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Open Access
Article
Publication date: 11 October 2018

Dominik Paleczek, Sabine Bergner and Robert Rybnicek

The purpose of this paper is to clarify whether the dark side of personality adds information beyond the bright side when predicting career success.

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Abstract

Purpose

The purpose of this paper is to clarify whether the dark side of personality adds information beyond the bright side when predicting career success.

Design/methodology/approach

In total, 287 participants (150♀, Mage=37.74 and SDage=10.38) completed questionnaires on the Dark Triad (narcissism, Machiavellianism and psychopathy) and the Big Five (emotional stability, extraversion, openness, agreeableness and conscientiousness). They also provided information on their objective (salary and leadership position) and subjective (job satisfaction and satisfaction with income) career success. Regression analyses were used to estimate the Dark Triad’s incremental predictive value.

Findings

The results show that the Dark Triad only provides incremental information beyond the Big Five when predicting salary (ΔR2=0.02*) and leadership position (ΔR2=0.04*). In contrast, the Dark Triad does not explain unique variance when predicting job satisfaction or satisfaction with income.

Research limitations/implications

The exclusive use of self-rated success criteria may increase the risk of same-source biases. Thus, future studies should include ratings derived from multiple perspectives.

Practical implications

Considering the Dark Triad in employee selection and development seems particularly promising in the context of competitive behaviour.

Social implications

The results are discussed in light of the socioanalytic theory. This may help to better understand behaviour in organisational contexts.

Originality/value

This study is the first that simultaneously investigates all three traits of the Dark Triad and the Big Five in combination with objective and subjective career success. In addition, it extends previous findings by answering the question of whether the Dark Triad offers incremental or redundant information to the Big Five when predicting success.

Details

Journal of Managerial Psychology, vol. 33 no. 6
Type: Research Article
ISSN: 0268-3946

Keywords

Open Access
Article
Publication date: 7 September 2021

Shanika Lakmali and Kanagasabai Kajendra

This study aims to explore customer personality traits as an antecedent of customer citizenship behaviour which positively facilitates service providers.

2197

Abstract

Purpose

This study aims to explore customer personality traits as an antecedent of customer citizenship behaviour which positively facilitates service providers.

Design/methodology/approach

This study follows the positivism research paradigm. Hence, primary data were collected from 250 homestay visitors who stayed at five selected homestays located at Mirissa homestay zone, Sri Lanka.

Findings

The present study's findings reveal that “agreeableness,” “extraversion” and “conscientiousness” personality traits promote customer citizenship behaviour. Furthermore, the openness to “experience” trait identified to have a statistically insignificant relationship with CCB and neuroticism recorded a positive impact on the relationship between CCB and personality, contrary to the existing literature.

Practical implications

This study comprehensively explains how service providers should arrange their service facilities to increase customer willingness to perform citizenship behaviour, which helps develop their services.

Originality/value

Previous research has investigated that customer personality in terms of prosocial and proactive nature impacts CCBs. In contrast, the effect of Big Five personality traits on CCB is highlighted in this study.

Details

South Asian Journal of Marketing, vol. 2 no. 2
Type: Research Article
ISSN: 2719-2377

Keywords

Open Access
Article
Publication date: 5 June 2017

Muhammad Farrukh, Chong Wei Ying and Shaheen Mansori

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.

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Abstract

Purpose

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.

Design/methodology/approach

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.

Findings

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.

Research limitations/implications

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.

Originality/value

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.

Details

Journal of Work-Applied Management, vol. 9 no. 1
Type: Research Article
ISSN: 2205-2062

Keywords

Open Access
Article
Publication date: 12 May 2022

Olusegun Emmanuel Akinwale and Olaolu Joseph Oluwafemi

Personality profiling in today’s business world has become an essential organisational development practice targeted at identifying a set of employees' traits, which differentiate…

1672

Abstract

Purpose

Personality profiling in today’s business world has become an essential organisational development practice targeted at identifying a set of employees' traits, which differentiate an employee from one another. Given the assumption that personality traits form an essential indicator of developing the potential of an individual workforce, possible to establish how employees function in a certain job role and their suitability for the particular tasks in an organisation. This study aims to explore the relationship between personality traits, assessment centres (ACs) quality and management development in Nigeria telecommunication organisation among its managers.

