What drives passion? An empirical examination on the impact of personality trait interactions and job environments on work passion

Passionate employees are essential for organisational success as they foster higher performance and exhibit lower turnover or absenteeism. While a large body of research has investigated the consequences of passion, we know only little about its antecedents. Integrating trait interaction theory with trait activation theory, this paper examines how personality traits, i.e. conscientiousness, agreeableness, and neuroticism impact passion at work across different job situations. Passion has been conceptualized as a two-dimensional construct, consisting of harmonious work passion (HWP) and obsessive work passion (OWP). Our study is based on a sample of N = 824 participants from the myPersonality project. We find a positive relationship between neuroticism and OWP in enterprising environments. Further, we find a three-way interaction between conscientiousness, agreeableness, and enterprising environment in predicting OWP. Our findings imply that the impact of personality configurations on different forms of passion is contingent on the job environment. Moreover, in line with self-regulation theory, the results reveal agreeableness as a “cool influencer” and neuroticism as a “hot influencer” of the relationship between conscientiousness and work passion. We derive practical implications for organisations on how to foster work passion, particularly HWP, in organisations.

How well do covariates perform when adjusting for sampling bias in online COVID-19 research? Insights from multiverse analyses

COVID-19 research has relied heavily on convenience-based samples, which-though often necessary-are susceptible to important sampling biases. We begin with a theoretical overview and introduction to the dynamics that underlie sampling bias. We then empirically examine sampling bias in online COVID-19 surveys and evaluate the degree to which common statistical adjustments for demographic covariates successfully attenuate such bias. This registered study analysed responses to identical questions from three convenience and three largely representative samples (total N = 13,731) collected online in Canada within the International COVID-19 Awareness and Responses Evaluation Study ( www.icarestudy.com ). We compared samples on 11 behavioural and psychological outcomes (e.g., adherence to COVID-19 prevention measures, vaccine intentions) across three time points and employed multiverse-style analyses to examine how 512 combinations of demographic covariates (e.g., sex, age, education, income, ethnicity) impacted sampling discrepancies on these outcomes. Significant discrepancies emerged between samples on 73% of outcomes. Participants in the convenience samples held more positive thoughts towards and engaged in more COVID-19 prevention behaviours. Covariates attenuated sampling differences in only 55% of cases and increased differences in 45%. No covariate performed reliably well. Our results suggest that online convenience samples may display more positive dispositions towards COVID-19 prevention behaviours being studied than would samples drawn using more representative means. Adjusting results for demographic covariates frequently increased rather than decreased bias, suggesting that researchers should be cautious when interpreting adjusted findings. Using multiverse-style analyses as extended sensitivity analyses is recommended.

Trait Activation Theory: A Review of the Literature and Applications to Five Lines of Personality Dynamics Research

Extending interactionist principles and targeting situational specificity of trait–performance linkages, trait activation theory (TAT) posits personality traits are expressed as valued work behavior in response to trait-relevant situational cues, subject to constraints and other factors, all operating at the task, social, and organizational levels. Review of 99 key sources citing TAT spanning 2011–2019 reveals diverse applications (e.g., bidirectionality, trait specificity, team building) and an overall 60% significance rate for 262 TAT-based moderator effects reported in 60 of 75 empirical studies. Applying five key aspects of TAT (e.g., behavior/performance distinction, need-based motivation) to five lines of personality dynamics research (e.g., personality states, self-regulation models of motivation) supports TAT as a vehicle for advancing understanding of within-person variability over brief and extended timelines. Critical research needs include personality-oriented work analysis, longitudinal study of trait-situation processes, trait activation in teams, within-job bidirectionality, and situation relevance as a unifying principle in advancing person–workplace fit.

Applied personality psychology: lessons learned from the IWO field

The industrial, work, and organizational (IWO) psychology domain might corroborate on new insights developed within the fundamental personality area, but also, vice versa, the personality field should also build upon applied research on individual differences. It is our conviction that these two fields developed too independently in the past. A selective number of issues and themes that cross the personality–IWO bridge are discussed that can be addressed in future research or implemented in professional practice, including processes explaining trait–performance relationships, trait assessment in the workplace, variable versus person centred approaches towards personality description, personality of teams and groups, and finally maladaptive personality functioning. Copyright © 2003 John Wiley & Sons, Ltd.

