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In this chapter, we argue that despite the fact that empirical research on trait neuroticism has shown fairly weak relations between the broad neuroticism trait and overall job performance, organizational research can benefit by increased attention to the neuroticism construct. This is because the influence of neuroticism on work behavior can be best understood by separating the more general neuroticism domain into its lower level facets. We discuss various conceptualizations of neuroticism and then review existing research on the relation between the facets of neuroticism and job performance. Next, we turn our attention to a theoretical framework that suggests that the relations between neuroticism facets and job performance outcomes are explained by the social, cognitive, and behavioral effects of having varying levels of neuroticism-based traits. In so doing, we not only focus on mediated relationships between facets of neuroticism and job performance dimensions but also recognize some important moderators, as well as some expected direct relations between the facets and job performance. Finally, we discuss implications for further conceptual development, offer some suggestions for testing the propositions, and discuss potential practical implications of finding support for this model.

To examine the role of neuroticism in the psychosomatic model of workplace bullying.

A survey approach was used in this research. Partial Least Squares analyses on data from 127 participants were used to determine whether the effects of bullying on negative affect are independent of, or are moderated by, neuroticism.

Revealed that neuroticism does not moderate the relationship between bullying and negative affect. Bullying and neuroticism were found to act independently on negative affect. The results supported the psychosomatic model of bullying.

Limitations are the nature of the sample, the use of self‐report and cross‐sectional data. Future research could use a larger sample, include multi‐rater data, and a longitudinal research design.

Dealing effectively with bullying is a concern for individuals and organizations. The findings highlight the need for anti‐bullying policies. Management need to be trained in the prevention of bullying and in how to deal effectively with bullying. Victims should not be held accountable for the psychosomatic effects of bullying, the onus remains on managers and employers to prevent bullying from occurring.

This paper extends the psychosomatic model of workplace bullying by examining the role of neuroticism. The findings have both theoretical implications for researchers in increasing understanding of the psychosomatic model of bullying, and practical implications for managers in organizations in terms of developing strategies for countering workplace bullying and its effects.

With a basis in affective events theory, this study aims to investigate the mediating role of anger in the relationship between employees’ exposure to workplace bullying and their engagement in deviant behaviours, as well as the invigorating role of their neuroticism in this process.

Three-wave, time-lagged data were collected from employees and their peers in a sample of Pakistani organizations.

Workplace bullying spurs interpersonal and organizational deviance because it prompts feelings of anger in employees. This mechanism is more prominent among employees with high levels of neuroticism.

This study reveals that the experience of anger is a key feature by which bullying behaviours steer employees towards counterproductive work behaviours, and this harmful process is more likely to escalate when employees’ personality makes them more vulnerable to emotional distress.

Our study examined whether work engagement follows a predictable pattern over the course of the work week and the role of personality traits in shaping this pattern.

We examined these questions with 131 employees from Canada and the United States who provided daily ratings of work engagement over the course of 10 work days.

Multilevel modeling revealed that employee engagement followed an inverted U-shaped curvilinear pattern from Monday to Friday, peaking midweek. Neuroticism moderated the change pattern of engagement across the work week, such that individuals with higher levels of neuroticism experienced lower and less stable levels of work engagement throughout the work week compared with individuals with lower levels of neuroticism. However, extroversion and conscientiousness did not moderate the change pattern of employee engagement.

These results provide insight into the entrainment of work to the work week and how this entrainment is further affected by the personality trait neuroticism.

Understanding the weekly pattern of work engagement will help leaders’ time work assignments, interventions, and training sessions to keep the levels of employee engagement high.

Our study revealed novel predictors of within-person engagement: weekly entrainment and neuroticism.

The purpose of this study is to examine the predictive effects of social context and its interaction effects with individual differences on job crafting behaviors. Specially, this paper draws on the purposeful work behavior theory to outline how the four social characteristics (social support, interdependence, interaction outside the organization and feedback from others) and the moderation effects of neuroticism predict task crafting, relational crafting and cognitive crafting.

The current study examined four social characteristics as antecedents of job crafting behaviors. The moderating effects of neuroticism were explored as well. By conducting a three-wave survey, the authors received a sample of 253 full-time incumbents in Japan. The data analysis used multiple regressions by using R language. Correlational and moderated regression analyses were performed to test this study’s hypotheses.

Empirical analysis of this study’s data shows some initial support for the application of the purposeful work behaviors theory to job crafting. The findings indicate that all four social characteristics promoted particular job crafting behaviors. Neuroticism was a significant moderator for the relationships between social support, interaction outside the organization, feedback from others and relative job crafting dimensions. The current study extends existing models of job crafting.

The current study makes significant theoretical contributions for both work design and job crafting literature. The present framework enriches our understanding of job crafting by demonstrating a picture of a moderated model between social characteristics and job crafting by uncovering the moderator – neuroticism. This study’s findings also contribute to managerial practices. Managers should build a supportive context and provide interdependence, interactions outside the organization and interpersonal performance feedback. To motivate employees with different personalities, offering different social context is necessary.

The purpose of this paper is to examine the relationship between workplace incivility and knowledge hiding, and role of personality disposition (neuroticism) in moderating such relationships.

Data were collected from 108 employees nested in 18 teams from private sectors via survey questionnaire. Confirmatory factor analysis and hierarchical regression models were used to test the hypotheses.

The findings show that the higher the level of workplace incivility experienced by the team members, the higher the tendency for them to hide knowledge and this relationship is moderated by neuroticism. Specifically, the relationship was found to be stronger for those employees high in neuroticism compared to those low in neuroticism.

