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1 – 10 of over 3000
Article
Publication date: 28 August 2009

Paul T. Bartone, Jarle Eid, Bjorn Helge Johnsen, Jon Christian Laberg and Scott A. Snook

The purpose of this paper is to evaluate the influence of psychological hardiness, social judgment, and “Big Fivepersonality dimensions on leader performance in US…

11928

Abstract

Purpose

The purpose of this paper is to evaluate the influence of psychological hardiness, social judgment, and “Big Fivepersonality dimensions on leader performance in US military academy cadets at West Point.

Design/methodology/approach

Army cadets were studied in two different organizational contexts, i.e. summer field training and during academic semesters. Leader performance was measured with leadership grades (supervisor ratings) aggregated over four years at West Point.

Findings

After controlling for general intellectual abilities, hierarchical regression results showed leader performance in the summer field training environment is predicted by Big Five extroversion, and hardiness, and a trend for social judgment. During the academic period context, leader performance is predicted by mental abilities, Big Five conscientiousness, and hardiness, with a trend for social judgment.

Research limitations/implications

Results confirm the importance of psychological hardiness, extroversion, and conscientiousness as factors influencing leader effectiveness, and suggest that social judgment aspects of emotional intelligence can also be important. These results also show that different Big Five personality factors may influence leadership in different organizational contexts.

Practical implications

The study identifies personality factors related to leader performance in different types of work environments or contexts. Results can be used to improve leader selection and development programs.

Originality/value

This is the first study to examine the influence of psychological hardiness together with Big Five personality factors on leader performance. It identifies hardiness as an important predictor of leadership, while also showing that organizational context makes a difference for what Big Five personality factors influence leader performance: extroversion appears to be more influential in highly social and active work environments, whereas conscientiousness has greater salience in academic and business settings.

Details

Leadership & Organization Development Journal, vol. 30 no. 6
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 2 February 2022

Verdiana Chieffi, Marco Pichierri, Alessandro M. Peluso, Cristiana Collu and Gianluigi Guido

This study investigates the transmission of art-related aspects (i.e. art products or services and people's experiences at museums) via word-of-mouth (WOM) from a…

Abstract

Purpose

This study investigates the transmission of art-related aspects (i.e. art products or services and people's experiences at museums) via word-of-mouth (WOM) from a personality perspective. Specifically, the study explores the effects of the Big Five personality traits (based on the five-factor model) and market mavenship (i.e. the propensity to provide general marketplace and shopping information) on intention to spread WOM in the art context.

Design/methodology/approach

Data were gathered through two field surveys, conducted via a structured questionnaire and analyzed using multiple regression analysis.

Findings

Results indicate that extraversion is the only Big Five personality trait that increases WOM intention (e.g. by talking to others about a visit to a museum). Market mavenship also increases such an intention (e.g. by talking to others about art services).

Practical implications

The study's findings could motivate arts managers to formulate and/or refine segmentation strategies around their consumers' personality traits, since these variables may differently motivate them to spread art-related WOM. The findings may also help companies and institutions operating in the art industry to design communication strategies oriented around their consumers' personality type to appropriately connect with different groups of customers based on their innate human drives.

Originality/value

This is the first study to assess the effects of Big Five personality traits and market mavenship on WOM intention in the art context, thus expanding scholarly understanding of psychological drivers behind arts-related WOM.

Details

Arts and the Market, vol. 12 no. 1
Type: Research Article
ISSN: 2056-4945

Keywords

Article
Publication date: 2 January 2014

Muhammad Awais Bhatti, Mohamed Mohamed Battour, Ahmed Rageh Ismail and Veera Pandiyan Sundram

Researchers have been focusing on the predictors of expatriates adjustment and job performance at different levels (individual level, organizational level, and societal…

11290

Abstract

Purpose

Researchers have been focusing on the predictors of expatriates adjustment and job performance at different levels (individual level, organizational level, and societal level) but still some of the predictors have been ignored or unclear in the expatriate literature. The purpose of this paper is to examine the effects of personality traits (big five) on expatriates adjustment and job performance.

Design/methodology/approach

In this regards, data were collected from 201 expatriates working in Malaysia and analyzed by using structural equation modelling with Amos 16.

Findings

The findings of this study indicated that personality traits (big five) which include extroversion, openness to experience, agreeableness, conscientiousness, and neuroticism positively influence expatriate adjustment which further influence expatriate performance rated by peers. In other words, expatriates adjustment (work, interaction, and general) mediate the relationship between big five personality traits (extroversion, openness to experience, agreeableness, conscientiousness, and neuroticism) and expatriates job performance (task, relationship building, and overall performance).

Research limitations/implications

The findings of this study will help the researchers to further understand the importance of personality traits required for successful completion of international assignment. Furthermore, the findings also suggest human resource professionals to consider these personality traits before selecting an individual for international assignment. Finally, future research directions have been proposed.

