Five-factor model of personality and job satisfaction: a meta-analysis

Nurses' continuance intention to use electronic health record systems: The antecedent role of personality and organisation support

Nurses play a crucial role in the adoption and continued use of Electronic Health Records (EHRs), especially in developing countries. Existing literature scarcely addresses how personality traits and organisational support influence nurses' decision to persist with EHR use in these regions. This study developed a model combining the Five-Factor Model (FFM) and the Unified Theory of Acceptance and Use of Technology (UTAUT) to explore the impact of personality traits and organisational support on nurses' continuance intention to use EHR systems. Data were collected via a self-reported survey from 472 nurses across 10 public hospitals in Jordan and analyzed using a structural equation modeling approach (Smart PLS-SEM 4). The analysis revealed that personality traits, specifically Openness, Experience, and Conscientiousness, significantly influence nurses' decisions to continue using EHR systems. Furthermore, organisational support, enhanced by Performance Expectancy and Facilitating Conditions, positively affected their ongoing commitment to EHR use. The findings underscore the importance of considering individual personality traits and providing robust organisational support in promoting sustained EHR usage among nurses. These insights are vital for healthcare organisations aiming to foster a conducive environment for EHR system adoption, thereby enhancing patient care outcomes.

Effective and adaptable: Four studies on the shortened attitude toward the color blue marker variable scale

This research is an extension of the recent scale development efforts for the marker variable Attitude Toward the Color Blue (ATCB), which addresses the efficacy of multiple shorter permutations of the scale. The purpose of this study is to develop a shorter version of an ideal marker variable scale used to detect common method variance. Potential uses of the shorter version of ATCB include intensive longitudinal studies, implementation of experience sampling methodology, or any brief survey for which the original version might be cumbersome to implement repeatedly or appear very odd to the respondent when paired with only a few other substantive items. Study 1, uses all six-, five-, and four-item versions of ATCB in confirmatory factor analysis (CFA) marker technique tests on a bivariate relationship. Study 2 analyzes the best- and worst-performing versions of reduced lengths of the ATCB scale found in the first study on another bivariate relationship. Study 3 compares the original seven-item version, as well as randomly selected reduced length versions in a data set with 15 model relationships. Study 4 uses an experiment to determine the efficacy of providing respondents with one of three shorter ATCB scales in a model of three substantive variables. Our findings indicate that ATCB of different permutations and lengths can detect CMV successfully, and that researchers should choose the length of scale based on their survey length. We conclude that ATCB is adaptable for a variety of research situations, presenting it as a valuable tool for high-quality research.

Evaluation of professional satisfaction of audiologists working in Türkiye based on their personality characteristics and sector of work

Purpose

This study investigates the relationship between audiologists' personality traits and professional satisfaction.

Design

Big Five-50 Personality Traits and Professional Satisfaction Scale was used to examine the relationship between audiologists' personality traits and professional satisfaction. Statistical analyzes were performed with SPSS and AMOS programs.

Study example

This study examines 167 audiologists who completed a minimum of an undergraduate program in audiology before the professional field.

Results

The results of confirmatory factor analysis indicate that both scales are reliable and valid. There is a significant relationship between extraversion, agreeableness, conscientiousness, and emotional stability and occupational satisfaction. However, there is no significant relationship between intelligence/imagination and professional satisfaction.

Conclusions

Extraversion, agreeableness, conscientiousness, emotional stability/neuroticism affect job satisfaction. Understanding these dynamics can inform strategies that will increase the professional wellbeing and productivity of audiologists.

Highest order moderation of extraversion and neuroticism into the relationship between job stress and flourishing: Mediated by readiness to change among Chinese medical teachers

This study investigates the mediating role of Readiness to Change in the relationship between job stress and flourishing among Chinese medical teachers, as well as the highest order moderation of Extraversion and Neuroticism into this relationship. The research utilized a quantitative approach, surveying a sample of Chinese Medical Education teachers (N = 500) consisted of 342 males and 158 females with an age range between 30 and 65 (M = 43.69; SD = 9.31). The average tenure in the education landscape was 12.39 years (SD = 10.91) through an online platform. The primary aim was to explore how readiness attitudes influence the well-being and work capacity of Teachers in high-stress medical teaching environments. The survey incorporated self-assessment instruments to measure job stress, Readiness to Change attitudes, levels of flourishing, and personality traits (Extraversion and Neuroticism). Statistical analyses, including mediation models, were employed to test the relationships between these variables. Preliminary findings suggest a significant mediating role of Readiness to Change into the effects of job stress on flourishing and a moderation of extraversion into this relationship. The findings also failed to support the moderation of Neuroticism into the relationships, while the Higher order moderation showed a statistical marginal value. This indicates that effective readiness attitudes may not only mitigate the negative impacts of job stress but also enhance personal well-being and professional capacity. These results hold critical implications for the development of support systems and interventions aimed at fostering resilience and adaptive skills among medical teachers. Such initiatives could potentially improve job satisfaction, mental health, and teaching effectiveness in medical education settings. The study contributes to the growing body of literature on occupational stress and coping mechanisms in the educational sector, particularly within the field of medical education.

The Correlation between the MBTI-Based Personality Analysis of Anime Characters and Their Popularity

Anime has become a global phenomenon due to its diverse cultural representations, relatable characters, and unique storytelling. However, there is limited research on the relationship between character personality and popularity. The aim of this study is to understand the relevance of the characters' personalities to the audience's evaluation of various characters. This study analyzed the correlation between the MBTI personality evaluations of characters in anime and their popularity, based on the data of the personality of each animation character reviewed by audiences. In this study, 885 characters from 200 anime aimed at a male audience were selected as a sample for research. The results showed that personality traits such as introversion, intuition, and thinking had an impact on the popularity of female characters but not male characters. The overall results were influenced by the larger sample size of female characters. By addressing this question, the study can contribute to the design of a character's personality and overall success in anime.

