Field Of Organizational Behavior Research Articles

Bibliometric analysis of the journal <i>Personnel Psychology</i> from 1948 to 2020

Personnel Psychology (PP) is a high impact journal providing original research covering the field of human resource management and organisational behaviour. Since its inception in 1948, the journal has earned a reputation among scholars and practitioners for its contribution in every dimension of people at work that includes personality-job-fit, employee-supervisor relationship, job performance, managing stress, etc. In this paper, bibliometric analysis has been performed to examine the productivity and influence of the journal from 1948 to 2020. The authors have analysed citation patterns, most influential articles published, most prominent authors, their affiliated institutions and country to explore the reach and diversity of the journal. The network analysis using VOSviewer has been deployed for science mapping analysis to determine the cluster of keywords through 'title abstract keyword', and bibliographic coupling of authors and their affiliated institutions.

Evaluating the reliability and validity of the measurement model of employer attractiveness

Employer attractiveness is an important concept that has attracted the attention of many scholars in the fields of human resource management and organizational behavior over the years. Several studies have been conducted in order to develop and activate conceptual connotations. Since it was first published in 2005 by Berthon, Ewing & Hah (2005), many authors have expanded and measured the scale under many different aspects. Inheriting from Reis, Braga & Trullen (2017), we have tested the model of measuring employer attractiveness with the addition of the authenticity component of the workplace. This study was designed through two phases to assess the reliability and validity of the employer's attractiveness scale with an updated and expanded version of Reis et al. (2017). In phase 1, a study with a sample of 204 employees working in different enterprises aimed to assess the reliability and validity of the components in the scale. In stage 2, the scale continues to be evaluated through a specific situation (survey samples are collected at a media company) to evaluate and compare the reliability and validity of the components when applying the scale to a hypothetical real-world situation. The results of the two-phase study show that the components of the employer’s attractiveness scale are reliable and valid.

Open innovation and organizational ambidexterity

PurposeThis study aims to examine the relationships among open innovation, organizational ambidexterity and firm performance. One important aspect of open innovation is that it enables a firm to develop its organizational ambidexterity capability and become more efficient in using this capability to improve its performance.Design/methodology/approachThe authors introduce a moderated mediation theoretical framework to reveal the bridging role of organizational ambidexterity in the effect of open innovation on firm performance. The theoretical model is empirically validated using survey data from 215 high-tech firms.FindingsThe authors find that open innovation plays a moderating role in the relationship between organizational ambidexterity and firm performance. Furthermore, organizational ambidexterity plays a significant mediating role in the relationship between open innovation and firm performance, and open innovation has a nonlinear, inverse U-shaped moderation effect on the relationship between organizational ambidexterity and firm performance.Research limitations/implicationsThis is one of the first studies to undertake a moderated mediation analysis by highlighting the mediating role of organizational ambidexterity and the moderating role of open innovation in influencing firm performance. The authors make a theoretical contribution to the field of open innovation and organizational behavior, and the authors provide concrete and feasible decision-making suggestions to decision makers adopting open innovation.Practical implicationsThe empirical results can help high-tech firm managers ascertain the organizational ambidexterity practices that can be employed and determine the level of open innovation to enhance firm performance.Originality/valueThis research provides new insights into whether and how firms can grasp the benefits of organizational ambidexterity to undertake open innovation activities. The findings not only contribute to advancing the mediating effect of organizational ambidexterity but also verify the inverse U-shaped moderation of open innovation in the relationship between organizational ambidexterity and firm performance.

Researching employee experiences and behavior in times of crisis: Theoretical and methodological considerations and implications for human resource management

Over the past 2 years, numerous empirical studies in the fields of human resource management, organizational behavior, and industrial, work, and organizational psychology have investigated employee experiences and behavior during the COVID-19 pandemic. The goal of this paper is to take a step back and to outline several theoretical and methodological considerations when researching employee experiences and behavior in times of crisis more generally. These insights may be useful when developing conceptual models, designing empirical studies, and managing people in the context of future crises. We first review theoretical approaches that could be applied to explain changes in employee experiences and behavior in times of crisis, including stress theories, theories of adjustment to work-related changes, career construction theory, event system theory, transition-adaptation theories, the crisis management and resilience framework, and the social identity model of identity change. Second, we outline methodological considerations and best practices regarding the research design of quantitative empirical studies, sampling, measurement, and analytic strategies. Throughout, we highlight empirical studies on employee experiences and behavior during the COVID-19 pandemic that have adopted these theoretical approaches and methodological best practices. We conclude with several suggestions for future theory development and empirical studies on employee experiences and behavior as well as human resource management in times of crisis.

