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11 – 20 of over 44000Abubakr M. Suliman, AbdelRahman A. AbdelRahman and Adeija Abdalla
The purpose of this paper is to examine the role of personality traits in affecting employees' work performance.
Abstract
Purpose
The purpose of this paper is to examine the role of personality traits in affecting employees' work performance.
Design/methodology/approach
Using a self‐administered questionnaire, 582 employees from a duty‐free organization are surveyed in order to examine the hypotheses of the study.
Findings
Some personality traits are found to be significant in predicting employees' work performance. Some demographic factors such as gender are found to be mediating the links between traits and performance.
Practical implications
The theoretical and managerial implications of the results are discussed in the paper, together with some recommendations for practitioners and researchers.
Originality/value
The paper examines the above‐mentioned links for the first time in the duty‐free industry in the United Arab Emirates and the Middle Eastern context.
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Research examining the relation of personality to conflict resolution strategy has yet to incorporate the dominant, contemporary view of personality, the five‐factor model (FFM)…
Abstract
Research examining the relation of personality to conflict resolution strategy has yet to incorporate the dominant, contemporary view of personality, the five‐factor model (FFM). The use of broad traits (domains), to represent personality, although parsimonious, ignores information contained in narrow personality facets, masks important conceptual relations with various strategies, and has produced inconsistent results. The present study demonstrates that narrow, rather than broad, FFM traits consistently explain greater variance in strategy, and account for significant variance when FFM domain scores appear unrelated to the criterion. These effects are shown to result from the unbinding of criterion‐related from criterion‐unrelated facet scores that are otherwise aggregated into broad domains.
Dragos Iliescu, Irina Macsinga, Coralia Sulea, Gabriel Fischmann, Tinne Vander Elst and Hans De Witte
The purpose of this paper is to analyze the moderating effects of the broad personality traits associated with the five-factor model (FFM) of personality, on the relationship…
Abstract
Purpose
The purpose of this paper is to analyze the moderating effects of the broad personality traits associated with the five-factor model (FFM) of personality, on the relationship between qualitative and quantitative job insecurity (JI) and physical and mental health complaints.
Design/methodology/approach
Self-report data collected in a cross-sectional study from a heterogeneous sample of 469 Romanian employees was analyzed with hierarchical regressions in order to identify moderation effects between each personality trait, JI and health outcomes.
Findings
Neuroticism and introversion amplify the relationship between JI and mental health complaints. None of the other personality traits showed any significant interaction with JI. No moderating effects were found for physical health complaints. Quantitative and qualitative JI show a high correlation and similar relationships with other variables, but may not be part of the same larger factor.
Practical implications
The FFM has a lower contribution than expected in explaining the JI-health dynamic, with only 2 out of 5 reaching significance. The personality traits of neuroticism and introversion function as moderately strong vulnerability factors in the JI-mental health relationship, and may be used by managers in identifying employees who are at risk in situations when JI is likely to appear.
Originality/value
The authors offer overall support for the main effect model in the relationship between JI and health, showing that, while some broad personality traits buffer the negative effect of JI in a fairly strong manner, this effect may be very difficult to completely abolish. The authors further show that quantitative and qualitative JI are very closely related facets of the broader JI construct.
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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…
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.
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Chet Robie, Douglas J. Brown and Paul R. Bly
To examine whether the “big five” personality factors operate similarly from a psychometric perspective across dissimilar cultures.
Abstract
Purpose
To examine whether the “big five” personality factors operate similarly from a psychometric perspective across dissimilar cultures.
Design/methodology/approach
Managers from the USA and Japan were administered a work‐oriented measure of the big five and overall assessment ratings were collected. Independent groups t‐tests were used to examine mean differences in personality scores across samples. Factor analysis was used to examine the structure of the big five across samples. Relative importance analyses were used to examine whether assessors across samples differentially weighted the big five in arriving at overall assessment ratings.
Findings
Big five personality dimension scores were significantly higher in the US sample compared to the Japanese sample. Across both samples, relative importance analyses revealed extraversion to be the most important correlate of predicted job performance, whereas conscientiousness was the least important correlate of predicted job performance.
