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The relationship between personality and job satisfaction across occupations
Abstract
Research shows that people select themselves and are selected into occupations, partly because of their personality, and this has implications for their person-environment fit. Although it has been shown that personality congruence between the individual and the environment is important to job satisfaction, the effect of personality congruence in occupations on job satisfaction is not well understood. In a sample of 22,787 individuals, nested within 25 occupational groups from the British Household Panel Survey and the UK Household Longitudinal Study, we examined (1) whether average levels of personality vary across occupational groups, and (2) whether there is a cross-level interaction between the occupational mean personality and the individual's personality, with job satisfaction. We found there were modest differences across occupational groups in all FFM traits. Neuroticism and openness interacted with the corresponding mean personality, showing that for these traits the fit between an individual's personality and the average personality of the occupation makes a difference for job satisfaction.
... We know of only two published, larger scale studies systematically mapping traits across a broader range of occupations. One reported mean differences in the Big Five personality domains across 25 occupational groups (Törnroos et al., 2019), while the other provided the Big Five mean scores for over 360 occupations (Wolfram, 2023). But for several reasons, these studies only constitute a start to the process of comprehensively and rigorously mapping occupational differences in personality traits. ...
... Due to the variety of jobs that people can hold, studies on occupational differences require large samples to sample these jobs, and such studies can usually only accommodate minimalist personality assessments. Accordingly, Törnroos et al. (2019) and Wolfram (2023) used only three items to assess each broad and multifaceted Big Five domain, limiting the findings' reliability and generalizability (McCrae, 2015). The Big Five are not traits per se but broad and multifaceted domains that summarize many traits (Bainbridge et al., 2022;Goldberg, 1995), so it is impossible to achieve a full and balanced representation of them with only three items (McCrae & Mõttus, 2019). ...
... Moreover, both of these large studies explored occupational differences in the same sociocultural context, Britain, so their findings' generalizability to other populations requires further assessment. So, even if Wolfram (2023) and Törnroos et al. (2019) were methodologically perfect studies, it would be premature to assume that their findings accurately describe how people vary with occupations elsewhere in the world, say, Northern America, Argentina, or Estonia, and that these findings could be used for candidate selection, job counseling, or coaching in these regions. For example, in some societies, people may be comparatively more likely to choose occupations based on family traditions rather than their personal traits, reducing occupational personality differences; in contrast, in societies with particularly dynamic labor markets and/or extensive career counseling, occupational personality differences may be larger. ...
While personality trait assessments are widely used in candidate selection, coaching, and occupational counseling, little published research has systematically compared occupations in personality traits. Using a comprehensive personality assessment, we mapped 263 occupations in self-reported Big Five domains and various personality nuances in a sample of 68,540 individuals and cross-validated the findings in informant ratings of 19,989 individuals. Controlling for age and gender, occupations accounted for 2%–7% of Big Five variance in both self-reports and informant reports. Most occupations’ average Big Five levels were intuitive, replicated across rating methods, and were consistent with those previously obtained with a brief assessment in a different sociocultural context. Often, they also tracked the Occupational Information Network database’s work style ratings and clustered along the International Standard Classification of Occupation’s hierarchical framework. Finally, occupations with higher average levels of the personality domains typically linked to better job performance tended to be more homogeneous in these domains, suggesting that jobs with higher performing incumbents are often more selective for personality traits. Several personality nuances had intuitive occupational differences that were larger than those of the Big Five domains (explaining up to 12% variance) and replicated well across rating methods, providing more detailed insights into how job incumbents vary in personality. We provide an interactive application for exploring the results (https://apps.psych.ut.ee/JobProfiles/) and discuss the findings’ theoretical and practical implications.
... The Big Five personality model includes dimensions such as extraversion, neuroticism, agreeableness, conscientiousness, and openness to experience [22]. When examining extraversion and job satisfaction, studies have consistently shown a positive association between these constructs [23][24][25]. In terms of neuroticism, research consistently indicates a negative relationship with job satisfaction [23][24][25][26][27][28], while conscientiousness has consistently demonstrated a positive association with job satisfaction [23][24][25][26][27]. Similarly, the agreeableness personality trait has shown a significant positive relationship with job satisfaction [23][24][25]27,29,30], and it has also proven to be a significant predictor of life satisfaction among nurses [21]. ...
... When examining extraversion and job satisfaction, studies have consistently shown a positive association between these constructs [23][24][25]. In terms of neuroticism, research consistently indicates a negative relationship with job satisfaction [23][24][25][26][27][28], while conscientiousness has consistently demonstrated a positive association with job satisfaction [23][24][25][26][27]. Similarly, the agreeableness personality trait has shown a significant positive relationship with job satisfaction [23][24][25]27,29,30], and it has also proven to be a significant predictor of life satisfaction among nurses [21]. Regarding the personality trait of openness to experience, in most studies, it has not exhibited a significant correlation with job satisfaction [23,24], with only a few suggesting a weak positive association [27,31]. ...
... When examining extraversion and job satisfaction, studies have consistently shown a positive association between these constructs [23][24][25]. In terms of neuroticism, research consistently indicates a negative relationship with job satisfaction [23][24][25][26][27][28], while conscientiousness has consistently demonstrated a positive association with job satisfaction [23][24][25][26][27]. Similarly, the agreeableness personality trait has shown a significant positive relationship with job satisfaction [23][24][25]27,29,30], and it has also proven to be a significant predictor of life satisfaction among nurses [21]. ...
Abstract: The purpose of this research was to examine whether demographic variables, personality traits, and workplace variables (working in shifts, job tenure, and perceived organizational justice) contribute the most to the prediction of job satisfaction in nurses. The survey included 161 nurses. The instruments used in this research were as follows: the Demographic Data Questionnaire, the Perceived Organizational Justice Scale, the Job Satisfaction Scale, and the NEO five-factor inventory. The study findings indicated that age, health status, distributive justice, and procedural justice positively contribute to job satisfaction among nurses, while neuroticism contributes negatively. Older nurses, those in better health, those who are satisfied with the organization's decision-making process, and those who feel adequately rewarded for their contributions tend to be more satisfied with their jobs. Conversely, nurses with a higher level of the neuroticism personality trait tend to be less satisfied with their job. The strongest predictors of job satisfaction among nurses were found to be health status, the personality trait of neuroticism, and distributive and procedural justice, with the age of nurses being slightly less powerful but still significant.
... We know of only two larger-scale studies systematically mapping traits across a broader range of occupations. One reported mean differences in the Big Five personality domains across 25 occupational groups (Törnroos et al., 2019), while the other provided the Big Five mean scores for over 360 occupations (Wolfram, 2023). But due to requiring huge samples and the fact that studies with such samples can usually only accommodate minimalist personality assessments, both studies used three items to assess the broad and multi-faceted Big Five domains, limiting the findings' reliability and generalisability (McCrae, 2015). ...
... For example, Wolfram (2023) reported that occupations accounted for 7% to 10% of Big Five variance. However, in Törnroos et al. (2019), only 1% to 4% of Big Five variance could be ascribed to the Big Five domains. It is unclear whether these between-study differences are substantive or due to methodological discrepancies: Wolfram relied on a broader range of occupations and smoothed trait scores based on external-to-personality information, whereas Törnroos et al. controlled for age and gender. ...
... These patterns also mirror the findings from Törnroos et al. (2019), although they analysed the occupations on a broader level (including only 25 groups). For example, managerial roles exhibited the lowest average neuroticism and the highest extraversion and conscientiousness. ...
Using a comprehensive personality assessment, we mapped 263 occupations in the self-reported Big Five domains and various personality nuances in a sample of 68,540 individuals, cross-validating the findings in informant-ratings of 19,989 individuals. Controlling for age and gender, occupations accounted for 2% to 7% of the variance in Big Five domains and up to 12% in nuances. Most occupations’ trait rankings were intuitive, aligned with informant ratings, and were consistent with rankings previously obtained with a minimalist personality assessment in a different sociocultural context. Occupations’ average trait profiles tended to cluster along the ISCO’s hierarchical framework, albeit with many (meaningful) exceptions. Finally, occupations with higher average levels of traits typically linked to better job performance tended to be more homogeneous in these traits, suggesting that jobs with higher-performing incumbents are often more selective for the traits. An interactive application for exploring the results: https://apps.psych.ut.ee/JobProfiles.
See how your personality traits align with these jobs at https://whichjob.me.
... The concept of wellbeing, which encompasses satisfaction with both work and life, has been identified as critical for maintaining an effective workforce [17]. These findings highlight the importance of identifying factors that contribute to job satisfaction and why it remains a central focus of organizational psychology research [18,19]. ...
... Although how personality traits are related to job satisfaction is widely studied [4,19,24,[26][27][28], it remains unclear how personality traits may relate to facets of job satisfaction, including total pay, security, work itself, and hours worked. Understanding how personality traits are related to different areas of job satisfaction can also help individuals make informed decisions about career paths and job choices that align with their personality and increase the likelihood of job satisfaction [26], given that areas of job satisfaction contribute to overall job satisfaction. ...
... Thus, the aim of the current research is to look at how personality traits contribute to facets of job satisfaction, including total pay, security, work itself, and hours worked. This study hypothesizes that Neuroticism is negatively related to areas of job satisfaction whereas other personality traits are positively related to job satisfaction [4,19,[26][27][28][29][30]. However, the patterns of these associations are diverse and may be dependent on specific dimensions of job satisfaction. ...
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.
... And more specifically, we found individuals high in extroversion, conscientiousness, agreeableness, and low in neuroticism were more likely to be satisfied with their job, which was in line with Templer [16] and Hyongdong Kim [29]. However, the relationship between personality traits and JS was not uniform across studies [20,56]. Zhai [57] found that only extraversion was an independent predictor of JS among the five, as he believed the relationship with others in the workplace was much more important. ...
... The discrepancy between results may be due to the sample's occupation. Törnroos [56] found different occupations have their own average level of personality traits, and the fitness of an individual's and their occupation's personality traits would have a significant effect on their JS. Some researchers [58,59] also agreed with it and emphasized the concept of person-organization fit, which describes the congruence between an individual and their organization. ...
