managers. However, these authors did not take life insurance agents into consideration in they research. ...
The purpose of this article is to demonstrate the crucial role of five factor model of Costa and McCrae implementation in the context of life insurance industry effectiveness from both theoretical and practical perspectives. There was implemented and tested the five factor model (FFM) of Costa and McCrae, based on a case study of four largest life insurance companies, one domestic and three international ones, on the basis of international scientific projects conducted from 2008 to 2014 and sample of 796 most effective life insurance agents. The results imply the existence of a positive correlation between openness to experience and neuroticism traits and the life insurance agent's efficiency. The study is focused on job, or task based cues, but there are other factors that may be relevant. Future research might study those variables as situational moderators as well. In this context, it is important to accept an assumption concerning the permanence of personality traits [Mc-Crae, Costa 2003], and the response to items on a personality inventory at any one moment is determined by many traits, states and features of immediate situation.
... Previous research shows that personality plays a role in many aspects of life, such as life satisfaction, career success, job performance, and cyber-plagiarism (Barrick & Mount, 1991;Judge et al., 1999;Ramirez-Correa, 2017). Personality is also associated with ethical decision making (Kohlberg, 1969). ...
... It represents the traits, characteristics, and peculiarities that drive individuals to behave in a specific way and differentiate them from each other. Personality is shown to have predictive powers in many life and career aspects, including but not limited to success, life satisfaction, job performance, cyber-plagiarism, and technology acceptance (Barrick & Mount, 1991;Judge et al., 1999;Ramirez-Correa, 2017;Ryan & Xenos, 2011;Svendsen et al., 2013). Psychologists have been able to understand personality through the ''Big Five" typology (see for example, Borkenau, 1988;John et al., 1988;Digman, 1989). ...
This paper examines tax evasion attitudes and their relationship with personality traits, as moderated by religiosity and income, in a multi-faith cultural context characterized by a weak tax administration. The study explores associations between the big five personality traits (Openness to experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism) and tax evasion attitudes, a topic that has received very little attention in previous studies. The results show that conscientiousness is negatively associated with tax evasion attitudes emanating from self-interest (SITE). Religiosity was found to moderate the relationship between extraversion and SITE and between conscientiousness and JSTE (Justice of system tax evasion). Income seems to temper the relationship between extraversion and SITE. Overall, this study shows that the root cause of tax evasion may stem from the taxpayers’ perception of the equity of the tax system rather than merely from demographic characteristics or personality traits.
... The only exception was conscientiousness, which consistently stood out as a positive, and even mostly generalizable, predictor in earlier studies already. This corroborates conclusions from the broader personnel selection literature that this trait predicts performance in virtually any job (Barrick et al. 2001). Given the differences in methodological choices and the partially quite small samples of previous meta-analyses, the present study helped clarifying earlier mixed findings. ...
... Finally, the observed tendency of (however insignificantly) higher validities of openness to experience for predicting objective criteria may indicate that supervisors tend to underrate the value of this trait for success in sales jobs. Openness generally received the least attention among all FFM traits in the applied literature on predicting rating criteria (Barrick et al. 2001), which may turn out to be a neglect at least in the present domain. ...
Trends in personnel management of frontline employees’ (FLEs) imply that “soft skills” related to personality may be hardest to replace by technological advancements and, thus, become increasingly important. Building on the five-factor model (FFM) of personality, the present research therefore aimed at clarifying meta-analytically the role of personality for explaining FLEs’ job performance. Analyses covered 31 to 55 studies per FFM dimension (N = 6,514 to 10,139). It was found that all five dimensions showed moderate and generalizable relations either to subjectively, or to objectively, measured performance in sales jobs, whereas results were more mixed in non-sales jobs. We also found some evidence of positive time trends of validities. Theoretical and managerial implications include shifting the focus to (1) narrower and more job-related traits, (2) identifying more homogeneous clusters of non-sales jobs, (3) studying more complex personality performance relations, and (4) further monitoring time trends related to technological changes.
... The only exception was conscientiousness, which consistently stood out as a positive, and even mostly generalizable, predictor in earlier studies already. This corroborates conclusions from the broader personnel selection literature that this trait predicts performance in virtually any job (Barrick et al. 2001). Given the differences in methodological choices and the partially quite small samples of previous meta-analyses, the present study helped clarifying earlier mixed findings. ...
... Finally, the observed tendency of (however insignificantly) higher validities of openness to experience for predicting objective criteria may indicate that supervisors tend to underrate the value of this trait for success in sales jobs. Openness generally received the least attention among all FFM traits in the applied literature on predicting rating criteria (Barrick et al. 2001), which may turn out to be a neglect at least in the present domain. ...
Trends in personnel management of frontline employees' (FLEs) imply that "soft skills" related to personality may be hardest to replace by technological advancements and, thus, become increasingly important. Building on the five-factor model (FFM) of personality, the present research therefore aimed at clarifying meta-analytically the role of personality for explaining FLEs' job performance. Analyses covered 31 to 55 studies per FFM dimension (N = 6,514 to 10,139). It was found that all five dimensions showed moderate and generalizable relations either to subjectively, or to objectively, measured performance in sales jobs, whereas results were more mixed in non-sales jobs. We also found some evidence of positive time trends of validities. Theoretical and managerial implications include shifting the focus to (1) narrower and more job-related traits, (2) identifying more homogeneous clusters of non-sales jobs, (3) studying more complex personality performance relations, and (4) further monitoring time trends related to technological changes.
... Recentemente, a literatura tem destacado as variáveis de personalidade como preditoras tanto da perceção de risco quanto do desempenho/comportamento de segurança, contribuindo para a compreensão dos comportamentos individuais e sociais (Santos, 2020). O crescente interesse na relação entre personalidade e desempenho/segurança no trabalho (Barrick & Mount, 1991) decorre da utilidade dos traços de personalidade como ferramentas preditivas e descritivas para o comportamento e desempenho específico de cada indivíduo (e.g., Liu & Yang, 2023;Wang et al., 2023). Num estudo centrado na perceção de risco, Sjöberg e af Wåhlberg (2002) incluíram traços de personalidade como preditores da perceção de risco. ...
