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The purpose of this paper is to contribute to a better understanding of the financial decision-making process of farmers and to highlight the potential role that improved farm financial management (FFM) could play in developing sustainable farm enterprises.

This paper adopts a qualitative approach with 27 semi-structured interviews exploring farmers’ financial decision-making processes. Subsequently, the interview findings were presented to a focus group. Sensemaking theory is adopted as a theoretical lens to develop the empirical findings.

The evidence highlights that FFM has a dual role to play in farmer decision-making. Some FFM activities may act as a cue, which triggers a sensebreaking activity, causing the farmer to enter a process of sensemaking whilst some/other FFM activities are drawn upon to provide a sensegiving role in the sensemaking process. The role of FFM in farmer decision-making is strongly influenced by the decision type (strategic or operational) being undertaken and the farm type (dairy, tillage or beef) in operation.

The literature suggests that the majority of farmers spend little time on financial management. However, there are farmers who have quite a high level of engagement in FFM activities, when undertaking strategic farm expansion decisions. Those FFM activities help them to navigate through operational decision-making and to make sense of their strategic decision-making.

The purpose of this paper is to test the relationship between the five‐factor model (FFM) of personality and job performance in Chinese organizations via meta‐analysis. It also aims to look at the moderating effects of job types and rating sources, and give some suggestions for future studies and practical application.

This paper uses meta‐analysis as its main approach. According to the selecting criteria, nine papers from Chinese Academic Database and Chinese Excellent Graduate Dissertation Database are selected as samples for analysis. Basic statistics, homogeneity test and analysis of variance are used to analyze the data.

All the five factors of FFM are significantly related to the overall job performance in Chinese organizational context. Conscientiousness has the highest correlation coefficient while neuroticism has a negative relation with the performance. Neuroticism is more related with contextual performance than with task performance. Overall, FFM is related to self‐rating performance more than that with others‐rating performance. Correlations between extraversion and job performances are higher for the teacher group than for the other job groups.

The limitation of the paper is that the sample size is not big enough. The implications of findings are discussed.

The paper shows that under Chinese situation, FFM has significant relation with job performance which implies that FFM can be applied to some activities of human resource management to some extent.

The paper summarizes almost all the empirical studies on the relation between FFM and job performance in China since 1995. This is the first time a meta‐analysis of FFM has been done by using papers published in China. It contributes to the existing literature by extending the research scope and taking Chinese local literature into consideration.

The present study examines the relation of individual differences in personality to one's preferences for approaching and managing conflict in work settings. This investigation offers a conceptual foundation for relating the Five‐Factor Model (FFM) of personality to strategy preference, tests strategy‐FFM dimension hypotheses, and explores strategy relations with narrower FFM midlevel traits. Managers and supervisors (N = 249) from public, governmental, and private sector organizations completed the Organizational Communication and Conflict Instrument and the Revised NEO Personality Inventory. Preferences for conflict strategies were found to relate to distinct patterns of FFM dimensions, while narrower midlevel traits provided meaningful insights into the nature of the observed relations.

The purpose of this paper is to provide new insights for managing knowledge reuse in terms of the duality of innovator personality. Continuously developing new products is crucial for firms to maintain and enhance their competitive advantages. However, the limited and highly specialized knowledge can cause innovators of firms to face difficulties in the process of new product development (NPD). In this setting, knowledge reuse becomes a solution that may benefit innovators to overcome the innovation dilemma. Given the fact that innovators with different personality are likely to form incongruent cognitions and affection on knowledge reuse, thus subsequently affecting the performance of NPD, there is an urgent need to investigate the effects of innovator personality in the entire process of knowledge reuse.

This paper exploits five-factor model (FFM) of personality to comprehensively investigate the dual effects of innovator personality in managing knowledge reuse based on the two distinct sets of knowledge reuse initiation and implementation.

By using the data from 981 innovators of knowledge-intensive firms in China, this study finds that the FFM traits of conscientiousness and agreeableness had opposing effects on initiation and implementation of knowledge reuse. While the FFM traits of emotional stability and openness to experience both positively affect the knowledge reuse initiation and implementation. Moreover, the FFM traits of extraversion benefit the shaping of knowledge reuse initiation whereas encumbering the implementation of knowledge reuse.