Investigating the employment motivation, job satisfaction, and dissatisfaction of international high school teachers in China: the impact of the COVID-19 pandemic

International education has become increasingly challenging to manage in an unpredictable world beset by pandemics, regional disputes, and evolving market practices. The last few decades have seen a huge demand for international education in China, and numerous acclaimed international brand names set up operations in China's K12 schooling sector. However, the COVID-19 pandemic exerted a noticeably negative impact on international high schools and their staff in China, and exacerbated a difficult period of management for these institutions. Interestingly, but perhaps unsurprisingly, the actual operation of these educational workplaces remains under investigated in academic studies. This paper therefore attempts to examine international high schools in China by focusing on their teachers and their associated employment motivation, job satisfaction, and dissatisfaction which has been perceptibly influenced by the impact of the COVID-19 pandemic. Through a qualitative, case-study approach which adopted semi-structured interviews, an acclaimed British high school, now closed, was investigated. The study found that international high school teachers were driven by diverse work motives such as the school's reputation, values, salary, environment, and chances for career development. Their job satisfaction was also multi-faceted, and their dissatisfaction in certain areas concerning. That is, they derived an early satisfaction from a range of facets, such as the students, class sizes, initial workloads, autonomy and collegiality. However, these early feelings were replaced by a sense of dissatisfaction and noticeable unhappiness resulting from leadership changes and subsequent management practices, increased workload, unmet employment package expectations and obligations, as well as limited professional development opportunities. This study highlights the importance of recruiting well, generating the right starting and longer-term conditions, retaining key staff and managing astutely. The work will be of interest to policy makers, investors, leaders, managers and staff alike. It will also extend educational research in the areas of teacher motivation, satisfaction and dissatisfaction, and in particular in China in international K12 settings.

Views on an officer career - the relationship between personality, leadership expectations and perceived qualities

BACKGROUND

The Swedish Armed Forces (SAF) have had difficulties in recruiting a sufficient amount of cadets to the officer program during the period with an all-volunteer force.

PARTICIPANTS AND PROCEDURE

Data were collected from different officer programs. 318 respondents fostered in the all-volunteer force (AVF) system completed the questionnaire and a cross-sectional design was used where cadets received a questionnaire at the beginning, in the middle and at the end of their training.

RESULTS

The results show that the informants perceived a clear distinction between leadership challenges in the short and long term. The cadets rate their practical knowledge/experience and gaining trust as most challenging in the short term, and personnel supply and reorganization in the long term. Younger cadets rate leadership challenges higher than older cadets do, which is in line with maturing as a human being and gaining more experience. Results based on personality were consistent with previous studies. Two of the future challenges for cadets, short-term leadership and knowledge challenges, showed associations with extraversion and neuroticism.

CONCLUSIONS

The results illustrate important topics to be stressed during the three year long officer program, in order to prepare cadets both with knowledge and skills but also with confidence and trust. This is of particular importance as the need to increase the number of cadets graduating from the academic officer program is growing. It implies that more and more cadets will be recruited directly from the basic military training, i.e., being young with relatively low military and leadership experience.

Job satisfaction and job tenure of people with mental health disorders: a UK Biobank cohort study

AIMS

Job satisfaction plays an important role for the life quality and health of working individuals. While studies have shown that self-reported mental health conditions such as stress, anxiety and depression are associated with job satisfaction, a large population-based study exploring and comparing self-reported physician posed diagnosed conditions and their association with job satisfaction and job tenure is missing. This study addresses the gap along with exploring the impact of the neurotic personality trait and other possible contributing factors.

METHODS

Sixteen mental health disorders diagnosed by physicians, categorised into four major groups were investigated in relation to employment status (108,711 participants) and in relation to job satisfaction and job tenure (34,808 participants). Analyses were performed using linear regression adjusted for age, sex, townsend deprivation index, body mass index, education, physical activity, work hours and neuroticism.

RESULTS

Neurotic and stress disorders, eating disorders and other mental health disorders were strongly associated with lower job satisfaction and shorter job tenure in both unadjusted and adjusted analyses. Neuroticism was strongly linked to job satisfaction but was not associated with job tenure.

CONCLUSIONS

Study findings clarify the complex relationship of mental health with job satisfaction and job tenure, which is very important to understand in designing measures to improve working life participation of individuals with mental health issues.

The mediating effect of personality on mental workload and perceived professional benefits of nurses in East China

BACKGROUND

Nursing work is a work with high-stress load, and nurses with different personality may have different subjective feelings about their workload. Therefore, it is particularly necessary to comprehend the perceived professional benefits of nurses engaged in nursing work under high-pressure background, especially during the epidemic period. This study explored the relationship between mental workload, personality, and perceived professional benefits of nurses, and offer advices for the intervention of nurses with different personality to improve their perceived professional benefits.

MATERIALS AND METHODS

In this study, we used a cross-sectional study with a convenient sampling. 473 in-service nurses in Class A tertiary hospitals of Zhejiang Province were recruited by using the NASA Mission Load Index scale of nurses, the brief version of China's Big Five Personality Questionnaire, and the Nurses' perceived professional benefits questionnaire from July 2020 to March 2021. Sample size is 54.91%, and the response rate is 100%. Cronbach's alpha method was used to evaluate the reliability of the instruments. Descriptive statistical analysis was used to describe the socio-demographic data of the subject, and scores for research variables. The Mann-Whitney U-test, and Kruskal-Wallis H rank-sum test were used to compare the scores of perceived professional benefits with different demographic characteristics. Correlation analysis results were presented as the Spearman correlation coefficient. The plug-in v2.16.3 provided by SPSS software was used for linear regression analysis, and the deviation-corrected percentile Bootstrap method was used to examine the mediating role of personality (neuroticism, conscientiousness, agreeableness, openness and extroversion).