... We also expect that the joint effect of abusive supervision and goal-focused leadership on CWB hinges on subordinates' conscientiousness. Conscientiousness, as one of the Big Five personality traits, has consistently been a predictor of work-related outcomes (Barrick et al., 2001;Henle and Gross, 2014). Applying COR theory, Perry et al. (2010) argued that conscientiousness is a personal resource that alleviates emotional exhaustion formed by goal-focused leadership. ...
When an abusive supervisor exhibits goal-focused leadership, does goal-focused leadership buffer or deteriorate the impact of abusive supervision on subordinates? Although leaders normally exhibit different leadership styles at the same time, little effort has been made to examine how different leadership styles affect subordinates. We also investigate the three-way interaction among abusive supervision, goal-focused leadership, and conscientiousness on counterproductive work behavior (CWB). With two multinational samples, our findings consistently indicate that subordinates exposed to more goal-focused leadership along with
abusive supervision are significantly more likely to engage in CWB. In addition, we find a three-way interaction such that the relationship between abusive supervision and subordinates’ CWB is the strongest among subordinates who have low conscientiousness when leaders exhibit a high level of goal-focused leadership.
... Mange metaanalyser, som vil si sammenfattende statistiske analyser av allerede publiserte studier, viser at samvittighetsfullhet (C) er positivt korrelert med målinger av jobbprestasjon på tvers av yrkesgrupper, mens nevrotisisme (N) er negativt korrelert (f.eks. Barrick & Mount, 1991;Roberts et al., 2007;Salgado, 1997). I metaanlysene er det i første rekke samvittighetsfullhet (C) og ekstroversjon (E) som korrelerer positivt med vurdering av deres jobbprestasjoner (Barrick et al., 2001). ...
Det er allerede gjort omfattende forskning på sammenhengen mellom personlighet og ledelse, også i Norge. En gruppe ledere som har blitt viet mindre oppmerksomhet, er ledere av frivillige studentorganisasjoner. I tillegg har en rekke teknologiske studentorganisasjoner etablert seg de siste 10–15 årene i Trondheim. I denne artikkelen vil vi beskrive personlighetstrekkene til ledere i frivillige studentorganisasjoner og sammenholde funnene med hva som er funnet blant ledere i andre organisasjoner. Videre vil vi illustrere likheter og forskjeller mellom ledere i tekniske studentorganisasjoner kontra de mer tradisjonelle studentorganisasjonene. Utvalget består av 136 studenter med lederverv i frivillige studentorganisasjoner. Studentene ble rekruttert blant studenter som tok emnet IØ1004 Topplederrollen i frivillige organisasjoner ved NTNU i årene 2021, 2022 og 2023. Resultatene våre viser at ledere i frivillige studentorganisasjoner skårer høyere enn gjennomsnittet i befolkningen på personlighetstrekkene ekstroversjon og samvittighetsfullhet, noe som også går igjen hos tidligere studier av norske ledere. Ledere i tekniske studentorganisasjoner skåret lavere enn andre studentledere på ekstroversjon, men noe høyere på samvittighetsfullhet. Ledere i frivillige studentorganisasjoner var samlet sett medarbeiderorientert. Selv om det var små og usikre forskjeller i lederstil mellom ledere i tekniske og ikke-tekniske organisasjoner, var det likevel en tendens til at ledere i tekniske studentorganisasjoner skåret noe høyere på endringsorientering enn ledere i ikke-tekniske organisasjoner, noe som virker rimelig med tanke på hvor sentralt utviklingen av nye teknologiske modeller er i disse organisasjonene. Resultatene antyder at personlighetstrekkene ekstroversjon og åpenhet for nye ideer oppfattes og fungerer annerledes i tekniske organisasjoner enn i andre studentorganisasjoner, men her ser vi frem til videre forskning på dette og andre tema om ledere i frivillige organisasjoner, inkludert studentorganisasjoner, i Norge.
... Assuming declines in criterion validity of 10 to 30 percent in applicant contexts, as seen in current results, this still leaves substantial value for personality assessments. Personality questionnaires still predict job performance (Barrick, Mount, & Judge, 2001;Barrick & Mount, 1991;Hurtz & Donovan, 2000;Schmidt & Hunter, 1998;Tett et al., 1991), as well as a number of behavioral and performance problems (Roberts, Tarescavage, Ben-Porath, & Roberts, 2019;Sellbom, Corey, & Ben-Porath, 2021;Sellbom, Fischler, & Ben-Porath, 2007), even when there is evidence of socially desirable responding. Many of the interventions proposed to improve personality measures (e.g., less evaluative items, social desirability scale corrections, forced-choice items) appear to impact validity at the margins, with a mix of positive and negative effects. ...
... Research on grit has begun to attract considerable attention. This factor is derived from theories and models related to personal success, including the Big Five personality dimensions (Barrick & Mount, 1991) and self-control theory (Kuhl & Fuhrmann, 1998). Duckworth and Gross (2014) found that grit had higher predictive validity than did other constructs for high accomplishment and could predict the completion of challenging goals under obstacles and setbacks. ...
To perform well in the Programme for International Student Assessment (PISA) and respond to rapid social changes, many countries have implemented curriculum reforms. The success of curriculum reform relies on teachers' rational, cognitive and emotional feelings for the challenge of implementation. Teachers' receptivity, growth mindset and grit has an important impact on how they implement new curriculum. In this study, the perspectives of incremental theories of intelligence and teachers’ receptivity theory were used to analyze the effects of teachers’ growth mindset and grit on their receptivity to key-competency-based curriculum reform. Data were collected from 560 teachers working in 112 elementary schools in Taiwan. A total of 402 valid responses were obtained, with the recovery rate being 71.8%. SEM and MANOVA methods were conducted to analyze the collected data. The results revealed the teachers’ growth mindset and grit exhibited strong effects on their receptivity to curriculum reform. Moreover, the existence of significant differences in growth mindset and grit among teachers working at different positions. The findings of this study highlight the importance of the teachers’ growth mindset and grit in promoting a curriculum reform. Therefore, schools’ leaders could create a growth-oriented teaching culture and encourage teachers to establish a professional community for curriculum reform.
