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Recent research highlights the necessity to critically examine the factors that can reduce the relationship between job stressors, such as job demand and burnout, to…
Recent research highlights the necessity to critically examine the factors that can reduce the relationship between job stressors, such as job demand and burnout, to create healthier workplaces. This study aims to explore how five types of motivations (extrinsic motivation-social, extrinsic motivation- material, introjected, identified and intrinsic motivation), in combination with extraversion trait influence the impact of job demands on job burnout.
This study adopted a set-theoretic approach named fuzzy-set qualitative comparative analysis to analyze the data collected from 84 employees working in an research and development department of a public organization.
Findings revealed two distinct configurations. First, the absence of intrinsic and identified motivations lead to job burnout if extraverted participants suffer from high job demands. Second, non-extraverted participants reported high job burnout in the presence of high job demands, although all five types of motivations drove them.
This study suggests managers need to consider personalized preventive actions, depending on the level of extraversion trait when they try to motivate their employees who are dealing with high levels of job demands.
The emerging trend in social science suggests adopting linearity assumptions to study social phenomena is inconsistent with the reality of human behavior. Thus, this study used fuzzy-set qualitative comparative analysis to examine the complex interplay among all five types of motivations, extraversion trait, job demands, which contribute to burnout.
Inspired by the theory of planned behavior, the purpose of this paper is to examine the impact of the big five personality (BFP) traits (openness, conscientiousness…
Inspired by the theory of planned behavior, the purpose of this paper is to examine the impact of the big five personality (BFP) traits (openness, conscientiousness, extraversion, agreeableness, and neuroticism) on four aspects of individuals’ knowledge management (KM) behaviors: knowledge acquisition, knowledge storage, knowledge sharing, and knowledge application.
A survey-based approach was used to collect data from 221 employees from five knowledge-intensive firms.
The partial least square analyses confirmed a positive effect of two personality traits, openness and conscientiousness, on knowledge acquisition as well as knowledge application behavior. In addition, the positive effects of extraversion and conscientiousness traits on knowledge storage behavior were confirmed. The findings also revealed that agreeableness and openness traits positively relate to knowledge sharing behavior. Finally, neuroticism had a negative effect on knowledge acquisition and application behavior.
This study suggests that organizations need to incorporate employees’ personality into the design and implementation of their KM systems. The findings provide managers with insight into the course of personnel selection and retention to facilitate KM behaviors in organizations.
Little is known about the relationship between the BFP traits and four aspects of KM behaviors at the individual level. The present study has contributed to the existing body of literature through clarifying how personality traits relate to four dimensions of individuals’ KM behaviors.