Search results

This study seeks to examine the links between employee agreeableness, group performance, and peers' perceptions of threat of retaliation, through relationship conflict.

In a laboratory setting, 42 groups of undergraduate students (N = 182) from a Pakistani university were assigned to group projects to be completed within four months. Data collected from three different questionnaires at four different times and actual scores awarded by the course instructor to each group were used for the analyses. Based on r_WG(J) and ICC(1), level 1 (182 students') data were aggregated to level 2 (groups), and then analysed using regression analysis followed by Preacher and Hayes' bootstrapping procedure.

Results suggest that high agreeableness predicts group performance positively and peers' perceptions of threat of retaliation negatively. Moreover, relationship conflict among group members significantly mediates the agreeableness-group performance relationship. The above relationships may be sensitive to national culture.

In this study, groups were formed for a few months, whereas in real organizational life, workgroups are formed for different durations. Therefore, the range of situations to which these findings generalize remains an open question.

Agreeableness of group members can be constructive for performance of the group. Managers may utilize this insight while forming groups, and rating performance.

There is dearth of research illuminating how employee's personality traits affect group performance and appraisal ratings. The study tests the effects of employee agreeableness on: (1) group performance, as rated by supervisors; (2) the threat of retaliation, as perceived by peer raters; and (3) the mediating effect of relationship conflict.

Although studies have emphasized the need to explore the negative consequences of customer incivility, scant attention has been paid to positive factors that can mitigate its negative effects on employees’ service performance. The purpose of this study is to extend research on customer incivility and its association with rapport and tipping through the prism of conservation of resources theory. It also examines the role of agreeableness as a personal resource in coping with instances of incivility.

A total of 502 Israeli restaurant servers took part in this study.

Agreeableness significantly moderated the relationship between customer incivility and rapport: agreeable hospitality employees who served customers manifesting low/medium incivility reported better rapport than disagreeable hospitality employees. However, this effect was not significant for high incivility. Further, agreeable hospitality employees who served customers with low/medium incivility reported higher tips than disagreeable hospitality employees. Surprisingly, the findings also suggested that when employees served customers exhibiting high incivility, the tips were lower for servers high on agreeableness than for servers low on agreeableness.

This study broadens the frontiers of research on customer incivility and provides insights into the critical financial and emotional costs hospitality employees and service organizations incur when encountering incivility. The findings also contribute to the scant research on the potential moderators that may enable employees to handle customer interactions more constructively in the case of incivility within the hospitality industry. Agreeableness appeared to alleviate the negative effects of customer incivility on rapport and tipping but only seemed to be an effective resource up to a certain level of customer incivility.

Previous research has demonstrated the importance of emotion recognition ability in negotiations and leadership, but scant research has investigated the role of emotion recognition ability in service contexts. The purpose of this paper is to propose and test a compensatory model in which service employees’ emotion recognition ability helps enhance their job performance, particularly when employees score low on the agreeableness personality dimension or have low cognitive ability.

With a two-wave multisource dataset collected from a service center of a large retail bank, multiple regression analysis was used to test the moderating roles of agreeableness and cognitive ability on the relationship between service employees’ emotion recognition ability and their performance.

Service employees’ emotion recognition ability helped enhance their job performance. However, the positive effect of emotion recognition ability on job performance was only statistically significant when employees’ agreeableness or cognitive ability was low.

The findings have important implications for how service organizations select and recruit employees. In particular, service employees with low agreeableness or cognitive ability may still be able to perform well when possessing high emotion recognition ability. Therefore, emotion recognition ability should be considered in the selection and recruitment process.

Going beyond self-report measures of emotion recognition and using a performance measure from organizational records, this study is one of the first to examine how emotion recognition ability interacts with personality and cognitive ability in predicting service employees’ effectiveness in a service organization.

The purpose of this paper is to examine the asymmetric impact of service failure severity and agreeableness on consumer switchover intention with the mediating role of consumer forgiveness in the aftermath of service failure.

In total, 364 university students were given a hypothetical service failure situation and their response was collected through a standardized questionnaire. Multiple regression and Preacher and Hayes (2004) mediation analysis tests were conducted to analyze data.

