Personal Job Research Articles

Knowledge of AI as a Future Work Skill for Career Sustainability: The Role of Person Job Fit

Knowledge of AI as a Future Work Skill for Career Sustainability: The Role of Person Job Fit

Competence enhancement from interactive learning: Does attending conferences affect CEO turnover?

Managers can benefit from learning about stock prices and voluntary disclosure feedback to solidify their position. However, the value of managerial interactive learning is often overlooked. This paper examines the impact of CEO conference interactions on forced turnover. In specifications that include CEO fixed effects to absorb certain personality traits or work abilities, we find that directly interactive CEOs have a lower probability of turnover and weaken turnover-performance link. CEOs with interactive learning can change post-turnover profitability and curb declining performance. This entrenched CEO job after conference interactions is equally strong for first-time visitors, after excluding debriefings from other executives, where external pressures are higher, and it is much weaker for non-CEO executives, consistent with a role for CEOs' competence improvement from interactive learning. Positive and negative information content can be captured during meetings as reflected by the CEO's emotional tone and response to rumors. Our findings differ from earlier studies because of our emphasis on within-group estimation, and we focus on the impact of CEOs' interactive learning to acquire abilities rather than personality traits or job competence.

Examination the influences of personal value and job satisfaction dimensions on professional commitment

Examination the influences of personal value and job satisfaction dimensions on professional commitment

Harassment among women health workers in university hospital: An epidemiological study

Introduction: Women have played an active role in medicine since ancient times, but they have often faced many challenges. Today, bullying is a major issue in the healthcare field. According to Einarsen (1999) and Leymann, this phenomenon encompasses frequent abuse over a prolonged period, with humiliating consequences. Studies carried out in Morocco, notably in Fez and Marrakech, show a high incidence of moral harassment, at 34.2% and 27.5% respectively. Despite progress, women still face prejudice and obstacles in the healthcare field. The aim of this study is to assess the frequency of moral harassment among female doctors and paramedical staff at the Med VI University Hospital (CHU) in Marrakech, by analyzing their profile and identifying related elements. Materials and method: From September 2019 to February 2020, this descriptive, cross-sectional study was conducted among all female healthcare staff at Marrakech University Hospital with at least six months' experience, with the exception of students, office workers, administrators and secretaries. Data were collected using the Leymann Inventory of Psychological Terror (LIPT), supplemented by questions on personal history and job satisfaction. Three hundred professionals were approached, and 208 responded (70% participation rate). The participants were doctors and paramedics. Informed consent was obtained, and anonymity was respected. Statistical analysis was carried out with SPSS version 23.0, using the Chi2 test for categorical variables with a significance level of p = 0.05. Results: The average age of the participants was 29, mainly single (60%). The majority were junior doctors (60%). Average professional seniority was 36.4 months, with 50% having less than five years' seniority. 62% worked in medical departments. The prevalence of moral harassment was 26%. Frequent situations included rumors (32%) and humiliating remarks (37.4%). Harassment came mainly from hierarchical superiors (41% of perpetrators were women). There were no significant gender differences in terms of harassment. Conclusion: The study reveals a high incidence of moral harassment among female doctors and paramedical staff at Marrakech University Hospital. Despite advances, women still face major challenges that impact on their well-being and professional fulfillment. Recognizing and addressing these behaviors is essential to improving the professional environment for women in healthcare. Urgent, coordinated measures are needed to prevent bullying, support victims and promote gender equality in medicine.

The influence of personal resources and job stress on turnover intention among employees in the ground transportation industry

This study investigates the impact of Personal Resources and Work Stress on Turnover Intention among employees in the intercity bus transportation industry, specifically drivers, assistants, and conductors. It employs a quantitative approach using Structural Equation Modeling Partial Least Squares (SEM PLS) to analyze the proposed hypotheses. The research sample comprises randomly selected employees from transportation companies in Surabaya, Madiun, Tulungagung, and Probolinggo, East Java, Indonesia.The analysis reveals significant relationships: Personal Resources significantly influence Work Stress (t=7.685, p=0.000), Personal Resources influence Turnover Intention negatively (t=-5.025, p=0.000), and Work Stress positively affects Turnover Intention (t=3.892, p=0.000). Additionally, Personal Resources indirectly influence Turnover Intention through Work Stress mediation (t=4.677, p=0.000). These findings underscore the crucial role of personal resources in managing work stress and reducing turnover intention in the intercity bus transportation sector. This research conclusion thighlights the strategic importance for companies to enhance employee personal resources to foster workforce stability and mitigate turnover intention effectively.

