Does your work make you a workaholic? Situational triggers and chronic enhancers of state workaholism

Purpose – The purpose of this paper is to assess the relative importance of personality and organizational climate for two forms of heavy work investment; workaholism, a “bad” and work engagement, which represents a “good” kind of heavy work investment. More specifically, it is hypothesized that workaholism is positively related to neuroticism (H1) and that work engagement is negatively related to neuroticism and positively to the remaining Big Five personality traits (H2). In addition it is hypothesized that workaholism is positively related to an overwork climate (H3), whereas work engagement is positively related to an employee growth climate (H4). Design/methodology/approach – An online survey was conducted among a sample of the Dutch workforce (n=1,973) and the research model was tested using structural equation modeling. Findings – It appeared that, in accordance to H1 and H2, particularly neuroticism is related to workaholism, while all personality traits are related to work engagement (predominantly openness to experience and neuroticism). Moreover, and also in accordance with the hypotheses, workaholism is exclusively related to an overwork climate (and not to a growth climate), whereas work engagement is exclusively related to an employee growth climate (and not to an overwork climate). Originality/value – For the first time the simultaneous impact of personality and organizational climate on two different forms of heavy work investment is investigated. Since no interaction effects have been observed it means that of personality and organizational climate have an independent but also specific impact on both forms of heavy work investment.

We use trait activation and psychological contracts theories to build the argument that narcissism is a personality trait that will manifest itself in the form of exit and neglect when employees experience psychological contract violation. To test our hypotheses, we surveyed 262 employees from a wide array of industries working in different organizations at two points in time. Our results indicate that violation moderated the relationship between narcissism and exit such that narcissistic employees who experienced high levels of violation had higher levels of exit. However, we did not find support for our prediction regarding neglect. The findings suggest that the importance of narcissism at work may be contingent on the situation. Our study contributes to research on narcissism in the workplace, trait activation theory, and the role that individual differences play in shaping employee responses to psychological contract violation.

PurposeEmployees’ personalities towards occupational outcomes have significantly gained academic attention. Personality traits (PTs) of employees as the determinant of corporate entrepreneurship (CE) outcomes research domain is emerging. This paper aims to assess extraversion PT activation for CE outcome under the problem-solving conflict handling style (CHS) situational cue.Design/methodology/approachThe survey was conducted in automotive manufacturing firms in Pakistan for cross-sectional data collection. Structural equation modelling was used to assess the hypothesised theoretical model from 376 employees.FindingsResults revealed a positive and significant impact of extraversion on CE. Also, employees with high extraversion traits were found to prefer the problem-solving style in managing workplace conflicts. The extraversion trait was also found to be activated under the situational cue of the problem-solving style.Practical implicationsThe present study draws implications on person-job fit conceptions at the workplace while hiring, promoting and appointing employees. Personality assessment at the workplace is still in infancy in developing countries. The benefits of employees’ personalities can positively impact organisational performance measures like CE.Originality/valueThe present study has proposed the theoretical model based on Trait Activation Theory (TAT) and contributed theoretically through empirically testing the theoretical model by investigating the employees’ CHS role in activating their PTs towards the CE outcomes. Theoretically, using TAT conceptualisations in entrepreneurship and CE is novel as previous knowledge on PTs activation towards CE outcomes is non-existent. CHS as situational cues will attract social science researchers towards studying its role in various predictor outcome links across multiple work settings.