Determinants of Individual Knowledge Innovation Behavior-A Perspective of emotion, Knowledge sharing, and Trust

With the upsurge of "emotional storm" in the field of organizational behavior, the studies on individual emotions in organizational context are rising. Especially the relationship between emotions and knowledge innovation has attracted much attention by scholars. In particular, individual emotions may exert great effect on knowledge innovation whereas the mechanism is still unclear. Based on the emotional event theory, this paper constructs a model which explores the interaction of positive and negative emotions with individual knowledge innovation. Based on questionnaire data analysis, the results show that knowledge sharing partly mediate the relationship between positive emotion and knowledge innovation as well as the relationship between negative emotion and knowledge innovation; team trust accentuates the relationship between positive emotion and knowledge innovation as well as the relationship between negative emotion and knowledge innovation. The above findings are helpful to clarify the impact mechanism of emotions on knowledge innovation.

Work–family conflict, family well-being and organizational citizenship behavior: a moderated mediation model

PurposeThis study aims to examine the consequences of work–family conflict and explore the mechanism by which it influences organizational citizenship behavior from the perspective of changes in and preservation of family well-being (emotional resources).Design/methodology/approachWork–family conflict has always been an important research topic in the field of organizational behavior; scholars have studied the relationship between it and organizational citizenship behavior from different perspectives. To better understand the mechanism of work–family conflict on organizational citizenship behavior, we use a longitudinal design and analyze the multi-stage matching data of 209 employees and their superiors from six cities in southern China. The authors construct a theoretical model based on the conservation of resources theory to explore the mechanism by which work–family conflict influences organizational citizenship behavior when taking employees’ family well-being as a mediator and work–family segmentation preference as the boundary condition.FindingsWork–family conflict has a significant negative effect on family well-being and this effect is moderated by work–home segmentation preferences. Work–family conflict also has a significant indirect effect on organizational citizenship behavior through family well-being and this indirect effect is enhanced by an increase in the level of preference for work–home segmentation.Originality/valueThis study enriches our knowledge of the moderating variables in the study of work–family relationships from the perspective of individual personality traits. It also provides a new perspective for the study of such relationships in the context of Chinese family culture.

A perspective on embracing emerging technologies research for organizational behavior

Purpose Emerging technologies are capable of enhancing organizational- and individual-level outcomes. The organizational behavior (OB) field is beginning to pursue opportunities for researching emerging technologies. This study aims to describe a framework consisting of white, black and grey boxes to demonstrate the tight coupling of phenomena and paradigms in the field and discusses deconstructing OB’s white box to encourage data-driven phenomena to coexist in the spatial framework. Design/methodology/approach A scoping literature review was conducted to offer a preliminary assessment of technology-oriented research currently occurring in OB. Findings The literature search revealed two findings. First, the number of published papers on emerging technologies in top management journals has been increasing at a steady pace. Second, various theoretical perspectives at the micro- and macro- organizational level have been used so far for conducting technology-oriented research. Originality/value By conducting a scoping review of emerging technologies research in OB literature, this paper reveals a conceptual black box relating to technology-oriented research. The essay advocates for loosening OB’s tightly coupled white box to incorporate emerging technologies both as a phenomenon and as data analytical techniques.

Organizational integrity and its impact on enhancing organizational performance through psychological capital: an analytical study on a sample of employees of the general company for the oil industry in maysan governorate

This research aims to know the impact of organizational integrity with its dimensions represented by (critical tasks, leadership supervision, focus on the process, focus on ensuring efficiency, human resource burden, communication and trust, education and continuous improvement, change) and its role in enhancing organizational performance in its dimensions represented by: (organizational, social) through psychological capital with its dimensions (self-efficacy, hope, optimism, and flexibility), in the general company for oil industry in Maysan governorate, as the research problem lies in the extent of the researched company’s interest in organizational integrity, the organization’s performance and psychological capital by deporting them. In addition to the extent of the relationship between them, and the importance of the research in diagnosing the impact of organizational integrity in its dimensions in enhancing the performance of the organization in its dimensions through psychological capital, and for the success of this research. A sample of employees in the general company for the oil industry in Maysan governorate was selected, and the researchers adopted on the questionnaire as a tool for data collection and to accomplish this research and achieve the objectives it seeks, (155) questionnaires were distributed, the researchers obtained (150) questionnaires, which are valid for statistical analysis. The statistical program (SPSS v.23) was used. The research reached a set of conclusions, the most important of which is that organizational integrity is one of the contemporary and important topics in the field of organizational behavior as a management philosophy used by organizations to achieve their goals.