Exposure assessment and cytogenetic biomonitoring study of workers occupationally exposed to extremely low-frequency magnetic fields.

Human cytogenetic biomonitoring (HCB) has long been used to evaluate the potential effects of work environments on the DNA integrity of workers. However, HCB studies on the genotoxic effects of occupational exposure to extremely low-frequency electromagnetic fields (ELF-MFs) were limited by the quality of the exposure assessment. More specifically, concerns were raised regarding the method of exposure assessment, the selection of exposure metrics, and the definition of exposure group. In this study, genotoxic effects of occupational exposure to ELF-MFs were assessed on peripheral blood lymphocytes of 88 workers from the electrical sector using the comet and cytokinesis-block micronucleus assay, considering workers' actual exposure over three consecutive days. Different methods were applied to define exposure groups. Overall, the summarized ELF-MF data indicated a low exposure level in the whole study population. It also showed that relying solely on job titles might misclassify 12 workers into exposure groups. We proposed combining hierarchical agglomerative clustering on personal exposure data and job titles to define exposure groups. The final results showed that occupational MF exposure did not significantly induce more genetic damage. Other factors such as age or past smoking rather than ELF-MF exposure could affect the cytogenetic test outcomes.

ILLUMINATING THE IMPACT OF PERSONALITY FACTORS AND SELF EFFICACY ON COLLEGE EDUCATORS' JOB SATISFACTION: A CORRELATION STUDY

This cross-sectional study examined the combined effects of personality factors and self-efficacy on job satisfaction among college teachers in Sargodha, Pakistan. The study, conducted with n= 300 participants, aimed to explore how personality traits openness, conscientiousness, extraversion, agreeableness and neuroticism and self-efficacy influence job satisfaction in the educational sector. Data was collected using purposive sampling and self-report measures, including the Big Five Personality Scale, self-efficacy scale and job satisfaction questionnaire. Results revealed positive correlations between extraversion, agreeableness, conscientiousness, openness, self-efficacy and job satisfaction. However, neuroticism showed no significant correlation with job satisfaction. The findings suggest that individuals with certain personality traits, such as being open-minded, cooperative and conscientious, along with high self-efficacy, are more likely to experience job satisfaction in the college teaching profession. Recommendations for education sectors include implementing activities to enhance job satisfaction by focusing on recruiting individuals with stable personalities and high self-efficacy. Additionally, efforts could be made to address gender-specific timing arrangements for teachers to promote equal opportunities and satisfaction. Limitations of the study include the small sample size, limited geographical scope and reliance on self-report measures. Future research could explore longitudinal studies and incorporate qualitative methods to complement quantitative findings. Despite these limitations, the study contributes valuable insights into the relationship between personality, self-efficacy and job satisfaction in educational settings.

The relationship between conscientiousness, openness to experience, knowledge-hiding behavior and job performance of employees

Purpose Knowledge-hiding behavior can lead to adverse consequences for individuals and organizations. Therefore, the purpose of this study is to examine the relationship between personality traits, knowledge-hiding behavior and job performance in the banking sector in Vietnam. Design/methodology/approach This study used a quantitative approach to test the proposed research model using a linear structural modeling method. Data were collected from 291 employees working in commercial banks in Vietnam using a direct survey instrument. Findings The conscientiousness personality trait exhibits a negative relationship with explicit knowledge-hiding behavior but demonstrates a positive association with tacit knowledge-hiding behavior. Openness to experience is negatively correlated with both explicit and tacit knowledge-hiding behaviors. Explicit knowledge-hiding behavior is negatively related to job performance, whereas tacit knowledge-hiding behavior has a positive relationship with job performance. Knowledge-hiding behavior played an intermediary role in the relationship between conscientiousness and job performance. Originality/value The extent to which employees engage in knowledge hiding depends on whether the knowledge is explicit or tacit. The impact of knowledge hiding on job performance is contingent upon the nature of hidden knowledge, whether explicit or tacit, and can either diminish or enhance job performance.

Structural empowerment, personal initiative, and job satisfaction in service employees: Exploring the mediating role of psychological empowerment.