Design/methodology/approach

The study employed multi-stage sampling techniques and further stratified the hierarchy of the management and finally used a simple random sampling strategy on each stratum. A combination of 482 managers in Nigerian telecommunication organisations participated in this study. The study investigated 12 hypotheses and 1 mediating postulation. Multiple scales were adapted to measure dimensions of endogenous and exogenous variables along the path of mediating variables of the study. The study employed a cross-sectional survey approach to administering the research instrument across all the departments among the managers of the organisations. A structural equation model of assessment was used to analyse the data collected from managers of the telecoms organisations.

Findings

The outcome of the study was significant, 10 of the postulated hypotheses were found to be significant while 3 were not significant. The study revealed that a combination of openness to experience, conscientiousness, neuroticism, agreeableness and extraversion personality have no significant relationship with the AC. Also, employees who are high in neuroticism like being emotionally unstable did not find a significant relationship with the AC. In a similar situation, the combined effect of all the big-five personalities was not significant in management development among the managers of the telecommunication industry. The AC is discovered to mediate between personality traits and management development. Individually, the big-five model finds a significant relationship with AC and management development, respectively.

Research limitations/implications

The study is restricted to managers of the Nigerian telecoms industry alone and not all the entire workforce. It adopted cross-sectional analysis to make an inference on all the managers of the organisations. The implication is that the period of the view of a particular point in a sequence of the event may not be representative. Another implication is that the results from the cross-sectional design are for the relationship, and they do not indicate causation.

Originality/value

In practice, this study has shown that personality profiling is important to managing organisational behaviour to highlight a set of traits of employees suitable for peculiar roles. This study implies that personality elements constitute a vital signal of the potential development of the workforce. It helps to illuminate an individual functioning style in a certain task situation, therefore determining both professional and managerial suitability in performing a given role.

Details

Management Matters, vol. 19 no. 1
Type: Research Article
ISSN: 2752-8359

Keywords

Content available
Article
Publication date: 31 August 2016

Kuo-Chung Shang, Ching-Cheng Chao and Taih-Cherng Lirn

The purpose of this study aims to investigate the relationship between employees’ personality traits and their job performances (including task performance and contextual…

4878

Abstract

Purpose

The purpose of this study aims to investigate the relationship between employees’ personality traits and their job performances (including task performance and contextual performance) of Taiwanese freight forwarders by using responses from a NEO Personality Inventory-Revised Form (NEO-PI-R) questionnaire survey.

Design/methodology/approach

One of the most popular personality trait model is the five-factor model (FFM), which includes the big five domains, namely, openness, conscientiousness, extraversion, agreeableness and neuroticism (OCEAN). Each of these five domains includes six facets. Previous researchers have used OCEAN factors to describe the relationship between human personality and job performance. NEO Personality Inventory is a professional psychological assessment instrument published by psychological assessment resources. Multivariate analysis technique and regression technique are used to analyze surveyees’ responses.

Findings

Research results reveal the following four issues. The seniority of employees in a company has a positive relationship with their conscientiousness. Employees with higher score on the facets of the neuroticism domain have a negative correlation with their task performance and contextual performance. The relationship between employees’ openness to experience and job performance (both task performance and contextual performance) is not significant. Employees’ seniority has a positive correlation with both their task performance and contextual performance. In a nutshell, freight forwarding industry in Taiwan can use the facets in the neuroticism domain to screen and recruit appropriate job applicants. In addition, retaining senior employees could increase a forwarder’s task performance and contextual performance by their high degree of conscientiousness.

Originality/value

FFM model is a psychological theory dealing with the personality traits and human behavior. Freight forwarding is a labor-intensive business and is one of the most important sectors in the logistics industry. According the authors’ knowledge, the application of FFM on the logistics industry is simply not existed.