Purpose Research in the field of intrapreneurial behaviour (IB) is developing in terms of the personality results of employees in various occupations. An important developing field is the study of how personality traits (PTs) influence occupational results. While previous theories like situationism focus on the impact of situations, the role of situations as a catalyst for personality in the context of IB has not been explored. Theories like person-job fit have also established the personality-job resemblance for performance measures. This paper aims to conceptualize the activation of PTs for IB responses from employees using trait activation theory (TAT). Design/methodology/approach The TAT explains the personality-triggering effect in diverse situations for performance measures. Plenty of research studies have established IB of employees as a performance measure at the individual level that further rejuvenates organisational performance measures. The current study aims to conceptualise how personality and situational factors interact to affect IB outcomes in firms using the TAT. Employees in different occupations utilise personality coherent conflict handling styles (CHS) to manage conflict situations, which might serve as situational cues to activate personality effects in employees engaged in IB. Findings A theoretical framework for understanding how situational cues activate PTs for IB development has been proposed in this study. Practical implications The findings of the study have repercussions for pedagogy and the practices that are currently used in human resource management. Originality/value The study concludes with a series of propositions by arguing and supporting literature on existing conceptions of the trait activation process. Attempting to advance the conceptualisation of TAT, the study also offered implications for theory, pedagogy and practice regarding the relationship between PTs, CHS and IB.

Review question/objective: The objective of this review is to identify and synthesise current evidence on workplace cultural and climatic factors that influence the daily work of nurses in an acute health care setting Types of intervention(s)/phenomena of interest: This review will consider the experiences of Registered Nurses in busy acute care facilities, in regard to values, beliefs, attitudes, artefacts, rituals, routines and traditions that impact on nursing workloads. In addition, to this cultural aspect, the experiences of climate factors that include clinical governance, inter-professional relationships, collegiality, workplace support, non-nursing duties, organisational structure and processes, work redesign, work flow, nursing roles and demands on nurses practice context that influence nurses workloads, will be included. Patient clinical care factors will be excluded. Types of outcomes: This review will consider studies that include experiences of Registered Nurses of specific cultural and climatic factors that influence Registered Nurses' daily workloads in an acute care facility.

The Registered Nursesʼ experiences of workplace culture and workplace climatic factors as influences on nursing workloads: A systematic review

The article explores the relationship between personality traits, organisational climate, and administrative effectiveness, focusing on how these factors interact to shape organisational performance. The Five-Factor Model (Big Five) of personality is used to analyse the impact of specific traits on key dimensions of administrative effectiveness, such as efficiency, decision-making quality, and staff satisfaction. Organisational climate plays a significant role in shaping administrative effectiveness, with positive and negative climates fostering high productivity and employee morale. Positive climates, characterised by good communication, lack of support, and managerial incompetence, hinder performance and lead to high turnover rates. The article analyses the impact of organisational climate on various aspects of administrative practice, including employee motivation, communication patterns, and resource allocation. The research also explores the synergistic effects between personality traits and organisational climate, highlighting how individual characteristics can either enhance or mitigate the impact of the organisational environment on administrative effectiveness. The article presents a systematic literature review, synthesis report, and document analysis on the relationship between personality traits, organisational climate, and administrative effectiveness. The review identifies research gaps and highlights the correlation between traits like openness to experience and conscientiousness with effective administrative practices. The article concludes with practical implications for organisations, suggesting using assessment tools to identify personality traits and organisational climate characteristics, implementing training programs to develop individual strengths, and revising organisational policies to create a culture that values diverse personality traits and promotes employee well-being. The article explores the relationship between personality traits, organisational climate, and administrative effectiveness, focusing on how these factors interact to shape organisational performance. The Five-Factor Model (Big Five) of personality is used to analyse the impact of specific traits on key dimensions of administrative effectiveness, such as efficiency, decision-making quality, and staff satisfaction. Organisational climate plays a significant role in shaping administrative effectiveness, with positive and negative climates fostering high productivity and employee morale. Positive climates, characterised by good communication, lack of support, and managerial incompetence, hinder performance and lead to high turnover rates. The article analyses the impact of organisational climate on various aspects of administrative practice, including employee motivation, communication patterns, and resource allocation. The research also explores the synergistic effects between personality traits and organisational climate, highlighting how individual characteristics can either enhance or mitigate the impact of the organisational environment on administrative effectiveness. The article presents a systematic literature review, synthesis report, and document analysis on the relationship between personality traits, organisational climate, and administrative effectiveness. The review identifies research gaps and highlights the correlation between traits like openness to experience and conscientiousness with effective administrative practices. The article concludes with practical implications for organisations, suggesting using assessment tools to identify personality traits and organisational climate characteristics, implementing training programs to develop individual strengths, and revising organisational policies to create a culture that values diverse personality traits and promotes employee well-being.