RESULTS

Age, length of service in nursing, and record of formal schooling can affect nurses' perceived professional benefits. Mental workload, and perceived professional benefits were all above the median value. The mental workload was negatively correlated with perceived professional benefits (r= -0.129, P < 0.01), positively correlated with neuroticism (r = 0.242, P < 0.01), negatively correlated with agreeableness, openness, extroversion (r=-0.229~-0.221, P < 0.01), and negatively correlated with conscientiousness, but the differences were not significant. Nurses' perceived professional benefits were negatively correlated neuroticism (r=-0.109, P < 0.05), but positively associated with conscientiousness, agreeableness, openness, and extroversion (r = 0.098 ~ 0.326, P < 0.05). The mental workload can directly affect the perceived professional benefits in the direct effects, and can also affect the it through the mediating effect of agreeableness, extroversion, neuroticism, and openness.

CONCLUSIONS

Age, length of service in nursing, and record of formal schooling could affect nurses' perceived professional benefits, and personality played a partial mediating role in the influence of mental workload on the perceived professional benefits. The results of this study can provide strategies for nurses' human resource management. According to different demographic factors, and personality, various measures should be taken to guide nurses to evaluate the mental workload correctly, reduce their emotional pressure, increase job resources, and improve their perceived professional benefits.

Associations between Personality Traits and Areas of Job Satisfaction: Pay, Work Itself, Security, and Hours Worked

Although studies have widely explored the connections between personality traits and job satisfaction, less is known about how personality relates to aspects of job satisfaction. The objective of this study was to explore the relationships between personality traits and various areas of job satisfaction, including pay, work, security, and hours worked. This study used ordinal regressions to analyze data from 6962 working individuals from the British Household Panel Survey (BHPS). The results showed that Neuroticism consistently has a negative association with all aspects of job satisfaction, whereas Agreeableness and Conscientiousness have positive associations with job satisfaction. Extraversion had a weak negative association with satisfaction with total pay. These findings imply that personality may play a crucial role in shaping areas of job satisfaction.

The management of healthcare employees' job satisfaction: optimization analyses from a series of large-scale surveys

BACKGROUND

Measuring employees' satisfaction with their jobs and working environment have become increasingly common worldwide. Healthcare organizations are not extraneous to the irreversible trend of measuring employee perceptions to boost performance and improve service provision. Considering the multiplicity of aspects associated with job satisfaction, it is important to provide managers with a method for assessing which elements may carry key relevance. Our study identifies the mix of factors that are associated with an improvement of public healthcare professionals' job satisfaction related to unit, organization, and regional government. Investigating employees' satisfaction and perception about organizational climate with different governance level seems essential in light of extant evidence showing the interconnection as well as the uniqueness of each governance layer in enhancing or threatening motivation and satisfaction.

METHODS

This study investigates the correlates of job satisfaction among 73,441 employees in healthcare regional governments in Italy. Across four cross sectional surveys in different healthcare systems, we use an optimization model to identify the most efficient combination of factors that is associated with an increase in employees' satisfaction at three levels, namely one's unit, organization, and regional healthcare system.

RESULTS

Findings show that environmental characteristics, organizational management practices, and team coordination mechanisms correlates with professionals' satisfaction. Optimization analyses reveal that improving the planning of activities and tasks in the unit, a sense of being part of a team, and supervisor's managerial competences correlate with a higher satisfaction to work for one's unit. Improving how managers do their job tend to be associated with more satisfaction to work for the organization.

CONCLUSIONS

The study unveils commonalities and differences of personnel administration and management across public healthcare systems and provides insights on the role that several layers of governance have in depicting human resource management strategies.

Veterinary Nursing Students' Experience in the Clinical Learning Environment and Factors Affecting their Perception

Student veterinary nurses (SVNs) spend a significant proportion of their training time within the clinical learning environment (CLE) of a veterinary practice. These clinical experiences are vital for building practical and professional skills. To evaluate the current satisfaction of SVNs in the CLE, a cross-sectional survey design was used incorporating a previously validated instrument. To provide understanding of factors that may affect the SVN satisfaction, additional validated tools were added across factors, including resilience, wellbeing, personality, and work place belonging. A total of 171 SVNs completed the survey. In addition, two open questions were included to provide greater depth of understanding of the SVN experiences. Results showed that 70.76% of respondents were satisfied/very satisfied with the CLE. Significant factors that affected the satisfaction scores included, depression, anxiety, and stress (p ≤ .001), psychological sense of organizational membership (p ≤ .001), agreeableness (p = .022), and emotional stability (p = .012). The qualitative data demonstrated shared SVN factors that are considered to contribute to clinical learning and those that detract from clinical learning. Educational facilities and training veterinary practices can support the SVN within the CLE by creating a greater sense of belonging, considering the SVN individual personality and wellbeing, and including the SVN in discussions around learning support needs.

Longitudinal bidirectional associations between personality and becoming a leader

OBJECTIVE

Leaders differ in their personalities from non-leaders. However, when do these differences emerge? Are leaders "born to be leaders" or does their personality change in preparation for a leadership role and due to increasing leadership experience?

METHOD

Using data from the German Socio-Economic Panel Study, we examined personality differences between leaders (N = 2683 leaders, women: n = 967; 36.04%) and non-leaders (N = 33,663) as well as personality changes before and after becoming a leader.

RESULTS

Already in the years before starting a leadership position, leaders-to-be were more extraverted, open, emotionally stable, conscientious, and willing to take risks, felt to have greater control, and trusted others more than non-leaders. Moreover, personality changed in emergent leaders: While approaching a leadership position, leaders-to-be (especially men) became gradually more extraverted, open, and willing to take risks and felt to have more control over their life. After becoming a leader, they became less extraverted, less willing to take risks, and less conscientious but gained self-esteem.

CONCLUSIONS

Our findings suggest that people are not simply "born to be leaders" but that their personalities change considerably in preparation for a leadership role and due to leadership experience. Some changes are transient, but others last for a long time.