... The outcomes are congruous with a large body of evidence connecting conscientiousnessrelated measures to the performance of the employees and their retention across professions. Individuals who have a higher level of conscientiousness are aligned to being achievement-focused, extremely accountable, and organized resulting in the successful completion of tasks (Barrick & Mount, 1991;John et al., 2008;Salgado, 2003), conscientiousness personality traits of teachers had an affirmative influence on students' extrinsic and intrinsic knowledge and motivation (Hazrati-Viari et al., 2012;Khalilzadeh & Khodi, 2021). Studies have divulged a considerable positive relationship between conscientiousness and academic performance as well as with teacher value addition and evaluation ratings (Bastian et al., 2017;Conard, 2006;Noftle & Robins, 2007;Wagerman & Funder, 2007). ...
Personality traits of teachers are critical to their teaching reflections as well as students learning and satisfaction. However, there is no guiding framework about which personality factors and style of communication are important for teachers’ communication effectiveness during their classroom teaching. The current research studies the impact of personality traits on Communication Effectiveness (CE) of teachers during their classroom teaching and the mediating role of their Communication Style (CS). A sample of 250 teachers from Indian higher education institutions participated in the exploratory study. The study applies PLS-SEM, a theoretical model was proposed and the results point to a total mediating impact of CS on the relationship between personality and CE. The direct effect of the personality traits on communication effectiveness, although positive becomes insignificant, indicating that to a major extent the influence of personality traits on communication effectiveness is explained by the communication style of the teachers. “Conscientiousness” and “Extraversion” personality traits are the most significant personality traits which bring about communication effectiveness in teachers through their “expressive” and “precise” communication styles. Validation of the proposed model will facilitate the teachers to assess their personality traits and identify the most suitable teaching styles which will make their classroom teaching effective thus, enhancing students’ class participation and academic performance.
... One of the most popular personality traits is openness to experience and is said to be strongly correlated with online shopping intention (Hermes & Riedl, 2021). This trait encourages individuals to imagine and enjoy getting a variety of new experiences (Barrick & Mount, 1991). Therefore, these individuals tend to seek out new information while shopping, are dissatisfied with the routines of daily life, and constantly compare shopping on the Internet to get the latest and greatest or best value (Tsao & Chang, 2012). ...
Previous published research has shown a correlation between openness to experience and online shopping intention. However, there is no research that reveals how true r and size effect are from the correlation of the two variables. This meta-analysis aims to measure the correlation between openness to experience and online shopping intention by considering the effect size. The total sample of this research is 14747 people from 17 studies who are considered eligible. The findings of this meta-analysis show that openness to experience has a significant positive correlation with online shopping intention at a weak level with 95% CI (0.09; 0.33). Similar results were also found in the group of internet users (95% CI [0.10; 0.36]), and the group of college students (95% CI [-0.240; 0.320]). The heterogeneity test showed good results and there was no publication bias.
... The most common and accepted taxonomy of personality is the Five-Factor Model (FFM) (McCrae & John, 1992), with the following five factors: neuroticism, extraversion, conscientiousness, openness to experience, and agreeableness. Personality traits, particularly neuroticism and conscientiousness, predict work performance in several jobs (Barrick, 2005;Barrick & Mount, 1991;Barrick et al., 2001a;Barrick et al., 2001b;Costa & McCrae, 1992;Judge et al., 2013;Salgado, 1997;Salgado, 2002;Viswesvaran et al., 2005). Neuroticism, especially the anxiety facet, is negatively related to success in military aviation training (Campbell et al., 2009) and work sample tests in SOF (Hartmann & Gronnerod, 2009;Hartmann et al., 2003), comparable to CTIU highrisk situations. ...
This study examines the importance of physical and psychological predictors of work sample performance within the Swedish police Counterterrorism Intervention Assessment and Selection (CTIAS) process (N = 160). CTIAS consists of a 4-day prescreening (Phase 1) and a 10-day work sample test (Phase 2). Applicants may withdraw freely or be stopped by a CTIAS board (if they do not fulfill the CTIAS requirement criteria) at any moment throughout Phases 1 and 2. The dependent variable was applicants being approved at the end of CTIAS Phase 1. Biserial correlations were used to determine relationships between the predictors’ age, general mental ability, executive functions, personality, physical strength, coordination, running capacity and the dependent variable. Significant (p < 0.01) results in the biserial correlations were strength (r = 0.217), coordination (r = 0.223), and running capacity (r = 0.412). In conclusion, the logistic regression analysis with all predictors revealed that only running capacity (2800 meters) was significant for approval to CTIAS. Implications for the practical selection of CTIAS are discussed, and suggestions for future investigation are proposed. Public significance statement: The current study examined physical and psychological predictors in a selection process within a tactical unit in the Swedish Police Authority. Higher running capacity was the only predictor that increased the odds of approved applicants.
... The concept of Neuroticism refers to individual differences in the tendency to experience chronic negative emotions.Individuals diagnosed with neuroticism can often become angry, depressed, embarrassed, anxious, emotional, and insecure (Barrick, & Mount, 1991, McCrae, & John, O.P. (1992. Ekman (2004) describesincreasedperspiration when anger is intense. ...
... The concept of Neuroticism refers to individual differences in the tendency to experience chronic negative emotions.Individuals diagnosed with neuroticism can often become angry, depressed, embarrassed, anxious, emotional, and insecure (Barrick, & Mount, 1991, McCrae, & John, O.P. (1992. Ekman (2004) describesincreasedperspiration when anger is intense. ...