Assessing Aberrant Personality in Managerial Coaching: Measurement Issues and Prevalence Rates across Employment Sectors

The convergent and discriminant validity of two methods to assess a broad spectrum of aberrant personality tendencies was examined in a large sample of managers who were administered the NEO–PI–R (N = 11 862) and the Hogan Development Survey (N = 6774) in the context of a professional development assessment. Five–Factor Model (FFM) aberrant compounds, defined as linear combinations of NEO–PI–R facets, converged for the antisocial, borderline, histrionic, avoidant and obsessive–compulsive tendencies with their respective Hogan Development Survey counterparts. Alternative linear FFM combinations did improve convergent results for the schizoid and obsessive–compulsive pattern. Risk for various aberrant tendencies was roughly equal across different employment sectors, with a higher prevalence of borderline, avoidant and dependent tendencies in the legal and more histrionic tendencies in the retail sector. Adopting FFM aberrant compound cut–offs developed for coaching purposes to flag at risk individuals showed that 20% to 25% of all managers qualified for at least one and 10% to 15% were flagged as at risk for two or more aberrant tendencies. The theoretical implications and the repercussions of this research for the design of professional development and coaching trajectories are discussed. Copyright © 2013 European Association of Personality Psychology

The role of the Big Five personality factors in vigilance performance and workload

Using the five‐factor personality model, the present study explored the influence of personality factors on sustained attention and perceived workload. Ninety‐six college‐aged participants were administered a 12 minute vigilance fast event rate task. Following the vigil, participants were asked to first, rate their perceived workload of the task using the NASA‐TLX, and then second, complete the NEO‐PI‐R personality inventory. Traditional measures of hits, false alarms, and reaction times were examined as well as the signal detection indices of perceptual sensitivity and response bias. Extraversion correlated with false alarms (r = 0.181; eta2 = 0.055) and conscientiousness correlated with both false alarms (r = −0.275, eta2 = 0.097) and perceptual sensitivity (r = 0.227, eta2 = 0.052). With regard to perceived workload, neuroticism was related to perceived frustration (r = 0.238, eta2 = 0.057). The findings are discussed in terms of theoretical implications, impact of task parameters, and practical applications. Copyright © 2002 John Wiley & Sons, Ltd.

How Our Work Influences Who We Are: Testing a Theory of Vocational and Personality Development over Fifty Years

This study examines the developmental influences of occupational environments on personality traits from childhood to adulthood. We test aspects of a theory of vocational and personality development, proposing that traits develop in response to work experience following corresponsive and noncorresponsive mechanisms. We describe these pathways in the context of situations of vocational gravitation and inhabitation. In a sample from the Hawaii personality and health cohort (N = 596), we examined associations of childhood and adulthood personality traits, with occupational environments profiled on the RIASEC model. Mediations tests confirmed that work influenced personality development from childhood to adulthood for Openness/Intellect. We observed multiple reactivity effects of occupation environments on adulthood traits that were not associated with corresponding selection effects.

Five-Factor Personality Traits and RIASEC Interest Types: A Multivariate Meta-Analysis

Determining the relationships between five-factor model (FFM) personality dimensions and Realistic, Investigative, Artistic, Social, Enterprising, and Conventional (RIASEC) types is important for counselors and clients during the career choice process. There have been mixed findings regarding this relationship, necessitating this research. The purpose of this study was to determine the relationship between the FFM and RIASEC interest types employing a multivariate meta-regression meta-analysis. Thirty-four studies with 43 independent samples comprising 19,872 participants were employed. Moderator variables included mean age, country of sample, publication year, and FFM and RIASEC Measurement Scales. Estimated correlations between FFM and RIASEC scores ranged from −.08 to .36 suggesting that personality and interests are more distinct constructs than previously thought. FFM Measurement Scales and RIASEC scores by country of sample are important moderating variables in the FFM-RIASEC relationship. The findings have important implications for counseling and research.

