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Exercises are key components of assessment centers (ACs). However, little is known about the nature and determinants of AC exercise performance. The traditional exercise paradigm primarily emphasizes the need to simulate task, social, and organizational demands in AC exercises. This chapter draws on trait activation theory in proposing a new AC exercise paradigm. First, we develop a theoretical framework that addresses the complexity of situational characteristics of AC exercises as determinants of AC performance. Second, we argue for planting multiple stimuli within exercises as a structured means of eliciting candidate behavior. Third, we show how the new paradigm also has key insights for the rating part of ACs, namely, in selecting dimensions, designing behavioral checklists, screening assessors, and training assessors. Finally, the impact of this new AC exercise paradigm is anticipated on important AC outcomes such as reliability, internal/external construct-related validity, criterion-related validity, assessee perceptions, and feedback effectiveness.

Employees’ personalities towards occupational outcomes have significantly gained academic attention. Personality traits (PTs) of employees as the determinant of corporate entrepreneurship (CE) outcomes research domain is emerging. This paper aims to assess extraversion PT activation for CE outcome under the problem-solving conflict handling style (CHS) situational cue.

The survey was conducted in automotive manufacturing firms in Pakistan for cross-sectional data collection. Structural equation modelling was used to assess the hypothesised theoretical model from 376 employees.

Results revealed a positive and significant impact of extraversion on CE. Also, employees with high extraversion traits were found to prefer the problem-solving style in managing workplace conflicts. The extraversion trait was also found to be activated under the situational cue of the problem-solving style.

The present study draws implications on person-job fit conceptions at the workplace while hiring, promoting and appointing employees. Personality assessment at the workplace is still in infancy in developing countries. The benefits of employees’ personalities can positively impact organisational performance measures like CE.

The present study has proposed the theoretical model based on Trait Activation Theory (TAT) and contributed theoretically through empirically testing the theoretical model by investigating the employees’ CHS role in activating their PTs towards the CE outcomes. Theoretically, using TAT conceptualisations in entrepreneurship and CE is novel as previous knowledge on PTs activation towards CE outcomes is non-existent. CHS as situational cues will attract social science researchers towards studying its role in various predictor outcome links across multiple work settings.

Using trait activation theory (TAT), this paper aims to empirically assess that work drive (WD) personality characteristics of employees will express better towards intrapreneurial behaviour (IB) outcomes in higher levels of job autonomy (JA) at the workplace.

Using cross-sectional design, a total of 258 engineering employees from the automotive industry of Pakistan were surveyed. The partial least square structural equation modelling (PLS-SEM) statistical method was used to evaluate the hypothesised theoretical model.

Statistical results revealed a significant and positive relationship between WD and IB. WD personality was also found to be activated with its interplay with JA for personality expression towards IB.

The present study offers a deeper insight into the interplay of organisational and individual factors as determinants of IB of employees. The study's findings suggested the importance of the rightful application of organisational situational cues in person–situation interaction for positive workplace behaviours by employees. Personality assessment of employees and their interplay with situational cues, as per conceptualisation of TAT, can assist the corporations towards enhanced levels of employees' behavioural tendencies towards intrapreneurship.

The application of TAT from the present study's perspective is novel theoretically as the literature on the activation of personality traits towards IB outcomes is non-existent. Also, the assessment of situational cues in JA will open avenues for organisational behaviour researchers to seek more organisational situational moderators for their assessment of various personality–outcome relationships in diverse contexts to activate personality traits.

The purpose of this paper is to examine the effect of an employee’s consideration of future consequences (CFCs) in predicting employee task performance and its situational contexts (i.e. organizational support and supervisor support) based on trait activation theory.

Using a cross-sectional field study design, data were collected from 189 employees and their immediate supervisors in South Korea.

Hierarchical multiple regression analyses showed that employees’ CFC has a positive effect on their task performance. Furthermore, this study investigated whether this relationship would be varied by relevant situational factors. Consistent with the hypotheses, the relevance of CFC to employees’ task performance would be stronger when they perceive low levels of organizational support based on trait activation theory.

The findings suggest the importance of employees’ CFC on task performance. Also, organizations should pay more attention to the way of compensating for employees with low levels of CFC by fostering supportive environment.

Although researchers have been examined long-term perspectives in the business field, a few studies have examined its effect at the individual level. This paper identified not only the main effect of CFC on employee task performance but also the moderating role of organizational support on the aforementioned relationship.