... The Big Five model has been the primary focus of personality research across organizational psychology (Barrick et al., 2001). There is an abundance of research linking personality to academic success (Poropat, 2009), career success (Judge et al., 1999), job performance (Hogan & Holland, 2003;Salgado, 1997), leadership emergence (Judge et al., 2002) as well as health related outcomes (Bogg & Roberts, 2004). ...
The current study aimed to identify what individual differences and situational variables cause derailment in highly conscientious people. Data were from a representative working sample of 716 participants across 27 industries, spanning both management and non-management roles. We tested four hypotheses with regard to bright- and dark-side personality traits and the relationship between boss/manager and staff member. Hierarchical linear regressions revealed mixed findings for Leader-Member Exchange (LMX) as a stressor. For maladaptive perfectionism it was confirmed, but not for adaptive perfectionism or narcissism. Results suggest introverts may be more prone to maladaptive perfectionism, even with higher levels of conscientiousness if there are lower LMX levels. Overall, the findings suggest selecting for conscientiousness alone and discounting other personality traits and situational variables may be detrimental in practice. Further implications are discussed alongside the study limitations.
... OECD (2017), for example, defines three types: cognitive skills, non-cognitive skills (personality traits), and physical skills. The cognitive dimension includes reading and writing, numeracy, and ICT use; the non-cognitive domain is often framed with the concept of "Big Five" incorporating extraversion, agreeableness, conscientiousness, emotional stability/neuroticism, and openness (Goldberg, 1990;Barrick and Mount, 1991); and physical skills consist of the ability to use bodies for performing specific tasks (see OECD, 2017, p. 77, Figure 3.1 for the summary). While all of three have proved to be the key to achieving both economic and non-economic outcomes such as decent jobs, income, health, social ties, and SWB (OECD, 2015), the literature shows general information processing skills (e.g., literacy and numeracy) operate as the foundation for other types of ability and socio-economic success for individuals (OECD, 2013;Hanushek et al., 2015;Araki, 2020;Araki and Kariya, 2022). ...
Recent research argues skills are the key to socio-economic success for individuals and societies, ranging from labor market outcomes to non-economic well-being. Drawing on these arguments, this study re-examines the linkage between the skills level of societies and people’s life satisfaction (LS), using the joint European Values Study–World Values Survey data for 48,930 individuals in 32 countries. Multilevel regressions confirm the positive association between these two variables, as suggested by the literature. However, there exists one outlier where the average LS score is markedly low despite its high skills level: Japan. Examining the mechanism behind this overall cross-national trend and Japan’s peculiar position—Japan Paradox—is a promising agenda for future multidisciplinary research, as it may reflect not only the favorable link between skills and LS but the hidden socio-economic structure—Skills Trap—that prevents highly skilled people from enjoying better well-being even under seemingly well-developed social conditions.
... Pracovní výkonnost (job performance) představuje jednu ze sledovaných proměnných v rámci psychologie práce a organizace a je také jedním z nejvýznamnějších organizačních výstupů (Viswesvaran, 2001). Pracovní výkonnost bývá zkoumána například v kontextu výběru nových pracovníků (Viswesvaran & Ones, 2000;Viswesvaran & Ones, 2017), zvyšování organizační efektivity, systému odměn (Gerstner & Day, 1997;Podsakoff et al., 2006), vlivu leadershipu (Kock et al., 2019;Manzoor et al., 2019;Sungu, Weng, & Xu, 2019) či vlivu interindividuálních rozdílů mezi zaměstnanci (Barrick & Mount, 1991;Barrick, Mount, & Judge, 2001;Harms, 2011;Harzer & Ruch, 2014;Hazan & Shaver, 1990;Richards & Schat, 2011;Williams & Anderson, 1991). Doposud byla provedena řada konceptualizací pracovní výkonnosti (viz například Campbell, 1990, in Motowidlo & Kell, 2013Organ, 1997;Pulakos et al., 2000;Tett & Burnett, 2003). ...
This study aims to present the translation and adaptation of the Job Dedication Scale into Czech. The final sample consisted of 142 workers in the social services of retirement homes across the Czech Republic, evaluated by their direct superiors on the Job Dedication Scale. The translation took the form of back translations using three independent translators. Descriptive statistics showed the negative skewness of the given ratings and the reduced variability of responses for some items. Despite the high value of internal consistency, the confirmatory factor analysis of the full version of the scale did not demonstrate agreement with the obtained data. Following the results of factor analyses and modification indices, residual correlations between selected items were allowed, which increased the quality of the tested model. The modified model showed a good match with the data. Values of the internal consistency of the scale were excellent. Eliminating any item would reduce this value. The small and specific sample is one of the limits of the study. Another limit is an approach to assessing the job dedication of the employee using only one evaluator.
... The direct sale by workers of insurance companies, although it characterizes the considerable quantitative volume, does not reflect the efficiency of sales -the actions of mediation is realized by -except the people working for insurance companies -bank employees, travel agents, and even the postmen. However, that channel of distribution, will stay the least expensive source of gaining over sale of insurances 5 , insurance agents' part of the whole distribution of life insurance products is very high 6 . ...
The aim of this article is to show the empirical relation between the insurance agents' specified personality traits and the efficiency of life insurance companies in context of future perspectives of development, basis on meta-analysis proceed in the three domestic and one international scientific projects in years 2007-2012 1. In this paper it is also shown the motiva-tors of most efficient insurance agents and opportunities / threats related to provision driven rewarding system and its consequences.
... Individuals with low emotional stability, or neuroticism, have accentuated anxiety, depression, worry and insecurity traits (Barrick & Mount, 1991). In work environments that operate under pressuresuch as virtual teams -individuals with higher level of neurosis may find it harder to cope with stress (Bruck & Allen, 2003), resulting in poorer performance (Barrick et al., 2001). This is because anxiety creates greater reactions to environment-based risks, which results in those with greater neuroticism developing a lower tendency to trust (Smith, 2020;Thielmann & Hilbig, 2015). ...