Individual differences and personality traits across situations

BACKGROUND

According to the Big Five theory, personality can be classified into five traits (i.e., extraversion, neuroticism, conscientiousness, agreeableness, and openness), and past research showed that situations impact personality. In the present study, (1) we measured which of these five personality traits changed according to different situations and (2) tested whether the across-situation variability (ASV; i.e., a continuous variable showing how much people change their personality traits according to situations) was significantly connected with specific personality domains, revealing a potential marker of personality disturbance.

PARTICIPANTS AND PROCEDURE

We recruited 80 participants (40 women) to complete the five situation-version (family, work, friends, romantic partner, and hobbies/leisure) of the Big Five Inventory to measure whether personality traits significantly changed across these situations. In addition, we ran a network analysis to reveal how the ASV is related to personality traits.

RESULTS

The findings showed that all traits significantly changed across the situations, except openness, which remained stable. The network analysis revealed that the ASV variable was especially connected with conscientiousness (in romantic partner and family situations).

CONCLUSIONS

Most personality traits were flexible, showing how important it is to consider the role of situations in the study of personality. Openness appeared to be particularly stable and understanding its nature represents a challenge for future studies. Finally, the network analysis demonstrated that the ASV shows specific connections with conscientiousness and might be a potential psychopathology marker.

The effect of high emotionally intelligent teachers on their teaching effectiveness at universities: the moderating effect of personality traits

Purpose

The purpose of this paper is to answer two basic research questions: “Does high emotional intelligence affect teaching effectiveness at universities?” and “What role do personality traits play in moderating that relationship?”

Design/methodology/approach

The paper is a quantitative study using self-reporting questionnaires on 410 students and 32 faculty members. The resulting relationships and model fit are confirmed using SEM.

Findings

The paper shows the importance of high emotional intelligent teachers in universities to increase teaching effectiveness. The paper also shows that the personality traits of the teacher moderate this positive relationship.

Research limitations/implications

The study uses students' responses. Students might negatively assess their professors for different purposes. This puts in question the reliability of student ratings, especially when taking into consideration students' mood.

Practical implications

The paper makes two major recommendations to universities. The first recommendation is to hire emotionally intelligent teachers. The second recommendation is to conduct emotional intelligence workshops for existing teachers in order to improve their EI skills. Both recommendations will increase teaching effectiveness, therefore, better learning and a higher chance of better students' academic achievement, better teacher-student relationship, higher students' satisfaction and better university environment/teaching reputation.

Originality/value

The research model is tested for the first time in the Lebanese higher educational sector.

Causality of the satisfaction–performance relationship: A task experiment

Despite the common belief among practitioners that a happy worker is a productive worker, researchers have been struggling to understand the causality between satisfaction and performance for decades. This study attempts to bring clarity to current understanding through an experiment with repeated measures of satisfaction and performance. A total of 143 participants repeatedly performed a task based on the Stroop test, with their objective performance and task satisfaction measured each time. Two different types of feedback (high/low performance) were randomly assigned to participants in order to manipulate perceived performance. The data were analyzed using a path analysis. The results support the hypothesized influence of task satisfaction on task performance and of perceived task performance on task satisfaction.

Big five model personality traits and job burnout: a systematic literature review

BACKGROUND

Job burnout negatively contributes to individual well-being, enhancing public health costs due to turnover, absenteeism, and reduced job performance. Personality traits mainly explain why workers differ in experiencing burnout under the same stressful work conditions. The current systematic review was conducted with the PRISMA method and focused on the five-factor model to explain workers' burnout risk.

METHODS

The databases used were Scopus, PubMed, ScienceDirect, and PsycINFO. Keywords used were: "Burnout," "Job burnout," "Work burnout," "Personality," and "Personality traits".

RESULTS

The initial search identified 3320 papers, from which double and non-focused studies were excluded. From the 207 full texts reviewed, the studies included in this review were 83 papers. The findings show that higher levels of neuroticism (r from 0.10** to 0.642***; β from 0.16** to 0.587***) and lower agreeableness (r from - 0.12* to - 0.353***; β from - 0.08*** to - 0.523*), conscientiousness (r from -0.12* to -0.355***; β from - 0.09*** to - 0.300*), extraversion (r from - 0.034** to - 0.33***; β from - 0.06*** to - 0.31***), and openness (r from - 0.18*** to - 0.237**; β from - 0.092* to - 0.45*) are associated with higher levels of burnout.

CONCLUSIONS

The present review highlighted the relationship between personality traits and job burnout. Results showed that personality traits were closely related to workers' burnout risk. There is still much to explore and how future research on job burnout should account for the personality factors.

Does congruence between a descendant entrepreneur's personality traits and family business values matter for succession?

Purpose

In this paper, we investigate two research queries pertaining to the success of small family business succession. First, we examine how the Big-5 personality traits of descendant entrepreneurs influence the success of their family business succession. Second, we investigate whether descendant entrepreneurs whose personality traits are congruent with the values of their family business, would lead to the success of their family business succession, through the mediating role of descendant entrepreneur-family business value congruence (DE-FBVC).

Methodology

We rely on the person-organization fit theory for our conceptual framework and we collected primary data from 124 respondents designated as chairman and managing directors in small family businesses.

Results

Our results show that a descendant entrepreneur's openness, extroversion, conscientiousness, and agreeableness traits are likely to lead to successful family business succession, but a descendant entrepreneur with neuroticism trait is unlikely to do so. In addition, our results reveal that the DE-FBVC mediates the relationship between openness and extroversion traits with succession success positively, but between neuroticism trait and succession success negatively. By contrast, we find that DE-FBVC does not mediate the relationship between conscientiousness and agreeableness traits with succession success.

Originality

The findings of our study suggest that while four of the Big-5 personality traits matter for the success of small family business succession, specific personality traits of descendant entrepreneurs which are found to be congruent with the values of their family business, will also lead to succession success.

