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The purpose of this paper is to focus on the personality characteristics of mentors.

The five factor model of personality was used to examine relationships between personality and participation as a mentor. A sample of 194 practicing veterinarians were surveyed on the five factor model of personality and a scale assessing their participation as a mentor across junior professionals, interns and high school students.

Results indicated that extroversion, conscientiousness, and openness to experience were positively correlated with participation as a mentor. Personality traits also explained significant variance in participation as a mentor after controlling for prior experience with a mentor. These results suggest that participation as a mentor could be influenced to some degree by personality. Mentoring involves active engagement in an environment requiring social, task, and idea‐related capabilities, thus individuals who are extroverted, conscientious, and open to experience would likely feel more comfortable.

The study was only a survey study with data gathered from a single source, so any causal inferences are limited.

If individuals volunteer for mentoring based primarily on personality tendencies, then it is possible that many talented employees would not be attracted to a mentoring situation due to their personalities. In order to have the best mentors, organizations might have to develop mechanisms to attract, select, motivate, and train talented employees to volunteer for and remain in such service.

Relatively little research has focused on the personality characteristics of mentors.

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.

US age-adjusted suicide rates increased by 33 per cent from 1999 to 2017 (Hedegard et al., 2018). Communications about suicide and death are a commonly cited warning sign (SPRC, 2014) and are foundational to the vast majority of risk assessment, prevention and intervention practices. Suicidal communications are critically understudied despite their implications for prevention and intervention practices. The purpose of this study is to examine the association between five factor model personality traits and forms of suicidal communications.

A sample of 154 people admitted to emergency psychiatry for suicide ideation or attempt completed self-report measures about their suicide ideation and behavior. Kruskal–Wallis ANOVA examined differences between five-factor model personality domains and forms of communications.

There were no significant differences; however, two nonsignificant trends related to indirect or non-communication and extraversion and openness emerged.

Future studies should focus on using more nuanced measures of dimensional personality and suicidal communications.

This study is the first to examine differences in the Five-Factor Model personality traits and suicidal communications.

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 study is to determine the relationship between five-factor personality traits and workplace spirituality.

The research design of the study is prediction design, one of the quantitative research designs. The participants included 408 people working in a public university in Turkey as an academic or administrative staff. Five-factor personality traits and workplace spirituality scales were used to collect data.

Extraversion and conscientiousness have a positive effect on workplace spirituality. Openness, agreeableness and neuroticism have no significant effect on workplace spirituality.

This study is limited to the relationship between “five-factor personality traits” and “workplace spirituality”. As the participants of the study were chosen among those who voluntarily agreed to participate in the study, the generalizability of the results is limited. The results are limited to explaining the questions such as “what”, “how much” and “who”.

The conclusions of the study are important in terms of showing the managers that everyone cannot be motivated and satisfied by the same motivators and therefore her or his perception of workplace spirituality will not be the same. Managers can improve organizational efficiency and effectiveness by raising employees’ workplace spirituality. It shows that employees attach importance to workplace spirituality, especially since Turkish culture has a conservative structure. In this way, motivation and job satisfaction of employees will increase and negative behaviors in the organization will decrease.

It can be argued that this study makes a significant theoretical contribution to research on the effect of workplace spirituality on the employee.

Customers' participation in co-creation is a prerequisite for co-creation success. To identify customer co-creators, research has shown a recent interest in the role of personality traits as predictors of customers' engagement in co-creation. However, the empirical results regarding the direction and significance of these relationships have been inconclusive. This study builds on the five-factor theory (FFT) of personality to enhance one's understanding of the nomological network that determines the relationship between personality traits and customers' willingness to co-create (WCC).

Based on a large-scale empirical study on technology-based services (TBSs) in healthcare (n = 563), the authors empirically investigate the role of the five-factor model (FFM), innate innovativeness (INI) and enduring involvement (EI) in predicting customers' WCC using partial least squares structural equation modeling (PLS-SEM).

The authors’ empirical findings show that depending on the configurational setting of the personality traits tied to the FFM, INI and EI evolve as mediators in determining customers' WCC.

This study is the first to introduce the FFT of personality into co-creation research. The results of this paper shed light on the relationships between personality traits, characteristic adaptations and customers' WCC.

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.

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.

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.

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.

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.

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.

Proactive personality is believed to relate to greater interpersonal helping and lower turnover intentions. Accrued social capital should play a mediating role in this relationship. This paper seeks to address these issues.

The authors used structural equation modeling to analyze the longitudinal data collected from 174 individuals at three points in time. Two dimensions of social capital, i.e. the resource dimension as indicated by information exchange and the relational dimension as indicated by trust relationships were specified.

After controlling for the Big Five personality dispositions, information exchange and then trust relationships sequentially mediated the relationship of proactive personality with helping and turnover intentions.

The research highlights the importance of understanding proactive personality through the social capital perspective. Multiple source data collection method is recommended for further validation of the results.

The research highlights the importance of recruiting individuals high on proactivity, and the importance of further developing and motivating these individuals by cultivating meaningful interactions and nurturing trustful relationships at work. Then, proactive employees would be more likely to engage in helping behavior and to stay with the company.

The paper takes the social capital approach in examining the outcomes of proactive personality. It reveals that resource‐ and relation‐related social capital constructs mediate, in sequence, the relationships of proactive personality with outcomes.

The purpose of this paper is to investigate the statistical link between an artificial personality model and the leading psychometric model.

An online survey was conducted made of two parts: a 40‐sentence humor appreciation survey corresponding to the artificial personality model, and a 50‐sentence Big 5 psychometric survey. The cross‐correlation between the scales of the two parts was computed, and exploratory factor analysis performed on the Big 5 scores using three different sample age spreads.

The cross‐correlation coefficients between the artificial and psychometric personality scores supported the suggestion that there is compatibility between the two, albeit their absolute values were not as high as other studies due to the small sample size. Also, when computing factor analysis on Big 5 scores it was found that the loading of two factors identified as motivational went down systematically with the size of the sample, which empirically supports the suggestion that motivational and cognitive factors are distinct.

The size of sample was not sufficient to reach a conclusive decision but the evidence was supportive and promising for additional research.

The compatibility between the artificial and psychometric personality models means that psychometric scores of real persons can be uploaded into artificial personalities in order to mimic real conversation and behaviour.

Improvement of man‐machine interface, facilitating education.

Correlating the scores of different personality scores is not new, but correlating with artificial personality dimensions defined by humor appreciation scores is new. The suggestion that there is qualitative difference between factors of well established psychometric model is new and could have far reaching implications.