Teleworking has, today, become a necessity for many organizations, so effective virtual team management is critical. This study analyzes the influence of the personality traits of virtual team workers on team efficiency. To do so we examine the effects of subordinates’ personalities on the trust they give the virtual team leader and the impact of this trust on commitment to the team. We also discuss how the team's degree of virtuality and the leader's gender influence the relationship between personality and trust. The findings showed that extroversion has a positive effect on trust felt in the leader, and that this trust has a positive effect on commitment felt toward the team. On the other hand, it was observed that neuroticism had a more negative effect on trust in more virtual environments. The leader's gender had no significant effect. The study offers advice for virtual team management and discusses its limitations and future research directions.
... Miscalculations of some 10% of converted values in a meta-analysis should usually have a very small influence on the estimated population effect, as the number of converted values are probably low. However, the number of converted effects, and specification of which conversion formula have been used are usually not reported in meta-analyses, [30][31][32][33][34][35][36] for exceptions, see 37 (5%) 38 (21%) and 39 (34%). Similarly, the number of papers excluded due to the use of non-preferred statistics (when conversion is not used) is usually not reported (e.g., 40 for an exception see 41 ). ...
In meta‐analysis, effect sizes often need to be converted into a common metric. For this purpose conversion formulas have been constructed; some are exact, others are approximations whose accuracy has not yet been systematically tested. We performed Monte Carlo simulations where samples with pre‐specified population correlations between the x and y‐variables were drawn from a normally distributed population. A number of commonly used effect size measures and statistics were calculated from each sample. Using several available conversion formula these statistics were converted into Pearson r and Cohen's d and compared to r and d calculated directly from the original data. Converted values were systematically lower than the directly calculated values. While conversions to d were quite accurate, some of the conversions to r resulted in large biases. These systematic errors can in most cases be adjusted for by simply multiplying the converted values with a corresponding correction factor. This article is protected by copyright. All rights reserved.
... Similarly, an additional measure that could be used to explore convergent and discriminant validity of the PCHI scale is the personality trait of extraversion. Extraversion refers to an individual's tendency to be sociable, gregarious, assertive, talkative, and active (Barrick & Mount, 1991). Given the broad nature of extraversion in influencing a variety of choices and preferences, PCHI subscales may also correlate differently with extraversion scores. ...
Technology is increasingly integrated into everyday life and consequently, traditional social exchanges between human agents have evolved to include human-computer interaction, providing scientists new directions for understanding and predicting consumer behavior. Despite progress, there are conceptual and empirical limitations in current measures applied to consumer/user preferences. This paper documents the development and validation of the 10-item preference for computer versus human interaction (PCHI) scale across three distinct samples and incorporating items that a) include direct comparisons between computers and humans, b) are independent of specific contexts or technologies, and c) capture major theoretical domains of social, consumer, and human factors psychology. Results support the hypothesized three-factor structure (efficiency, ease of use, and trust) and demonstrate the utility of this measure to predict everyday consumer decisions beyond extant measures. Additionally, the PCHI offers marketing, user experience, and other practitioners a brief instrument for developing interventions, training protocols, and modeling attitudes.
... This sense of balance and equanimity takes root from their core and allows people to regulate their experience of opposite emotions of pleasure and pain (Caprara, Vecchione, Barbaranelli and Alessandri, 2013). Emotional stability not only anchors people's compass to point due north of composure, but it also allows them to mitigate the feelings of negativity (Barrick, Mount and Judge, 2001). ...
The purpose of this paper is to find the impact of perceived organizational politics on job
dedication. Further, the mediating role of emotional stability between perceived organizational
politics and job dedication has also been evaluated. Questionnaire technique has been used to
collect the data from the employees working in education sector. A total of 288 responses
were collected and used for data analysis. First, the construct validity and discriminant validity
were established by Average Variance Extracted, Fornell-Larcker criterion and cross-loadings.
Then, the hypotheses have been tested through structural equation modelling with the help of
SmartPLS3 software. The mediation relationship was further determined by comparing the
indirect and total effects among the constructs. The gender perception on the relationship
was also estimated, using multi-group analysis. The study indicates that perceived
organizational politics affects job dedication. Emotional stability acts as a partial mediator
between perceived organizational politics and job dedication. MGA-PLS determined the gender
perception indicating a slight difference in the variance explained among female and male in
explaining job dedication; while emotional stability has demonstrated insignificant effect on
job dedication in regard to male; but reflected a significant effect among female. While,
perceived organizational politics reflected a significant effect on job dedication in both male
and female. The study implies that organizational politics and emotional stability significantly
contribute in determining job dedication. So, in order to build dedicated and emotionally
strong employees, the organization should make better organizational policies encouraging
favourable work environment, best selection practices to measure the emotional stability of
the employees; and to conduct training sessions for ensuring emotional stability to safeguard
the interest of organization
... Theoretically, persons with high emotional stability are not easily disturbed by negative factors, even in some stressful situations. Emotional stability may be a trait that is important for entrepreneurial success (Barrick et al., 2001;Rauch & Frese 2007). Entrepreneurs are characteristically described as resilience, optimistic, and stable in the face of social pressure, and indecision (Locke&Baum, 2007). ...
This paper examined the relationship between the big five personality traits and tourism-preneurship tendency of undergraduate students of hospitality and tourism management, University of Port Harcourt. The study used a structured questionnaire. Multiple regressions analysis that allows for exploration of the interrelationship among sets of variables were adopted for the analysis of data collected. The researchers carefully screen the data in terms of missing values, influential outliers, normality, and multicollinearity using statistical package for social science (SPSS) software version 23 before proceeding with the analysis. The result shows that there is a positive and significant correlation between the five dimensions of personality traits and tourism-prenueuriship tendency (TPI) in respect to hospitality and tourism management undergraduate students, University of Port Harcourt, Nigeria except for openness to experiences. The result further validates the proposed big-five personality traits and tourism-preneurship tendency model for hospitality and tourism management undergraduate students of the University of Port Harcourt. It also confirms contentiousness as making the strongest unique contribution to tourism-preneurship tendency of hospitality and tourism management undergraduate students, University of Port Harcourt, Choba, Nigeria. This study contributed to the body of knowledge in the tourism domain by authenticating the usage of the big five personality traits for predicting tourism-entrepreneurship tendency of hospitality and tourism management students in an emerging economy. Overall, this research contributes to knowledge of university student's personality traits and their relations with tourism-entrepreneurship intention. It fills the gap of limited empirical studies on entrepreneurship and tourism management in emerging economies. K E Y W O R D S Personality Trait, Tourism-preneurship, Openness to Experience, Extraversion, Emotional stability.