This study explores how empowering human resource management (HRM) practices based on structural empowerment (access to opportunities, resources, support, and information) affect both personal initiative and job satisfaction of service employees through individual-level factors (psychological empowerment). We conducted a cross-sectional survey study and collected 439 valid responses from service employees in Spain. The hypotheses were tested using structural equation modeling (SEM) with confidence intervals based on 10,000 resamples (i.e., bootstrapping technique). Our results showed that psychological empowerment partially mediated the relationship between structural empowerment and job satisfaction. It also fully mediated the relationship between structural empowerment and personal initiative at work. These findings emphasize the importance of HRM practices that can empower employees as key determinants of job satisfaction and personal initiative at service companies. Furthermore, a structural empowerment approach is a valid theoretical framework for studying and understanding employees' affective evaluations of work and, more specifically, their personal initiative.

A Meta-analysis of Attachment at Work

AbstractThis meta-analysis aimed to confirm and clarify the relationships between attachment style and various workplace correlates, including job performance, burnout, personality, and job satisfaction (K = 109 independent samples, N = 32,278 participants). Results provided the strongest support for the relationships between attachment style and the Big Five personality traits, burnout, and job performance. Anxious attachment was also related to a host of other correlates, including job stress, turnover intentions, job satisfaction, and work engagement. Additionally, dominance analysis was used and found that attachment style had incremental validity beyond the Big Five in the prediction of job performance, job satisfaction, organizational commitment, and leader-member exchange. Finally, we examined meta-analytic path models in which attachment style impacted job performance, job satisfaction, organizational commitment, turnover intentions, and leader-member exchange through trust in supervisor. This indirect effect was supported for all correlates and for both anxious and avoidant attachment. Overall, the results supported the use of attachment styles as an important correlate with organizational variables. Limitations, implications, and areas for future research are discussed.

The Job Satisfaction Paradox: Pluralistic Ignorance and the Myth of the “Unhappy Worker”

American media coverage of the “Great Resignation” may have contributed to a belief that job dissatisfaction is widespread in the United States, even though surveys show relatively high and stable levels of job satisfaction among American workers. Using data from the 2023 Quality of Employment Survey, we investigate whether individuals’ beliefs about job dissatisfaction mirror empirical evidence or align more with media portrayals of widespread discontent. While most study participants expressed personal job satisfaction, over half believed that the majority of Americans were not at all satisfied, indicative of pluralistic ignorance—a phenomenon involving a collective misperception about a group’s norms or beliefs. Dissatisfaction beliefs were more common among remote workers and those with fewer work friendships. Moreover, believing in widespread job dissatisfaction was associated with lower organizational commitment, controlling for personal job satisfaction. We discuss the role of pluralistic ignorance in reconciling personal experiences with contrasting media representations of work and the economy.

Departures from linearity as evidence of applicant distortion on personality tests

AbstractTwo field studies were conducted to examine how applicant faking impacts the normally linear construct relationships of personality tests using segmented regression and by partitioning samples to evaluate effects on validity across different ranges of test scores. Study 1 investigated validity decay across score ranges of applicants to a state police academy (N = 442). Personality test scores had nonlinear construct relations in the applicant sample, with scores from the top of the distribution being worse predictors of subsequent performance but more strongly related to social desirability scores; this pattern was not found for the partitioned scores of a cognitive test. Study 2 compared the relationship between personality test scores and job performance ratings of applicants (n = 97) to those of incumbents (n = 318) in a customer service job. Departures from linearity were observed in the applicant but not in the incumbent sample. Effects of applicant distortion on the validity of personality tests are especially concerning when validity decay increases toward the top of the distribution of test scores. Observing slope differences across ranges of applicant personality test scores can be an important tool in selection.

Personality and teachers' burnout stress: exploring the digital competence as personal job resource in allied health institutions.

Job burnout has severe consequences for teachers and students. This study aimed to measure the direct effects of personality traits on job burnout-stress syndrome among allied health educators. Furthermore, teachers' digital competence was evaluated as a personal job resource for mitigating the negative impact of burnout. This study examined direct relationships between work-related stress syndrome and personality traits, namely, extroversion, agreeableness, conscientiousness, emotional stability, and openness to experience. Data was collected from 334 allied health institution teachers through a self-reported questionnaire. Linear regression analysis was used to test for direct effects. Moderating effects were evaluated using Andrew F Hays PROCESS macro v2.16.3. All five personality traits had a significant negative relationship to burnout and teachers' digital competence moderated the relationship between personality traits and burnout. This study's findings provide evidence, that personality is significantly related to job burnout among allied health educators. These empirical findings conclude that personality traits are related to burnout in the non-Western culture of Pakistan. Furthermore, teachers' digital competence acts as a personal job resource and potential moderator in the current digital working environment. Therefore, future teachers should enrich their digital competencies for improved performance, and advanced digital competency courses should be included in their curriculum.