The findings reveal that service failure severity has a direct positive impact on switchover intention and it also has an indirect impact on switchover intention through consumer forgiveness which it tends to weaken. On the other side, agreeableness has a direct negative impact on switchover intention, and it inhibits switchover intention indirectly too by stimulating forgiveness.

A cross-sectional study involving convenience sampling has been conducted through self-report measures. Generalization of the research findings shall therefore be done with caution.

Severity of failure hampers forgiveness and therefore service managers should check factors that may challenge the tolerance level of consumers. While gauging satisfaction in post failure scenario, it is equally important to gauge consumer forgiveness.

This study is among the initial endeavors to explore forgiveness in service failures context. Also it is the first validation of a direct positive relationship between agreeableness and forgiveness in a South Asian country.

More than a decade of research on abusive leader behaviors suggests a consensus regarding its deleterious effects on employees’ contextual performance. Therefore, research on how to cope with abusive leader behaviors is both theoretically and practically important. The purpose of this paper is to examine how individuals’ personality and appropriate coping strategy may jointly help in weakening the negative effects of abusive leader behaviors.

The study examines the relationship between social support coping strategy and agreeableness. Data collected from full-time employees and their reporting managers were used for analyses. Data were analyzed using moderated regression techniques followed by conditional indirect effects testing.

The study provides supports to the evidence that the relationship between abusive leader behaviors and contextual performance was weaker for employees high in agreeableness. Additionally, the use of social support coping strategy facilitated a negative relationship between abusive leader behaviors and contextual performance. Finally, the moderating effects of agreeableness were mediated by the use of social support coping strategy.

The study contributes to theories of abusive supervision, personality and coping strategies. The results offer insights into the joint roles of personality and the social support coping strategy that may weaken the negative influence of abusive leader behaviors and contextual performance.

Human resource practitioners may benefit from formally institutionalizing social support through mentoring programs and informally through “buddy” programs for newly joined employees, to understand the organization culture and voice their concerns.

While most studies on abusive leader behavior focused on the deleterious effects, this study is one of the few that explores the role of coping strategy while dealing with abusive leader.

Using the affect theory of social exchange, this study investigates the mediating role of students' affective commitment between their personality traits (extraversion and agreeableness) and academic performance.

This research employs mixed-method study, that is exploratory text analysis using 123 responses followed by a survey of 300 responses among the management students to test the proposed model.

Results reveal a direct positive association of extraversion and agreeableness with students' affective commitment towards their academic institution. Additionally, negative indirect effects of affective commitment were found between the two personality traits and academic performance.

The study highlights both positive and negative outcomes of so-called favorable personality types of extraversion and agreeableness, thereby, building a prima facie case for promoting personality diversity in management institutions.

The purpose of this paper is to investigate the impact of five-factor model of personality on organizational commitment in the higher educational institutes of Pakistan.

Quantitative methodology was adopted to measure the impact of personality on organizational commitment. A structured questionnaire was e-mailed to the faculty members of the social science department of higher education institutes. SmartPLS software was used to run the structural equation modeling technique.

The findings showed that extroversion, agreeableness, and conscientiousness are positively linked to affective commitment (AC), and neuroticism and openness has negative association with AC. Furthermore, extroversion and agreeableness were found to be negatively linked to continuance commitment. A negative link between neuroticism and continuance commitment while no relationship between conscientiousness, openness, and continuance commitment was found.

Results have several implications for the personality and commitment literature. First, study provided comprehensive empirical evidence regarding the dispositional basis of organizational commitment notably; the authors found that the Big Five personality traits as a whole are significantly associated with organizational commitment. Second, the current findings underscore the role of agreeableness in shaping organizational commitment. Agreeableness was the strongest predictor of both AC and continuance commitment. Agreeableness may be especially relevant for predicting employee outcomes that are reliant on strong interpersonal or social exchange relationships. As such outcomes are becoming more and more critical in employee, group, and organizational effectiveness.

In general, findings show that Big Five traits play an important role in understanding employee commitment to the organization. Consistent with previous studies on personality traits in the workplace, practitioners will benefit from considering all of the Big Five traits in their selection systems.