... The person-environment fit theory believes people tend to prefer and thrive in environments that are "compatible" with their characteristics [60] and thus produce more positive outcomes. Just like personality traits and JS [56], the association between an individual's personality and WFS in different occupations was also partly subject to the average level of personality traits in that occupation. On the other hand, personality traits were not isolated from each other. ...
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.
... L.Z. Li and S. Wang have been widely used in past research (e.g., Knies et al., 2016;Törnroos et al., 2019). ...
... The results show that GHQ-12 mental health is not significantly associated with job satisfaction and leisure time satisfaction. Regarding the second assumption, substantial previous literature shows that our mediators are widely accepted measures of job satisfaction and leisure time satisfaction (Knies et al., 2016;Törnroos et al., 2019). Overall, previous literature and the results lend support to the assumptions of mediation analysis in this study. ...
... Third, the construct validity was limited by the available measures in a nationwide panel survey. Despite the face validity of our one-question measures of job and leisure time satisfaction (Knies et al., 2016;Törnroos et al., 2019), further research can use validated measures of other mediators such as the work-family conflict scales. In addition, although our longitudinal design reduced common-variance bias, the self-reported outcome measure could suffer social desirability and other biases (Cullati, 2014). ...
Abstract
Background: Work stress and work-family conflict are important correlates of affective disorders. The article explored 1) whether the wide adoption of work-family initiatives improve a national workforce's mental health; 2) whether the potential benefits differ between the initiatives that give employees autonomy over job quality (flexible schedule and telework) or job quantity (work hours); 3) whether the effects depend on employee's perceived availability or actual usage of the initiatives, and if so, what are the respective mechanisms; and 4) whether there are gender differences in the mental health effects.
Methods: Fixed-effects analyses of five-wave panel surveys from 2010 to 2020 on a probability sample of 34,484 British workers, which measured mental health with the GHQ-12 scale. Job satisfaction and leisure time satisfaction were tested as mediators.
Results: Perceived availability of work-family initiatives improved men and women's mental health by increasing their job satisfaction. Actual usage of work-family initiatives improved women's, but not men's, mental health by increasing their job satisfaction and leisure time satisfaction. The mental health benefits of flexible schedule and telework initiatives are larger than reduced work hours initiatives.
Limitations: The exploratory study used a broad mental health outcome and did not measure work-family initiatives’ effects on specific affective disorders such as anxiety and depression. The study could not eliminate time-varying confounders.
Conclusions: Actual and perceived job quality are important in workplace mental health promotion. Organizational leaders and policymakers can offer flexible work time and place to reduce work-family conflict and prevent employees’ affective disorders.
... By contrast, most empirical research has focused on a limited range of fit domains. For example, separate research streams have examined relationships of vocational interest fit (Hoff et al., 2020;Nye et al., 2017), work value fit (Judge & Bretz, 1992;Swaney et al., 2012), and personality fit (Törnroos et al., 2019) with career choice and favorable career outcomes. Although there are a few studies integrating fit across multiple individual difference domains, such as Swaney et al. (2012) that focused on interest and work value fit, these studies typically examined at most two fit domains at a time. ...
... assessing person-occupation fit because people tend to find occupations more satisfying and are better able to perform well in their job when their personality aligns with the personality-related demands of the occupation (Holland, 1997;Schneider, 1987). Indeed, personality fit has been found to positively predict important career outcomes, such as income and job satisfaction (Denissen et al., 2018;Törnroos et al., 2019). ...
Measuring person–occupation fit serves many important purposes, from helping young people explore majors and careers to helping jobseekers assess fit with available jobs. However, most existing fit measures are limited in that they focus on single individual difference domains without considering how fit may differ across multiple domains. For example, a jobseeker might be highly interested in a job, yet not possess the requisite skills or knowledge to perform the job well. The current research addresses this issue by evaluating an integrative set of person–occupation fit assessments that measure 88 fit dimensions across five domains: vocational interests, work values, knowledge, skills, and personality. These measures were either newly developed or adapted from existing assessments to directly correspond with occupational variables from the Occupational Information Network database. Across three studies with diverse samples, we obtained extensive reliability and validity evidence to evaluate the fit assessments. Results consistently showed that integrating across fit domains led to practical improvements in predictions of relevant outcomes, including career choice and subjective and objective career success. However, some fit measures (i.e., interests and knowledge) were generally more predictive of outcomes than others (i.e., personality), thus warranting greater consideration for use in research and applied contexts. We discuss how our results advance theoretical and practical knowledge concerning the measurement of person–occupation fit in the modern labor market. Moreover, to inspire additional research and applications involving whole-person fit measurement, we made all newly developed fit assessments publicly available, providing guidance for using them with the Occupational Information Network database.
... LIWC) and subsequently, prospect the cognitive features from linguistic features through utilizing the correlation coefficients. Recent works in inferring professions (Hu et al., 2016;Törnroos et al., 2019;Thakur et al., 2020) propose the textual relevance between the jobs and the cognitive features. However, they ignore the hidden linguistic features in the microblog noisy context. ...
... In other words, (Lent et al., 2016) utilizes the career self-management (CSM) model on the cognitive features to analyze social cognitive variables including self-efficacy and outcome expectations. cognitive features (Thakur et al., 2020) comprise five main dimensions (Openness, Conscientiousness, Extroversion, Agreeableness, Neuroticism) (Törnroos et al., 2019). Tadesse et al. (Tadesse et al., 2018), utilize Linguistic Inquiry and Word Count (LIWC) dictionary to extract 85 cognitive-linguistic features. ...
Leveraging short-text contents to estimate the occupation of microblog authors has significant gains in many applications. Yet challenges abound. Firstly brief textual contents come with excessive lexical noise that makes the inference problem challenging. Secondly, cognitive-semantics are not evident, and important linguistic features are latent in short-text contents. Thirdly, it is hard to measure the correlation between the cognitive short-text semantics and the features pertaining various occupations. We argue that the multi-aspect cognitive features are needed to correctly associate short-text contents to a particular job and discover suitable people for the careers. To this end, we devise a novel framework that on the one hand, can infer short-text contents and exploit cognitive features, and on the other hand, fuses various adopted novel algorithms, such as curve fitting, support vector, and boosting modules to better predict the occupation of the authors. The final estimation module manufactures the -tree via coherence weight to tune the best outcome in the inferring process. We conduct comprehensive experiments on real-life Twitter data. The experimental results show that compared to other rivals, our cognitive multi-aspect model can achieve a higher performance in the career estimation procedure, where it is inevitable to neglect the contextual semantics of users.
... LIWC) and subsequently, prospect the cognitive features from linguistic features through utilizing the correlation coefficients. Recent works in inferring professions (Hu et al., 2016;Törnroos et al., 2019;Thakur et al., 2020) propose the textual relevance between the jobs and the cognitive features. However, they ignore the hidden linguistic features in the microblog noisy context. ...
... In other words, (Lent et al., 2016) utilizes the career self-management (CSM) model on the cognitive features to analyze social cognitive variables including self-efficacy and outcome expectations. cognitive features (Thakur et al., 2020) comprise five main dimensions (Openness, Conscientiousness, Extroversion, Agreeableness, Neuroticism) (Törnroos et al., 2019). Tadesse et al. (Tadesse et al., 2018), utilize Linguistic Inquiry and Word Count (LIWC) dictionary to extract 85 cognitive-linguistic features. ...
Leveraging short-text contents to estimate the occupation of microblog authors has significant gains in many applications. Yet challenges abound. Firstly brief textual contents come with excessive lexical noise that makes the inference problem challenging. Secondly, cognitive-semantics are not evident, and important linguistic features are latent in short-text contents. Thirdly, it is hard to measure the correlation between the cognitive short-text semantics and the features pertaining various occupations. We argue that the multi-aspect cognitive features are needed to correctly associate short-text contents to a particular job and discover suitable people for the careers. To this end, we devise a novel framework that on the one hand, can infer short-text contents and exploit cognitive features, and on the other hand, fuses various adopted novel algorithms, such as curve fitting, support vector, and boosting modules to better predict the occupation of the authors. The final estimation module manufactures the R w-tree via coherence weight to tune the best outcome in the inferring process. We conduct comprehensive experiments on real-life Twitter data. The experimental results show that compared to other rivals, our cognitive multi-aspect model can achieve a higher performance in the career estimation procedure, where it is inevitable to neglect the contextual semantics of users.
... Templer (2011) [48] and Berglund et al. (2015) [49] found that openness has no significance when tested as a predictor of job satisfaction. On the other hand, recent research by Törnroos et al. (2019) [50] emphasized that when the average occupational openness is low enough, the individuals displaying high openness to experience have a lower level of job satisfaction than those with low openness. The most probable explanation relies on the fact that such individuals are not happy with the occupation's relatively low level of novelty, cognitive challenge, and opportunities for personal innovation. ...
... Templer (2011) [48] and Berglund et al. (2015) [49] found that openness has no significance when tested as a predictor of job satisfaction. On the other hand, recent research by Törnroos et al. (2019) [50] emphasized that when the average occupational openness is low enough, the individuals displaying high openness to experience have a lower level of job satisfaction than those with low openness. The most probable explanation relies on the fact that such individuals are not happy with the occupation's relatively low level of novelty, cognitive challenge, and opportunities for personal innovation. ...
In this paper, we explore the determinants of being satisfied with a job, starting from a SHARE-ERIC dataset (Wave 7), including responses collected from Romania. To explore and discover reliable predictors in this large amount of data, mostly because of the staggeringly high number of dimensions, we considered the triangulation principle in science by using many different approaches, techniques and applications to study such a complex phenomenon. For merging the data, cleaning it and doing further derivations, we comparatively used many methods based on spreadsheets and their easy-to-use functions, custom filters and auto-fill options, DAX and Open Refine expressions, traditional SQL queries and also powerful 1:1 merge statements in Stata. For data mining, we used in three consecutive rounds: Microsoft SQL Server Analysis Services and SQL DMX queries on models built involving both decision trees and naive Bayes algorithms applied on raw and memory consuming text data, three LASSO variable selection techniques in Stata on recoded variables followed by logistic and Poisson regressions with average marginal effects and generation of corresponding prediction nomograms operating directly in probabilistic terms, and finally the WEKA tool for an additional validation. We obtained three Romanian regional models with an excellent accuracy of classification (AUROC > 0.9) and found several peculiarities in them. More, we discovered that a good atmosphere in the workplace and receiving recognition as deserved for work done are the top two most reliable predictors (dual-core) of career satisfaction, confirmed in this order of importance by many robustness checks. This type of meritocratic recognition has a more powerful influence on job satisfaction for male respondents rather than female ones and for married individuals rather unmarried ones. When testing the dual-core on respondents aged 50 and over from most of the European countries (more than 75,000 observations), the positive surprise was that it undoubtedly resisted, confirming most of our hypotheses and also the working principles of support for replication of results, triangulation and the golden rule of robustness using cross-validation.