PT. XYZ. Indonesia: An Analysis of the Impact of Individual Characteristics on Job Satisfaction and Its Effect on Organizational Commitment

This study aims to ascertain how personal qualities and work-related factors affect organizational commitment in P.T. XYZ Indonesia City. 170 P.T. XYZ Indonesia City employees were given questionnaires to complete to collect the data. A questionnaire serves as the study's main source of data, and the distribution of questionnaires to respondents—or questionnaires that take the form of a series of written questions submitted to respondents and request written responses—is the study's data collection technique from P.T. XYZ Indonesia employees. The statistical research utilized the Amos application to process and evaluate the data using structural equation modeling (SEM). The authors employed this study's Structural Equation Model method for modeling and hypothesis testing. Structural Equation Modeling, or SEM, is a group of statistical methods that enables the simultaneous assessment of complex relationships. This study utilized two analysis methods: regression weight in SEM and confirmatory factor analysis, which determines which factors among a set of variables are the most important. Individual and job factors that affect the organizational culture of The P.T. are among the variables measured. Indonesia City is XYZ. According to the statistical test analysis, P.T. XYZ Indonesia City's organizational commitment is influenced by personal traits, workplace qualities and job pleasure.

The moderating role of personality traits between job stress, wellbeing and turn over intention: A comparative analysis between professional teaching qualifications among secondary school teachers in Pakistan

This study examines the moderating role of personality traits in the relationships between job stress, psychological well-being, and turnover intentions among 245 secondary school teachers (80 males, 165 females) in Karachi, Pakistan. Data was collected using purposive sampling from private and government schools. The research evaluates how personality domains (extraversion, agreeableness, conscientiousness, emotional stability, openness) and job stress influence psychological well-being and turnover intentions, while considering demographic factors like gender, institution type, job nature, marital status, and teaching experience. Findings reveal workplace stress negatively predicted psychological well-being (β = -.976). Personality traits significantly influenced the job stress-well-being relationship, with higher extraversion, agreeableness, conscientiousness, and openness weakening job stress's negative impact, aligning with transactional stress-coping models. Unexpectedly, emotional stability strengthened the positive job stress-turnover intention link. Significant negative correlations existed between well-being and job stress (r = -.978), and well-being and turnover intention (r = -.971). Personality traits positively predicted turnover intentions. The moderating effects were statistically significant for extraversion (B = .021), agreeableness (B = .0184), conscientiousness (B = .022), emotional stability (B = .021), and openness (B = .0238). The study highlights implementing stress management and fostering positive personality traits to enhance educator well-being and retention. By identifying protective and risk factors, tailored interventions and policies can improve teachers' work-life quality and promote a conducive learning environment.

사회복지사의 직무만족에 대한 통합적 문헌 고찰

This study suggested the direction of future research through an integrated review of the literature on job satisfaction of social workers targeting domestic journals. To this end, according to the integrated literature analysis method of Tarraco (2005), quantitative research papers were searched with keywords including job satisfaction of social workers, and the following conclusions were drawn by selecting 70 papers. First, in the job satisfaction study of social workers, the main keywords were organizational commitment, turnover intention, self-efficacy, burnout, and job stress in order. Job satisfaction of social workers was most often used as a dependent variable, and it was found that it was affected by independent variables such as personal factors, organizational and job factors, and environmental factors. Based on these research results, the direction and practical implications of future research were presented.