Details

Maritime Business Review, vol. 1 no. 3
Type: Research Article
ISSN: 2397-3757

Keywords

Open Access
Article
Publication date: 16 August 2022

Tünde Erdös, Joshua Wilt and Michael Tichelmann

Little is known about how individual differences play out in the process of authentic self-development (ASD) through workplace coaching. This article explores whether the Big Five

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Abstract

Purpose

Little is known about how individual differences play out in the process of authentic self-development (ASD) through workplace coaching. This article explores whether the Big Five personality traits and affective, behavioral, cognitive and desire (ABCDs) components of the Big Five personality traits were relevant to ASD, specifically examining the role of affect as a potential mediator.

Design/methodology/approach

In total, 176 clients' personality was assessed pre-coaching. Aspects of ASD (perceived competence, goal commitment, self-concordance and goal stability) were assessed post-coaching. Clients' affect balance (AB) scores were obtained post-session.

Findings

Multilevel path models showed that higher levels of mean AB (but not the slope) mediated the associations between personality and perceived competence and goal commitment. Personality predicted goal self-concordance, but these effects were not mediated by AB, neither personality nor AB predicted goal stability.

Research limitations/implications

The authors encourage randomized controlled trials to further test findings of this study. Ruling out method variance is not possible completely. However, the authors put forth considerations to support the authors' claim that method variance did not overly influence our results.

Practical implications

These results suggest the necessity of an optimal experience of affect for ASD in workplace coaching and the understanding of how ABCDs, AB and ASD are related beyond coaching psychology.

Social implications

A deeper understanding of personality processes is important for fostering ASD to meet the challenges of management development in the authors' volatility, uncertainty, complexity and ambiguity (VUCA) world.

Originality/value

This is the first study to test personality as a process in workplace coaching linking personality to one of the most valued leadership skills: authenticity.

Details

Journal of Management Development, vol. 41 no. 6
Type: Research Article
ISSN: 0262-1711

Keywords

Open Access
Article
Publication date: 18 December 2019

Peter M. Kruyen, Shelena Keulemans, Rick T. Borst and Jan-Kees Helderman

Since the early 1980s, western governments are assumed to have been either moving toward post-bureaucratic models or transforming into so-called neo-Weberian bureaucracies. As…

2007

Abstract

Purpose

Since the early 1980s, western governments are assumed to have been either moving toward post-bureaucratic models or transforming into so-called neo-Weberian bureaucracies. As different public-sector (reform) models imply different ideal typical personality traits for civil servants, the purpose of this paper is to ask the question to what extent personality requirements that governments demand from their employees have evolved over time in line with these models.

Design/methodology/approach

The authors analyzed the use of big-five traits in a sample of 21,003 job advertisements for local government jobs published between 1980 and 2017, applying tools for computer-assisted text analysis.

Findings

Using multilevel regression analyses, the authors conclude that, over time, there is a significant increase in the use of personality descriptors related to all big-five factors.

Research limitations/implications

The authors postulate that governments nowadays are actively looking for the “renaissance bureaucrat” in line with the neo-Weberian bureaucracy paradigm. The authors end with a discussion of both positive and negative consequences of this development.

Originality/value

First, the authors explicitly link personality, public administration, and public management using the Abridged Big-Five-Dimensional Circumflex model of personality. Second, by linking observed trends in civil servant personality requirements to larger theories of public-sector reform models, the authors narrow the gap between public administration theories and practice. Third, the software tools that the authors use to digitalize and analyze a large number of documents (the job ads) are new to the discipline of public administration. The research can therefore serve as a guideline for scholars who want to use software tools to study large amounts of unstructured, qualitative data.

Details

International Journal of Public Sector Management, vol. 33 no. 1
Type: Research Article
ISSN: 0951-3558

Keywords

Open Access
Article
Publication date: 17 May 2021

Mohammad Suleiman Awwad and Rana Mohammad Najati Al-Aseer

The purpose of this study is to investigate the impact of the Big Five personality traits on the entrepreneurial intentions of undergrad university students in Jordan. It further…

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Abstract

Purpose

The purpose of this study is to investigate the impact of the Big Five personality traits on the entrepreneurial intentions of undergrad university students in Jordan. It further investigates the mediating role of entrepreneurial alertness.