... The research showed that highly educated employees exhibit low tolerance for perceived external salary discrepancies. Similarly, Törnroos, Jokela, & Hakulinen found that external fairness in compensation has a substantial positive impact on the satisfaction of employees who are diligent and committed to their work ethics [10]. ...
This study examines the relationships between performance-based compensation, internal salary fairness, procedural fairness in pay determination, external pay fairness, and employee satisfaction with compensation, using a structural equation model. Data was collected from employees working in state-owned and small-to-medium-sized private enterprises in Beijing and Xi'an through a combination of direct and outsourced survey distribution methods. The model was refined based on empirical analysis of the interactions among these variables. Results show that a stronger link between performance and pay enhances both the fairness of compensation procedures and external pay fairness. Additionally, the perceived fairness of salary allocation and procedures significantly contributes to improved overall salary satisfaction.
... They derive self-satisfaction and feel pride in what they are doing. Because they meet, and usually exceed, their expectations, they generally find higher levels of self-efficacy and job fulfillment, often as a result of working in an environment with structured tasks focused toward accomplishment of clearly set goals (Törnroos et al., 2019). Whereas, the influence of extraversion on job satisfaction occurs in a more social way. ...
This study explores the relationships between personality traits-conscientiousness and extraversion-and career achievements and job satisfaction among teachers at Punjab University. A quantitative research design was employed, using a probability sampling technique to ensure that all teachers had an equal chance of being selected, resulting in a sample of 268 teachers. Data were collected through an online self-administered questionnaire, and responses were analyzed using regression, correlation, and ANOVA statistical techniques. The findings reveal a significant positive correlation between conscientiousness and both career achievements (r = 0.45, p = 0.001) and job satisfaction (r = 0.52, p = 0.000), indicating that teachers with higher conscientiousness tend to experience better career outcomes and report higher levels of job satisfaction. Regression analysis further confirms that extraversion significantly impacts both career success (B = 0.40, β = 0.42, p = 0.000) and job satisfaction (B = 0.33, β = 0.38, p = 0.000), with extraversion explaining 22% of the variance in career success and 15% in job satisfaction. When both conscientiousness and extraversion were analyzed together, both traits emerged as significant predictors of career success and job satisfaction, with extraversion showing a stronger effect. The study concludes that personality traits play a crucial role in shaping career outcomes and job satisfaction, suggesting that interventions designed to enhance these traits could improve both professional success and well-being for university teachers. This study underlines the importance of personality qualities in educational policy and teacher development and focuses on university professors from different academic backgrounds. The study studies the effect of the two fundamental qualities of the personality which are conscientiousness and extraversion on job satisfaction and career conquest. Conscientiousness is associated with reliability, work ethics and advancement of the career. The second one is extraversion that are associated with effective networking, interpersonal dynamics and leadership. These studies examine characteristics that affect job performance, satisfaction ___________________________________________ 1 MS (SHRM) University of Management and technology (UMT) Lahore, Corresponding Author's ORCiD: https://orcid.org/0009-0003-3295-2321 2 University of management and technology (UMT) Lahore, https://orcid.org/0009-0005-7499-4807 1017 with a job and career achievement among the professors of the University of the Punjab. The quantitative methods used involved regression analysis and correlation. This study aims to demonstrate how conscientiousness and extraversion contribute to professional success and highlights the synergistic effects in the presence of both qualities.
... Personality traits affect many significant life choices including career path. It was proven that a good match between personality traits of an individual and those of the work environment has a positive effect on job satisfaction [1]. For instance, people with low levels of neuroticism will be more satisfied in occupations where there is lower mean level of neuroticism , such as careers in science or technology, skilled and managerial occupations [1]. ...
... By actively listening to your partner, you can demonstrate that you value their thoughts and feelings, which can help strengthen your bond and improve relationship satisfaction. [17] Additionally, couples can benefit from setting aside dedicated time to communicate and connect with each other. This could involve regular check-ins to discuss any issues or concerns, as well as sharing positive experiences and expressing gratitude for each other. ...
Personality traits play a significant role in shaping how individuals navigate their relationships and ultimately determine their satisfaction within those relationships. Research has shown that certain personality traits can have a significant impact on the success and satisfaction of a relationship. For example, individuals who are high in traits such as openness, agreeableness, and emotional stability are more likely to have successful and satisfying relationships. These individuals are more likely to be understanding, empathetic, and able to manage their emotions effectively, which can contribute to a more harmonious and fulfilling relationship. On the other hand, individuals who are high in traits such as neuroticism, extraversion, or conscientiousness may face challenges in their relationships. For example, neurotic individuals may struggle with managing their emotions, leading to conflicts and misunderstandings within the relationship. Extraverted individuals may seek out social interactions and stimulation, which can lead to feelings of neglect or dissatisfaction if their partner does not meet these needs. Additionally, conscientious individuals may have high expectations for themselves and their partners, leading to feelings of disappointment and frustration if these expectations are not met. Overall, understanding the link between personality traits and relationship satisfaction can help individuals navigate their relationships more effectively. By recognizing their own personality traits and those of their partners, individuals can work towards building a more satisfying and fulfilling relationship. Additionally, couples therapy or relationship counseling can be beneficial for couples who are struggling to find common ground or navigate conflicts related to their personality traits. Ultimately, fostering open communication, empathy, and understanding can contribute to a more successful and satisfying relationship for both partners.
... Although various studies have been conducted on the correlation between personality and job satisfaction, it is still unclear which personality traits most accurately predict job satisfaction [16,18,19]. The result of several studies have shown that neuroticism is the strongest predictor of job satisfaction among the big-five personality traits, and higher neuroticism is associated with lower job satisfaction [20,21]. ...
... It is important to consider these factors when choosing a career path in audiology. Factors such as introversion/extroversion, adaptability, level of responsibility, emotional stability, openness to new experiences, and imagination may affect an individual's perspective on life and career (Furnham and Zacherl, 1986;Judge et al., 2000Judge et al., , 2002Törnroos et al., 2019). From another perspective, evaluating the Professional satisfaction of audiologists currently working in different sectors can help identify the needs of audiologists in specific sectors and implement measures to increase Professional satisfaction based on those needs. ...
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.
... Any tendency of a musician to collaborate in a band or work as a soloist may be related to the different characteristics of the artists and the experiences that accompanied them in music education and professional practice. Moreover, the choice of profession is related to personality, preferences, and styles of adaptation to social and professional environments (Holland, 1996;Törnroos et al., 2019). Therefore, it seems that individuals who follow different musical career paths (solo versus band players) may differ in terms of individual characteristics. ...
The following study focuses on individual differences between musicians who play solo (performing individually or as leaders), and musicians performing as part of a chamber ensemble, band, choir, orchestra, etc. We predicted that soloists would be higher on grandiose narcissism and self-efficacy. The results showed that soloists (n = 59) not only were higher on narcissism, but also had higher self-efficacy scores than musicians who perform in ensembles (n = 65). However, soloist and band players are not different in narcissism and self-efficacy when the other trait is controlled, which indicates that common features of both traits differentiate solo and band musicians. Results raise further questions on what factors affect the development of a musician’s career path.
... Previous research has demonstrated personality differences related to O, A, and C traits among individuals majoring in economics (Vedel, 2016). Undercontrollers, due to their low O scores, may prefer economic majors due to the practical and tangible nature of these fields, which contrast with high O individuals who are involved in culture, media, sports, teaching and research (Törnroos et al., 2019). Economic majors often emphasize concrete thinking, analytical skills, and problem-solving, making them suitable for individuals with low O, who exhibit executive and conservative thinking styles (Lakhal et al., 2012). ...
This study utilized Latent Profile Analysis to examine the correlation between personality and academic major choice among 1825 Greek university students, using the Five Factor Model (FFM) at the facet level. Four distinct personality profiles—resilients, overcontrollers, undercontrollers, and ordinaries—were identified. Female students predominantly chose Humanities, aligning with the overcontrollers profile while males leaned towards Sciences and Health Sciencesassociated with ordinaries, undercontrollers, and resilients profiles. Additionally, major choice varied, with Humanities and Sciences often linked to ordinaries, Health Sciences to resilients, and Economics/Information and Communication Technology to undercontrollers. This study emphasizes personalized interventions based on individual personality profiles for informed academic major choices.
... Research has found that various variables influence levels of job satisfaction, notably organizational trust (Sendjaya et al., 2019), organizational commitment (Gheitani et al., 2019), work ethic (Gheitani et al., 2019), workplace stress (Lambert et al., 2018), job security (Cuyper et al., 2018), job engagement (Yan et al., 2019), emotional factors , reward incentives, employee empowerment, work environment (Norbu & Wetprasit, 2021), personality factors (Törnroos et al., 2019) and gender (Andrade et al., 2022). Employee job satisfaction plays a vital role in the working life of individuals since it affects their social and personal adjustment within the organization (Soomro et al., 2018). ...
The study determines the main factors affecting job satisfaction in upscale restaurants and their degree of comparative influence. The research initially involves qualitative data analysis of 20 interviews with restaurant employees representing five upscale restaurants in Kuala Lumpur (KL), followed by structural equation modeling of data retrieved from 368 questionnaires from 16 KL restaurants. The impact variance of four main determinants of job satisfaction are revealed, where the "working environment" has the highest impact, followed by "payment and compensation," "promotion", and finally, "workplace fairness". Crucially, "workplace relationships" have a moderating effect on the relationship between the "work environment" and job satisfaction, implicating industry-applied recommendations to strengthen job satisfaction levels.