Good listening: A key element in establishing quality in qualitative research

What is “good” qualitative research? Considerable literature articulates criteria for quality in qualitative research. Common to all these criteria is the understanding that the data gathering process, often interviews, is central in assessing research quality. Studies have highlighted the preparation of the interview guide, appropriate ways to ask questions, and especially the interaction between interviewer and interviewee. To a lesser extent, qualitative scholars mention the importance of the interviewer’s listening abilities in obtaining the interviewee’s cooperation. Based on results of listening studies in the fields of psychology and organizational behavior, we argue that good listening is crucial for assessing the quality of qualitative research, yet remains a blind spot in qualitative data gathering. Drawing on our experience as qualitative researcher and listening researcher, we present practices for enhancing good listening in qualitative research, thereby enabling researchers to calibrate themselves as research instruments and obtain richer data.

Do adaptable employees always display high performance? Dual roles of proactive behavior and self-construal

We examined a dual-path model to explain the opposite roles of career adaptability and organizational performance. We used a time-lagged survey of 53 supervisors and 327 employees in China to collect data. Results show that career-oriented proactive behavior mediated the negative effect of career adaptability on performance, and work unitoriented proactive behavior mediated the positive effect of career adaptability on performance. Moreover, the effects of career adaptability and career-oriented proactive behavior on performance were significant only for employees with high independent selfconstrual, and the effects of career adaptability and work unit-oriented proactive behavior on performance were significant only for employees with high interdependent self-construal. This study extends career construction theory in the organizational behavior field and has practical significance for the effective guiding of adaptable employees' contribution to organizational performance.

Career regret and career sacrifice: the less examined yet ever-present career experiences

This symposium explores career regret and career sacrifice – phenomena experienced by many individuals throughout the course of their working lives. Career regret is the feeling of wishing to undo a past decision made in one’s career, whereas career sacrifice involves a decision to give something up in one’s career. These related career experiences have both been relatively under-explored in the field of careers and organisational behaviour (Byington, Felps and Baruch, 2019). However, their prevalence and their potential to impact on the careers and well-being of career actors, especially in the current turbulent climate, calls for a better understanding of these phenomena. Scholars in this symposium have been united in their motivation to further understand these phenomena and their individual and organisational consequences The Remains of the Day: Dealing with Regret in Later Career Presenter: John Blenkinsopp; Newcastle Business School, Northumbria U. Presenter: Shuo Wang; Newcastle Business School, Northumbria U. Presenter: Olaolu Eniola; Newcastle Business School, Northumbria U. Regret’s consequences: The performance of Regret Workers Presenter: Alexandra Budjanovcanin; King's College London Presenter: Chris Woodrow; Henley Business School, U. of Reading Higher role performance… but higher partner self-sacrifice too. Does worker self-sacrifice pay off? Presenter: Michael Clinton; King's College London Unpacking career sacrifice: From prosocial benefits to regret Presenter: Jelena Zikic; York U. Presenter: Soodabeh Mansoori; York U., Toronto

Improving Millennial Employees' OCB: A Multilevel Mediated and Moderated Model of Ethical Leadership.

