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Internal knowledge transfer is crucial for firms to improve their employees’ abilities and improve their work performance. However, there is still a gap in the knowledge management field regarding whether internal knowledge transfer can leverage employee personality traits and service performance in service-oriented organizations. To address this gap, this study aims to validate a multilevel model of the mediating (i.e. internal knowledge transfer as a mediator) and moderating (i.e. task interdependence as a moderator) mechanisms underlying personality traits and employee service performance.

Multilevel structural equation modeling was applied for model validation using an original data set from 45 team leaders and 333 employees working in Chinese hotels.

Internal knowledge transfer mediated the link between extraversion and employee service performance and the link between openness to experience and employee service performance. Task interdependence played a moderating role that strengthened both the impacts of extraversion and openness to experience on internal knowledge transfer.

Through the use of an original data set, this study advances the knowledge management discipline by investigating the mediating impact of internal knowledge transfer between personality traits and employee service performance and revealing the moderating impact of task interdependence that underlies the links between personality traits and internal knowledge transfer.

Based on the broaden-and-build theory, this study aims to clarify that the relationship between extraversion and service outcomes will be mediated by work vigor, and that, in turn, this mediating effect will be moderated by coworker support. Specifically, the authors examine vigor as an attitudinal resource to drive organizational performance.

This research collected 181 valid questionnaires from service industries through a two-wave survey. The authors used hierarchical regression analysis to conduct each hypothesis test. Owing to the conditional mediating effect, the authors differentiated each variable centering and used the fractional number and the product as the predictor variable, moderator, and interaction effects after centering.

The relationships between extraversion and customer orientation and service performance mediated by work vigor in that the indirect relationships are stronger when perceived coworker support is higher than is lower.

Future studies are suggested to probe into different forms of social support (e.g. family support), mechanisms of coworker support (e.g. task-related vs. non-task-related assistance), and different workplace contexts.

Extraversion, as a personality trait, is a significant reference index to examine an applicant's qualifications during recruitment, particularly in service organizations. Appropriate job assistance and emotional conciliation from coworkers can effectively facilitate employees' work vigor and service outputs.

Previous studies suggested the influence of different personality traits on different dimensions of work engagement. Accordingly, investigation indicates that extraversion can effectively predict work vigor which is an important attitude of willingness to put personal efforts at work to facilitate frontline service outcomes.

To boost efficiency and productivity, organizations are increasingly depending upon employees to speak up about workplace concerns and disagreements. This change-oriented bottom-up communication, termed employee voice behavior, brings attention to workplace issues that could otherwise go undetected by management. This study examined the relationships between personality characteristics, job attitudes, and employee voice behavior, and investigated the moderating role of extraversion on the relationships between job attitudes (i.e., job satisfaction and turnover intentions) and voice.

A cross-sectional study design was used, with data collected through an online survey from a sample of 284 individuals working in the US. Hypotheses were tested using correlation, regression and moderation analyzes.

Job satisfaction and turnover intentions were found to be positively and negatively-related, respectively, to employee voice behavior. Extraversion was found to be predictive of employee voice behavior and moderate the relationships between job attitudes and voice behavior. Interestingly, results suggest that the job attitudes of individuals high in extraversion do not influence their likelihood of speaking up. Rather, voice behaviors of only those with low or moderate levels of extraversion are impacted by their job attitudes.

This study builds upon prior research identifying the importance of extraversion in predicting voice behavior by testing its incremental validity and relative weight, compared to the other Big Five personality characteristics. Furthermore, this research contributes to the theoretical understanding of instances in which employee voice behavior occurs by examining the moderating effect of extraversion on the relationship between job attitudes and employee voice behavior.

Service innovative behavior from employees helps hospitality organizations gain a competitive advantage and sustain business flourishment. Although group diversity has been demonstrated as a predictor of employee outcomes, whether group diversity in terms of extraversion and openness enhances employee service innovative behavior remains a gap. This study aims to fill this gap by developing a multilevel model of the direct relationship between group diversity in terms of extraversion and openness and employee service innovative behavior and also the mediations and moderations behind the relationship.

The authors collectd data from 44 Chinese hospitality teams. The research model was validated by multilevel structural equation modeling.