This study aims to create a model that predicts the relationship among university students' design thinking, digital literacy skills and intellectual experiences. Understanding this connection can help us improve educational practices and policies by equipping students with the 21st-century skills they need to grapple with complex information, generate new knowledge, and navigate modern challenges. Examining the connections between design thinking, digital literacy, and intellectual experience, we implemented a quantitative correlational study. The participating sample included 750 diverse university students, representing various grade levels and 25 departments across 12 universities. Convenience sampling enabled participation during the spring semester of 2023. Data collection utilized a multi-instrument approach. The participants completed the Demographic Information Form, the Digital Literacy Scale developed by Ng (2012a) and adapted and validated by Hamutoğlu et al. (2017), the Intellectual Experience Scale developed by Mayer and Caruso (1989) and adapted for this study, and the newly developed Design Thinking Scale. After collecting data through various scales, we analyzed it for validity, reliability, and underlying factors. Descriptive statistics were calculated using SPSS-24 software, while confirmatory factor analysis and structural correlations were conducted using LISREL 8.80. Additionally, PLS-SEM (partial least squares structural equation modelling) was used to examine the relationships between design thinking skills (DTS), digital literacy skills (DLS), and intellectual experience skills (IES). Statistical analysis revealed robust support for the hypothesized model. Model fit indices confirmed acceptable and a good fit, indicating strong relationships between design thinking (DTS), digital literacy (DLS), and intellectual experience (IES). DTS emerged as a significant predictor of IES (large direct effect) and DLS (medium effect size), while DLS had a smaller direct effect on IES. Notably, DTS explained 51% of the variance in IES and 6% in DLS, solidifying its position as the most influential factor in the model.
BACKGROUND AND OBJECTIVES: An employee's satisfaction and performance are linked to the company's work discipline, personal factors, and organizational culture. This paper studies these three factors in the context of Information Technology companies and their connection to employee satisfaction. Job satisfaction is a significant issue in Information Technology Companies, leading to increased labour turnover in Information Technology Companies. The study highlights the relevance of Information Technology companies to understanding the reasons behind their employees' satisfaction. Until now, little is known concerning the variants of job satisfaction among Information Technology employees, enriching the understanding in this particular professional area. The study was conducted to assess the job satisfaction needs of the employees in major Information Technology companies. The study helps to know the preferences and problems of the employees. METHODS: In this study, data was collected from employees from various Information Technology companies to uncover the factors that impact the satisfaction of employees. Considering the study's goal and the literature review, the technique was analytical and interpretive. Due to large populations random sampling method is convenient for the study. The study's objectives were achieved explicitly via the questionnaire's design. To test the proposed hypotheses, all data were processed using the Structural Equation Modelling, Statistical Package for Social Science (SPSS) and Analysis of Moment Structures. FINDINGS: Information Technology companies need their employees to feel satisfied to achieve the overall objectives and remain loyal to the company to achieve company success. From the responses, we learned that 31% of the respondents were satisfied with their employer about the various allowances and benefits they receive. Also, we knew that around 50% of the respondents were happy with their choice of the company because of its future commitments. 102 of the respondents highly disagreed that they were satisfied with the attitude and nature of their employees. Also, 22.26% of the male respondents have said they are only sometimes motivated to go to work. The limitation of this study was that the collected data was only of the general employees of the Indian Information Technology companies and not to specific departments of those companies. Also, no categories of companies were defined as per turnover. CONCLUSION: By recognizing the importance of job satisfaction, managers can create an environment that motivates and engages employees, leading to better performance, increased productivity, and reduced employee turnover.
The discourse examines the theoretical distinctions between 'old' and 'current' psychological theories of leadership. By delving into two elements of leadership theories-the old and the new-the study acknowledges the importance of the foundational old theories, emphasizing that discrediting them would be unjust as they form the roots of contemporary leadership theories.
The affecting behaviors of employees in an organization environment are to be realizable and visible. Such behaviors influence decisions and organizational outcomes and employees’ career in the organization. One of the most important issues related to personnel’s career in the organization is different influential actions which are done to achieve different goals. Due to the significance of career, present study was carried out to investigate the impact of impression management tactics on the employees’ career. This study is an applied and descriptive survey. In terms of data collection procedure, the present study was correlational and based on structural equation modeling. The data were collected through a validated instrument consisting of 28 items measured on a five point Likert scale. In the analytic model of the study, impression management tactics was independent variable, carrier was the dependent variable, and gender, age, education, and working experience were moderator variables. Results of the study showed that the impression management tactics have significant positive impact on the employees’ career.