The personality profile of IPS employment specialists, and how it relates to job satisfaction: A longitudinal cohort study

The role of the Individual Placement and Support (IPS) employment specialist is a new type of occupation within mental healthcare. High turnover among employment specialists necessitates improvement in their recruitment and retention. One element that impacts retention is job satisfaction. We assessed the personality of 38 employment specialists (Big 5 Inventory-2) and measured job satisfaction over three time periods. Compared to norm data, employment specialists were significantly higher on Extraversion (ΔT = 8.0, CI: 5.59-10.42), Agreeableness (ΔT = 7.8, CI: 5.56-10.12), Conscientiousness (ΔT = 3.3, CI: 0.8-5.84), Open-mindedness (ΔT = 3.5, CI: 0.97-6.07), while lower on Negative emotionality (ΔT = -3.5, CI: -6.5 to -0.42). Extraversion had a substantial longitudinal positive effect on job satisfaction (β at T1 = 0.39; CI: 0.10-0.73) (β at T2 = 0.40; CI: 0.03-0.80), while Negative emotionality - a substantial negative effect (β at T1 = -0.60; CI: -0.90 to -0.30) (β at T2 = -0.50; CI: -0.90 to -0.12). Male gender was significantly associated with higher job satisfaction at the time point 1 (β = -0.46; CI: -0.80 to -0.14). Age, length of employment in the role, Agreeableness, Conscientiousness and Open-mindedness were not found to have substantial significant effects on job satisfaction of employment specialists. Recruiting employment specialists who score high on Extraversion and low on Negative emotionality may be a good fit for the role and job satisfaction.

The Relationship between Personality Traits, Work-Family Support and Job Satisfaction among Frontline Power Grid Workers

Frontline power grid workers are always facing plenty of stressors such as aerial work and high job demands, which may lead them to be less satisfied with their job. Therefore, this study aims to investigate frontline power grid workers' job satisfaction (JS) and explore how it can be improved by its relationship with personality traits and work-family support (WFS). Data from 535 frontline power grid workers were collected from two power supply bureaus in Guangdong Province, China. Structural equation modeling (SEM) was adopted to examine the structural relationship between personality traits taken as independent variables, JS as dependent variable, and WFS as mediator. The bootstrap method was used to test the significance of indirect effects. Results suggested the overall job satisfaction of our sample is 3.34 ± 0.55 on a scale ranging from 1 to 5, and significantly correlated with personality traits and WFS. Moreover, the results of SEM and bootstrap indicated that WFS partially mediates the effect of neuroticism on JS and fully mediates the effect of conscientiousness and extraversion on JS. These findings shed light on how personality traits and environmental factors jointly impact JS and highlight the important role of WFS among frontline power grid workers.

Holacracy, a modern form of organizational governance predictors for person-organization-fit and job satisfaction

This study compares illegitimate tasks and appreciation in traditional work organisations and holacracy work organisations based in Switzerland and Germany. In addition, the study tests whether the fit between employees and holacracy organisations depends on personality characteristics. Ninety-five employees working in holacratic companies participated in an online survey with standardised questionnaires on illegitimate tasks, Big Five personality dimensions, perceived holacracy satisfaction and person-organisation fit. For the comparison of illegitimate tasks and appreciation, a propensity-matching comparison group of people working in traditional companies was used. The results revealed significantly lower illegitimate tasks t(53) = -2.04, p < 0.05, with a lower level (2.49) in holacracy than in traditional work (2.78). Concerning appreciation, the results showed significantly higher values for holacratic (5.33) than for traditional work [4.14, t(53) = 4.86, p < 0.001]. Multiple linear regression of holacracy satisfaction on personality dimensions showed neuroticism (b = -4.72, p = 0.006) as a significant predictor. Agreeableness showed marginally significant results (b = 2.39, p = 0.06). This indicates that people scoring low on neuroticism and high in agreeableness may thrive better in holacracy organisations. Based on the results, theoretical and practical implications as for example implications for corporates hiring strategy, are discussed. Finally, this study presents numerous directions for future research.

Job satisfaction has differential associations with delay discounting and risk-taking

Low job satisfaction has been associated with both negative health and negative organizational outcomes. Knowledge on which factors influence job satisfaction remains limited. This study assesses the associations between job satisfaction and three personality traits related to cognitive- and inhibitory control: delay discounting, risk-taking and sensation seeking (DRS-traits). Delay discounting and sensation seeking were inferred using self-reported behavioral data and health measurements for 80,676 participants in the UK Biobank. Multiple linear regression analysis produced beta coefficients and confidence intervals for each DRS-trait and job satisfaction. Analyses were adjusted for age, socioeconomic status and sleep quality. A combination of the three DRS-traits (CDRS) was assessed as well. Delay discounting and risk-taking were associated with, respectively, lower and higher job satisfaction in both sexes. Sensation seeking had no significant association with job satisfaction for either sex. The combined score, CDRS, was only negatively associated with job satisfaction in females but not in males. We discuss that the negative association between delay discounting and job satisfaction may be due to career related delay discounting effects, but also highlight that low job satisfaction itself may also lead to increased delay discounting. Additionally, we discuss why increased risk-taking behavior may have a positive effect on job satisfaction.

Non-cognitive skills and labour market performance of immigrants

This paper investigates how non-cognitive skills relate to the relative labour market performance of immigrants. Using the German Socio-Economic Panel (SOEP) and the Five-Factor Model of personality as a proxy for the non-cognitive skills, we show that these skills matter for the labour market integration of immigrants in the host country. We use two comparison benchmarks. Compared to an average native, immigrants' non-cognitive skills, e.g., extroversion or emotional stability, can lead to 5-15 percentage points lower lifetime employment probability disadvantage implying a better overall integration. Comparing immigrants and natives with the same type and level of non-cognitive skills suggests that returns of extroversion and openness to experience are higher among immigrants, leading to 3-5 percentage points lower lifetime employment probability disadvantage. These results are robust with respect to self-selection, non-random returns to the home country, stability of personality, and estimators. Our detailed analysis suggests that non-cognitive skills (especially extroversion) are substitutes for the standard human capital measures (e.g., formal education and training) among low educated immigrants, while there is no significant relative return of non-cognitive skills among highly educated immigrants.