First, this study reveals the different roles of cognitive and affective traits of personality in shaping knowledge reuse. Second, this study exposes the role of innovator personality in determining the performance effects of knowledge reuse implementation. Third, this study highlights the dual effects of innovator personality in managing knowledge reuse. This study offers evidence for arranging the innovators with appropriate FFM traits in various stages of knowledge reuse.

Maverickism is the tendency of an individual to be socially competent, creative, goal focussed, risk-taking and disruptive. Previous research with the five-factor model (FFM) shows that individuals high in maverickism exhibit both functional and dysfunctional tendencies. The purpose of this paper is to compare and contrast the descriptive FFM with the process-oriented hybrid model of learning in personality (HMLP), in the prediction of maverickism.

Employing a cross-sectional design with 490 full-time workers the authors use the NEO-International Personality Item Pool and the Learning Styles Profiler to examine differences in the FFM and HMLP in the prediction of maverickism.

Results with the FFM, identify extraversion, openness and (low) agreeableness as significant predictors of maverickism. All factors of the HMLP (except conscientious learning) significantly predict maverickism. Hierarchal regression analysis shows that the HMLP accounts for an additional 21 percent of variance in maverickism over and above that of the FFM.

The authors have tested and built theory by identifying not only what predicts maverickism, but also how the learning processes of the HMLP interrelate to predict maverickism.

Managers interested in developing the maverick potential of their employees will find this study useful because it identifies what to look for in maverick workers.

Individuals high in maverickism have the potential for radical innovation. Understanding how to identify and develop these individuals may lead to larger societal benefits.

The authors are the first to use the HMLP to test maverickism. The research highlights the importance of both personality and learning processes in maverickism.

Fama–French model (FFM) has been successful in helping to predict the financial markets, but investors have been interested in creating more sophisticated models to better predict the performance of the stock market. The objective of the extended version is to create a more robust econometric model to better predict the performance of the Mexican Stock Market.

The study divides the Mexican Stock Market into six different portfolios. The criteria to build those portfolios are the same one used in Fama–French (1992). The study comprises 78 stocks listed in the Mexican Stock Market that are analyzed monthly during 1997–2018. The study analyzes the period before and after the 2008–2009 financial crisis to identify whether there are important changes. The estimation applies the traditional and an extended version of the FFM that include macroeconomic variables such as country risk, economic activity, inflation rate, and exchange rate and some financial variables recommended in the literature.

Results indicate that classic FFM variables are statistically significant in most cases, but relevant macroeconomic variables such as the interest rate, exchange rate and country risk stand out for being weakly relevant in most of the portfolios. However, it is noticed that some of these macroeconomic variables became relevant for different portfolios only after the 2008–2009 crisis, especially in portfolios which include small market capitalization firms.

The study includes the stocks listed in the Mexican Stock Market. One limitation is the small number of stocks available, which reduces the possibility of creating well diversified portfolios. This study includes 78 stocks. The stocks removed from the sample are from firms that were not listed during six consecutive months or whose market capitalization did not change in the same period. Outlier data were removed from the sample to capture in better way the general performance of the stock market.

The objective of the extended version is to create a more robust econometric model than the traditional model. It is expected that such estimations can be helpful to investors to make better decisions when they try to predict performance in the stock market.

An extended version of the FFM can be helpful to investors to make better decisions when they try to predict performance in the stock market.

To the best of our knowledge there are no more studies in the literature of the Mexican financial market that apply the same methodology.

The five-factor model (FFM), a popular personality typology that identifies five key personality traits, has been used to predict use intention in various e-commerce applications, but the role of FFM in triggering certain evaluations of the various quality dimensions of e-commerce websites has not been examined, revealing a gap, i.e. the authors do not know how the five personality traits impact evaluations of the quality dimensions of e-commerce websites. The 3Q model—which comprises system quality (SysQ), information quality (IQ), and service quality (SQ), spanning 13 quality dimensions—is helpful for evaluating website quality, but the model neglects user characteristics and their impacts on quality evaluation, posing another gap, i.e. the authors do not know how user characteristics impact the user's evaluation of quality dimensions. Thus, the authors used the FFM to extend the 3Q model to explain how user personality predicts the evaluation of websites in the 13 quality dimensions.

The authors used an online survey to collect responses from 392 online shoppers. Structural equation modeling was used to test the hypotheses.