Age and Gender Differences in the Variability of Vocational Interests

Gender- and age-related differences in the variability of various human attributes and abilities have been investigated. This article investigates the age and gender differences in the variability of Holland’s six vocational dimensions with a sample including 1,519 participants, divided into four age groups: early adolescence (12–15 years old), adolescence (16–20 years old), young adulthood (21–30 years old), and adulthood (31–59 years old). The results showed nontrivial differences in the variability of vocational interests across gender and age groups alike. Although significant differences in variability were observed for all vocational interest dimensions except investigative, the most pronounced differences in variability across age and gender were observed for realistic and conventional dimensions. Generally, the observed differences in variability were larger in adolescence than in adulthood. Overall, vocational interests displayed less differentiation within the younger age groups (early adolescence and early adulthood) as compared to adulthood.

Die Rolle von Fähigkeit, Persönlichkeit und Interesse bei derEntscheidung zwischen Schule und Berufsausbildung

Zusammenfassung. Eine bedeutende Bildungsentscheidung, die von Jugendlichen getroffen werden muss, ist die zwischen dem Übergang in die höhere Bildung oder dem Beginn einer Berufsausbildung. Um herauszufinden, wie Fähigkeiten, Persönlichkeitsmerkmale und Interessen mit dieser Entscheidung zusammenhängen, wurden 358 Jugendliche der 8. Schulstufe untersucht. Pfadanalysen modellierten die direkten und indirekten Zusammenhänge mit der Entscheidung Schule vs. Ausbildung. Ein hoher Zusammenhang wurde mit der Schulleistung gefunden: Je besser die Schulnoten waren, desto eher wurde zugunsten der Schule entschieden. Die Schulleistung wiederum mediierte den Zusammenhang zwischen Intelligenz (mittlerer Effekt) sowie Gewissenhaftigkeit (kleiner Effekt) und der Entscheidung Schule vs. Ausbildung. Außerdem hingen bestimmte berufliche Interessendimensionen direkt und indirekt mit der Entscheidung Schule vs. Ausbildung zusammen – teils unterschiedlich für Mädchen und Jungen. Die Ergebnisse deuten darauf hin, dass auch bei dieser Bildungsentscheidung Fähigkeiten, Persönlichkeitsmerkmale und Interessen berücksichtigt werden sollten.

An Investigation of Big Five Personality Traits and Career Decidedness Among Early and Middle Adolescents

Big Five personality traits were analyzed in relation to career decidedness among adolescents in middle and high school. Participants were 248 7th-grade, 321 10thgrade, and 282 12th-grade students. As hypothesized, Conscientiousness was positively and significantly correlated with career decidedness in all three grades. Openness and Agreeableness were found to be positively related to career decidedness for these middle and high school students. Emotional Stability was positively, significantly related to career decidedness for the 12th-grade sample. There were no significant differences in correlational results for males versus females. No significant mean differences in career decidedness were observed between the three grades. Results are discussed in terms of implications for future research and career development efforts.

An Investigation of Personality Traits in Relation to Career Satisfaction

We examined personality traits in relation to career satisfaction and job satisfaction for 5,932 individuals in career transition. Personality traits were related to career satisfaction and job satisfaction in the total sample and 14 separate occupational groups. Regression analyses revealed three personality traits consistently related to career satisfaction: emotional resilience, optimism, and work drive in initial and holdout samples as well as in all 14 occupational groups, accounting for an average of 17% of career satisfaction variance. Personality traits correlated with career satisfaction included the Big Five traits of conscientiousness, extraversion, and openness and other, narrower traits, such as assertiveness, customer service orientation, and human managerial relations orientation. Results were discussed in terms of Holland's general personal competence factor, Goleman's emotional intelligence, career adaptation, and the nomothetic span of personality constructs. Also discussed were study limitations, suggestions for future research, and practical implications for career counseling.