Antecedents of Job Satisfaction for Migrant Chinese Sex Workers

This study is an empirical response to the scholarly debate regarding sex work and sex worker empowerment. It drew on job satisfaction literature to derive a theoretical model of pathways for job satisfaction in sex work. It tested this model with data from 96 migrant sex workers from China. It used Qualitative Comparative Analysis (QCA) to examine the conjunctive pathways among workers who reported that they were satisfied with their vocation. Of the 96 women interviewed, 12 experienced job satisfaction. QCA identified three antecedent conditions as necessary for producing job satisfaction and two additional conditions, either one of which was also necessary. Job satisfaction required: (1) full awareness of the nature of their work prior to starting, (2) perceived agency, and (3) enjoyment of earnings, beyond meeting survival needs. It also required at least one of two additional antecedents: perceiving workplace autonomy or having a favorable workplace environment. This study demonstrates that, while genuine job satisfaction may be relatively rare for sex workers, there are pathways that make it possible.

But I have no time to read this article! A meta-analytic review of the consequences of employee time management behaviors

Time management is a beneficial tool for both individuals and their organizations. In this study, we conduct a meta-analytic review of the consequences of employee time management behaviors. Our results suggest that time management is associated with a variety of beneficial employee outcomes such as increased job satisfaction, job performance, and lower levels of stress and burnout. In addition, we found that the relationship between time management and employee outcomes is partially mediated by work-family conflict. Finally, relative weight analyses results indicated that perceived control over time exhibits incremental validity in predicting job satisfaction, job performance, and stress vis a vis conscientiousness. Directions for future research and practical implications of these findings are discussed.

Work Addiction and Its Relation with Dark Personality Traits: A Cross-sectional Study with Private Sector Employees

Personality traits have been extensively studied to understand different behavioral addictions. However, less is known about the relationship of employees’ dark personality traits and work addiction. The purpose of the present study was to examine the associations between the Big Five personality traits (i.e., extroversion, neuroticism, agreeableness, openness, conscientiousness) and dark personality traits (i.e., narcissism, Machiavellianism, psychopathy, sadism, and spitefulness) with work addiction. A total of 514 private sector employees completed a survey that included psychometric assessment tools for the aforementioned variables. Hierarchical regression analysis indicated that lower extroversion, lower openness to experience, higher narcissism, and higher spitefulness were positively associated with work addiction among private sector employees. The findings of the present study suggest that dark personality traits should also be taken into account in order to better understand work addiction among employees.

Exploring variation in surgical practice: does surgeon personality influence anastomotic decision-making?

BACKGROUND

Decision-making under uncertainty may be influenced by an individual's personality. The primary aim was to explore associations between surgeon personality traits and colorectal anastomotic decision-making.

METHODS

Colorectal surgeons worldwide participated in a two-part online survey. Part 1 evaluated surgeon characteristics using the Big Five Inventory to measure personality (five domains: agreeableness; conscientiousness; extraversion; emotional stability; openness) in response to scenarios presented in Part 2 involving anastomotic decisions (i.e. rejoining the bowel with/without temporary stomas, or permanent diversion with end colostomy). Anastomotic decisions were compared using repeated-measure ANOVA. Mean scores of traits domains were compared with normative data using two-tailed t tests.

RESULTS

In total, 186 surgeons participated, with 127 surgeons completing both parts of the survey (68.3 per cent). One hundred and thirty-one surgeons were male (70.4 per cent) and 144 were based in Europe (77.4 per cent). Forty-one per cent (77 surgeons) had begun independent practice within the last 5 years. Surgeon personality differed from the general population, with statistically significantly higher levels of emotional stability (3.25 versus 2.97 respectively), lower levels of agreeableness (3.03 versus 3.74), extraversion (2.81 versus 3.38) and openness (3.19 versus 3.67), and similar levels of conscientiousness (3.42 versus 3.40 (all P <0.001)). Female surgeons had significantly lower levels of openness (P <0.001) than males (3.06 versus 3.25). Personality was associated with anastomotic decision-making in specific scenarios.

CONCLUSION

Colorectal surgeons have different personality traits from the general population. Certain traits seem to be associated with anastomotic decision-making but only in specific scenarios. Further exploration of the association of personality, risk-taking, and decision-making in surgery is necessary.

Hire Ambitious People

Abstract. Is work engagement, like job satisfaction, primarily a function of personality? In total, 397 working adults completed a short, reliable, three-facet model of work engagement, a short IQ test, various self-ratings, a Big Five (bright-side) personality scale, and a measure of the personality disorders (dark-side). Work engagement was related to age, intelligence, positive self-ratings, and all the personality variables. A regression analysis revealed six variables significantly related to total work engagement: sex, age, IQ, ratings of personal ambitiousness, trait Neuroticism and Cluster A personality disorders. Regressions onto each of the three facets of work engagement showed slightly different findings, yet in each, older people with lower Cluster A scores and who rated themselves as ambitious scored higher on all facets. Over a third of the variance was explained in each regression. In every analysis, the rating of ambitiousness was most strongly related to work engagement. Implications and limitations are acknowledged.