استهدفت هذه الدراسة الكشف عن الدور المعدل للعوامل الخمس الكبرى للشخصية في العلاقة بين القيادة السامة والقلق الوظيفي للعاملين بالهيئة القومية للتأمينات الاجتماعية بمحافظة الغربية، وقد اختبرت الدراسة تأثير نمط الشخصية (الانبساطية، ذات القبول، العصابية، ذات الضمير الحي، الانفتاح على الخبرات) في العلاقة بين القيادة السامة بأبعادها (إساءة الإشراف، النرجسية، القيادة الاستبدادية، عدم القدرة على التنبؤ، الترويج للذات) وبين القلق الوظيفي. وتمثل مجتمع البحث من جميع العاملين بالهيئة القومية للتأمينات الاجتماعية بمحافظة الغربية، وقد تم جمع البيانات المطلوبة من خلال إعداد قائمة الاستقصاء وتوزيعها على أفراد عينة الدراسة والبالغ عددهم 271 مفردة وكانت نسبة الاستجابة 87% ليصبح إجمالي عدد الاستمارات المستوفاة والقابلة للتحليل الإحصائي هي 236 استمارة. وتوصلت الدراسة إلى وجود علاقات ارتباط معنوية إيجابية بين الأبعاد المختلفة للقيادة السامة وبين الشعور بالقلق الوظيفي للعاملين، وكذلك وجود أثر ذي دلالة إحصائية لأبعاد القيادة السامة في القلق الوظيفي فيما عدا بعدي النرجسية، والترويج للذات. كما أن هناك تأثير معنوي إيجابي لنمط الشخصية في القلق الوظيفي. كما بينت النتائج أن نمط شخصية الفرد يعدل في حجم وطبيعة العلاقة بين القيادة السامة والقلق الوظيفي، حيث أن كل من نمط الشخصية الانبساطية، ذات القبول، الضمير الحي قد نتج عنها تقليل في درجة تأثير القيادة السامة في القلق الوظيفي.
The study aimed to explore the modified role of big five personality factors in the relationship between toxic leadership and job anxiety of employees at National Authority of Social Insurance at EL- Gharbiya Governorate. The study tested the effect of personality style (extraversion, agreeableness, neuroticism, openness to experience) in the relationship between the toxic leadership with its dimensions (abusive supervision, narcissism, authoritarian leadership, unpredictability, and self- promotion) and job anxiety. The population of research was composed of all employees in National Authority of Social Insurance at EL- Gharbiya Governorate. Questionnaire was used to collect the required data and was distributed to 271 employees, which represent the sample size of the study, The percentage of response was 87% and the number of completed and valid questionnaires for statistical analysis was 236 Questionnaire. The study reached that there is positive and significant relationship between the different dimensions of toxic leadership and job anxiety of employees. The results of the study also indicated that the dimensions of toxic leadership had significant effect on job anxiety except narcissism and self-promotion. Moreover, the results reflected that style of personality had a positive significant effect on job anxiety. Additionally, the results showed that the personality style of individual modifies the size and nature of the relationship between toxic leadership and job anxiety where extroversion, agreeableness, and conscientiousness resulted in decreasing the degree of impact of toxic leadership on job anxiety.
Purpose. The study is devoted to identifying and describing of the professionally important qualities severity features of bailiffs with different professional performance. Study design. In total, 277 bailiffs took part in the study. Research methods: performance parameters were assessed using the expert assessment method by heads of departments, as well as self-assessment of employees;
the “cost” of the activity was assessed using questionnaires and psychological testing; professionally important qualities were assessed using test methods that assess the civic, motivational, intellectual, communicative, organizational, emotional and volitional characteristics of a person. Statistical methods: descriptive statistics, two-stage cluster analysis and multivariate analysis of variance.
Findings. As the study result of efficiency parameters, all employees were divided into groups with high and medium efficiency by means of two-stage cluster analysis, and with respect to the “price” of activities — with high and optimal ones. When correlating various efficiency and the “cost” of activities options, we have developed four professional performance types of bailiffs: 1) high performance (high
efficiency and optimal “cost” of activity), 2) efficiency due to the “cost” of activity (high efficiency at a high “cost” activity), 3) average performance while conserving resources (average efficiency with an optimal “cost” of activity); 4) reduced performance (average efficiency with a high “cost” of activity).
As a result of the study, it was found that bailiffs with different types of professional performance have different professionally important qualities, while most of the differences are observed in the groups of intellectual, communicative, volitional, emotional and organizational qualities. Practical implementation. Analysis of diagnostic methods and techniques used in the periodic assessment
of personnel made it possible to establish the need to include additional techniques for assessing professional motivation, which may cause a decrease in performance.
Prosocial personality traits are thought to be essential characteristics of social entrepreneurs. However, extant research has typically focused on how personality traits affect individuals to simply engage in social entrepreneurship but not on the actual prosocial behavior they employ or the eventual outcomes. We posit that studying the link between personality traits and organizational legitimacy, a salient outcome for social enterprise development, is a fruitful avenue for research. Building on the legitimation perspective, we examine the underlying mechanisms and contextual conditions in the relationship between personality traits (agreeableness specifically) and social enterprise legitimacy. Empirical analysis of 230 social enterprises in China demonstrates that a social enterprise’s legitimation strategy via network centrality and the contingent role of the focal venture’s development stage importantly conditions the effectiveness of the social entrepreneurs’ personality traits and their impact on social enterprise legitimacy. Implications for theory and practice are discussed.
The aim of this study was to search for the links between adolescent career anxiety, career decision-making self-efficacy, and adjective-based personality traits, as well as to see how predictive adjective-based personality qualities are for career anxiety and decision-making self-efficacy. A total of 710 students, 511 girls (72%) and 199 boys (28%) from various high schools in Istanbul, Turkey, made up the research group. Predictive correlational model was used in the analysis of the data while Career Anxiety Scale, Career Decision-Making Self-Efficacy Scale and Adjective-Based Personality Scale were used as data collection tools. After providing the normality assumptions and checking extreme values, data analysis was carried out. Standard multiple regression analysis was performed to examine the predictive potential of personality traits based on adjectives on career anxiety and career decision-making self-efficacy, while Pearson Correlation analysis was utilized to determine the relationship between the variables. As a result of the study, several significant correlations between adolescent career anxiety, career decision-making self-efficacy, and adjective-based personality traits were discovered. It was also discovered that adjective-based personality traits predicted career anxiety and competence expectation in career decision-making.
Purpose
This study aims to investigate the relationship between personality, gender and interpersonal peacemaking. Peacemaking is considered as voluntary behavior of team members to help conflicting peers in an impartial way, to find an amicable solution. This study tests the relation between the Big Five personality dimensions, gender and five different components of interpersonal peacemaking (general involvement in peacemaking, multipartiality, focus of finding solutions, emotional support and the use of humor).
Design/methodology/approach
In total, 503 participants filled out a survey assessing their personality and peacemaking behavior at work. To test the hypotheses, this study conducted structural equation modeling in AMOS 22.0.