In the field of organizational behavior, the influence of leadership in organizations and the organizational citizenship behavior (OCB) of employees have always been two hot topics studied by scholars. However, previous studies have mainly examined the OCB of baby boomers and Generation Xers. With millennials now entering the workforce, they will highly likely not take the initiative to engage in OCB due to their different values. Scholars have found that millennials respond well to ethical leadership. Although this statement has a theoretical basis, empirical research regarding this topic is still insufficient. Thus, this study explores whether ethical leadership can effectively promote millennials’ OCB. Moreover, the mediating effect of group-level ethical climate and individual-level affective well-being, and the moderating effect of individual-level moral identity, were examined. The study hypotheses were verified based on 384 valid questionnaires collected from 61 teams using Mplus 8.3. The results showed that (1) ethical leadership was a positive predictor of millennials’ OCB; (2) ethical climate and affective well-being partially mediated the relationship between ethical leadership and OCB; and (3) moral identity moderated the relationship between ethical leadership and affective well-being and the indirect impact of ethical leadership on OCB. These findings provide empirical support for applying social learning theory, social information processing theory, and conservation of resources (COR)theory. This research also provides several managerial implications through which managers can more effectively improve the OCB of millennial employees.

Determinants of Individual Knowledge Innovation Behavior

With the upsurge of "emotional storm" in the field of organizational behavior, the studies on individual emotions in organizational context are rising. Especially the relationship between emotions and knowledge innovation has attracted much attention by scholars. In particular, individual emotions may exert great effect on knowledge innovation whereas the mechanism is still unclear. Based on the emotional event theory, this paper constructs a model which explores the interaction of positive and negative emotions with individual knowledge innovation. Based on questionnaire data analysis, the results show that knowledge sharing partly mediate the relationship between positive emotion and knowledge innovation as well as the relationship between negative emotion and knowledge innovation; team trust accentuates the relationship between positive emotion and knowledge innovation as well as the relationship between negative emotion and knowledge innovation. The above findings are helpful to clarify the impact mechanism of emotions on knowledge innovation.

Reciprocity in organizational behavior studies: A systematic literature review of contents, types, and directions

This study describes an attempt to develop an integrative model of reciprocity, specifically as it is used in the organizational behavior field. Three issues have been identified in the literature: (i) the overlap of different meanings for existing taxonomy of the norm of reciprocity; (ii) an underestimation of some aspects of reciprocity; and (iii) imprecise descriptions and predictions of constructs and behaviors inside the organizations. A systematic and rigorous literature review of the designated manuscripts is performed. Nine organizational constructs that use the norm of reciprocity as a critical mechanism to explain social relationships within the workplace have been identified. A comprehensive classification for the notion and features of reciprocity is offered, which helps deliver a precise and novel map of the field. Moreover, it isolates three main distinctions, namely contents of the acts that are given and received; the type of exchange; and the subjects to whom reciprocity is directed, offering a novel interpretative framework of the norm of reciprocity. This research tries to overcome the ambiguity that characterizes how reciprocity is defined, classified, and used in the organizational behaviors field. Finally, it analyzes how different organizational behavior constructs use the different notions and features of reciprocity. This endeavor helps to create a precise map of the field of organizational behavior through a novel framework highlighting underdeveloped areas for future research attention.

Development and Validation of Teachers’ Sense of Calling Scale

Sense of calling is an emerging construct in the field of psychology and organizational behaviour. There are a lot of studies, which have been conducted in Western countries, but there are still many parts of the globe where not many studies have been conducted. One probable reason for the deficient research in other parts of the globe could be attributed to the wording of existing scales. There is a need to develop new tools for measuring calling, which are subject specific. Calling is connected to a particular career domain. Therefore, studying the construct in a particular career domain like teaching can facilitate the research on sense of calling. But teachers’ sense of calling has received less research attention. This motivated us to develop a scale specifically for measuring teachers’ sense of calling. The scale is a 10-item, three-dimensional scale. Finally, implications and limitations of the study with some suggestions for future research are discussed.

The Mediating Role of Motivation Between Brand Citizenship Behavior and Employee Performance: A Study of Supervisors Perception

Purpose – The purpose of this research is to study the direct impact of brand citizenship behavior on employees’ performance, as well as its indirect effect, having intrinsic and extrinsic motivations as mediators, for employees working in international franchised branded organizations operating in Yemen. Design/methodology/approach – The research targeted supervisors that have subordinates under their supervision. They were asked to answer a survey questioner based on their observations of their subordinates’ behavior. 207 responses were accepted to participate in the research analysis, which was conducted using structural equational modeling. Findings – It has been found that there is a direct impact of brand citizenship behavior on employee performance. It was also found that intrinsic motivations have the only mediating role between brand citizenship behavior toward employee performance, on the other hand, no mediation role was found for extrinsic motivations. Discussion – This research has combined the branding field and organizational behavior field. It contributes to the internal brand management field besides employee performance management, by presenting insights to management in their internal branding strategies and employee motivators. On the other hand, it provides subordinates an overview of their supervisors’ perceptions.