... In fact, there are hundreds of definitions related to the concept of job satisfaction (Davidescu et al., 2020). Many researchers have observed that job satisfaction is connected with personality trials (Judge et al., 2002;Kampkötter, 2017;Törnroos et al., 2019), individual working factors, living environment (Bakotić, 2016), performance-related pay systems (Bryson et al., 2014;Kampkötter, 2017), and the efficiency and output of employees (Özpehlivan & Acar, 2016). Moreover, there are many differences in its constructs and measurement scales, and some instruments applied to Western cultures have been translated and applied without bearing in mind cultural discrepancies (Özpehlivan & Acar, 2016). ...
Job satisfaction has been measured, analyzed, and understood in different dimensions in previous works. However, this work analyzes it from the broader perspective of the organization. This study analyzed data from 364 respondents belonging to a public university through a survey that covered the following six dimensions: salary compensation, working conditions, the manager's role, co-workers' relationships, labor welfare & promotion, and task & process. An SEM model using AMOS V23 contrasted seven hypotheses to evaluate the direct or mediating effect of the manager's role on the other five dimensions. The manager's role results in a direct and strong effect on the relationships between co-workers and in the labor welfare & promotion dimension. A direct and moderate effect was observed on work conditions and tasks & processes. The indirect effect of the manager's role on the salary dimension was observed, along with an effect of total mediation on the dimensions of labor welfare & promotion and work conditions. This study contributes to a holistic view by providing an understanding of the manager's role in job satisfaction, clarifying the interactions between the six organizational dimensions, and highlighting the 112 The manager's role in job satisfaction due to multi-mediation effects relevance of styles of manager that lead to organizational growth and job satisfaction. Finally, the limitations associated with this research are also discussed.
... In this study, we were predominantly interested in personality trait correlates of self-rated multiple wellness. There is considerable literature on the relationship between personality and happiness [16] [17] and job satisfaction [18]. The results of these studies tend to show three things: first, the results are consistent across both measures (assessment tools) and populations, second, the size of the correlation is often large (0.50 < r < 0.20), suggesting that personality is strongly related to health, and third, the results usual confirm theory-based hypotheses, particularly for well-established traits. ...
... [8], where both are assessed on a 5-point scale. Another example is: "All things considered, how satisfied or dissatisfied are you with your present job overall?", measured on a 7-point scale [9]. These instruments are very popular due to their simplicity and straightforward implementation among participants from different cultural and industrial domains. ...
Since there are numerous scales measuring employee job satisfaction, containing different behavioral, cognitive and affective elements, the purpose of the present article is to present a review of the different measurement instruments, arranging them in three main categories-global, composite and facet scales. Additionally, the study aims to identify the job satisfaction factors, which are most commonly used in the facet scales. The examined scales have been chosen based on a detailed literature review and analysis of numerous empirical studies, which examine employee job satisfaction in different academical, industrial and cultural contexts. The identification of the most common influence factors will be done through a comparative analysis. As a result of the literature review, 25 global and 36 facet scales have been identified. The factors that are most frequently used in the facets scales are 1) pay, 2) relationship with the supervisor, 3) relationship with the colleagues, 4) opportunities for career advancement and 5) work nature. Due to its popularity and significance for employee behavior and organizational welfare, job satisfaction has been in the center of many studies for almost a century. As a summary of the different measurement methods of job satisfaction, the current review can be used as a convenient practical guide by academics and HR managers to improve the understanding of job satisfaction and its complex nature.
... • For different occupations importance of personality traits may vary, for example, in managerial positions, extraversion is related to leadership effectiveness (Judge, Bono, Ilies & Gerhardt, 2002); and some differences in personality traits across various occupational groups have been reported (Törnroos, Jokela & Hakulinen, 2019), the second question of the study is: are there statistically significant differences in personality trait scores across occupational groups? ...
o fit development of employees for redeployment within organization, a questionnaire of personality and vocational interests was developed. In a sample of 270 employees in Latvia, profiles of personality and vocational interests across six occupational groups were compared and related to task performance. There were statistically significant differences in vocational interest scales and no significant differences between personality factors across occupational groups. The results are discussed and practical implications for the use of personality and vocational interests in organizations are proposed.
... Therefore, one may equate a career choice as an extension of their personality. Research has demonstrated that when ones' vocation and personality are congruent, the result is increased job satisfaction and stability (Ghetta et al., 2020;Törnroos et al., 2019). Hence, Holland's Theory has been touted as a valid tool to provide career and education counseling (Furnham, 2001). ...
... Individual differences in ethical orientations (Sturm, 2017) such as those related to idealism and relativism (Forsyth & Pope, 1984), moral attentiveness (Reynolds, 2008), and moral identity (Taylor et al., 2019) may help to provide insight into how victims process their victimization as well, both within the context of injustice (Hastings & Finegan, 2011) and poor work attitudes (Ames et al., 2020). While the work environment hypothesis of bullying emphasizes the influence of the social context, the manifestation of job dissatisfaction and intention to turnover is likely to be complex interaction of environment and individual differences (Bagozzi, 1978;Törnroos et al., 2019). ...
A substantial body of work highlights the negative impact of workplace bullying on individuals and their employers. However, limited research has investigated how bullying influences the work environment, which may further harm employees’ experiences. Using multiple perspectives and time-lagged data collected from business professionals, this study explores the degree to which perceived workplace bullying, perceived work injustice, and a negative work attitude are positively interrelated. The hierarchical regression and mediation analyses indicated that bullying perceptions were positively related to perceived distributive and procedural injustice, and that perceived distributive and procedural injustice were positively related to job dissatisfaction and turnover intention. Perceived bullying was related to the work attitudes either directly or indirectly through perceived injustice. As a negative environmental contagion, bullying appears to break psychological contracts and precipitate an unjust workplace, so managers should reduce bullying in an effort to mitigate employees’ perceptions of injustice and improve their work attitudes.
... Thus, H5 is accepted. The result also consistent with recent study which Neuroticism interacted with the corresponding mean personality, indicating that the fit between an individual's personality and the average personality of the occupation makes a difference in job satisfaction for this trait (Törnroos et al., 2019). ...
The aim of this paper is to investigate relations between an isolated dimension of Big Five personality traits and job satisfaction, while considering a mediating effect on this relationship. More specifically, personality traits like Openness to experience, Conscientiousness, Extraversion, Agreeableness and Neuroticism or OCEAN, are treated as antecedents of job satisfaction while procedural justice is considered as mediator in understanding the underlying mechanism. Data was gathered via a questionnaire in a cross-sectional study of Big Five Inventory (44 items), Job Satisfaction Survey (12 items) & Procedural Justice (9 items). Primary data were collected from 127 hotel front desk managers working in three-star hotels within central region in Malaysia and were analyzed by using SPSS v25 and PLS-SEM v3.2.8. It was found that across the traits, Neuroticism had the strongest relationship with job satisfaction, while Conscientiousness did not have any relationship with job satisfaction. Procedural justice completely mediated the association between Conscientiousness and job satisfaction, but only partially mediated the relationships between Openness to experience, Extraversion, and Agreeableness and job satisfaction. By assessing the Big-Five personality traits as predictors of job satisfaction, this research adds to the body of knowledge and gives crucial information to indicate that organizations should place a greater emphasis on improving employees’ justice, which is the underlying relationship between personality and job satisfaction. The findings from this paper may allow organizations related to hotel industry to formulate strategic plans to diminish employee turnover rates while increasing job satisfaction and thus profitability.
... Általában néhány hónap, vagy év után mondják azt az alkalmazottak, hogy nekik ennyi elég volt, inkább váltaniuk kell, mert már nincs szabadidejük, nem boldogok, nem akarják tovább ezt így folytatni. Abban az esetben, ha a személyiséghez passzoló munkát sikerül megtalálni, nagyobb a valószínűsége az elégedettségnek, és kevésbé gyakori a fluktuáció (Törnroos et al., 2019), a kiégés illetve a karrierváltás. ...
... The research so far has clearly indicated that the approach to work depends on the cultural context, and the level of job satisfaction varies between countries and nationalities (Kristensen & Johansson, 2008;Solberg et al., 2014;Acelya & Cemal, 2016;Andrade & Westover, 2019;Gu et al., 2021). Cross-sectional research also confirms the diversity in job satisfaction between occupations (Al-Zoubi, 2012; Andrade & Westover, 2019;Törnroos et al., 2019), and proves the significant impact of contextual characteristics related to work. This calls for in-depth research focused on a particular occupation, especially in a cross-country comparison. ...
Professional ethics is one of the two pillars of the valuer’s business practice, alongside expert knowledge. Ethical principles are usually formulated within a code of professional ethics which valuers are obliged to follow. The approach to professional ethics is a complex problem and it is conditioned by several factors. In our study, we pose the question whether higher professional satisfaction of real estate valuers translates into more ethical attitudes regarding work-related dilemmas. We conducted research on property valuation services in two European markets: Austria and Poland. Data for the analysis was drawn from 176 surveys in which valuers were asked to respond to hypothetical work situations corresponding to the principles of the real estate valuer’s code. The results obtained using the ordinary least squares (OLS) and two-stage last squares (2SLS) regression methods allow us to conclude that higher job satisfaction positively impacts valuers’ ethical attitudes. The segment of the market served is also an important driver. Valuers who mainly work for property developers show a significantly lower level of ethical attitudes. The influence of the country on professional ethics is ambiguous.
... That is, two basketball players on different teams are predicted to be more similar to each other (on a range of characteristics) than they are to their respective business managers. Further, job satisfaction is higher when an individual's personality is more similar to the average personality found in that individual's occupation (Gander, Hofmann, & Ruch, 2020;Törnroos, Jokela, & Hakulinen, 2019) and lower if there is a mismatch between an individual's education/skill level and the requirements of an occupation (Flisi, Goglio, Meroni, Rodrigues, & Vera-Toscano, 2017). ...