Results showed that both group extraversion diversity and group openness diversity fostered employee service innovative behavior via creative self-efficacy. Developmental culture strengthened the effectiveness of group openness diversity on creative self-efficacy and the effectiveness of creative self-efficacy on employee service innovative behavior. Nevertheless, developmental culture did not strengthen the effectiveness of group extraversion diversity on creative self-efficacy.

Findings suggest that managers and team leaders from hospitality organizations can elicit employee service innovative behavior through increasing group diversity in terms of extraversion and openness. Hospitality practitioners also should understand that employees’ confidence for creativity is able to channel group diversity into employee service innovative endeavors. Moreover, building developmental culture is essential for hospitality teams to strengthen the effect of group diversity on innovating services.

This study expands the diversity-innovation research through unfolding both the mediations and the moderations behind the link between group diversity in terms of extraversion and openness and employee service innovative behavior.

AI-driven product recommendation chatbots have markedly reduced operating costs and increased sales for marketers. However, previous literature has paid little attention to the effects of the personality of e-commerce chatbots. This study aimed to examine the ways that the interplay between the chatbot's and the user's personality can increase favorable product attitudes and future intentions to use the chatbot. Based on prior literature, we specifically focused on the degree of extroversion of both chatbot and user.

A total of 291 individuals participated in this study. Two different versions of chatbot were created for this study (i.e. extroversion: high vs. low). Participants self-reported their degree of extroversion. The PROCESS macro Model 1 and Model 7 with the Johnson–Neyman technique were employed to test the hypotheses.

The results showed that the high extroversion chatbot elicited greater user satisfactions and perceptions of chatbot friendliness among users with a high level of extroversion. On the contrary, the low extroversion chatbot resulted in greater user satisfactions and perceived chatbot friendliness among users with a low level of extroversion. This study further found that user satisfactions and perceived chatbot friendliness mediated the effects of the chatbot on greater intentions to use the chatbot and more favorable product attitudes.

By showing the effects of matching the personality of the chatbot and user, this study revealed that similarity-attraction effects also apply to human–chatbot interaction in e-commerce. Future studies would benefit by investigating the similarity-attraction effects in different characteristics, such as appearance, opinion and preference. This study also provides useful information for e-commerce marketers and chatbot UX/UI designers.

Until now, it is not clear whether there are differences in patient perception between multi-bedded rooms with two and four beds. The purpose of this study was to investigate the effect of the physical (i.e. room type) and psychosocial (i.e. kindness of roommates and extraversion) aspects on the patients’ experience (i.e. pleasantness of the room, anxiety, sleep quality) in multi-bedded rooms in an oncology ward.

A group of 84 hospitalized oncology patients completed a questionnaire on the day of departure. Room types were categorized into two groups: two-person and four-person rooms.

Multivariate logistic regression analyses with the minimum Akaike Information Criterion (AIC) showed no direct main effects of room type (two vs. four-person room), kindness of roommates and extraversion on pleasantness of the room, anxiety and sleep quality. However, the authors found an interaction effect between room type and extraversion on pleasantness of the room. Patients who score relatively high in extraversion rated the room as more pleasant when they stayed in a four-person rather than a two-person room. For patients relatively low in extraversion, room type was not related to pleasantness of the room.

The findings allow hospitals to better understand individual differences in patient experiences. Hospitals should inform patients about the benefits of the different room types and potential influences of personality (extraversion) so patients are empowered and can benefit from autonomy and the most appropriate place.

This study emphasizes the importance of including four-person rooms in an oncology ward, while new hospital facility layouts mainly include single-bed rooms.

The purpose of this study is to examine the effect of coworkers’ interpersonal justice (defined as the extent to which one is treated by coworkers with dignity, courtesy and respect) on team citizenship behaviors. More precisely, the authors first test the mediating role played by both team-member exchange and team identification in this relationship. Further, they examine the moderating role of extraversion in these two mediating mechanisms.

Based on 134 subordinate–supervisor dyads, the authors conducted moderated multiple mediation analysis.

The results of this study showed that, for highly extraverted employees, coworkers’ interpersonal justice positively influences team citizenship behaviors because of an exchange relationship of better quality among the team members. In contrast, for employees with low or medium levels of extraversion, the positive effect of coworkers’ interpersonal justice on team citizenship behaviors is explained by their higher identification with the team.