The personality of managers in Britain: gender and sector differences

Purpose

– The purpose of this paper is to investigate the relationship between the big-five personality traits and employees’ chances to become managers, paying particular attention to gender and sector differences.

Design/methodology/approach

– Using longitudinal data from the British Household Panel Survey, covering the period 1991-2008, the authors estimate multivariate logistic regression models for the propensity of individuals to take up a managerial role.

Findings

– The findings confirm that Extraversion, Openness, and Conscientiousness are generally positively associated with the propensity of individuals to become managers. In contrast, Agreeableness and Neuroticism exert a negative influence. However, these associations are moderated by gender and they are contingent upon the specific contextual settings of sectors across the economy.

Practical implications

– The study has practical implications for the design and implementation of well-targeted selection, recruitment, and career coaching strategies, which aim at matching individuals with specific personality traits to specific leadership/managerial roles.

Originality/value

– While the link between personality and leadership has been extensively researched, this study provides some of the first contextual evidence on whether personality can explain the gender gap in managerial roles across different sectors.

Intraindividual Personality Profiles Associated With Realistic Interests

Investigations of the link between the Big Five personality traits and vocational interests have typically found no consistent relationships between personality traits and Realistic interests. The present article uses intraindividual criterion profile analysis in two studies to identify patterns in the relationships between personality traits and Realistic interests not found by previous investigations. In the first study, personality scores from two inventories were used to predict Realistic overall, basic, and occupational interests for 574 adults. Realistic–Producing interests were driven by high intraindividual Openness and low Extraversion. Realistic-Adventuring interests were marked by low intraindividual Agreeableness and high Extraversion. The Intellect aspect of Openness, not the Experiencing aspect, drove the Openness–Producing relationship. In the second study, reanalysis of 19 additional samples from the literature confirmed the important role of Openness to Intellect, but not Experiencing, in driving Producing interests. Gender moderated profile pattern shapes. Generally, personality profile pattern, not absolute levels of traits, drove the validity of personality traits in explaining Realistic vocational interests.

Relational Behavior of Leaders

Organizational researchers widely acknowledge that positive relational behavior is associated with leadership effectiveness. In this exploratory study, we seek to extend previous research examining contextual factors that influence leadership style based on the characteristics of person–vocation fit. Using information derived from a 360° assessment that included one’s top managers, peers, and subordinates ( N = 934), we find that leaders working in settings that attract Holland’s Social (S) types demonstrate more positive relational behavior than those who work in Realistic (R) type work settings. Our research also indicates that the relationship between leadership style and perceived effectiveness varies based on the work interests shared by individuals who are attracted to different vocational settings. One style of leadership does not fit all work contexts, and the person–vocation fit framework can help explain what comprises effective leadership style in different contexts.

Relações entre tipos de interesse ocupacional e bases psicológicas de comprometimento organizacional

Os interesses ocupacionais são correlatos importantes de comportamentos e atitudes relacionadas à carreira. Porém, não foram devidamente investigadas as relações entre preferências ocupacionais e atitudes direcionadas à organização empregadora. Esta pesquisa investigou a relação entre interesses ocupacionais e comprometimento organizacional. Foram utilizadas as categorias de interesses descritas por Holland (realista, investigativo, artístico, social, empreendedor e convencional) e o modelo tridimensional do comprometimento organizacional de Meyer e Allen (dimensões afetiva, normativa e instrumental). Uma amostra de 119 homens e 74 mulheres com graduação superior em diversas áreas, idades entre 26 e 57 anos, empregados em organizações da iniciativa privada na região sul do Brasil, participou do estudo. O interesse empreendedor foi associado a maior comprometimento de base afetiva. E o comprometimento instrumental foi mais elevado em trabalhadores com interesses artísticos e investigativos. Sugere-se que diferenças de personalidade e valores de carreira relacionados a interesses ocupacionais favorecem atitudes mais instrumentais ou mais afetivas para com a organização empregadora.