Previous research shows that individuals choose careers based on the relative strengths of various traits. More debated however, is how specific combinations of traits predict individual differences in professional achievements. General intelligence is often proposed to be the best predictor of eminence, but some studies suggest that more specific traits can be relatively important when performance depends on specific skills and expertise. Here we identified a comprehensive set of variables relevant for music achievement (intelligence, auditory ability, absolute pitch, Big-five personality traits, psychosis proneness, music flow proneness, childhood environment and music practice), and tested how they predicted level of musicianship (non-musicians vs. amateur musicians vs. professional musicians) and number of achievements among professional musicians. We used web survey data from a total of 2150 individuals, and generalized additive models that can also reveal non-linear relationships. The results largely confirmed our three main hypotheses: (i) non-musicians, amateur musicians, and professional musicians are best differentiated by domain specific abilities, personality traits, and childhood factors; (ii) largely the same significant predictors are also associated with the number of creative achievements within professional musicians; (iii) individuals who reach a professional level in two domains (here science and music) possess the union of the relevant traits of both domains. In addition, many of the associations between predictors and achievement were non-linear. This study confirms that in music, and potentially in other occupational fields where performance relies on specific competences, domain relevant characteristics may be better predictors of engagement and creative achievement than broad traits.
... However, the observed association between JD and health outcomes is most likely confounded by personality traits (17,18) and other inherent individual attributes that are likely to vary from participant to participant. For instance, workers with higher neuroticism -that is, those who tend to respond to threats, frustration, or loss with negative emotions -are more likely to be dissatisfied with their jobs and suffer from psychological distress (PD) (17). ...
Objective:
This study aimed to examine the association between job dissatisfaction (JD) and health outcomes among middle-aged workers.
Methods:
This study used longitudinal data comprising 156 823 observations of 24 056 workers (13 177 men and 10 879 women) collected from a 14-wave nationwide population-based survey in Japan that began in 2005, involving individuals aged 50-59 years. Mixed models were estimated to examine the association between JD and the risk of psychological distress (PD), poor self-rated health (SRH), and health-related resignation (HRR).
Results:
Across all waves, 20.9-32.5% of participants were dissatisfied with their jobs for at least one year before each wave. Mixed model results showed that this JD experience was associated with higher risks of PD, poor SRH, and HRR, with odds ratios (OR) of 1.96 [95% confidence interval (CI) 1.75-2.20], 1.33 (95% CI 1.26 -1.40), and 1.57 (95% CI 1.40 -1.75), respectively. A longer JD duration was associated with a higher risk of poor health. No substantial differences between genders were found regarding the association between JD and health outcomes. A separate analysis showed reverse causation from poor health to JD; poor health was significant in predicting later JD even when it was controlled for.
Conclusions:
The results confirm that JD was predictive of poor health among middle-aged workers. Therefore, policymakers and managers should monitor the JD of their employees and improve their work environments to enhance their occupational health.
... The choice of profession is not arbitrary (Törnroos, Jokela, & Hakulinen, 2019). People often choose to work in a place that fits their personality and value (Adawiyah, 2015;Kristof-Brown, Zimmerman, & Johnson, 2005). ...
TQM needs comprehensive refashioning of "softer" methods whose components encompass the core concept of personnel management to be entirely practical and self-sustaining. The alleged usefulness of the people aspect of TQM's is essential than its technical side in influencing the presumed utility of customers. Thus, the successful execution of TQM programs profoundly depends on the motive, abilities, engagement, and role-powers of the participants in an organization. TQM is not just about solving problem but more about satisfying clients. Hence, this study investigated the interaction effect of soft Total Quality Management, employees’ Job Satisfaction and spirituality at work. The respondents were employees of Islamic banks in Indonesia. The hierarchical regression was considered to be the most appropriate analytical tool used for data analysis in this study. The findings showed that all dimensions of soft total quality management had a detrimental effect on job satisfaction. Moreover, stronger employees’ spirituality at work strengthen the association between soft TQM dimensions, except empowerment, with job satisfaction.
... A good fit between job and personality not only produces a positive effect on job and organisation (Holland, 1997; Lee, Kim, Kim, & Kim, 2017; Phan & Rounds, 2018) but also improves job satisfaction (Törnroos, Jokela, & Hakulinen, 2019) and increases the chances of career success (Su & Nye, 2017). This study has chosen the personality typology developed by Holland (1959). ...
Purpose: The impact of emotional labor on organizational outcomes is contingent upon numerous factors. Moreover, after the outbreak of the COVID-19 pandemic worldwide, the implications of emotional labour practices, especially among physicians, have become more uncertain. This study aims to address these notions by examining the multigroup moderating effect of social and enterprising personalities and gender on a model of emotional labour. The aim is to determine whether emotional labour affects emotional exhaustion and well-being varies across these groups. Methodology: Serial mediation and multigroup moderation methods were employed to test the proposed hypotheses. Data was collected from 400 physicians across Pakistan. Snowball sampling method was adopted for data collection. Structural equation modelling, including serial mediation and multigroup moderation techniques were employed for data analysis. Main Findings: Physicians with highly social personalities and low enterprising personalities are more likely to experience detrimental effects of surface acting. Genuine emotions improve well-being for high social and enterprising as well as low enterprising personality physicians. No across-group differences exist for deep acting. For gender, females are found to be more susceptible to negative repercussions of emotional labor than their male counterparts. Positive effect of genuine emotions remains somewhat the same for both. Implications/Applications: This study assists healthcare organizations in making the right choices during the recruitment and selection process to choose the most suitable candidates for tasks involving emotional labor, i.e., ones whose personality and gender attributes are aligned with the affective or emotional component of work. This would aid in ensuring doctors’ high psychological and physical well-being at work. Novelty/Originality of this study: This research proposes a model of emotional labour strategies and their effects on physicians' emotional exhaustion and well-being. Multigroup moderating effects of two personality types, i.e., social and enterprising, and gender, are investigated with respect to the proposed model to see if there lie any differences between physicians belonging to various personality or gender groups.
... One likely general explanation for associations between personality and occupational choice is thus that people seek out occupational environments that are congruent with their psychological profile (Holland, 1997). In line with this, it has been found that job satisfaction is higher when an individual's personality is more similar to the average personality in that individual's occupation (Törnroos, Jokela, & Hakulinen, 2019). ...
Several studies have documented personality differences between musicians and non-musicians, and there have also been reports of personality differences between musicians playing different instruments. However, the samples have been small and findings are often inconsistent between studies. Here, we investigated Big Five personality differences between professional musicians, amateur musicians, and non-musicians in more than 7000 participants, as well as differences related to instrument categories. We had two specific hypotheses, i.e. that musicians would have higher openness than non-musicians, and that singers would be more extraverted than instrumentalists. Indeed, we found large group differences in openness, with professionals scoring higher than amateurs, who scored higher than non-musicians. Furthermore, singers were, as predicted, higher on extraver-sion than instrumentalists among both professionals and amateurs. We also found that professionals had higher neuroticism, lower agreeableness, and lower conscientiousness than amateurs. For professionals and amateurs, there were personality differences between instruments, but the patterns were inconsistent. This suggests that the differences were not primarily related to instrument choice per se, but instead possibly moderated by other factors such as musical genre and the social context of music making in each group.
In this commentary, we discuss Dupré and Wille's proposal (2024) to consider employees' personality change goals in the work context. We compare volitional personality development to skill development and call for more evidence to determine the benefits for both employees and organizations in this context. We also put forward that a clearer understanding is required of how job demands influence personality traits and of how these demands interact with and shape the integration of potential complementary personality development training modules. In closing, we provide avenues for future research.
BACKGROUND
Research on personality types among doctors reveals its impact on medical specialty choices, suggesting that considering personality in career planning may enhance work satisfaction and reduce burnout risks.
OBJECTIVE
This study, encompassing 2140 medical students, explores how personality types, traits, and gender correlate with specialty preferences
METHODS
Subjects of the study were medical students from various universities in Poland. The study surveyed 2104 participants, who completed a general questionnaire and a personality test. To ensure we included undecided students and obtained meaningful data, we allowed participants to select up to three medical specialties from the 77 available in Poland at the time of the study.
RESULTS
The findings unveil significant correlations between gender, personality types, traits, and specialty preferences. Women tended to favor Neonatology, while men leaned towards Orthopaedics and traumatology of the locomotor system. ENFP-T (Extroverted, Intuitive, Feeling, Prospecting, and Turbulent) students showed a heightened interest in Psychiatry, whereas (ISFJ-T) Introverted, Observant, Feeling, Judging types favored Family Medicine and Paediatrics.
CONCLUSIONS
In conclusion, this research establishes a link between personality and medical specialty selection. Taking into account the significant role of personality traits, it should be to considered integrate them into the process of selecting a medical career or designing a medical curriculum. This approach may allow for the customization of programs to match students' traits, thereby cultivating improved clinical communication skills, fostering interprofessional collaboration and ultimately enhancing treatment outcomes and professional fulfillment among physicians.
Regardless of participant age, length of relationship, country of origin, and numerous other factors, prior research has established a robust negative association between neuroticism and relationship quality. As so much has already been studied on the topic of neuroticism and relationship quality, this study explored the association between neuroticism and relationship quality using meta-analytic methodology, examined moderators, and outlined future studies for the field. After searching through databases and the references of included studies, 148 published studies were identified that reported an effect size between neuroticism and relationship quality. Reported effect sizes resulted in an overall aggregate correlation of r = −.238 and differentiated effect sizes for male actor and partner correlations, and female actor and partner correlations were similar. Results indicated that participant race, participant sexual orientation, and whether the effect sizes were taken from cross-sectional or longitudinal data did not moderate the relationship. However, the region of the world that the participants were from, the type of measurement tool used, participant age, and the length of time spent in a relationship were all significant moderators of our variables. We outline a model for how neuroticism operates through emotions, interpretations, and behaviors, which offers information for ways couples’ practitioners could work to mitigate the association between neuroticism and relationship quality. Future directions for the field are delineated.
This study compared the effectiveness of cluster analysis and latent class analysis in detecting fake responses in personality tests. A post-test control group design was employed involving 543 11th-grade students from eight different high schools in Şanlıurfa province during the 2021–2022 academic year. The experimental group was instructed to portray a positive personality profile on the test and provide deceptive responses, as their admission to a university program was contingent on this. Conversely, the control group was asked to represent themselves truthfully and provide honest responses. In this study, the initial focus was on assessing the validity and reliability of the scores obtained from the personality test. Subsequently, a comparison was made between the scores of the participants in the experimental and control groups for each sub-dimension of the personality test to determine if there was a significant difference. The findings revealed a significant difference in mean scores between the two groups, favoring the experimental group. Moreover, the results obtained from Cluster Analysis and Latent Class Analysis demonstrated that Latent Class Analysis outperformed Cluster Analysis in detecting fake respondents, exhibiting a lower error rate.