Findings
In line with expectations, openness, extraversion and agreeableness related positively to most peacemaking components, while conscientiousness and neuroticism related negatively to the use of humor and peacemakers’ multipartiality, respectively; comparing men and women, women engage more often in peacemaking in general and in emotional support, and use less humor than men. Results also showed that these gender differences are partially mediated by agreeableness being higher for women.
Originality/value
To the best of the authors’ knowledge, this is one of the first studies exploring the relationship between personality (Big Five), gender and different aspects of interpersonal peacemaking. Peacemaking is an important, however understudied, behavior in teams and part of OCB. The promotion of peacemaking contributes to team effectiveness.
Цель. Исследование посвящено выявлению и описанию особенностей выраженности профессионально важных качеств сотрудников Федеральной службы судебных приставов (ФССП) при различной эффективности профессиональной деятельности. Дизайн исследования. Всего в исследовании приняло участие 277 сотрудников ФССП. Методы исследования: параметры результативности деятельности определялись методом экспертной оценки руководителями подразделений, а также самооценкой сотрудников; психофизиологическая «цена» деятельности — анкетированием и психологическим тестированием; профессионально важные качества исследовались с помощью тестовых методик, оценивающих гражданские, мотивационные, интеллектуальные, коммуникативные, организаторские, эмоциональные и волевые характеристики личности. Статистические методы: описательные статистики, двухэтапный кластерный и многомерный дисперсионный анализы. Результаты. При соотнесении различных вариантов результативности и психофизиологической «цены» деятельности мы выделили четыре типа профессиональной эффективности судебных приставов: 1) высокая эффективность (результативность высокая и оптимальная «цена» деятельности); 2) результативность за счёт «цены» деятельности (высокая результативность при высокой «цене» деятельности); 3) средняя результативность при сохранении ресурсов (средняя результативность при оптимальной «цене» деятельности); 4) сниженная эффективность (средняя результативность при высокой «цене» деятельности). Выводы. В результате исследования установлено, что сотрудники ФССП с разными типами профессиональной эффективности имеют разные профессионально важные качества, при этом больше всего различий, наблюдается в группах интеллектуальных, коммуникативных, волевых, эмоциональных и организаторских качествах. Практическая ценность. Анализ методов и методик диагностики, использующихся при периодической оценке персонала, позволили установить необходимость включения дополнительных методик для диагностики профессиональной мотивации, которая может выступать причиной снижения эффективности деятельности, а также методов, позволяющих определить способ выполнения профессиональной деятельности сотрудников.
Purpose
This study aims to examine the relationship between leaders' personality traits and their internal communication practices from the leaders' and the followers' perspectives. The effectiveness of leader communication on the followers' perceived relational quality with their organization is also tested.
Design/methodology/approach
Two survey studies in the United States were conducted focusing on leaders' and followers' perspectives on communication practices, respectively.
Findings
Results of Study 1 showed that leaders' self-reported extraversion, conscientiousness, agreeableness, emotional stability and openness to experience are all significantly and positively associated with their symmetrical and transparent communication practices. From the followers' perspective (Study 2), extraversion and agreeableness positively influenced symmetrical leader communication, while agreeableness and conscientiousness were positively related to transparent leader communication. Both symmetrical and transparent leader communication enhanced the followers' perceived relationship quality with their organization.
Originality/value
The current study is among the first attempts to incorporate the trait theory of leadership in understanding organizational leaders' effective and ethical communication practices with their followers.
Introduction
Burnout has reached epidemic levels among resident physicians. Characterized by emotional exhaustion (EE), depersonalization, and feelings of inefficacy, burnout negatively affects patient outcomes, increases costs, and decreases physician quality of life. These negative outcomes catalyze leaders in graduate medical education to address burnout and reverse its trends. The primary aim of this project is to design a residency Wellness Program utilizing the facets of physician wellness, assess levels of burnout among resident physicians, and determine the program’s effects on burnout.
Materials and Methods
A Wellness Program was formalized at a Midwestern, military-civilian Obstetrics and Gynecology residency program for the 2019-2020 academic year. Resident wellness and perceptions were assessed at three time points (0, 6, and 12 months) through surveys consisting of free response, yes–no questions, and the Maslach Burnout Inventory Scales.
Results
On average, 17 of 24 residents completed all three survey assessments. Perception of the residency program prioritization of wellness increased significantly from 52.9% to 94.4% (P = .007). Residents consistently demonstrated burnout throughout the year with low levels of EE, high levels of depersonalization, and moderate levels of personal achievement. Residents were consistently satisfied with their personal wellness (80%-92.9%) during the program. Residents wanted to see physical activity incorporated into the program.
Conclusions
This study assessed burnout during a formalization of a Wellness Program and insight on resident perceptions and wellness requests. Military medicine, graduate medical education, and other residency programs can utilize this research to better develop and study the implementation of wellness initiatives aimed at reducing burn out.
Today's rapidly changing and volatile markets demand a novel set of skills from organizations and employees that allows them to agilely adapt to and surmount the ever-evolving challenges posed by the ongoing development of digital technologies and changes in market conditions. Previous research conducted on structured workplaces using traditional industrialist paradigms had established an ideal composition of employee traits. However, today’s contrasting fast-paced environments may have made those profiles obsolete, prompting the need to identify a profile of personalities and interests that enables organizations to assemble a workforce high in digital self-efficacy, which fundamentally drives organizations’ agility. We proposed and evaluated such a model by conducting two studies at international (Study 1, N = 309) and French (Study 2, N = 1,025) publicly traded organizations. The results indicate the personality dimensions openness to experience and emotional stability and investigative and realistic vocational interests are predispositions for the development of digital self-efficacy. Furthermore, we found corroborative evidence for digital self-efficacy to facilitate workforce agility. These findings offer novel insights into those individual psychological traits that foster an agile workforce and make it well-equipped to face the challenges of rapidly changing digital business environments today and in the future.
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