Five-Factor Model of Personality, Work Behavior Self-Efficacy, and Length of Prior Employment for Individuals With Disabilities

With the continued lower employment rate for persons with disabilities, researchers are focusing more on barriers to employment that reach beyond functional impairment. Personality and self-efficacy have consistently been important factors when considering employment outcomes for persons without disability; less is known about these factors as they relate to job tenure in samples of people with disabilities. A sample of 56 individuals eligible for vocational rehabilitation services was used to investigate the relationship among personality, work behavior efficacy, and length of prior employment. Results of this study revealed that work behavior efficacy and personality are related to length of prior employment. Personality was found to account for a significant amount of variance in work behavior efficacy, and personality was a stronger predictor of length of prior employment over work behavior efficacy. Specifically, the personality trait openness significantly contributed to length of prior employment, and openness and neuroticism significantly contributed to length of prior employment among persons with low education. A discussion of the dynamic nature of personality as it relates to persons with disabilities and employment is included.

A NEO-PI-R short form for older adults

This article reports on the construction and examination of a 120 item version (NEO-PI-R-SF) of the Dutch/Belgian NEO-Personality Inventory-Revised (NEO-PI-R). The item selection was based on criteria of appropriateness for older adults and psychometric contribution. The factor structure of the NEO-PI-R-SF proved highly equivalent to the parent instrument, indicating concordant validity. Coefficients alpha were generally lower due to the reduction of items. When assessed in a new sample of older adults (N=794), the factor structure of the NEO-PI-R-SF proved replicable, except for the facet scales A1: Trust and A3: Altruism. Coefficients alpha for the domain scales were satisfactory, while the coefficients alpha for the facet scales were marginal to satisfactory and below those found in two adult samples (N=1305 and N=682). It was concluded that the NEO-PI-R-SF may be a time-saving alternative for research when a fine-grained description of personality among older adults is required.

Construção de uma escala de empregabilidade: definições e variáveis psicológicas

A empregabilidade pode ser compreendida como a junção de competências, habilidades e variáveis psicológicas utilizadas para conquistar e manter um trabalho ou um emprego. O presente trabalho apresenta alguns resultados obtidos no processo de construção de uma escala de empregabilidade, que reuniu diversas variáveis de cunho psicológico relativas ao tema. A amostra contou com 628 estudantes universitários, de ambos os sexos, dos cursos de administração, engenharias e psicologia de instituições públicas e privadas do Estado de São Paulo. A escala inicial, que continha 88 itens referentes a onze fatores/variáveis, foi aplicada coletivamente, em uma escala tipo Likert de quatro pontos. Os resultados obtidos permitiram redefinir a escala, obtendo-se 57 itens, dispostos em quatro fatores/variáveis denominados: eficácia de busca; dificuldade de busca; otimismo; e responsabilidade/decisão. Os valores estatísticos foram suficientes para confirmar a fidedignidade da escala e, consequentemente, para indicá-la para estudos futuros.

An Analysis of the Relation between Personality and the Attractiveness of Total Rewards Components

This study examines the links between personality and the relative attraction of various total rewards components. A survey approach is adopted, with 967 individuals completing a questionnaire. These individuals are currently employed. Results show that, after controlling for the effects of several demographic variables, “Big-Five” personality traits do affect individuals’ attraction to the following total rewards components: quality of work and of social relationships, development and career opportunities, variable pay, indirect pay, flexibility of working conditions, and prestige. Among Big-Five personality traits, openness to experience best predicts the relative importance employees give to the various total rewards components.

PERSONALITY AND MOTIVATIONS FOR PLAYING ONLINE GAMES

Using the five-factor model of personality and a previously theorized motivation typology, the authors investigated the relationship between personality and motivation for playing online games. The results indicated that openness was positively related to discovery and roleplaying motivation, and conscientiousness was positively related to escapism motivation. In addition, extraversion was positively related to teamwork motivation, and agreeableness was positively related to advancement motivation. However, neuroticism was negatively related to teamwork motivation. These findings have several implications and could provide further research directions.