Since 2017, Indonesia has implemented a pilot project for the Smart City Movement. Even though focused on digital technology usage, smart cities also need people with skills in the digital economy. As one of the foundational skills in the digital economy, Human Skills are vitally important and in greater demand in smart cities. This becomes a challenge as well as an opportunity for higher education. The present study relates Human Skills to graduate attributes as developed by BINUS University, called BINUS Graduate Attributes (BGA) and identifies the role of personality as an access point for developing those skills. Using questionnaires distributed through BINUS Maya and the Lumina Spark online system, we collected 2,014 participants from various majors at the undergraduate level. Out of the 24 personality qualities measured in the Lumina Spark model, Adaptable and Cautious are qualities that do not significantly correlate with those skills. Through regression analysis, it was shown that several qualities have a role in predicting each skill. The result of this study can be used for educators to modify learning methods and environments that enhance the possibility for students to develop each of these Human Skills by utilizing their personalities.
Recognition of psychological characteristics based on massive data and computer machine learning algorithms has gradually become a new way for psychological research. As we all know, person-job fit is an important consideration in recruitment and selection. Most existing selection process can reliably measure skills fit, i.e., matching job seekers’ skills/work experience with job demand. What is often harder to assess is the compatibility between job seekers’ motivational needs/career aspirations and job characteristics, which will ultimately determine their career progress and job satisfaction. With the increasing application of machine learning methods in psychology, this paper constructed classification models to predict individuals’ needs, career aspiration, and occupation through their personality traits. This enables automatic access to individuals’ psychological indicators, with the MLP (Multi-Layer Perceptron) method showing the highest prediction accuracy. In addition, it conducted a comparative analysis of the distribution of personality characteristics in different occupations. Based on the study results, we put forward some countermeasures and suggestions for application in human resource management.
Introduction:
Despite its influence on occupational performance and team dynamics, there has been little research into the personality of dental professionals. Existing research does not typically use the prevailing five-factor model of personality. We aimed to measure the personality of dental professionals in the United Kingdom and investigate differences among groups.
Methods:
The sample (n = 906) comprised dental nurses (n = 475), general dental practitioners (GDPs) (n = 182), orthodontists (n = 201), and oral and maxillofacial surgeons (OMFSs) (n = 48). Recruitment was via email and social media. The questionnaire collected data on demographic variables and contained the Big Five Inventory, a validated self-report personality test. Participants scored on extraversion, conscientiousness, agreeableness neuroticism, and openness. A one-way analysis of variance and post-hoc tests with Bonferroni correction were used to identify significant differences in personality between occupations. Hierarchical multiple regression determined the influence of occupation over and above demographic variables.
Results:
On a 5-point scale, orthodontists had a mean conscientiousness score 0.23 points higher than GDPs (95% confidence interval [CI], 0.10-0.36). Dental nurses had a mean conscientiousness score 0.28 points higher than GDPs (95% CI, 0.17-0.39). Dental nurses had a mean agreeableness score 0.16 points higher than orthodontists (95% CI, 0.05-0.27) and 0.30 points higher than OMFSs (95% CI, 0.10-0.50). For neuroticism, orthodontists had a mean score 0.21 points lower than dental nurses (95% CI, 0.06-0.36), and OMFSs had a mean score 0.43 points lower than dental nurses (95% CI, 0.16-0.70). GDPs had a mean neuroticism score 0.43 points higher than OMFSs (95% CI, 0.14-0.71; P = 0.001). Differences were small to moderate in size (d = 0.35-0.45) and occupation was associated with personality after accounting for demographic variables.
Conclusions:
The personalities of dental nurses, GDPs, orthodontists, and OMFSs differed. Occupation was associated with differences in personality after accounting for demographic characteristics.
En psicología es común la medición de la personalidad en el ámbito clínico, educativo y organizacional para la descripción de rasgos de personalidad y toma de decisiones. Sin embargo, en pocas ocasiones se tiene certeza de confiabilidad y validez de los instrumentos utilizados. En el presente ensayo se describen dos ejemplos de investigación; uno con estudiantes de psicología y otro con trabajadores del sector comercio. Se utilizaron dos instrumentos populares para la medición de la personalidad; el Cuestionario 16 Factores de Personalidad (16-FP) y el Inventario NEO-FFI. Los resultados indicaron que son pocos los estudios sobre las propiedades psicométricas del 16-FP. No obstante, son frecuentes las publicaciones que relacionan rasgos de personalidad con competencias profesionales. Respecto al NEO-FFI se encontró que es frecuente su uso para vincular los Cinco Grandes con diversos constructos entre éstos la satisfacción laboral. Los datos no permitieron análisis de correlación entre dichas variables dado que el NEO-FFI carece de los criterios mínimos para considerarse confiable. Se concluye con una invitación a realizar revisiones exhaustivas de la literatura para la medición de fenómenos psicológicos, proponer nuevas medidas para la evaluación de la personalidad y guiar la labor del psicólogo desde los principios éticos.
This article reports on an exploratory aspect of a larger study that examines unfair dismissal arbitration decisions relating to misconduct derived dismissals made by Australia's federal industrial tribunal. The central proposition explored is that an association occurs between the arbitrator's work history and their decision to overturn a dismissal. The arbitrators' previous occupations were classified based on their alignment with unitarist (employer harmony) and pluralist (worker interests) frameworks, or the ‘blended’ place in between. Subsequent logistic regression modelling allowed us to identify three types of arbitral decision styles: systems‐driven, evidence‐based and restorative‐voice. These decision styles offer our readership a descriptive framework that consolidates statistically significant decision factors. Australian media reports and professional forums scrutinise the appointment of members to its national industrial tribunal and the decisions that they make. The decision styles presented here can inform organisational stakeholders, including workers, HR managers, supervisors, unions and industry bodies who need to apply and/or respond to misconduct‐driven dismissal processes or formulate relevant policies, processes and systems such as codes of conduct or performance management.
Introduction to Industrial/Organizational Psychology provides a complete overview of the psychological study of the world of work. Written with the student in mind, the book presents classic theory and research in the field alongside examples from real-world work situations to provide deeper insight. This edition has been thoroughly updated to include the latest research on each key topic, and now features: A spotlight on diversity, equity, and inclusion throughout, including coverage of LGBTQIA+ inclusion and racial justice Expanded coverage of ethics in I/O psychology practice Increased emphasis on cross-cultural and international issues Coverage of the changing nature of work, post-pandemic, including remote working, worker stress, and burnout A new focus on technologies related to I/O such as virtual reality and computer adaptive testing New figures, illustrations, and charts to grab the reader's attention and facilitate learning Accompanied by extensive student and instructor resources, it is a must read for all students on I/O psychology courses and courses in work psychology and organizational behavior, and for practicing managers who want a comprehensive overview of the psychology of work. © 2022 Ronald E. Riggio & Stefanie K. Johnson. All rights reserved.
Email is the communication application most widely used in organizations. Its use in the workplace has increased fourfold since 2006. Yet, email is associated with a number of negative aspects, most prominently 'email overload', defined as an individual's perception of being overwhelmed by emails that s/he considers too numerous to handle. Email overload is a theoretically interesting phenomenon because of its adverse organizational outcomes. Moreover, it continues to be vexing in practice because it has proved intractable to manage. We problematize the current understanding of email overload as being due to lack of understanding of its technology fit-related antecedents and job-related outcomes, and then investigate how email overload is influenced by a lack of fit between the communication applications that the organization provides to individuals and those that (1) they want, and that (2) are suitable for their tasks. We hypothesize that such lack of fit leads to email by default, defined as the perception of email being used improperly, when other communication applications would be better suited. Email by default is then hypothesized to lead to email overload. We further investigate job-related outcomes of email overload. To achieve this, we conducted a two-stage, multi-method empirical study in a large manufacturing organization in a sequential research design, where the first study (qualitative-interviews) informed the second (quantitative-survey). Our results support the hypothesized relationships. The paper theoretically broadens the scholarly discourse on email overload to include novel antecedents and outcomes in the ongoing quest to establish a more complete understanding of this phenomenon.
A balanced psychological contract is an employer–employee relationship that features an expectation of career advancement in exchange for high performance on work assignments. The major purpose of this study was to establish an extended theoretical framework for this hybrid type of contract and quantitatively examine its nomological network. Specifically, the primary goal was to examine in a multilevel study the relationship between balanced contracts and managerial personality, using the Five Factor Model. A secondary goal was to examine whether the interaction between personality and balanced contracts predicts employees' satisfaction with their work. The sample data were collected from 48 small business leaders and 244 of their employees in Canada. Multilevel analysis showed that managers' conscientiousness and openness to experience were the strongest predictors of balanced contracts. In addition, the interaction between openness to experience and balanced contracts was significantly related to employee job satisfaction. We conclude by discussing potential limitations, possible future research avenues, and practical implications.
Objective:
To derive a robust and comprehensive estimate of the overall relation between Big Five personality traits and health variables using metasynthesis (i.e., second-order meta-analysis).
Method:
Thirty-six meta-analyses, which collectively provided 150 meta-analytic effects from over 500,000 participants, met criteria for inclusion in the metasynthesis. Information on methodological quality as well as the type of health outcome, unreliability adjustment, population sampled, health outcome source, personality source, and research design was extracted from each meta-analysis. An unweighted model was used to aggregate data across meta-analyses.
Results:
When entered simultaneously, the Big Five traits were moderately associated with overall health (multiple R = .35). Personality-health relations were larger when examining mental health outcomes than physical health outcomes or health-related behaviors and when researchers adjusted for measurement unreliability, used self-report as opposed to other-report Big Five scales, or focused on clinical as opposed to nonclinical samples. Further, effects were larger among agreeableness, conscientiousness, and neuroticism than extraversion or openness to experience.