Originality/value

Literature on expatriate adjustment and job performance is still at developing stage. This paper shed light on the individual characteristics which work as predictors for expatriates adjustment and job performance.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 33 no. 1
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 29 January 2019

Omid Rezaei, Mehrdad Vasheghani Farahani and Fatemeh Musaei Sejzehei

The purpose of this paper is to investigate the possible relationship between novice vs experienced EFLs teachers’ Big Five personality traits, ambiguity tolerance and…

Abstract

Purpose

The purpose of this paper is to investigate the possible relationship between novice vs experienced EFLs teachers’ Big Five personality traits, ambiguity tolerance and risk taking. To this purpose, 30 teachers of TEFL courses were randomly selected, and three instruments of NEO Five-Factor Inventory, Ambiguity Tolerance Scale and Risk-taking Propensity Measure were employed to measure their Big Five personality traits, their ambiguity tolerance and risk taking, respectively.

Design/methodology/approach

The study was a quantitative ex post facto study. The first phase of the study was to investigate the relationship among variables of the study. On the other hand, the second phase of the study examined the impact of experience of teachers on their risk taking and ambiguity tolerance.

Findings

The results showed that the more experienced the teachers are, the less risk they take and the more ambiguity tolerant they are. On the other hand, the less experienced the teachers are, the more risk they will take and the less they can tolerate ambiguity. The findings of this research can have useful implications for teacher training programs as well as teaching practices.

Originality/value

This study can add to the circle of knowledge and enhance theoretical assumptions of the field. Moreover, considering the Iranian context, a few studies have focused on the importance of uncovering relationship between five big personality traits and teachers’ personality factors. Therefore, this study is an attempt to investigate the relationship between the Big Five personality traits of teachers and their ambiguity tolerance and risk taking.

Details

Journal of Applied Research in Higher Education, vol. 11 no. 3
Type: Research Article
ISSN: 2050-7003

Keywords

Article
Publication date: 10 October 2016

Ridhi Arora and Santosh Rangnekar

The purpose of this paper is to investigate the relationship of the Big Five personality factors (extraversion, conscientiousness, agreeableness, emotional stability, and…

3060

Abstract

Purpose

The purpose of this paper is to investigate the relationship of the Big Five personality factors (extraversion, conscientiousness, agreeableness, emotional stability, and intellect/openness to experience) with career commitment measured in terms of three factors as career identity, career resilience, and career planning.

Design/methodology/approach

The study included 363 managers from public and private sector organizations in North India.

Findings

The authors found that in the Indian context, openness to experience/intellect is the Big Five personality dimension that acts as the significant predictor of all the three dimensions of career commitment (career identity, career resilience, and career planning). Further, conscientiousness was found as the significant predictor of only career identity, which indicated Indian managers who are focused identify well with their career line. In addition, the Big Five personality dimension of agreeableness was found to have a positive significant influence on career planning. From this, the authors inferred that tendency to get along well with others helps Indian managers in enhancing their career planning.

Originality/value

The study contributes to the existing literature on personality and careers in the South-Asian context.

Details

Journal of Management Development, vol. 35 no. 9
Type: Research Article
ISSN: 0262-1711

Keywords

Article
Publication date: 6 March 2017

Peter H. Langford, Cameron B. Dougall and Louise P. Parkes

The purpose of this paper is to provide evidence for a “leadership big five”, a model of leadership behaviour integrating existing theories of leadership and conceptually…

11122

Abstract

Purpose

The purpose of this paper is to provide evidence for a “leadership big five”, a model of leadership behaviour integrating existing theories of leadership and conceptually aligned with the most established model of personality, the big five. Such a model provides researchers and practitioners with a common language to describe leadership behaviour in a field with a plethora of leadership models. The model also describes a wider range of leadership behaviour than other models of leadership, and presents dimensions that correlate with important organisational outcomes as demonstrated in this study.

Design/methodology/approach

In total, 1,186 employees completed the Voice Leadership 360, a survey designed to measure the leadership big five, collectively rating 193 managers from a range of different sectors and industries, using a 360-degree survey methodology.

Findings

Confirmatory factor analyses and internal reliability analyses provide evidence for 22 lower-order factors of leadership behaviour that aggregate into five higher-order factors of leadership aligned with the big five personality descriptors. Further evidence for the validity of the model is indicated by significant correlations between 360-degree survey ratings and raters’ judgements of leaders’ personality, and significant correlations between 360-degree survey ratings and both work unit engagement levels and manager reports of work unit performance.

Research limitations/implications

The cross-sectional design is the main limitation of the present study, limiting conclusions that changes in leadership behaviours will lead to changes in organisational outcomes. The primary research implications of this study include the support for an integrating model of leadership behaviour that aligns with a large body of psychological research, as well as the development of a survey that can be used for future exploration of the model.