The study offers important implication in term of knowledge hiding prevention or reduction. The behavior can be reduced by creating awareness among employees on the importance of civility at work via campaign, realistic job preview and leading by example. To manage the effect of neuroticism, managers need to identify those high in the trait and provide them with training on how to better regulate and manage negative emotions in the workplace.

The study contributes to the research on knowledge hiding behavior by advancing the understanding of organizational and personal factors that can influence knowledge hiding among employees working in team. It is the first to propose and empirically validate the predictive effect of workplace incivility on knowledge hiding. It also addresses the usefulness of examining personality disposition in understanding the relationship between workplace incivility and knowledge hiding behavior.

The present study intends to explore the underlying mechanism of the effect of personal growth initiative on employee engagement and intention to leave, in the presence of openness to experience and neuroticism as mediating variables. Support from conservation of resource theory and action regulation theory were taken to study the variables.

A time span of four months was taken to collect data from 382 employees belonging to hotel industry of Delhi NCR region of India. Structure equation model and mediation analysis were used in the present study.

A positive association was found between personal growth initiative, engagement and openness to experience and a negative association was found between personal growth initiative, engagement, neuroticism and intention to leave. Openness to experience and neuroticism acted as partial mediators.

The researchers have collected the data only from service sector organizations. Hence, there is scope for a cross sectional, longitudinal and experimental intervention–based study to generalize the findings of the study. We also suggest to check the mediating effect of other constructs on the different aspects of well-being of employees at the workplace. Apart from it, if personal growth initiative among employees has a causal role to play for different outcomes, a meta-analysis based on the antecedents and consequences of personal growth initiative would be beneficial. It would further reveal many more insights and possible research themes.

Our results present significant practical implication for professionals engaged in day-to-day corporate affairs. As the managers at the workplace around the globe get heavily involved in decision making, and they are prone to observe negative information than the positive set of information, in the presence of both.

With the help of the study, society can be better conscious of literature related to personality, PGI and its outcome. This way, prospective professionals can understand the significance of personality along with PGI and harness their character accordingly. This would further contribute to prepare young professionals and also fill the supply demand skill gap in the industry and society at large. Any type of imbalance would harm the sustainability of the employment cycle in society.

Due to limited literature available in management research on the topic, the researchers of the presented study selected personal initiative as the foundation of personal growth initiative. It has been seen that despite extensive work and interest of researchers, there is a difference in the concept and practice of employee turnover intentions. It is believed that research on human physiology and psychology affect the understanding about organizational research.

Personality traits and perceived value have been the focus for research in online learning adoption. However, there is a lack of understanding of how the effects of perceived value on online learning adoption vary according to the different personality traits and the levels of a personality trait. This study explores the moderating roles of the Big Five personality traits (i.e. neuroticism, extraversion, conscientiousness, openness to experience, and agreeableness) in the relationships between the perceived value (i.e. value for money, quality, emotional value, and social value) and intention to study online courses.

A survey questionnaire was used to collect data from university students. This study used the partial least squares structural equation modeling (PLS-SEM) method to measure the quality of the formative and reflective constructs and examine the moderating effects of the five personality traits in four models. The regression of intention to study online courses on the perceived value at the different levels of a personality trait was analyzed by the simple slope analysis approach.

The study found that particular personality traits moderate the relationships between the perceived value and intention to study online courses. Neuroticism and openness to experience have the moderating effects on the relationship between perceived value for money and intention to study online courses. Neuroticism is the only personality trait that moderates the effect of perceived emotional value on intention to study online courses. In addition, the different levels of a personality trait differentially moderate the effects of the perceived value on intention to study online courses.

This study is considered among the first research attempting to explore the moderating roles of the Big Five personality traits in the context of online learning adoption. It bridges the research gap in online learning literature and generalizes the impacts of perceived value on online learning adoption to the different personality traits and the levels of a personality trait. The results provide guidance for educational institutions to develop an effective online learning strategy by creating and communicating the right value propositions to the right group of students based on their personality traits.

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.

Cosmopolitanism and xenocentrism denote distinct individual orientations toward cultural outgroups. The former considers an individual’s openness to cultural diversity and ability to navigate through intercultural environments, whereas the latter describes an individual’s feelings of admiration or preference for specific cultural outgroup(s), over his/her ingroup. Few studies have simultaneously examined these constructs and fewer still have considered these within a nomological framework of key predictors (i.e. basic psychological needs) and practical outcomes (e.g. influentialness and friendships across different groups). The paper aims to discuss these issues.

The authors hypothesized a series of relationships of various antecedents and outcomes of cosmopolitanism and xenocentrism, and tested these conjectures using survey data from Canadians (n=238) and Americans (n=239).

The findings support the psychometric robustness of our tripartite operationalization of xenocentrism, and clearly distinguish this construct from cosmopolitanism. Beyond confirming earlier findings, the authors illuminate several novel relationships (e.g. between basic psychological needs, cosmopolitanism and xenocentrism), and elucidate the role played by a key personality dimension, neuroticism, in mediating the relationships between basic psychological needs and the two outgroup orientations.

Samples of this study are drawn from North America and a cross-sectional research design is used.

Whereas for xenocentric consumers admiration of one or more foreign culture(s) displaces customary preferences for one’s own cultural group, cosmopolitan consumers are able to embrace outside cultures without disaffection from their sociocultural ingroup. Given the obvious repercussions of these differences for targeting international consumer segments and for positioning brands across borders, our research has numerous practical applications as well as theoretical implications.