Conclusions:
This metasynthesis provides among the most compelling evidence to date that personality predicts overall health and well-being. In addition, it may inform research on the mechanisms by which personality impacts health as well as research on the structure of personality. (PsycINFO Database Record
The Big Five Inventory–2 (BFI-2) uses 60 items to hierarchically assess the Big Five personality domains and 15 more-specific facet traits. The present research develops two abbreviated forms of the BFI-2—the 30-item BFI-2-S and the 15-item BFI-2-XS—and then examines their measurement properties. At the level of the Big Five domains, we find that the BFI-2-S and BFI-2-XS retain much of the full measure’s reliability and validity. At the facet level, we find that the BFI-2-S may be useful for examining facet traits in reasonably large samples, whereas the BFI-2-XS should not be used to assess facets. Finally, we discuss some key tradeoffs to consider when deciding whether to administer an abbreviated form instead of the full BFI-2.
Purpose
The purpose of this study was to investigate organizational and occupational homogeneity, compare homogeneity at different levels of composition, and uncover a mechanism for homogeneity.
Design/Methodology/Approach
Data were obtained from an archival data base of current employees (N = 23,933) in 40 organizations, 19 major job groupings, 42 minor job groupings, and 115 detailed job titles.
Findings
Support for homogeneity within organizations and occupations was found, regardless of the granularity with which occupation were defined. Homogeneity estimates were smaller than prior estimates in the literature based on smaller, less diverse samples. Occupational homogeneity was significantly greater than homogeneity at the organizational level for neuroticism and extraversion. As a potential mechanism, we demonstrated that occupational interest could predict personality at the occupational level.
Implications
Investigating homogeneity effects with a large, representative sample and simultaneously considering occupation and organization helps to advance our theoretical understanding of the Attraction–Selection–Attrition process. This study provides evidence of relative homogeneity effects and mechanisms. Such knowledge could help inform the selection, training, and socialization tactics employed by practitioners.
Originality/Value
Little is currently known about how within-occupation homogeneity in personality relates to within-organization homogeneity, or the influence of vocational interests on such homogeneity. We provide a methodological update to decompose and compare organizational and occupational influence on personality homogeneity. We also assess homogeneity at three levels of occupational granularity, and delineate a mechanism for personality to become homogeneous at the occupation level.
Personality is suggested to be a major risk factor for depression but large-scale individual participant meta-analyses on this topic are lacking.
Data from 10 prospective community cohort studies with 117,899 participants (mean age 49.0 years; 54.7% women) were pooled for individual participant meta-analysis to determine the association between personality traits of the five-factor model and risk of depressive symptoms.
In cross-sectional analysis, low extraversion (pooled standardized regression coefficient (B) = -.08; 95% confidence interval = -0.11, -0.04), high neuroticism (B = .39; 0.32, 0.45), and low conscientiousness (B = -.09; -0.10, -0.06) were associated with depressive symptoms. Similar associations were observed in longitudinal analyses adjusted for baseline depressive symptoms (n = 56,735; mean follow-up of 5.0 years): low extraversion (B = -.03; -0.05, -0.01), high neuroticism (B = .12; 0.10, 0.13), and low conscientiousness (B = -.04; -0.06, -0.02) were associated with an increased risk of depressive symptoms at follow-up. In turn, depressive symptoms were associated with personality change in extraversion (B = -.07; 95% CI = -0.12, -0.02), neuroticism (B = .23; 0.09, 0.36), agreeableness (B = -.09; -0.15, -0.04), conscientiousness (B = -.14; -0.21, -0.07), and openness to experience (B = -.04; -0.08, 0.00).
Personality traits are prospectively associated with the development of depressive symptoms. Depressive symptoms, in turn, are associated with changes in personality that may be temporary or persistent.
© 2015 Wiley Periodicals, Inc.
This report focuses on the effort to generate vocational interest information included in the Worker Characteristics domain of the O*NET Content Model. The report describes how Holland's (1997) RIASEC work environments have been applied to the development of Occupational Interest Profiles (OIPs) for the occupations included in O*NET.
Occupational mismatch has been a hot topic in the economics literature in recent decades; however, no consensus has been reached on how to conceptualise and measure this phenomenon. We explore the unique opportunity offered by the PIAAC survey to measure occupational mismatch at the individual level based on both education- (overeducation) and skill-based (overskilling) variables by using both objective and subjective measures. For this purpose, we use data on 17 European countries and compute up to 20 different indicators of occupational mismatch. We find that the conceptualisation and measurement of occupationalmismatch are indeed important and that education and skill mismatch do not measure thesame phenomenon. In fact, only a small percentage of mismatched individuals are mismatched with respect to both education and skill, whereas the majority are mismatched with
respect to either education or skill only. At the country level, we find a negative correlation
between the incidence of education and skill mismatch, which has important implications for
policies aiming to address this labour market inefficiency.
Although work is a core part of life, the direction of influence from personality to work has typically been conceived as only unidirectional. The present study aims to contribute to the literature by considering reciprocal relations between personality and occupational characteristics, drawing on current perspectives from personality psychology (i.e., the social investment principle) and using a well-established framework to conceptualize career development (i.e., Holland's RIASEC theory). For this purpose, a longitudinal cohort of college alumni (N = 266) was tracked across a substantial and significant period in their professional career. Big Five personality traits and RIASEC occupational characteristics were assessed at the career start and 15 years later when their careers had unfolded. A combination of observed and latent variable analyses were used to disentangle the longitudinal and reciprocal relations between traits and occupational characteristics. Our results indicate that personality shapes and is shaped by our vocational experiences, suggesting that work can be a source of identity. The implications for theory and research on personality in the industrial and organizational literature are discussed alongside a number of practical implications for organizational and counseling settings. (PsycINFO Database Record (c) 2013 APA, all rights reserved).
The concept of explained proportion of variance or modeled proportion of variance is reviewed in the situation of the random effects hierarchical two-level model. It is argued that the proportional reduction in (estimated) variance components is not an attractive parameter to represent the joint importance of the explanatory (independent) variables for modeling the dependent variable. It is preferable instead to work with the proportional reduction in mean squared prediction error for predicting individual values (for the modeled variance at level 1) and the proportional reduction in mean squared prediction error for predicting group averages (for the modeled variance at level 2). It is shown that when predictors are added, the proportion of modeled variance defined in this way cannot go down in the population if the model is correctly specified, but can go down in a sample; the latter situation then points to the possibility of misspecification. This provides a diagnostic means for identifying misspecification.
We examined measurement invariance and age-related robustness of a short 15-item Big Five Inventory (BFI-S) of personality dimensions, which is well suited for applications in large-scale multidisciplinary surveys. The BFI-S was assessed in three different interviewing conditions: computer-assisted or paper-assisted face-to-face interviewing, computer-assisted telephone interviewing, and a self-administered questionnaire. Randomized probability samples from a large-scale German panel survey and a related probability telephone study were used in order to test method effects on self-report measures of personality characteristics across early, middle, and late adulthood. Exploratory structural equation modeling was used in order to test for measurement invariance of the five-factor model of personality trait domains across different assessment methods. For the short inventory, findings suggest strong robustness of self-report measures of personality dimensions among young and middle-aged adults. In old age, telephone interviewing was associated with greater distortions in reliable personality assessment. It is concluded that the greater mental workload of telephone interviewing limits the reliability of self-report personality assessment. Face-to-face surveys and self-administrated questionnaire completion are clearly better suited than phone surveys when personality traits in age-heterogeneous samples are assessed.
To test aspects of a theory of the role of personality and gender on the development of vocational interests and their subsequent effects on adult occupational choices, the authors of this study examined associations among childhood personality traits, gender, and occupational environments more than 40 years later. Participants (N = 587) were assessed on the Big Five by their teachers when the participants were between 6 and 12 years old. In middle-age (late 40s), the participants reported their occupation. Holland's (1997) RIASEC vocational types (Realistic, Investigative, Artistic, Social, Enterprising, Conventional) were used to characterize the job environments of reported occupations. Childhood Openness/Intellect and Conscientiousness, but no other Big Five traits, were associated with occupational environments. For the most strongly sex-typed work environments, associations with Openness/Intellect were moderated by gender. These findings suggest that the roots of the strongest gender-stereotyping effects in occupations may be found not only in the social factors associated with gender but also in the individual differences of children related to Openness/Intellect.
This study reports results of a meta-analysis linking traits from the 5-factor model of personality to overall job satisfaction. Using the model as an organizing framework, 334 correlations from 163 independent samples were classified according to the model. The estimated true score correlations with job satisfaction were -.29 for Neuroticism, .25 for Extraversion, .02 for Openness to Experience, .17 for Agreeableness, and .26 for Conscientiousness. Results further indicated that only the relations of Neuroticism and Extraversion with job satisfaction generalized across studies. As a set, the Big Five traits had a multiple correlation of .41 with job satisfaction, indicating support for the validity of the dispositional source of job satisfaction when traits are organized according to the 5-factor model.
Job satisfaction can be conceptualized as a function of situational conditions, personal characteristics, and interactions between both groups of variables. The authors compared the relative predictive power of these determinants in 3 samples of professionals (total N = 1,065). Perceived job characteristics (qualification possibilities, social support, stress, autonomy, participatory leadership) uniquely explained 7-22% of the variance in job satisfaction, and dispositional factors (Big Five, occupational self-efficacy, work centrality, mastery goals) uniquely explained 8-12% of the variance. Dispositional influences were partially mediated by perceived job characteristics. Interactions between situational and dispositional factors were of little significance. The authors concluded that perceived job characteristics (especially autonomy and participatory leadership) are important determinants of job satisfaction, and neuroticism is an important determinant as well. Highly educated professionals' job satisfaction also seems to be driven by qualification possibilities.
The relationship between job satisfaction and time is a fundamental question in organizational behavior. Yet given inconsistent results in the literature, the nature of this relationship has remained unresolved. Scholars’ understanding of this relationship has been limited because studies have generally not simultaneously considered the two primary time metrics in job satisfaction research—age and tenure—and have instead relied on cross-sectional research designs. In this study, we develop and test an empirical model to provide a more definitive answer to the question of how age and tenure relate to job satisfaction. Our analyses draw on longitudinal data from 21,670 participants spanning a total of 34 waves of data collection across 40 years in two nationally representative samples. Multilevel analyses indicate that people became less satisfied as their tenure within a given organization increased, yet as people aged—and transitioned from organization to organization—their satisfaction increased. We also found that job rewards, as exemplified by pay, mediated these relationships. We discuss empirical, theoretical, and practical implications of our findings.