This paper holds important implications for management practice in teamwork environment. Given coworkers' interpersonal justice role in determining team citizenship behaviors, the findings of this study highlight the importance of establishing a work culture where each employee treats others fairly.

Overall, these findings indicate that, depending on the level of employees’ extraversion, mechanisms grounded in the social exchange and the social identity perspectives act as complementary mechanisms in the team-focused justice–citizenship behaviors relationship.

Employees’ personalities towards occupational outcomes have significantly gained academic attention. Personality traits (PTs) of employees as the determinant of corporate entrepreneurship (CE) outcomes research domain is emerging. This paper aims to assess extraversion PT activation for CE outcome under the problem-solving conflict handling style (CHS) situational cue.

The survey was conducted in automotive manufacturing firms in Pakistan for cross-sectional data collection. Structural equation modelling was used to assess the hypothesised theoretical model from 376 employees.

Results revealed a positive and significant impact of extraversion on CE. Also, employees with high extraversion traits were found to prefer the problem-solving style in managing workplace conflicts. The extraversion trait was also found to be activated under the situational cue of the problem-solving style.

The present study draws implications on person-job fit conceptions at the workplace while hiring, promoting and appointing employees. Personality assessment at the workplace is still in infancy in developing countries. The benefits of employees’ personalities can positively impact organisational performance measures like CE.

The present study has proposed the theoretical model based on Trait Activation Theory (TAT) and contributed theoretically through empirically testing the theoretical model by investigating the employees’ CHS role in activating their PTs towards the CE outcomes. Theoretically, using TAT conceptualisations in entrepreneurship and CE is novel as previous knowledge on PTs activation towards CE outcomes is non-existent. CHS as situational cues will attract social science researchers towards studying its role in various predictor outcome links across multiple work settings.

User-generated content comprises an important asset for many web sites. The purpose of this study is to show how extraversion, a basic dimension of human personality, is positively related to this activity, both directly and through its impact on social identity expressiveness.

The data come from an online survey of 1,308 online users who actively contribute content to social media.

The results support hypotheses that extraversion and social identity expressiveness are positively related to active use of social media web sites, and that extraversion is related to active use both directly and indirectly through social identity expressiveness.

The findings are limited to the selection of social media to which the participants belong and provide only a partial picture of the motives behind active use of such web sites. Despite the limitations, the findings do identity two active user motivations.

An understanding of the psychology underlying active social media use can aid managers in developing marketing strategies to encourage such use. Strategies that emphasize one's ability to express oneself freely should enhance active use, especially for the more extraverted active users.

This is the first study to combine both extraversion with social identity expressiveness to partially explain active use of social media, thus enhancing the understanding of the motivations for active use of social media.

This study aims to examine the relationship between personality traits and digital literacy skills among university librarians of Punjab, Pakistan.

Five research hypotheses were established to achieve the study objectives. Two instruments; namely, “big five inventory (BFI)” scale of personality traits and a structured questionnaire of digital literacy skills (library literacy, computer literacy, tool literacy, information retrieval literacy and research support literacy) were used to collect the data. Pearson correlation test and correlation research design were used to examine the relationship between digital literacy skills and personality traits of university librarians.

The findings of the study revealed significant relationships between personality traits and all digital literacy skills. The study concluded that librarians having the extraversion trait are more inclined toward digital literacy skills and they can perform well in the libraries as compared to professionals with other traits.

This study measures the digital literacy skills among the librarians of “higher education commission” recognized universities of Punjab, Pakistan. The study conclusions and findings are limited in scope to only the librarians of these universities. Such topic has no previous research.

This study has practical implication for university libraries, library associations, librarians and library professionals. The results of the study are also useful for librarians to acquire digital literacy skills, which are necessary in the current digital environment to manage the libraries.

Library professionals can get digital literacy skills to face the challenges of digital age.

Some researchers examined the relationship of personality traits with the social networking sites, internet addiction, knowledge sharing behavior, information seeking behavior and academic performance. This study in particular identified the relationship of personality traits with the digital literacy skills, which are essential for managing the libraries. It helps libraries to find suitable library professionals and also help managers in assigning the duties based on these personality traits and digital literacy skills.