Design/methodology/approach

A quantitative survey method was conducted with a convenience sample of Jordanian university students. A total of 323 valid questionnaires were received and analyzed. A structural equation modeling with partial least square (PLS) is used to analyze data.

Findings

Results revealed that conscientiousness, openness and alertness were associated with entrepreneurial intention. Extraversion and openness were associated with alertness, while agreeableness and neuroticism were unrelated to either outcome. Finally, alertness mediates the relationship between extraversion and openness with entrepreneurial intention.

Originality/value

There is a lack of previous studies investigating the relationship between the Big Five personality traits and students’ entrepreneurial intentions in Jordan, particularly the role of mediating variables in this relationship. This study is considered the first one that examined the mediating role of entrepreneurial alertness in the relationship between personality traits and entrepreneurial intentions.

Details

Asia Pacific Journal of Innovation and Entrepreneurship, vol. 15 no. 1
Type: Research Article
ISSN: 2071-1395

Keywords

Open Access
Article
Publication date: 29 September 2017

Niels van de Ven, Aniek Bogaert, Alec Serlie, Mark J. Brandt and Jaap J.A. Denissen

Job-related social networking websites (e.g. LinkedIn) are often used in the recruitment process because the profiles contain valuable information such as education level and work…

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Abstract

Purpose

Job-related social networking websites (e.g. LinkedIn) are often used in the recruitment process because the profiles contain valuable information such as education level and work experience. The purpose of this paper is to investigate whether people can accurately infer a profile owner’s self-rated personality traits based on the profile on a job-related social networking site.

Design/methodology/approach

In two studies, raters inferred personality traits (the Big Five and self-presentation) from LinkedIn profiles (total n=275). The authors related those inferences to self-rated personality by the profile owner to test if the inferences were accurate.

Findings

Using information gained from a LinkedIn profile allowed for better inferences of extraversion and self-presentation of the profile owner (r’s of 0.24-0.29).

Practical implications

When using a LinkedIn profile to estimate trait extraversion or self-presentation, one becomes 1.5 times as likely to actually select the person with higher trait extraversion compared to the person with lower trait extraversion.

Originality/value

Although prior research tested whether profiles of social networking sites (such as Facebook) can be used to accurately infer self-rated personality, this was not yet tested for job-related social networking sites (such as LinkedIn). The results indicate that profiles at job-related social networks, in spite of containing only relatively standardized information, “leak” information about the owner’s personality.

Details

Journal of Managerial Psychology, vol. 32 no. 6
Type: Research Article
ISSN: 0268-3946

Keywords

Open Access
Article
Publication date: 9 August 2022

Dominik Siemon and Jörn Wessels

The purpose of this paper is to use Twitter data to mine personality traits of basketball players to predict their performance in the National Basketball Association (NBA).

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Abstract

Purpose

The purpose of this paper is to use Twitter data to mine personality traits of basketball players to predict their performance in the National Basketball Association (NBA).

Design/methodology/approach

Automated personality mining and robotic process automation were used to gather data (player statistics and big five personality traits) of n = 185 professional basketball players. Correlation analysis and multiple linear regressions were computed to predict the performance of their NBA careers based on previous college performance and personality traits.

Findings

Automated personality mining of Tweets can be used to gather additional information about basketball players. Extraversion, agreeableness and conscientiousness correlate with basketball performance and can be used, in combination with previous game statistics, to predict future performance.

Originality/value

The study presents a novel approach to use automated personality mining of Twitter data as a predictor for future basketball performance. The contribution advances the understanding of the importance of personality for sports performance and the use of cognitive systems (automated personality mining) and the social media data for predictions. Scouts can use our findings to enhance their recruiting criteria in a multi-million dollar business, such as the NBA.

Details

Sport, Business and Management: An International Journal, vol. 13 no. 2
Type: Research Article
ISSN: 2042-678X

Keywords

1 – 10 of over 1000