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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 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 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 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.

Law enforcement is a stressful career, especially to US-based officers. Officers are typically psychologically screened and declared fit for duty prior to completing training. Current personality research has demonstrated the potential for traits to increase or decrease due to a variety of factors, including time and stress levels. The purpose of this paper is to investigate how officers’ personality traits may differ based upon their levels of stress and lengths of service. This quantitative non-experimental research design recruited potential participants from several online-based, law enforcement officer-centric channels. Participants then completed a five-factor model (FFM) personality measure, the Law Enforcement Officer Stress Scale, and an accompanying demographic questionnaire. The participants’ FFM personality trait levels (dependent variable) were measured and compared to other participants’ trait levels based upon the independent variables of lengths of service and stress levels. The authors found the current sample had a higher mean stress level than any previously reported law enforcement officer sample. The personality trait agreeableness was significantly correlated with extraversion, and extraversion was significantly correlated with openness to new experiences. The authors found significant differences in several FFM traits for both career-related stress and length of service. The findings support previous research, contribute to the job demand-control model, and suggest the continued stress of the job may psychologically impact an officer. It is recommended law enforcement administrators be more aware of this potential and consider findings strategies to mitigate these trait differences.

This quantitative non-experimental research design recruited potential participants from several online-based, law enforcement officer-centric channels. Participants then completed a five-factor personality measure, the Law Enforcement Officer Stress Scale, and an accompanying demographic questionnaire. The participants’ FFM personality trait levels (dependent variable) were measured and compared to other participants’ trait levels based upon the independent variables of lengths of service and stress levels.

The authors found the current sample had a higher mean stress level than any previously report law enforcement officer sample. The personality trait agreeableness was significantly correlated with extraversion, r(159)=0.36, p<0.000; and, extraversion was significantly correlated with openness to new experiences, r(159)=0.28, p<0.000. The authors found significant differences in several FFM traits for both career-related stress and length of service.

These findings support previous research, contribute to the job demand-control model, and suggest the continued stress of the job may psychologically impact an officer.

It is recommended law enforcement administrators be more aware of this potential and consider findings strategies to mitigate these trait differences.

This is the first study to examine how personality may differ in law enforcement officers (LEOs) with both high stress and long careers. Logical follow-ups to this study would be longitudinal studies on LEOs.

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 study aims to investigate the relationship between employees’ personality traits and their job performances (including task performance and contextual performance) of Taiwanese freight forwarders by using responses from a NEO Personality Inventory-Revised Form (NEO-PI-R) questionnaire survey.

One of the most popular personality trait model is the five-factor model (FFM), which includes the big five domains, namely, openness, conscientiousness, extraversion, agreeableness and neuroticism (OCEAN). Each of these five domains includes six facets. Previous researchers have used OCEAN factors to describe the relationship between human personality and job performance. NEO Personality Inventory is a professional psychological assessment instrument published by psychological assessment resources. Multivariate analysis technique and regression technique are used to analyze surveyees’ responses.

Research results reveal the following four issues. The seniority of employees in a company has a positive relationship with their conscientiousness. Employees with higher score on the facets of the neuroticism domain have a negative correlation with their task performance and contextual performance. The relationship between employees’ openness to experience and job performance (both task performance and contextual performance) is not significant. Employees’ seniority has a positive correlation with both their task performance and contextual performance. In a nutshell, freight forwarding industry in Taiwan can use the facets in the neuroticism domain to screen and recruit appropriate job applicants. In addition, retaining senior employees could increase a forwarder’s task performance and contextual performance by their high degree of conscientiousness.

FFM model is a psychological theory dealing with the personality traits and human behavior. Freight forwarding is a labor-intensive business and is one of the most important sectors in the logistics industry. According the authors’ knowledge, the application of FFM on the logistics industry is simply not existed.

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.

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.

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.

This purpose of this paper is to explore the role of service personality in services marketing and service marketing communications. Central to the study is the influence of perceived customer‐service personality congruency on service outcomes. The causal ordering of perceived customer‐service personality congruency, service perceptions, and service outcomes, is considered. The study also explores the ability of the Five Factor Model traits to explain additional variance in perceived personality congruency beyond the Brand Personality Scale.

Empirical data were gathered via survey administration from 200 customers and 132 employees of a major banking institution. Hierarchical regression analysis and t‐tests were performed to analyze the data.

The findings suggest that service personality assessments should include measures of the human personality and that perspectives from both employees and customers should be included in service personality assessment.

Managers gain much by considering the service personality construct and its influence on service perceptions. Employees directly influence customer perceptions of the firm, and managers should therefore be aware of the types of messages that employees send regarding the service. Human resource departments therefore play central roles in the management of service personality, and employee selection devices are especially important when considering which employees may best fit within the desired service personality.

The value of this paper lies in its ability to delineate more clearly the effects of perceived customer‐service personality congruency and the role that the Five Factor Model traits play in perceived service performance.