Think Happy Be Happy: Salesperson’s Personal Happiness and Flourishing

Although the role of positive emotions is important in sales, personal happiness remains understudied in the selling context. Grounded in broaden-and-build theory, this study aims to examine the relationships among personal happiness, job involvement, job satisfaction and salesperson flourishing. For salespeople, the new demands of a connected world have largely blurred the boundaries between their personal life and work life. It has allowed emotions from their personal life to spill over into their workplace. Data from 137 salespeople in the retail context in India lend support for the proposed serial mediation model. The authors propose that the influence of personal happiness on a salesperson flourishing is mediated by job involvement and job satisfaction. Results of this study shows that personal happiness has a direct influence on the salesperson’s flourishing and is effective only through the mediating influence of job satisfaction and not of job involvement. This study extends the broaden-and-build theory by proposing that personal happiness may influence flourishing at work. The findings illustrate the need for a renewed focus on salesperson’s personal emotions, especially in todays connected workplace where the boundaries between personal and work life are shrinking

Dispositional causes of burnout, satisfaction, and performance through the fear of COVID-19 during times of pandemic

Rooted in research into personality, we propose that the Big Five traits would be related to fear of COVID-19 (FOC), which in turn would lead to heightened job burnout, reduced job satisfaction, and decreased performance. Utilizing a three-wave time-lagged design, we collected our data from employees working in the United States and Canada (N = 300 × 3). We found good support for our hypotheses. Extraversion, neuroticism, and conscientiousness had significant direct effects on FOC. Fear of COVID-19 was positively related to job burnout and negatively related to job satisfaction and performance. Extraversion, neuroticism, and conscientiousness had significant indirect effects on burnout, job satisfaction, and job performance via FOC. Hence, this study identifies a key mechanism, an individual's worry about losing their valuable resources (e.g. their health, and that of their family members and friends, etc.), through which selected dimensions of personality might affect employees' work outcomes. We discuss our findings and provide suggestions for future research in this domain.

Information and Communication Technology Use on New Generation Teachers’ Job Satisfaction and Psychological Emotion

Despite the growing trend of Information and communication technology (ICT), little is known about its impact on job satisfaction and the mechanisms through which ICT operates. This study aimed to investigate new generation teachers’ ICT use on efficacy and job satisfaction. We conducted a cross-sectional survey on 234 new generation teachers in China. The Results revealed that ICT use had a positive direct impact on job satisfaction of new generation teachers. Teachers’ efficacy plays a partial mediating role and error aversion culture moderates the relationship between ICT use and teachers’ efficacy. This study complements our attempt to understanding the effect, mechanism and boundary condition of ICT use on new generation teachers’ work outcomes. It also provides a new direction for studying ICT use on employees belonging to other generations.

Resilience in animal care professions: does the stress shield model fit?

Animal care professionals can experience adverse psychological outcomes due to their work, therefore research exploring supporting resilience in this population is needed. This study investigated the capacity of the Stress Shield Model (SSM) to explain relationships between individual, interpersonal, and organisational factors with outcomes in resilience (resilience, growth, and job satisfaction) in animal care professionals. Empowerment was hypothesised to mediate these relationships. Australian and New Zealand animal care professionals (N = 393) completed an online survey measuring conscientiousness, coping, team and leader relationships, job demands, organisational resources, empowerment, growth, resilience, and job satisfaction. Results indicated that SSM can partially explain relationships between individual, interpersonal, and organisational factors and outcomes in resilience, and empowerment partially mediated the effect of organisational resources on growth. Problem-approach coping positively predicted resilience and growth; conversely, emotion-avoidant coping negatively predicted these outcomes. Conscientiousness positively predicted resilience and negatively predicted job satisfaction. Team relationships positively predicted growth and resilience, while leader-member relationships positively predicted job satisfaction. Organisational resources positively predicted resilience, growth, and job satisfaction, conversely, job demands predicted reductions across these outcomes. Findings indicate supporting resilience in animal care professionals requires fostering individual, interpersonal, and organisational resources.

Knowledge management process, infrastructure, and system quality as resilient strategies to respond to COVID‐19 pandemic challenges: Evidence from higher educational institutions in India

The COVID‐19 global pandemic has adversely affected educational institutions worldwide, resulting in frequent mandatory lockdowns and social distancing rules. After waiting for a brief period, most organizations, including educational institutions, moved their operations from traditional in‐class to virtual, web‐based teaching‐learning. As a result of unprecedented change, faculty, students, and administrators faced several challenges. However, how the educational institutions were coping with this challenging situation remained an important question. To address this, we present Knowledge Management Process (KMP), Knowledge Management System Infrastructure (KMSINF), and Knowledge Management System Quality (KMSQU) as resilient strategies to convert the challenges into opportunities. Using the KM processes and practices, a complex model is constructed to positively influence employee commitment, performance, and job satisfaction. A survey instrument was used to collect data from 747 faculty members from 14 higher educational institutions in the southern part of India. After testing the measurement properties using the Lisrel package of structural equation modeling, the complex model was tested using Hayes PROCESS macros. The results indicate (i) KMP is positively related to performance and employee commitment, (ii) employee commitment mediates the relationship between KMP and performance, (iii) KMSINF moderates the relationship between KMP and employee commitment, (iv) KMSQU moderates the moderated relationship between KMP and KMSINF in influencing the employee commitment, and (v) performance is positively related to job satisfaction. The results suggest that KM processes, system infrastructure, and system quality are effective, resilient strategies to bring educational institutions to normal functioning during the present global pandemic. The implications for KM, employee commitment, and job satisfaction are discussed.

Analysis of Factors Influencing the Job Satisfaction of New Generation of Construction Workers in China: A Study Based on DEMATEL and ISM

China’s construction industry is facing serious problems of aging construction workers and labor shortages. Improving the job satisfaction of construction workers is a key point for retaining existing construction workers and for attracting younger generations into the construction field in China. At present, the new generation of construction workers (NGCW) born after 1980 has been the main force on construction sites in China. Therefore, it is very important to study and explore the influencing factors of the job satisfaction of the NGCW. This paper aims to determine the influencing factors of job satisfaction of the NGCW through literature research and to clarify the interaction mechanisms and hierarchical structures of influencing factors using the Decision-Making Trial and Evaluation Laboratory (DEMATEL) and Interpretive Structural Modeling (ISM) to design appropriate human resource practices to promote their job satisfaction. Research findings show that there are 12 main influencing factors of job satisfaction of the NGCW, which are at three levels: personal traits, job characteristics and social environment, and the influencing factors can be divided into a cause group and an effect group, including four layers: the root layer, controllable layer, key layer and direct layer in the multi-level hierarchical structure model. Furthermore, the critical influencing factors of the job satisfaction of the NGCW consist of education level, competency, career development, salaries and rewards, rights protection and work–family balance. This research enriches the job satisfaction literature of construction workers and provides an important reference for decision makers in construction enterprises and the construction industry to understand what influences the job satisfaction of the NGCW and how it is influenced to then improve it in China.

