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This study aims to explore the role of team personality and leader’s humor style on the use of humor in group communication and the extent to which group humor mediates the association between team personality on the one hand, psychological safety, collective emotional intelligence and group satisfaction on the other hand.

The authors used a survey to collect data from 304 employees nested in 83 groups working in organizations from various sectors in Romania.

The study results show that extraversion is positively associated with group affiliative humor, while neuroticism has a positive association with group aggressive humor. The leader’s affiliative humor style had a significant positive effect on group affiliative humor, while the effect of leader’s aggressive humor style on the use of aggressive humor in groups was not significant. Furthermore, the authors examined the mediation role of group humor in the relationship between team personality and team emergent states and satisfaction. The authors found that group aggressive humor mediates the association between neuroticism and group emotional intelligence, psychological safety and satisfaction, while affiliative humor mediates the association between extraversion and emotional intelligence and team satisfaction.

The study reports one of the first attempts to explore the multilevel interplay of team personality and humor in groups as they relate to emergent states.

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.

This study aims to examine the relationship between the personality dimensions of consumers and celebrities; the effect of celebrity personality on attitude towards the celebrity; and the effect of attitude towards the celebrity on purchase intention.

Data were gathered from 400 respondents in the North of England to explore the connections between five consumer personality dimensions (agreeableness, extroversion, openness, conscientiousness and neuroticism) and nine celebrity personality dimensions (neuroticism, extroversion, openness, agreeableness, conscientiousness, sincerity, excitement, stylishness and positivity) and were analysed using structural equation modelling.

The findings suggested that some dimensions of consumer personality, i.e. conscientiousness, extroversion and openness, were significantly related to all the celebrity personality dimensions. Moreover, all the celebrity personality dimensions had a significant effect on consumers’ attitude towards the celebrity; however, only neuroticism, extroversion, openness, sincerity and positivity significantly affected purchase intention. Finally, attitude towards the celebrity had a significant effect on purchase intention.

The study introduces a celebrity personality scale and explores a topic that has not previously been researched.

This paper aims to propose a novel candidate view of research on employer reputation. The authors examine how candidates evaluate a company’s employer reputation after failing in the job application process.

The data were mainly collected from Chinese university students. Regression analysis was used to evaluate the proposed hypotheses (n = 246).

The study reveals how candidates vary in their attributions of job-hunting failures and evaluations of employer reputation considering their different personalities (i.e. extraversion) and corporations’ procedural justice in the selection process. The empirical results show that rejected candidates’ trait extraversion and procedural justice in the selection process combine to influence internal attributions and thus affect their evaluations of employer reputation.

Understanding how rejected candidates evaluate employer reputation is vital to advancing employer reputation theory. This is one of the few studies to pursue this line of research. The research may also help companies develop more effective strategies to manage the candidates they reject and to maintain their employer reputations.

The purpose of this paper is to explore the relationship between general self-efficacy (GSE), job search self-efficacy (JSSE), extraversion and job search success within a sample of new entrants in the labour market. It is hypothesised that JSSE acts as a mediator between GSE and job search success. Evaluation of the hireability – made by expert interviewers – of new entrants involved in a job interview simulation is proposed as a job search success criterion. Moreover, the moderating role of extraversion on the relationship between JSSE and job search success is explored.

Data were collected on 177 graduates from an Italian university. Participants were involved in a simulation of an interview conducted by experts of the personnel selection process, who gave an evaluation. Macro PROCESS for SPSS was used to test the hypotheses.

GSE has an indirect effect on job search success via JSSE. Moreover, extraversion has a moderating effect on the JSSE–job search success relationship for more extraverted job seekers.

Job search and counselling practitioners should consider extraversion and personal differences to improve the effectiveness of interventions aimed at fostering new entrants' self-regulatory resources and behaviours during the job search.

This study contributes to the existing research about the job search process by testing a new and important job search success criterion, showing that GSE could help new graduates in establishing a specific self-efficacy, such as JSSE, and demonstrating that extraversion interacts with JSSE.

The present paper seeks to identify what individual differences exist among employees in compliance with a management change; to examine the case of total quality management (TQM), and more precisely, to examine personality factors like extraversion, neuroticism, psychoticism, and locus of control as variables of individual differences in the study.

Primary source of data collection is employed, as employees in some service organizations implementing TQM served as participants for data collection. The research design adopted is correlation. A regression analysis of employee compliance with TQM on the personality variables of the study was run. Self‐report measures of participants were obtained for the personality attributes, while their respective bosses rated them on TQM compliance.

It is established that individual differences exist in employee compliance with a management change program. Specifically for TQM compliance, high extraversion and low neuroticism are desirable individual difference factors for enhanced compliance with TQM philosophy.