This study aims to investigate the impact of service employees’ agreeableness personality and daily self-esteem on their daily interpersonal behaviors in terms of interpersonal harmony and counterproductive work behavior toward other individuals (CWB-I). Furthermore, this study examines whether the impact of daily self-esteem on daily interpersonal behaviors is moderated by the quality of service employees’ relationship with their manager and leader–member exchange (LMX).

Using a sample of 111 restaurant employees in China who took daily surveys with 1,412 ratings for 10 consecutive days, a longitudinal analysis was conducted to test the research hypotheses using hierarchical linear modeling.

The results show that agreeableness personality predicted daily interpersonal harmony but had no significant effect on daily CWB-I. It was also found that daily self-esteem predicted both daily interpersonal harmony and daily CWB-I, and LMX moderated the effect of daily self-esteem on daily interpersonal behaviors.

Given the fluctuation of employees’ interpersonal behaviors, organizations should guide the variability of interpersonal behaviors in the positive direction. To promote daily interpersonal harmony and reduce daily CWB-I, managers could focus on recruiting employees with agreeableness, offering daily self-esteem training and enhancing the quality of LMX.

This research is unique in its objectives to examine what influences service employees’ interpersonal behaviors on a daily basis and its methods to implement a longitudinal approach unlike previous studies that often relied on cross-sectional designs to enhance the ecological validity of the findings.

The joint influence of personality traits, age and gender on environmental citizenship behavior (ECB) is relatively unknown among youth. Therefore, the purpose of this paper is to investigate the independent and joint influence of the Big Five traits, age and gender on the three dimensions of ECB of students in a Nigerian university community.

A quantitative cross-sectional survey was adopted to collect data from 290 students in a Nigerian university.

The findings show that personality traits of openness and agreeableness were more related with eco-initiatives and eco-helping. Likewise, traits of openness, conscientiousness, extraversion and agreeableness were more associated with eco-civic engagement. Age was also consistently associated with the three dimensions. The Big Five traits, age and gender also have joint influence on the dimensions of ECB.

This is a self-reported survey, which limits the ability to draw any firm conclusions regarding the causal relationship between the study variables. Future research needs to consider other methods suitable for establishing causal relationship.

The findings imply that knowing the associations of personality traits, age and gender with environmental actions can help organizers of environmental initiatives to target their recruitment messages toward youth who might be pre-disposed to taking environmental actions, and also consider alternative actions that might appeal to their counterparts.

The originality of this paper lies in combining personality traits, age and gender to gain a better understanding of the three dimensions of ECB in a student sample against monolithic approach of authors of previous studies.

This paper aims to examine the role of extraversion and agreeableness personality traits on Generation Y (Gen Y) consumers’ attitudes toward and willingness to pay for green hotels. Gen Y is a large and influential generational group, with a significant interest in green issues. There has been a lack of research on the consumer decision-making process toward green hotels. Specifically, the impact of personality on green attitudes and behavioral intentions is rarely investigated.

A major survey consisting of 406 final respondents was conducted. The 29-item survey questionnaire comprises items for extraversion, agreeableness, attitudes toward green hotels and behavioral intention toward green hotels. Numerous statistical techniques, including structural equation modeling, were used to evaluate the data collected.

The results show that extraversion and agreeableness personality traits are positively associated with respondents’ attitudes toward green hotels. Stronger and more positive attitudes toward green hotels lead to greater willingness to pay for green hotels. Moreover, attitudes toward green hotels mediate the relationship between the two personality traits and willingness to pay. These findings of Gen Y subsegments can be useful to hotel managers in identifying who are more likely to stay in and pay for environmentally friendly hotels.

Gen Ys are an influential consumer age group in the service industry, and their general attitudes toward “green” products are important to modern hoteliers. However, few researchers have examined Gen Ys’ attitudes and behavioral intentions toward green issues. No research has examined the role of personality traits on consumers’ perceptions of green hotels. The present study found that the extraversion and agreeableness traits of Gen Y individuals are linked to their attitudes toward and willingness to pay for green hotels.