Employee-(ro)bot collaboration in service: an interdependence perspective

Purpose

Collaboration between frontline employees (FLEs) and frontline robots (FLRs) is expected to play a vital role in service delivery in these increasingly disrupted times. Firms are facing the challenge of designing effective FLE-FLR collaborations to enhance customer experience. This paper develops a framework to explore the potential of FLE-FLR collaboration through the lens of interdependence in customer service experience and advances research that specifically focuses on employee-robot team development.

Design/methodology/approach

This paper uses a conceptual approach rooted in the interdependence theory, team design, management, robotics and automation literature.

Findings

This paper proposes and defines the Frontline employee – Frontline robot interdependence (FLERI) concept based on three structural components of an interdependent relationship – joint goal, joint workflow and joint decision-making authority. It also provides propositions that outline the potential impact of FLERI on customer experience and employee performance, and outline several boundary conditions that could enhance or inhibit those effects.

Practical implications

Managerial insights into designing an employee-robot team in service delivery are provided.

Originality/value

This study is the first to propose a novel conceptual framework (FLERI) that focuses on the notion of human-robot collaboration in service settings.

The role of coast guard courage in the relationship between personality and organizational commitment

Courageous behaviors are risky and devoted actions performed primarily for the benefit of others, and they closely relate to many beneficial organizational (e.g., commitment) outcomes. Even courage plays a crucial role in many professions' results; investigating it in military content is a primary issue. This paper examined the relationship between the Big Five personality traits and organizational commitment and the moderator role of courage in this relationship by focusing on coast guards. Cross-sectional survey data (n = 512) were obtained from employees and analyzed using the least square method regression analysis. The results showed that the Conscientiousness trait is a strong antecedent for organizational commitment, and courage emerges as a moderator for the relationship between personality traits and organizational commitment. High courage strengthened the effect of Conscientiousness-Emotional Stability on normative commitment, Extraversion-Agreeableness on affective commitment, Openness on continuance, and normative commitment. Practitioners might recruit high conscientious, agreeable, emotionally stable, and courageous candidates considering correlational and moderating effects.

The dashang feature in social media: a personality and justice theory perspective

Purpose

Dashang refers to a reward given voluntarily to street performers in return for their performance. Some social media platforms have created a way to integrate this as a function, referred to as the dashang feature, to allow users to reward live performers online as well. Over the last few years, this function has become extremely popular among social media users, as it recreates the nostalgic experience of watching street performances. Platforms now consider it indispensable, as it has become a source of substantial revenue (commission on rewards earned by performers). However, not all users reward performers. For each user who pays, there are many more who lurk on the platform. This study examines the reasons for these differences using the Big Five personality perspective and justice theory.

Design/methodology/approach

We develop an empirical model using the Big Five theory and justice theory and test it using empirical data collected through a survey of WeChat users.

Findings

The results indicate that distributive justice, interpersonal justice and informational justice are essential factors in relation to social media users' use of the dashang feature. It is also found that personality type affects these three factors.

Originality/value

This study makes three key contributions. First, it examines the factors that influence users' voluntary use of the dashang feature using the lenses of the Big Five theory and justice theory. Second, this study extends previous results on perceived justice to examine use of the dashang feature in social media. Third, this study applies these theories to the study of consumer behavior by exploring the role of user characteristics in social media use.

Personality Assessment Based on Multimodal Attention Network Learning With Category-Based Mean Square Error

Personality analysis is widely used in occupational aptitude tests and entrance psychological tests. However, answering hundreds of questions at once seems to be a burden. Inspired by personality psychology, we propose a multimodal attention network with Category-based mean square error (CBMSE) for personality assessment. With this method, we can obtain information about one's behaviour from his or her daily videos, including his or her gaze distribution, speech features, and facial expression changes, to accurately determine personality traits. In particular, we propose a new approach to implementing an attention mechanism based on the facial Region of No Interest (RoNI), which can achieve higher accuracy and reduce the number of network parameters. Simultaneously, we use CBMSE, a loss function with a higher penalty for the fuzzy boundary in personality assessment, to help the network distinguish boundary data. After effective data fusion, this method achieves an average prediction accuracy of 92.07%, which is higher than any other state-of-the-art model on the dataset of the ChaLearn Looking at People challenge in association with ECCV 2016.

Agreeableness and Its Consequences: A Quantitative Review of Meta-Analytic Findings

Agreeableness impacts people and real-world outcomes. In the most comprehensive quantitative review to date, we summarize results from 142 meta-analyses reporting effects for 275 variables, which represent N > 1.9 million participants from k > 3,900 studies. Arranging variables by their content and type, we use an organizational framework of 16 conceptual categories that presents a detailed account of Agreeableness’ external relations. Overall, the trait has effects in a desirable direction for 93% of variables (grand mean [Formula: see text]). We also review lower order trait evidence for 42 variables from 20 meta-analyses. Using these empirical findings, in tandem with existing theory, we synthesize eight general themes that describe Agreeableness’ characteristic functioning across variables: self-transcendence, contentment, relational investment, teamworking, work investment, lower results emphasis, social norm orientation, and social integration. We conclude by discussing potential boundary conditions of findings, contributions and limitations of our review, and future research directions.