This article studies the gender gap in job satisfaction and argues that the observed gender difference is a consequence of the heterogeneity in work orientations between men and women. Using data from the 2006 Skills Survey, the analysis yields three major findings. The first shows that women, either in full-time or part-time employment, report significantly higher levels of job satisfaction than men. Secondly, work orientations are closely associated with one’s job satisfaction and their relationships vary significantly across men, women full-time and part-time workers. Finally and most importantly, the observed gender satisfaction differential is eliminated once work orientations are taken into consideration.
This paper examines the incremental value of achievement orientations (Mastery-Approach; Mastery-Avoid; Performance-Approach; Performance-Avoid), above Extraversion and Neuroticism, in predicting two different types of satisfaction outcomes; expectation-based-job-satisfaction (EX-JS) and satisfaction-with-one’s-own-job-performance (P-JS). Using structural equation modelling, data from 242 UK government body employees showed that only Extraversion shared a (positive) relationship with EX-JS. Whereas, the strongest relations with P-JS were found for Neuroticism and Mastery-Approach with both sharing positive relationships with this satisfaction outcome. Analyses indicated that Mastery-Approach accounted for unique variance in P-JS beyond Extraversion and Neuroticism. Findings show that there is scope for experiences of satisfaction at work to be traced to stable approach competence specific motivational tendencies.
A review of the 2009 career counseling and development literature indicates that the field remains vital, vibrant, valid, and viable precisely 100 years after its founding. Using the field's 4 fundamental traditions of person-environment fit, life-span development, social cognition, and constructivism-social constructionism as lenses for considering articles across customary topical areas, the review examines the 2009 career counseling and development literature to consolidate knowledge about advances in theory, assessment, and intervention. The review concludes with a general discussion and the author's top 10 favorite articles for 2009, with encouragement to the reader to develop a personal favorites list.
The current study extended the empirical research on the overlap of vocational interests and personality by (a) testing hypothesized relations between RIASEC interests and the personality dimensions of the HEXACO model, and (b) exploring the HEXACO personality model's predictive advantage over the five-factor model (FFM) in capturing RIASEC interests. Results of correlations based on a sample of 437 college students (157 men and 280 women) revealed support for eight of 21 hypothesized HEXACO–RIASEC relations for men and nine of 21 for women. Results of multiple regressions revealed that HEXACO accounted for more variance in RIASEC interests than did the FFM, and that HEXACO accounted for significant incremental variance beyond that explained by the FFM in four of six RIASEC interests for men and in five of six RIASEC interests for women.
Purpose
The attraction–selection–attrition (ASA) model has served as the foundation for numerous investigations. However, the generally supportive evidence for ASA’s homogeneity hypothesis has often been based on statistical tests (e.g., MANOVA) that rely on between-group differences to evaluate within-group agreement. The primary purpose of this article was to discuss advantages of direct statistical tests of homogeneity—average deviation (AD) and r
wg—when testing ASA’s homogeneity hypothesis, and advantages of other statistical tests for testing other aspects of ASA theory. A secondary goal was to evaluate the extent to which occupational homogeneity is distinct from organizational homogeneity.
Design/Methodology/Approach
Data were obtained from the Center for Creative Leadership (CCL) and included scores on the Myers-Briggs Type Indicator® (MBTI) personality measure for 1,103 managers from 25 organizations and 17 occupations.
Findings
Results were generally supportive of the homogeneity hypothesis. AD values showed that most groups were homogeneous on most assessed personality dimensions. A comparison analysis using traditional statistical tests (i.e., MANOVA) indirectly suggested within-group homogeneity by revealing a significant between-groups effect. In addition, results suggested possible boundary conditions to ASA; notably, meaningful heterogeneity was observed for the S–N (sensing-intuition) MBTI® dimension.
Implications
The current study provides direct support for ASA’s homogeneity hypothesis for both organizations and occupations and offers guidance for future research on ASA theory and its possible boundary conditions.
Originality/Value
This is one of the first studies to test the predictions of ASA in both organizations and occupations using a direct index of agreement.
L'auteur discute un modele a cinq facteurs de la personnalite qu'il confronte a d'autres systemes de la personnalite et dont les correlats des dimensions sont analyses ainsi que les problemes methodologiques
Performed a meta-analysis of 27 studies reporting a relation between interest congruence and job or academic satisfaction. The overall mean congruence-satisfaction correlation was not significant. An examination of type of congruence measure, gender, Holland type, and academic vs job setting showed no significant moderating effects. Surprisingly, a breakdown by quality of the measurements used in the study indicate that the methodologically weaker studies yielded the strongest satisfaction-congruence relations. Results reinforce the importance of considering occupational fit as more than the match between interests and the occupational environment. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Differentiates among indices of agreement, reliability, and non-independence in organizational multilevel research and provides an overview of what each measure reveals about the group-level properties of one's data. Particular attention is devoted to the concept of non-independence and to the relationship between one form of the intraclass correlation coefficient and eta-squared. The 2nd purpose of this chapter is to extend the discussion of agreement, reliability, and non-independence from an exclusive focus on validating one's measurement model to a broader focus that includes testing substantive models and detecting emergent phenomena. In the discussion of bottom-up processes, particular attention is paid to a category that the author defines as "fuzzy" composition processes. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
In the last decade, an upward trend in the use of short measurements for personality can be observed. The goal of this study was to explore the psychometric characteristics of the GSOEP Big Five Inventory (BFI-S; Gerlitz & Schupp, 2005), a 15-item instrument. We compared the BFI-S with the NEO-PI-R (Costa & McCrae, 1992a, 1992b) in a sample of 598 German adults (mean age = 42 years). Despite shortcomings for Agreeableness, the short scales generally showed acceptable levels of: (1) internal consistency, (2) stability over a period of 18 months, (3) convergent validity in relation to the NEO-PI-R and (4) discriminant validity. We conclude that in research settings with a pronounced need for parsimony, the BFI-S offers a sufficient level of utility.
The purpose of this study is to examine the nature and magnitude of the relationship between 2 widely accepted models for classifying individual differences–the 5-factor model of personality and Holland's RI-ASEC occupational types. Based on extensive meta-analyses, our results illustrate that there are meaningful relations between some FFM personality dimensions and some RIASEC types. The strongest relationships were obtained between the RIASEC types of enterprising and artistic with the FFM personality dimensions of Extraversion and Openness to Experience, p= .41 and .39, respectively. Three other RIASEC types had moderate correlations with at least 1 FFM personality trait. In contrast, the realistic type was not related to any FFM personality traits. Multiple regression analyses in which each RIASEC type is regressed on the FFM scores (based on meta-analytic estimates), revealed a multiple R of .11 for realistic, .26 for investigative, .42 for artistic, .31 for social, .47 for enterprising, and .27 for conventional types. The overall conclusion from the study is that although FFM personality traits and RIASEC types are related, they are not merely substitutes for each other.
This meta-analysis investigated the relationships between person–job (PJ), person–organization (PO), person–group, and person–supervisor fit with preentry (applicant attraction, job acceptance, intent to hire, job offer) and postentry individual-level criteria (attitudes, performance, withdrawal behaviors, strain, tenure). A search of published articles, conference presentations, dissertations, and working papers yielded 172 usable studies with 836 effect sizes. Nearly all of the credibility intervals did not include 0, indicating the broad generalizability of the relationships across situations. Various ways in which fit was conceptualized and measured, as well as issues of study design, were examined as moderators to these relationships in studies of PJ and PO fit. Interrelationships between the various types of fit are also meta-analyzed. 25 studies using polynomial regression as an analytic technique are reviewed separately, because of their unique approach to assessing fit. Broad themes emerging from the results are discussed to generate the implications for future research on fit.
This article presents a series of meta-analyses examining the 24 samples to date that have revealed the overlap of the three most widely used measures of Holland's Big Six domains of vocational interest, namely the Self-Directed Search (Holland, 1985a), the Strong Interest Inventory (Hansen & Campbell, 1985; Harmon, Hansen, Borgen, & Hammer, 1994), and the Vocational Preference Inventory (Holland, 1985b), with the most widely accepted measure of the Big Five personality factors, namely the Revised NEO Personality Inventory (Costa & McCrae, 1992). The meta-analyses showed the mean effect sizes for each of the 30 correlations between the six interest dimensions and the five personality dimensions. Of the 30 correlations, 5 appeared to be substantial for both women and men and across the interest measures. They are Artistic–Openness (r=.48), Enterprising–Extraversion (r=.41), Social–Extraversion (r=.31), Investigative–Openness (r=.28), and Social–Agreeableness (r=.19).
This article presents a meta-analytic review of 21 studies on relations of person–organization fit with job satisfaction, organizational commitment, and intent to turnover. Four specific moderators were investigated: the type of fit measure, method of calculating fit, dimensions of fit, and use of an established measure of person–organization fit. Mean effect sizes for the outcome variables ranged from −.18 for intent to turnover to .28 for organizational commitment. Subjective fit measures, the use of correlations to calculate fit, value congruence as the fit dimension, and the use of an established measure of person–organization fit increased effect sizes. Recommendations for future research on person–organization fit are suggested.
When time is limited, researchers may be faced with the choice of using an extremely brief measure of the Big-Five personality dimensions or using no measure at all. To meet the need for a very brief measure, 5 and 10-item inventories were developed and evaluated. Although somewhat inferior to standard multi-item instruments, the instruments reached adequate levels in terms of: (a) convergence with widely used Big-Five measures in self, observer, and peer reports, (b) test–retest reliability, (c) patterns of predicted external correlates, and (d) convergence between self and observer ratings. On the basis of these tests, a 10-item measure of the Big-Five dimensions is offered for situations where very short measures are needed, personality is not the primary topic of interest, or researchers can tolerate the somewhat diminished psychometric properties associated with very brief measures.
The Oxford handbook of personnel assessment and selection
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Ostroff, C., & Zhan, Y. (2012). Person-environment fit in the selection process. In N.
Schmitt (Ed.). The Oxford handbook of personnel assessment and selection (pp. 252-273). Oxford: Oxford University Press.