Person Job Fit, Job Crafting, Dan Work Engagement Dan Pengaruhnya Terhadap Organizational Citizenship Behavior Pada Perusahaan Daerah Air Minum Surya Sembada Kota Surabaya

This research is intended to determine the influence of Person Job Fit, Job Crafting and Work Engagement on Organizational Citizenship Behavior in Employees of Regional Drinking Water Company (PDAM) Surya Sembada Surabaya City by involving 65 employees of PDAM Surya Sembada Surabaya City as respondents in this research. The research results prove that Person Job Fit has a positive and significant effect on Organizational Citizenship Behavior. This means that if the employees have the appropriate Person Job Fit, a sense of mutual help behavior will be created between employees. Job Crafting has a positive and significant effect on Organizational Citizenship Behavior. This means that if employees apply Job Crafting, it will increase Organizational Citizenship Behavior. Work Engagement has a positive and significant effect on Organizational Citizenship Behavior. This means that if employees feel work engagement, it will also increase Organizational Citizenship Behavior. Simultaneously Person Job Fit, Job Crafting and Work Engagement have a positive and significant effect on Organizational Citizenship Behavior with coefficient of determination of 0,96 or 96%, this indicates that the Organizational Citizenship Behavior variable can be explained by the Person Job Fit, Job Crafting and Work Engagement variables by 96%.

Using the five-factor model of personality to identify an optimal SWAT team member

This study, based on the five-factor model (FFM) of personality, aimed to identify personality traits associated with the most optimal special weapons and tactics (SWAT) team member. SWAT teams are tasked with pre-empting and responding to terrorist threats, conducting hostage rescue operations, and managing situations that exceed the capabilities of conventional law enforcement agencies. The study sought to provide a deeper understanding of how personality traits function within the high-stakes context of these teams. It involved 159 male SWAT officers in active service within the Swedish Police Authority. A work analysis instrument, the Personality Job Profiler (PJP), was administered to these officers, who served as subject matter experts (SMEs) in a comprehensive personality work analysis. Specifically, the study addressed two research questions: How can an optimal SWAT police officer personality profile be operationalized when translated to the FFM of personality? What is the association between this optimal SWAT profile and the ratings of ten Diagnostic and Statistical Manual of Mental Disorders personality disorder profiles, based on the FFM of personality? The findings suggest that successful SWAT officers should exhibit low neuroticism and high conscientiousness, specifically featuring low vulnerability and high levels of competence, dutifulness, and self-discipline. Notably, the SWAT profile differs significantly from personality disorders, such as borderline, schizotypal, dependent, and avoidant, when operationalized with the FFM of personality. These results have significant implications for developing predictors for the selection process and can enhance the selection procedures for future SWAT members. This may also prompt further studies on criteria-related validity using various personality assessment methods.

Emotional Exhaustion in German Preschool Teachers: The Role of Personal, Structural, and Social Conditions at the Workplace

ABSTRACT Research has demonstrated that preschool teachers are particularly prone to develop burnout symptoms, such as emotional exhaustion. However, which workplace conditions are particularly related to burnout symptoms in preschool teachers remains widely unknown. Hence, this study aims to disentangle personal characteristics (e.g. educational degree, working experience) and structural as well as social conditions of preschool teachers’ work environment (e.g. teacher–child ratio, team climate) in relation to emotional exhaustion. We draw on data collected from a nation-wide sample of 1,394 preschool teachers nested in 204 preschools. Multilevel analysis demonstrated that center differences explained only 5.8% of the overall variance in levels of emotional exhaustion. Emotional exhaustion was strongly associated with social experiences at the workplace, but much less with structural or personal job conditions. Hence, practical interventions should also focus on social aspects, such as team cohesion and dealing with challenges in parent-teacher collaborations.

Analysis of influence of personality traits on career satisfaction and job performance of electrical/electronic technology education lecturers in Nigeria

ABSTRACT The study investigated the influence of personality traits on career satisfaction and job performance of electrical/electronic technology education lecturers in tertiary institutions in Nigeria. The study covered 10 tertiary institutions (Colleges of education and Universities) in South – West, Nigeria offering electrical/electronic technology education. The data were collected using structured questionnaire. One hundred and sixty-nine electrical/electronic technology education lecturers in 10 tertiary institutions in six states of Nigeria participated in the study. The data collected were analysed using Pearson product-moment correlation coefficient, standard multiple regression and one-way ANOVA. The study revealed that extraversion, openness to experience, neuroticism, conscientiousness and agreeableness were significant predictor of career satisfaction. Study established that extraversion, openness to experience, neuroticism, conscientiousness and agreeableness were significant predictor of job performance. Furthermore, this study found that demographic profiles (gender, years of teaching experience, ranking and qualification) influence personality traits, career satisfaction and job performance of electrical/electronic technology education lecturers in tertiary institutions.