In order to secure a competitive advantage, organizations need to consider deadlines when pursuing goals and tasks. In such work environments and atmospheres, effective leadership is crucial in managing organizational time resources carefully and minimizing job stress among members.
 This study empirically confirmed the mechanism by which perceived organizational time urgency climate mediated by time pressure affects job stress, based on social information processing theory and the job demands-resources theory. To accomplish this, a survey was conducted on military officers in a mechanized unit of the South Korean Army, and a final sample of 342 participants was analyzed after excluding 37 untruthful respondents from the original sample of 379 respondents with varying ranks and lengths of service. Descriptive statistics, correlation analysis, and reliability tests were conducted using SPSS 24, and the validity of variables and model fit were examined through confirmatory factor analysis using AMOS 24. Additionally, hierarchical regression analysis was performed using SPSS 24 to verify the relationships among variables Existing research on time has primarily focused on the relationship between individual personality traits, individual behavior, and performance in organizations. Additionally, various studies have been conducted on organizational climate, but research specifically related to organizational time urgency climate has been limited. Therefore, it is necessary to consider not only positive outcomes but also negative outcomes from a cognitive perspective on time urgency. Furthermore, the need for research on how employee time-based personality traits moderate the impact on themselves has been raised. The empirical analysis revealed that there is a positive relationship between organizational time urgency climate, time pressure, and job stress. Additionally, the mediating effect of time pressure in the relationship between organizational time urgency climate and job stress was significant. Moreover, there was a positive moderating effect of employee' time urgency in the relationship between organizational time urgency climate, time pressure, and job stress.
 This study contributes to expanding leadership theories by examining the negative impact of the temporal characteristics of organizational climate on members. Previous research on time urgency has mainly focused on individual or leader-centric perspectives, but this study complements it by offering important theoretical implications on how the outcomes related to organizational time urgency climate can extend to individuals from an employee-centric perspective. Furthermore, this study addresses the limitations of previous literature on boundary conditions (employee' time urgency) and provides practical implications, such as creating an environment to mitigate the negative effects of organizational time urgency climate.

We extend prior research by examining whether, and how, applicant–employee fit in the personality traits of conscientiousness, agreeableness, and extraversion affect organizational attractiveness. We test hypotheses based on similarity‐attraction theory and trait activation theory. Results from two studies indicate that applicants high in valued traits are more attracted to organizations when employees are more similar to them in those personality traits, whereas employees’ trait levels do not affect attraction for applicants low in valued traits. The effects of objective applicant–employee fit in personality on attractiveness were mediated by perceived applicant–employee fit. The pattern of the observed applicant–employee fit interactions was best predicted by trait activation theory and, thus, provide an important extension to similarity‐attraction theory.