The future of work: Remote work in the emerging new normal

What HRM structures and schedules are most likely to characterize the post-pandemic period? This paper, taking a multidisciplinary approach to the analysis of the future of work and hybridized workforces, straddles the fields of HRM, business economics, and organizational behavior. It seeks to provide insights into the evolving post-pandemic’s new normal. The gains from the vaccination efforts in the US, in particular, are leading to shifts from the pandemic’s dismissal as a short-term phenomenon, to one that is now manageable. This paper, hence, analyzes the emerging trends and patterns that will most likely influence and shape the use of the human resource in companies, especially within the United States of America. It highlights the various discovered types, intensities, modalities, related to a range of worker types and work conditions associated with hybridized HRM, and the expected patterns and changes in employer-employee relationships likely to be maintained or expanded, that, informed by the Gratton framework of time and place. The paper maintains that not all work types are suitable for remote work. Additionally, certain gender biases are retained in the pandemic induced HRM hybrid models, while some are even reinforced. New work-life balance issues have also entered into work structuring and scheduling arrangements, with implications for the education attainment of the young, especially if, for example, hybrid education delivery becomes more widespread. The paper concludes with suggested research recommendations prompted by the pandemic’s activated sectoral labor supply challenges.

Commitment or entrenchment? Convergent and discriminant validation of affective and continuance dimensions of the three-component model

PurposeIs it possible to consider organizational entrenchment (OE) and continued commitment (CC) as the same phenomenon? Are there enough differences between CC and affective commitment (AC) to defend that they cannot be part of the same construct? The objective of this study was to examine the convergence of validated measures between OE and CC and their discrimination to AC. The authors’ aim was to compare two models of antecedents and their consequences: the model that includes OE and AC, and the one that includes CC and AC.Design/methodology/approachAn extensive cross-sectional study was conducted with a sample of 1,648 respondents (the majority lived in the Northeast region of Brazil, worked in private services companies, were female, single, under 35 years old, had, at least, begun college studies and received up to five times the minimum wage). A six-point Likert scale was used in this study. To measure OE, CC and AC, the authors used reduced versions of validated measures. To test the hypotheses, first, the authors used Pearson's correlation analysis and then, structural equation modeling, comparing two models of antecedents and consequences (one including OE and AC, and the other, including CC and AC).FindingsAs expected, affective commitment had a positive impact on the desired behavior (intention for commitment, defense, staying), whereas entrenchment and continuance commitment had a negative or non-significant impact on these behaviors. Results show the existence of a conceptual and empirical overlap between organizational entrenchment and continuance commitment and indicate that the continuance dimension is not part of commitment but rather part of organizational entrenchment.Research limitations/implicationsThe fact that this is a cross-sectional study sets a limitation on the results, for not allowing greater understanding of the dynamics and the causal direction of relationships. Additionally, it follows the trend of studies in the organizational behavior field of utilizing self-reported data, which results in problems related to perceptual bias (Morrow, 2011).Practical implicationsThe practical implications of this study regard a greater clarification on which behaviors are expected from either committed and entrenched workers, and which drivers may lead to each of these bonds. Therefore, a better understanding of the phenomenon contributes to the training of managers and to the design of organizational policies and practices.Social implicationsThe clarity of bonds also allows its application to different contexts beyond business organizations, as a step to reach better understanding of commitment and entrenchment in different settings, economical and national realities.Originality/valueIt is expected that these findings add a higher precision to the research on commitment, thus contributing to the validity of the measures. Given these results and confirmation that OE and CC represent the same bond, it is considered appropriate to designate this type of bond simply as OE. Additionally, the results of this study represent a further argument in favor of prioritizing the AC than CC in research and in management of organizational commitment.