Practical implications

Practitioners may use the results of the study to rethink how they develop competency frameworks and measure leadership behaviour in organisation development contexts. This broad model of leadership and the familiarity of its dimensions could increase the effectiveness of behaviour change interventions, and the presented survey provides a reliable and valid tool for 360-degree assessments.

Originality/value

The study provides evidence that leadership can be described in a structurally similar way to human personality. It presents a leadership model that consists of a broader range of leadership behaviours related to organisational outcomes compared with previous models of leadership.

Details

Leadership & Organization Development Journal, vol. 38 no. 1
Type: Research Article
ISSN: 0143-7739

Keywords

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.

6704

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

Book part
Publication date: 6 March 2017

Travis Holt, Lisa A. Burke-Smalley and Christopher Jones

In this study, we use the well-researched and validated Big Five model of personality traits to examine accounting students’ career interests in auditing. Using the…

Abstract

In this study, we use the well-researched and validated Big Five model of personality traits to examine accounting students’ career interests in auditing. Using the person-job fit literature as a springboard for our study, we investigate the influence of accounting students’ personality traits on their career interests in auditing using a research survey. We uncover a general “trait gap” (i.e., lack of fit) between accounting students’ own personality traits and their perceptions of the ideal auditor, which presents implications for workplace readiness. Additionally, analysis focusing on students who particularly want to work in auditing indicates that those with more auditing work experience are more likely to identify auditing as their preferred job. Furthermore, results indicate that accounting students higher on openness to experience tend to view auditing jobs as more desirable. Finally, accounting students who prefer the auditing career path perceive the ideal auditor as extroverted, agreeable, and open to experience. We extend prior findings in the accounting education literature surrounding personality traits and their impact on student career choices. Because advising students for a career path suiting their traits and talents is important for each student and the accounting profession, our study’s insights into the “matching process” add value to career advising.

Details

Advances in Accounting Education: Teaching and Curriculum Innovations
Type: Book
ISBN: 978-1-78714-180-3

Keywords

Article
Publication date: 17 October 2016

Ridhi Arora and Santosh Rangnekar

The purpose of this paper is to investigate the role of personality factors in influencing mentoring relationships in the South-Asian context.

Abstract

Purpose

The purpose of this paper is to investigate the role of personality factors in influencing mentoring relationships in the South-Asian context.

Design/methodology/approach

The sample included 363 subjects from public and private sector organizations in North India.

Findings

Results revealed that in the Indian context, conscientiousness acts as significant predictor of perceived psychosocial mentoring, agreeableness acts as significant predictor of perceived career mentoring support, and emotional stability acts as significant predictor of both categories of mentoring relationships. Further, managers employed in public sector organizations were found to be high on all the Big Five personality factors and mentoring functions in contrast to managers from private sector organizations.

Research limitations/implications

Overall, the results suggest that mentoring relationships should operate in organizations with a firm understanding of employees’ personality traits. Implications and future research directions were also discussed. Further, suggestions have also been given for incorporating various interventions in order to handle employees with different personality attributes such as counseling for helping emotionally unstable employees manage their emotions and stress.

Originality/value

To the knowledge, this is the first study that seeks to examine impact of personality factors on mentoring relationships in the South-Asian context.

Details

South Asian Journal of Global Business Research, vol. 5 no. 3
Type: Research Article
ISSN: 2045-4457

Keywords

Article
Publication date: 17 May 2022

Mudaser Javaid, Ayham A.M. Jaaron and Nor Hazana Binti Abdullah

The existence of intense competition in turbulent markets confirms the importance of using ethical employee practices in knowledge sharing behaviour (KSB) to ensure…

Abstract

Purpose

The existence of intense competition in turbulent markets confirms the importance of using ethical employee practices in knowledge sharing behaviour (KSB) to ensure organisational growth. This is especially applicable in developing countries' markets where this intensive competition usually results in organisations following illicit practices. This paper aims to examine the relationship between the Big Five personality traits (i.e. openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism) and KSB using Islamic work ethics (IWE) as the moderator.

Design/methodology/approach

A quantitative research method using a survey instrument collected 182 responses from employees in the Pakistani telecommunication industry. The partial least squares structural equation model (PLS-SEM) was used to analyse the collected data.

Findings

The results found that IWE has a positive impact on KSB and a positive moderating impact on the relationship between the Big Five personality traits except neuroticism and KSB. Also, openness to experience and agreeableness positively impacted KSB.

Practical implications

This paper contributes to the field of human resource (HR) management by helping managers in the hiring process or developing employee's personalities. Additionally, policymakers are encouraged to create Islamic values platforms to increase KSB amongst employees.

Originality/value

This study indicates the importance of IWE in boosting the impact of personality on KSB and provides insights into IWE's role in enhancing an organisation's competitive advantages in turbulent markets.

Details

Cross Cultural & Strategic Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2059-5794

Keywords

1 – 10 of over 3000