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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.

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 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.

This longitudinal study aims at assessing the impact of openness to experience and neuroticism on affective states experienced by the academics from the Malaysian public universities during the first strict COVID-19 lockdown in 2020.

The author collected data for openness to experience and neuroticism at the beginning of the lockdown, and for positive and negative affect, when the lockdown ended. The author used the efficient partial least squares structural equation modeling (PLSe2-SEM) methodology to fit the model to the screened data (N = 291).

The results showed that openness to experience had a negative effect on negative affect and a positive effect on positive affect. The author also observed that neuroticism had a positive effect on negative affect and a negative effect on positive affect. These findings provided support for the proposition of the impact of personality traits on affective states amidst the COVID-19 pandemic in academic settings.

The study shows that careful assessment of lecturers' personality traits should be considered during the process of selection and recruitment since these factors, theoretically and empirically, trigger affective states which, in turn, lead to behaviors and attitudes.

This is the first study on examining the impact of academics' personality traits on their affective states. Also, it is amongst the few longitudinal studies on evaluating personality traits during the COVID-19 pandemic. As a methodological novelty, the author used the PLSe2 methodology to test the model and compared the results with maximum likelihood (ML) results.

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.

Individual differences and perceived values of technology have received much attention in technology adoption literature. However, there is a lack of understanding of their relationships and effects on online learning adoption. The study aims to investigate the effects of two important personality traits (i.e. openness to experience and neuroticism) and five perceived values (i.e. functional value, emotional value, social value, epistemic value and conditional value) on students’ intentions to adopt online learning.

A survey research method was used to collect information from university students. A sample size of 285 was used for data analysis. Structural equation modeling analysis using analysis of moment structure software was used to examine the construct reliability and validity, the model-fit indices and the causal relationships between latent constructs in the proposed framework.

The results show that neuroticism and openness to experience affect students’ intentions to adopt online learning through five perceived values of online learning. Particularly, students who are open to experience pay more attention to the quality of online learning. Students who are more neurotic avoid stress from learning in a situation that they are not familiar with. In addition, students tend to adopt online learning when they perceive online learning fulfills their emotional and social needs. Further discussions of the findings and implications for theory and practice are provided.

The study extends knowledge and understanding of online learning adoption associated with individual personality and perception of online learning’s values. It proposed a new framework to examine the effects of neuroticism, openness to experience and perceived values on online learning adoption. Universities might use the study results to plan and implement their online learning programs that will be considered valuable for students who have different personality traits.

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.

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.

The central aim of this study is to incorporate two core personality factors (neuroticism and extroversion) in the job demands‐resources (JD‐R) model.

It was hypothesized that neuroticism would be most strongly related to the health impairment process, and that extroversion would be most strongly related to the motivational process. The hypotheses were tested in a sample of 3,753 Australian academics, who filled out a questionnaire including job demands and resources, personality, health indicators, and commitment.

Results were generally in line with predictions. Structural equation modeling analyses showed that job demands predicted health impairment, while job resources predicted organizational commitment. Also, neuroticism predicted health impairment, both directly and indirectly through its effect on job demands, while extroversion predicted organizational commitment, both directly and indirectly through its effect on job resources.

These findings demonstrate the capacity of the JD‐R model to integrate work environment and individual perspectives within a single model of occupational wellbeing.

The study shows that working conditions are related to health and commitment, also after controlling for personality. This suggests that workplace interventions can be used to take care of employee wellbeing.

The paper contributes to the literature by integrating personality in the JD‐R model, and shows how an expanded model explains employee wellbeing.