Research limitations/implications
Three limitations existed: relatively small sample size for the Japanese sample (n=410) compared to the US sample (n=3,458); scarcity of Japanese demographic information makes interpretation of results due to culture less certain; and follow‐up data on actual hiring decisions would enable additional interpretations of the data to be made.
Practical implications
Results suggest that: the Five Factor Model of personality is rather robust across cultures, samples, and types of instruments, possible response biases across cultures should be taken into account when developing norms and setting cutoffs.
Originality/value
Although a consistent response bias is evidenced across the USA and Japan, the Five Factor Model of personality remains robust and what makes for an effective manager appears to be consistent across cultures.
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Muhammad Zubair Tauni, Zia-ur-Rehman Rao, Hongxing Fang, Sultan Sikandar Mirza, Zulfiqar Ali Memon and Khalil Jebran
The purpose of this paper is to investigate the impact of the frequency of information acquisition on the frequency of stock trading. The authors also examined if the Big Five…
Abstract
Purpose
The purpose of this paper is to investigate the impact of the frequency of information acquisition on the frequency of stock trading. The authors also examined if the Big Five personality traits of investor influence the association between information acquisition and stock trading behavior.
Design/methodology/approach
The authors adopted NEO Five-Factor Inventory (Costa and McCrae, 1989) inventory to measure the Big Five personality traits of investors and examined the data collected from 541 individual investors of the Chinese stock market. To overcome the potential endogeneity bias, the authors followed two-stage least square method for estimating endogenous covariate by employing instrumental variable analysis. The authors performed probit regression to evaluate the moderating influence of investor personality traits on the association between information acquisition and stock trading behavior. The authors also performed several other tests to check the robustness of the key findings.
Findings
This research confirmed the previous findings that the more frequently investors acquire information, the more often they trade in stocks. Moreover, the authors added to the existing literature by providing empirical evidence that the Big Five personality traits moderate the relationship of information acquisition with stock trading behavior. Information acquisition tends to increase stock trading frequency in investors with conscientiousness, extraversion and agreeableness traits. On the other hand, it also has the tendency to decrease the intensity of stock trading in investors with openness and neuroticism traits.
Research limitations/implications
The theoretical model in this study seeks to explain that the psychological factor, namely, investor personality, influences the way an investor interprets signals from information which in turn influences the investor decision to trade in securities. This research suggests that psychological characteristics of investors can be of relevance for policy makers in their attempts to improve their business in the financial services industry.
Originality/value
This study combines both information search literature and behavioral finance literature to investigate whether or not the information acquisition that relates to investors’ asset allocation decisions is influenced by investor personality. The study offers new theoretical insights into investors’ behavior due to the characteristics of the Chinese stock market which are uniquely different from other stock markets in the world. No previous study has been conducted so far in the Chinese stock market to explore variations in the impact of investors’ information acquisition on their stock trading by the Big Five personality and this paper strives to fill this research gap.
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Arun Aggarwal, Kamrunnisha Nobi, Amit Mittal and Sanjay Rastogi
The personality of an individual plays a vital role in the way an individual perceives organizational politics and justice in the workplace. However, there is meager research on…
Abstract
Purpose
The personality of an individual plays a vital role in the way an individual perceives organizational politics and justice in the workplace. However, there is meager research on how an individual's personality affects the perceptions of organizational politics and justice. This study endeavors to fill this gap by analyzing the mediating role of organizational politics perceptions on the relationship between Big Five personality dimensions and organizational justice by controlling various demographic variables. The study also proposes a benchmarking model that the policymakers can use to create positive organizational justice perceptions.
Design/methodology/approach
In this cross-sectional research, the data were collected through a multi-stage random sampling technique from 493 faculty members working in four public universities of Punjab, India. Out of 493 employees, 76.9% of the employees were assistant professors, 12.0% were associate professors and 11.2% were assistant professors. 51.5% of the employees were female, and 48.5% of the employees were male. To test the proposed hypothesized relationships, a structural equation modeling technique was used.