PropósitoSiguiendo la Teoría de la Activación del Rasgo, el estudio tiene como objetivo arrojar luz sobre la influencia de los rasgos de la personalidad de los turistas en su comportamiento de codestrucción de valor en el “turismo de venganza”, considerando el efecto moderador del riesgo percibido como el factor de entorno.Diseño/metodología/enfoqueEn primer lugar, se realizó un estudio piloto (n = 204) para comprobar la fiabilidad de la escala de medición y eliminar los ítems inadecuados. Posteriormente, se utilizó un método de muestreo de conveniencia para la recogida de datos de la encuesta principal entre personas (n = 330) que tuvieran, al menos, una experiencia de viaje tras la finalización de las restricciones turísticas derivadas del COVID-19. Para la evaluación del marco teórico propuesto se utilizó el análisis factorial confirmatorio y los modelos de ecuaciones estructurales.HallazgosLos resultados del análisis de ecuaciones estructurales muestran que tanto la resiliencia como el altruismo de los turistas redujeron su comportamiento de codestrucción de valor. Además, se ha comprobado que el riesgo percibido modera la relación entre el altruismo y el comportamiento de codestrucción de valor. A medida que aumenta el riesgo percibido se debilita el impacto negativo del altruismo en el comportamiento de codestrucción de valor.Originalidad/valorRecientemente se ha destacado que la codestrucción de valor es un obstáculo clave para el desarrollo de la industria turística. Este estudio examina el comportamiento de codestrucción de valor siguiendo la Teoría de la Activación del Rasgo. Los resultados del estudio pueden proporcionar nuevos conocimientos sobre cómo mitigar la codestrucción de valor, lo que contribuiría a la preparación de la gestión de futuras crisis turísticas, como la próxima pandemia.

To examine the relationship between moral courage, personality traits and organisational climate among nurses. A cross-sectional, descriptive-analytical study. A total of 264 nurses from three hospitals in Semnan, Iran, participated in the study. Stratified random sampling was used, and data were collected in summer and autumn 2024 through the Moral Courage Scale, Organisational Climate Scale and Personality Traits Inventory. Data analysis was conducted using SPSS 26. Moral courage was positively associated with a supportive organisational climate. A weak inverse relationship was noted with agreeableness, while other personality traits showed no notable influence. Moral courage was more prevalent among married nurses, supervisors and those with permanent contracts. A positive organisational climate enhances nurses' moral courage, emphasising the need to foster supportive work environments. While agreeableness may slightly inhibit moral courage, other personality traits did not show a significant effect. Understanding the contributors to moral courage can assist healthcare institutions in developing training and policies that empower nurses to act ethically and confidently in challenging situations, ultimately improving care quality. Problem addressed: The study explores the relationship between moral courage, personality traits, and organisational climate among nurses in clinical settings. Organisational climate significantly impacts moral courage, while most personality traits do not play a major role. Where and on whom will the research have an impact? These findings can inform hospital leaders, educators, and policymakers in shaping ethics-centred strategies to support nurses in clinical settings. This study adheres to EQUATOR guidelines for cross-sectional studies. This study did not include patient or public involvement in its design, conduct or reporting.

PurposeThe purpose of this study is to investigate how the congruence between predecessor and successor personality traits (PTs) with the values of their small family business (SFB) contributes to a successful succession transition across generations.Design/methodology/approachThe conceptual model method was employed in this investigation, which describes an entity and identifies issues that should be considered in a study (MacInnis, 2011). It involves a form of theorizing that seeks to create a nomological network around the focal concept, to examine and detail the causal linkages and mechanisms at play (Delbridge and Fiss, 2013).FindingsDrawing on the trait activation theory (TAT), this study conceptualizes that the congruence of the successor's PTs with those of the predecessor, as well as the values, transitions and nature of the assigned task, activates the successor's PTs and motivates him to work diligently for a successful succession transition while preserving the business's core values established by the founder.Research limitations/implicationsThis study is an eye-opener for strategists and SFB predecessors to ponder the successor's PTs disparities across generations. Additionally, it urges them to consider the congruence of SFB's values and nature of operations with the successor's PTs for successful succession transition. Thus, such awareness may contribute to stabilizing the SFB's survival rate.Originality/valueThis study contributed to the existing literature by answering how predecessor’s and successor's PTs congruence and SFB's values and nature of operations congruence with their PTs may contribute to successful succession transition across generations. This study contributed to the TAT by thematically explaining the organizational cues to bridge a relationship between entrepreneurial personality traits (EPT) and succession success of SFBs.