The research was conducted among employees in service organizations only; this limits the generalizability of the present findings. Also, the employees were mainly Nigerians; cultural differences might limit the research findings. The present study does not exhaust all possible factors of individual differences.

The present research has implications for personnel selection and development in times of organization change. To ensure compliance with a novel management design, some personality factors could serve as favorable dispositions of employees. Management of organizations therefore needs to consider such factors in selection and placement of employees in such organizations.

What is original about the paper is the identification of personality factors that could enhance the implementation of a TQM program.

The purpose of this study is to analyze whether differences in market-wide levels of investor personality influence experimental asset market outcomes in terms of limit orders, price levels and price bubbles.

Investor personality is determined by a questionnaire. These data are combined with data from 17 experimental asset markets. Two approaches are used to estimate market-wide levels of investor personality. First, the market-wide average of each personality trait is determined; second, the percentage of individuals with comparable personality in a market is computed. Overall, 364 undergraduate business students participated in the questionnaire and the experimental asset markets.

Limits and transaction prices are higher in markets with higher mean values in participants’ extraversion and openness to experience and lower mean values in participants’ agreeableness and neuroticism. In markets with lower mean values of subjects’ openness to experiences more overpriced transactions are observed. In markets with a higher proportion of extraverted subjects and a lower proportion of neurotic subjects higher limits and transaction prices are observed. Bubble phases last longer in markets with a higher proportion of extraverted and a lower proportion of neurotic subjects.

Overall, the findings suggest that market-wide personality levels influence market outcomes. As a consequence, market-wide levels of personality help to explain prices in auctions with limited number of participants. Additionally, studies that analyze the influence of subjects’ characteristics, including risk aversion, emotional states or overconfidence, on market outcomes should also consider personality traits as potential underlying factor.

This study aims to examine the relations between teachers' perception of parental involvement and teacher satisfaction. It further aims to investigate how this relationship may be moderated by interpersonal personality traits.

A questionnaire was conducted; participants were 572 classroom teachers who teach at public elementary schools in Taiwan.

Hierarchical regression results indicated that parental involvement at home was considered the most effective factor influencing teachers' satisfaction, followed by teacher‐parent contact. Parental involvement at school was less important. Furthermore, extraversion moderates the relationship partially; teachers low in extraversion perceived home‐based involvement associated with teachers' satisfaction more strongly than those high in extraversion. In contrast, the study found no moderating effect for agreeable teachers.

This article presents an original empirical study that expands the model of parental involvement in order to improve understanding of how teacher's perception of parent involvement is linked to teacher satisfaction.

The purpose of this study is to determine the effect of conscientiousness and extraversion personality traits on project success. The relationship is mediated by affective professional commitment, whilst the relationship between personality traits and project success is moderated by organizational project management maturity.

The deductive approach is used to achieve the objectives of this study. Data were collected through a purposive sampling technique from 250 respondents with the help of questionnaires from information technology sectors. The structural equation modelling (SEM) in partial least squares-SEM and SPSS is used to analyse the data and to examine the hypothesis.

The outcomes demonstrate the partial mediating impact of affective professional commitment between the relationship of conscientiousness and extraversion personalities with project success. Additionally, it proves the moderating effects of project management maturity between the relationship of conscientiousness and extraversion personalities with project success.

This study reflects that employee personality appears to be a reliable indicator of how an employee is faithful to his profession. This faithfulness or duty decides the employee’s execution in terms of offering a successful project. Thus, achieving employee commitment needs to be done by completing the project successfully by the organizations in the presence of project management maturity systems.

It is the first study of its kind to provide experimental proof of the impact of a manager’s personality traits on project success in the presence of affective professional commitment (mediator) and organizational project management maturity (moderator).

The purpose of this paper is to investigate the moderating effect of personality traits (i.e. extraversion and emotional stability) toward the relationship between perceived supervisory support (PSS) and employees’ service recovery performance (SRP) in call centers.

Self-administered questionnaires were distributed to call center in service organizations located in Thailand. Moderated regression analysis and the follow-up analyses were employed to test hypotheses.

The findings reveal that emotional stability moderates the relationship between PSS and employees’ SRP. Unexpectedly, no evidence was found that extraversion moderates the service performance relationship.

The limitations include generalizability and the neglect of other personality traits that could influence SRP. Future research could validate the study in different countries and examine the moderating roles of other personality traits in the SRP model.

This study provides insights for people management managers that SRP of employees with high emotional stability could be enhanced and diminished corresponding to the level of supervisory support. Therefore, attention should be paid to this particular group of call centers for their contribution that could be maximized if they received high support from supervisors.

Previously, little attention has been given to understand the role of personality traits on SRP. In doing so, this research contributes to the literature by investigating the moderating roles of emotional stability and extraversion on employees’ SRP.