Findings
Results of the structural equation modeling showed that openness to experience, conscientiousness and extraversion have a negative relationship with perceptions of organizational politics. However, their relationship with perceptions of organizational justice is positive. Neuroticism has a positive relationship with perceptions of organizational politics, whereas it has a negative relationship with perceptions of organizational justice. Results also showed that high perceptions of organizational politics have a negative effect on employee's perceptions regarding organizational justice. The mediation analysis results showed that perceptions of organizational politics mediate the relationship between an individual's personality and perceptions of organizational justice.
Originality/value
There is a scant amount of research available that considers Big Five personality dimensions and organizational politics as the antecedents of organizational justice. Hence, the current study tries to fill this research gap by proposing a research model on antecedents and consequences of perceptions of organizational politics based on the cognitive-affective processing system (CAPS).
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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…
Abstract
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.
Vlad Burtaverde and Dragos Iliescu
The purpose of this paper is to investigate the effect of both work-related and emic contextualization of personality measurement in the prediction of work-related outcomes.
Abstract
Purpose
The purpose of this paper is to investigate the effect of both work-related and emic contextualization of personality measurement in the prediction of work-related outcomes.
Design/methodology/approach
In total, 224 employees completed work-contextualized and non-contextualized Big Five model measures, as well as contextualized emic personality measures, together with a number of measures for work-related outcomes.
Findings
Results showed that, after controlling for demographic variables and non-contextualized etic factors, etic contextualized factors predicted occupational stress, work engagement, job satisfaction, work frustration, turnover intention, career satisfaction and organizational citizenship behavior. After controlling for demographic variables, non-contextualized etic factors and contextualized etic factors, emic contextualized personality factors predicted work engagement, job satisfaction, absenteeism, counterproductive workplace behaviors and organizational citizenship behaviors.
Research limitations/implications
The study has a number of limitations. First, the sample contained participants recruited from a low number of professional areas. Second, the sample consisted mostly of women, and relying on unbalanced samples may lead to construct irrelevant variance.
Practical implications
By using a combination of etic personality measures and contextualized emic personality measures, organizations can better predict a number of organizational outcomes related to extra-role performance, such as those considered in the present study.
Originality/value
This research showed that, in the case of personality assessment, using a double form of contextualization – frame of reference and culture – an increment in the prediction of organizational behaviors can be obtained.
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Muhammad Zubair Tauni, Muhammad Ansar Majeed, Sultan Sikandar Mirza, Salman Yousaf and Khalil Jebran
The purpose of this paper is to investigate the role of financial advice on investor trading behavior by analyzing the influence of advisor personality.
Abstract
Purpose
The purpose of this paper is to investigate the role of financial advice on investor trading behavior by analyzing the influence of advisor personality.
Design/methodology/approach
The study utilized the Big Five personality framework from Costa and McCrae (1992) to measure personality traits of advisors and examined the data collected from 314 stock investor–advisor dyads. Personality traits of advisors were measured by the NEO-Five Factor Inventory (Costa and McCrae, 1989). Confirmatory factor analysis was conducted to assess the fitness of the Big Five model. We followed two-stage least square method for estimating endogenous covariate by employing instrumental variable analysis. Probit model was used to evaluate the moderating influence of advisor personality traits on the association between the usage of financial advice and trading behavior.
Findings
The authors found that financial advice positively impacts investors’ stock trading frequency. The authors also provide empirical evidence that financial advice is more likely to increase trading frequency when advisor personality tends to be openness, conscientiousness and agreeableness. On the other hand, information acquired from financial advisors causes fewer adjustments in investors’ portfolios when the personality of advisors is likely to be extraverted and neurotic.
Research limitations/implications
The theoretical model in our study seeks to explain that a psychological factor, namely, advisor personality, influences the way an investor interprets information signals from financial advice, which, in turn, influences the investor’s decision to trade in securities.
Practical implications
This research suggests that characteristics of advisors other than those of investors can be of relevance for policy makers in their attempts to improve their business in the financial services industry.
Originality/value
Survey-based studies in finance are lacking. This study adds to the existing literature of behavioral finance that accounts for the observed variations in investors’ financial decision making explained by psychological factors. No previous study has been conducted so far exploring variations in the impact of financial advice on investors’ stock trading behavior by the Big Five advisor personality, and this paper strives to fill this research gap in Chinese stock market.
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