The future of work: Remote work in the emerging new normal

What HRM structures and schedules are most likely to characterize the post-pandemic period? This paper, taking a multidisciplinary approach to the analysis of the future of work and hybridized workforces, straddles the fields of HRM, business economics, and organizational behavior. It seeks to provide insights into the evolving post-pandemic’s new normal. The gains from the vaccination efforts in the US, in particular, are leading to shifts from the pandemic’s dismissal as a short-term phenomenon, to one that is now manageable. This paper, hence, analyzes the emerging trends and patterns that will most likely influence and shape the use of the human resource in companies, especially within the United States of America. It highlights the various discovered types, intensities, modalities, related to a range of worker types and work conditions associated with hybridized HRM, and the expected patterns and changes in employer-employee relationships likely to be maintained or expanded, that, informed by the Gratton framework of time and place. The paper maintains that not all work types are suitable for remote work. Additionally, certain gender biases are retained in the pandemic induced HRM hybrid models, while some are even reinforced. New work-life balance issues have also entered into work structuring and scheduling arrangements, with implications for the education attainment of the young and underserved, especially if, for example, hybrid education delivery becomes more widespread. The paper concludes with suggested research recommendations prompted, in part, by the pandemic’s workforce and HRM challenges.

Personality Styles and Organizational Effectiveness

Personality is among the human aspects that play a central role in an individual’s organizational behavior. The aspect influences a person’s manner of thinking, feelings, and behaviors, among other factors at the workplace. Moreover, a person’s attitude towards people and issues and their decisions and responses are highly dependent on their personality. Based on this argument, one can acknowledge the importance of undertaking a personality test at the places of work. This assessment is necessary for self-reflection and understanding and helping one learn how to better interact with other people. Understanding your personality is essential because this ties to job satisfaction and engagement. According to Redmond & Bower [1], job satisfaction refers to the positive attitudes or emotional dispositions people may gain from work or through aspects of work. Below is an analysis of my personality test. After taking the test, the results were ENFJ type, whereby the Extravert aspect was 47% and Intuitive 6%. Feeling and Judging came out as 41% and 19%, respectively. This test reveals that I have a rare personality that makes one quite sociable and likable among peers. The test describes me as an individual that is charismatic, warm, engaging, persuasive, and quite talkative, among other traits of a sociable person (Humanmetrics Inc, n.d.). It describes that I possess excellent interpersonal skills, and therefore have a considerably high likelihood of ending up in occupations that call for productive collaboration. The Humanmetrics Jung Typology Test is very similar to the Myers-Briggs Type Indicator test. The MBTI is widely popular and used in business, career counseling, management styles, and team building. I remember a few years back taking this test in a teambuilding exercise. As stated by Luthans et al. [2], the test yields four personality dimensions or traits: (1) introversion/extraversion, (2) perceiving/Judging, (3) sensing/intuition, and (4) thinking/feeling. Among the key strengthens of personalities of this type, according to the test, is that we are natural leaders. This factor means that this person is likely to find themselves in leadership and perform well in this role. Furthermore, this personality type is charismatic and tolerant; hence, they can appeal to their audience as well as take constructive criticism from others. However, this personality type can also be a weakness. For instance, I am likely to be too selfless and struggle to help others at the expense of their well-being. Noteworthy is that this personality type’s need to make everyone happy may affect my ability to make tough decisions when needed [3]. These weaknesses may affect our ability to lead objectively. The lessons learned from background materials in this model regarding the ENFJ positively impact my motivation to explore leadership and entrepreneurship. These goals require the ability to appeal to others and work collaboratively, which this personality type presents. These lessons are not limited to a specific situation but can be applied to various aspects of life. Furthermore, multiple elements of this personality type align with positive affect, a predisposition that supports job satisfaction [4]. As such, the test reveals that ENFJ individuals are likely to enjoy their jobs. I was delighted to find out one of the career choices for ENFJ was that of a physician. I was glad to see that this personality type is engaging and tries to please others because, as I stated earlier, this personality type is engaging. Perhaps this is why I am delighted with my career choice. According to Luthans et al. [2], job satisfaction results from employees’ insight into how well their job provides those things that are observed as necessary. It is typically recognized in the organizational behavior field that job satisfaction is the most important and frequently studied employee attitude. Some slight changes are necessary to improve the strengths and improve the weaknesses associated with this personality type. For instance, it is essential to focus on being more objective when making decisions than always to see the best in everyone. Why empathy is an admirable quality, objectivity is more necessary as an organizational skill. It is also essential to avoid being always overcommitted. For instance, being too much excited about a project makes it hard for one to make objective decisions when the said project has to be stopped. This improvement will be essential when deciding between quitting and continuing with such a project. These improvements reduce the weaknesses highlighted in this personality type.