Construction workers’ safety compliance is attracting considerable critical attention as it plays a decisive role in improving safety on construction sites. This study applied the concept of differentiating safety compliance into deep compliance (DC) and surface compliance (SC) and relied on trait activation theory to investigate the effects of situational awareness (SA) and emotional intelligence (EI) on safety compliance.

Cross-sectional survey data were collected from 239 construction workers in Australia, and these responses were statistically analyzed using the partial least squares structural equation modeling (PLS-SEM) to validate the proposed model.

Results revealed that both EI and SA positively impacted DC and negatively impacted SC. Moreover, SA partially mediated the link between EI and two types of safety compliance (DC and SC). The outcomes showed that construction workers’ ability in regulating their emotions could influence their perception of environmental cues and the effectiveness of safety compliance behavior.

This study sheds light on investigating the antecedents of DC and SC from the perspective of trait activation theory. The findings also have practical implications, stating that construction site managers or safety professionals should consider providing training on construction workers’ EI and SA to enhance their willingness to expend conscious efforts in complying with safety rules and procedures, which can lead to improved safety outcomes.

Following the trait activation theory, this study aims to shed light on the influence of tourists’ personality traits on their value co-destruction (VCD) behavior in “revenge tourism”, considering the moderating effect of perceived risk as the environment factor.

A pilot study (n = 204) was first conducted to check the reliability of the measurement scale and remove inappropriate items. Thereafter, a convenience sampling method was used for data collection in the main survey among people (n = 330) who have at least one traveling experience after COVID-19 tourism restrictions have been terminated. Confirmatory factor analysis and structural equation modeling (SEM) were performed for data analysis to testify the theoretical framework proposed.

Results of SEM analysis show that both resilience and altruism of tourists reduced their VCD behavior. What’s more, perceived risk has been found to moderate the relationship between altruism and VCD behavior. As perceived risk increased, the negative impact of altruism on VCD behavior would be weaken.

VCD have been recently emphasized as a key block to the development of tourism industry. This study examines VCD behavior following the trait activation theory. Results of the study can provide new insights on how to mitigate VCD, which would contribute to the preparation for future tourism crisis management, such as the next pandemic.

根据特质激活理论, 本研究旨在揭示游客人格特质及环境因素对“报复性旅游”中价值共毁行为的影响。

本研究先通过预调研检验测量量表的可靠性, 并删除不适当的项目。正式调研采用便利抽样法, 研究对象为COVID-19旅游限制终止后有过至少有一次旅行经历的人群, 共收到330份有效问卷。本研究采用验证性因子分析及结构方程模型进行数据分析, 对提出的理论模型进行验证。

SEM分析结果显示, 游客的弹性和利他主义都降低了他们的价值共毁行为。此外, 感知风险调节利他主义与价值共毁行为之间的关系。随着感知风险的增加, 利他主义对价值共毁行为的负面影响会减弱。

价值共毁是旅游业发展的一个重要障碍。本研究以特质激活理论为基础, 研究游客价值共毁行为。本研究可以为如何减少价值共毁行为提供有价值的建议, 有助于为未来的旅游危机管理做好准备, 如下一次大流行病。

Siguiendo la Teoría de la Activación del Rasgo, el estudio tiene como objetivo arrojar luz sobre la influencia de los rasgos de la personalidad de los turistas en su comportamiento de codestrucción de valor en el “turismo de venganza”, considerando el efecto moderador del riesgo percibido como el factor de entorno.

En primer lugar, se realizó un estudio piloto (n = 204) para comprobar la fiabilidad de la escala de medición y eliminar los ítems inadecuados. Posteriormente, se utilizó un método de muestreo de conveniencia para la recogida de datos de la encuesta principal entre personas (n = 330) que tuvieran, al menos, una experiencia de viaje tras la finalización de las restricciones turísticas derivadas del COVID-19. Para la evaluación del marco teórico propuesto se utilizó el análisis factorial confirmatorio y los modelos de ecuaciones estructurales.

Los resultados del análisis de ecuaciones estructurales muestran que tanto la resiliencia como el altruismo de los turistas redujeron su comportamiento de codestrucción de valor. Además, se ha comprobado que el riesgo percibido modera la relación entre el altruismo y el comportamiento de codestrucción de valor. A medida que aumenta el riesgo percibido se debilita el impacto negativo del altruismo en el comportamiento de codestrucción de valor.

Recientemente se ha destacado que la codestrucción de valor es un obstáculo clave para el desarrollo de la industria turística. Este estudio examina el comportamiento de codestrucción de valor siguiendo la Teoría de la Activación del Rasgo. Los resultados del estudio pueden proporcionar nuevos conocimientos sobre cómo mitigar la codestrucción de valor, lo que contribuiría a la preparación de la gestión de futuras crisis turísticas, como la próxima pandemia.