The authors found that openness in a shopper predicts their favorable evaluation of a website in the quality dimensions of format and flexibility; conscientiousness predicts favorable evaluation in terms of completeness, accuracy, currency, timeliness, and service reliability; neuroticism predicts unfavorable evaluation in terms of reliability, accessibility, and assurance; and extraversion predicts favorable evaluation in terms of responsiveness; while agreeableness did not predict empathy.

In sum, the authors successfully used the FFM to theoretically extend the 3Q model, which clarifies the usefulness and pathways of personality in formulating strategies for e-commerce success.

The purpose of this paper is to examine the relationship of the Five-Factor Model Personality Disorder (FFM PD) count technique to industrial, work, and organizational (IWO) criteria. In this vein, the present research sought to extend previous studies (e.g. De Fruyt et al., 2009) by eliminating common method variance, and by including several objectively assessed IWO criteria, namely, managerial level, intelligence, and creativity.

In total, 1,659 working adults reported their managerial level in their organization, and completed two intelligence tests, a measure of creativity, and a measure of the Big Five personality traits in an assessment centre. The data were analyzed using structural equation modeling.

Results showed that the FFM PD counts were significantly associated with each IWO criteria. Results also show that specific linear combinations of Five-Factor Model facets can explain a larger proportion of the variance in these criteria. Finally, normative benchmark values are provided and validated for personnel development contexts in the UK.

Because the FFM PD score-distributions were limited to one assessment setting (medium stakes) only, the use of proposed benchmarks may not be appropriate for other contexts.

Considering the mounting evidence in the area, assessing dark side traits is likely to be desirable for organizations – particularly in selection and development settings.

This study is the first to demonstrate the validity of the FFM PD count technique in relation to objectively measured IWO criteria.

The purpose of this paper is to present a discussion of the ways that personality tests have been used in accounting research.

The paper is structured as a literature review of the personality testing area, with particular emphasis on its application in accounting research.

The idea of personality impacting accounting has received some attention in recent years. However, it is an understudied area and the research to date is somewhat inconclusive. The findings are that over the last decade personality psychologists have made significant advances in personality theory and measurement. This paper summarizes: the theory of personality; the two most common personality typologies (i.e. the Jungian psychology‐based Myers‐Briggs Type Indicator (MBTI) and the Five Factor Model (FFM); and discusses the application of personality in accounting research.

It is somewhat problematical to draw precise boundaries that include all relevant studies, and yet exclude appropriately distant ones, as there are a number of constructs that may, or may not, be considered to be “personality”. Another limitation is that the research studies published so far do not all agree one with another.

The conclusion reached is that, while there is a role for personality/accounting research using both MBTI and FFM, research using the FFM is particularly important for analytical and predictive research in this area and to triangulate previous MBTI studies.

As a literature review, there is little that is intrinsically new here, but the juxtaposition of different approaches and findings will be informative to researchers in the area and, to a lesser extent, practitioners.

The purpose of this study is to examine gender differences in personality predictors of a specific form of workplace aggression: counterproductive work behaviors directed at individuals (CWB‐I).

Students (n=212) who were part‐time employees working at least 15 hours per week completed a measure of the five‐factor model (FFM) personality traits and two circumplex personality traits (Calmnesss and Pleasantness), as well as a measure of CWB‐I. Hierarchical regressions and tests of mean differences were used to examine hypotheses pertaining to gender differences in personality predictors of interpersonal aggression.

Results generally supported the hypotheses as shown by the significant interactions between gender and personality traits in predicting CWB‐I. Agreeableness and Pleasantness significantly (negatively) predicted CWB‐I among males, but not females. Emotional Stability significantly (negatively) predicted CWB‐I among females, but not males.

The use of self‐report surveys may impact the results of this study. However, as this is the first study to explore the complex interactions between gender and personality in predicting workplace aggression, it is hoped that future research tests these relationships with alternate samples and methodologies.

The results show that personality traits predict interpersonal workplace aggression differentially for males and females. Results also show that circumplex intersection traits are a useful supplement to the FFM traits in explaining interpersonal aggression in the workplace.

To the authors' knowledge, this is the first study to show that personality traits differentially predict interpersonal aggression for males and females; and to demonstrate the incremental validity of circumplex traits over FFM traits in predicting interpersonal aggression.