Purpose This study seeks to investigate the influence of personality traits of casino dealers on work engagement (WE), organizational commitment (OC) and customer orientation (CO) within the hospitality sector. To this end, this study investigates the relationship between dealers’ personality traits in the casino industry and the manifestation of customer-oriented behaviors by applying the frameworks of trait activation theory (TAT) and self-determination theory (SDT). This study specifically explores the influence of personality traits on customer-oriented behaviors, while considering the mediating roles of WE and OC as well as examining the moderating effect of job satisfaction (JS). Design/methodology/approach A survey was administered to casino dealers, with a sample size of 317 participants. The data collected were analyzed using structural equation modeling. Confirmatory factor analysis was conducted to assess the validity of the research model, while mediation and moderation effects were evaluated through non-parametric bootstrap methods and K-means clustering analysis. Findings Openness significantly influenced both WE and OC, while agreeableness had no significant effect. Neuroticism, extraversion and conscientiousness affected only WE. JS moderated the relationship between WE and CO. Dealers with high openness exhibited stronger engagement and commitment, which translated into increased CO. Practical implications Human resource managers should prioritize personality traits – especially openness – when recruiting for customer-facing roles. Tailored onboarding and training programs aligned with personality profiles and engagement levels can enhance CO and service quality, particularly in high-stress environments like casinos. Additionally, the moderating role of JS underscores the need for HRM strategies that actively promote job satisfaction in high-pressure service contexts. Originality/value This study represents the first empirical investigation to examine the mediating roles of WE and OC in the relationship between casino dealers’ personality traits and CO. Theoretically, it integrates TAT and SDT, providing a novel framework for understanding personality-driven performance in high-stakes environments. From an epistemological perspective, the study offers unique insights into how personality traits influence emotional labor and customer service dynamics within the hospitality sector, particularly under the specific pressures of casino settings. Practically, it offers actionable recommendations for human resource management by identifying key traits that enhance service quality, thereby informing targeted recruitment and training strategies for casino operators.

This study examines the structural relationships between individual's personality traits, perception of HRM practices, innovative climate and innovative work behavior based on the Trait Activation Theory (TAT) and Social Exchange Theory (SET). The main purpose of this study is to identify the significance of innovative climate as a mediator between individual's personality traits, perception of HRM practices and innovative work behavior. Individual's personality traits consist of openness to experience, conscientiousness, extraversion, agreeableness and neuroticism, perception of HRM practices consist of appropriate staffing and recruitment, a fair performance appraisal system, comprehensive training and development and competitive compensation. Innovative work behavior is measured in terms of creation, promotion and implementation. A quantitative approach is adopted to test the relationships. Questionnaires are used to gather data from 36 iron and steel companies of Tangshan in China, a total of 384 respondents participate in this study. The data are analyzed by using PLS algorithm and the bootstrapping procedure. Hierarchical Multiple Regression Analysis (HMRA) is used to examine (1) the relationship between individual's personality traits, perception of HRM practices and innovative climate; (2) the relationship between individual's personality traits, perception of HRM practices, innovative climate and innovative work behavior; and (3) the mediating role of innovative climate on the relationship between individual's personality traits, perception of HRM practices and innovative work behavior.

This study applies the viewpoint of Work Stress Theory to examine the influence among personality traits, job characteristics, organizational climate, work stress, social support and organizational commitment. This study use purposive sampling method selects from the employee of solar and LCD company in Tainan city. There are total 300 vaild samples and the effective response rate is 88.3%. Meanwhile, the empirical data was analyzed by descriptive statistics analysis, factor analysis, reliability analysis, validity analysis and regression analysis. The results of this study are as following: (1) The personality traits, job characteristics and organizational climate have a significant influence on the work stress. (2) The personality traits, job characteristics, organizational climate and work stress have a significant influence on the organizational commitment. (3) The mediating effects of work stress towards the personality traits can negatively affect organizational commitment. (4) The mediating effects of work stress towards the job characteristics can negatively affect organizational commitment.