This conceptual paper explores how the activation of the individual-level trait grit can explain variance in successor willingness to take over leadership of the family firm.

Drawing from trait activation and situation strength theories, the authors develop a framework to examine the interactions of the two dimensions of grit (passion and perseverance) on the successor's willingness to take control of the family firm.

The authors identify how the grit dimensions would interact with the situational cues present during the succession process to predict the successor's willingness to take control of the family firm and offer testable propositions to guide future empirical work.

The authors help to address the growing need for additional microfoundational family firm research by drawing insights from organizational behavior theories and personality research and apply them to the family firm succession process.

The authors test the proposition that there are dark sides to conscientiousness that are revealed when examining lower-level facets. The authors propose that potentially dysfunctional behavior is triggered by context cues that are relevant to duty versus achievement striving.

The authors conducted two laboratory experiments designed to test how context cues that are specific to duty and achievement striving influence the relationship between these facets and quality versus quantity dimensions of task performance.

In Study 1, the authors found that normative quality cues led to a stronger relationship between duty and discretionary quality performance. In Study 2, achievement striving was associated with lower levels of quality performance in the presence of competitive feedback cues.

The findings illustrate that the dark side of duty and achievement striving emerges in two ways. First, when there is normative pressure for quality, dutiful individuals are apt to sacrifice efficiency. Second, when there is competitive feedback, achievement striving individuals focus on performance standards at the detriment of quality.

The findings point to the importance of precision and specificity when using personality measures for staffing. Equally important is the informational content of cues conveyed by the social, task and organizational context, in leveraging the impact of personality in the workplace.

This paper clarifies the dark side and bright side contradiction of conscientiousness, adding to the growing literature on unique and often competing consequences of duty and achievement striving. The authors also draw attention to the importance of the content of contextual cues, in trait activation of personality.

Earlier authors suggested that a combination of different factors leads to the development of work addiction, hereby indicating that no single perspective is enough to fully understand this phenomenon. Hence, the aim of this study was to examine the moderating role of perceived work addiction of managers in the relationship between employees' perfectionism and work addiction.

The present cross-sectional study was conducted on a convenience sample of 964 workers from different organizations in Lithuania. Data were collected by means of online self-administered questionnaires. To test the moderating effect, a covariance-based structural equation modeling (CB-SEM) path analysis was performed.

At the level of bivariate correlations, both self-oriented and socially prescribed perfectionism showed positive links with employees' work addiction. However, in structural equation models only self-oriented perfectionism was related to higher levels of work addiction. Further, although the results of the study did not confirm the assumption about the moderating effect of perceived work addiction of managers on the relationship between employees' self-oriented perfectionism and work addiction, the results showed that a positive relationship between employees' socially prescribed perfectionism and work addiction was strongest when a manager was perceived to be highly addicted to work.

The study enriched understanding of the roots of work addiction by employing trait activation theory (Tett and Burnett, 2003) and explaining how both dispositional and contextual factors interacted in predicting this phenomenon.

Employees play an essential role in interactive innovation activities in Open Innovation Communities (OICs). Nevertheless, the factors influencing employees' innovation behavior in OICs have not been studied in depth. This study selects personality traits and social network characteristics to explain why and how these two factors affect employees' innovation behavior in OICs.

Three regression models were constructed to test the relationship between personality traits, social network characteristics, and interactive innovation behaviors. The authors examined how employees' personality traits (Big Five personality traits) influence employees' innovative behavior (initiating and supporting innovation) directly in OICs and explored whether social network characteristics (social group) mediate the relationship between employees' personality traits and employees' innovation behavior.

Using empirical data on 162 employees from Salesforce's IdeaExchange, the authors found that extraversion and openness to experience have significant positive effects on employees' interactive innovation behaviors, while conscientiousness has a significant negative effect on employees' interactive innovation behaviors in OICs. Furthermore, the mediation effect test results indicated that social network characteristics have a mediating effect on the relationship between extraversion and innovative behavior, and between openness and innovative behavior.

This study analyzes how personality traits influence innovation behavior in an open innovation environment, thus enriching research related to the factors influencing interactive innovation behavior. Meanwhile, the study integrates personality, social network, and innovative behavior research streams and clearly explains the relationship between the three variables. The research findings assist firms in selecting suitable employees to participate in interactive innovation behaviors in OICs.