Personality Traits Of Employees Research Articles

The Effect of Dark Personality Traits (Machiavellianism, Narcissism and Antisocialism) on Organizational Misconduct by Explaining the Mediating Role of Organizational Mindfulness

Complete Article Title: The Effect of Dark Personality Traits (Machiavellianism, Narcissism and Antisocialism) on Organizational Misconduct by Explaining the Mediating Role of Organizational Mindfulness (A study on the Field of Disaster and Emergency Medical Management - Lorestan's 115 Emergency)
 Background: Organizational misconduct as a destructive or negative phenomenon has challenged common social values, norms and organizational expectations. Therefore, the study of predictors of organizational misconduct, with the aim of reducing the effect of unpleasant personality traits of employees by directing employees towards behavioral standards, policies and organizational strategies in health care systems seems necessary. Therefore, in this study, dark personality traits and organizational mindfulness were investigated to reduce organizational misconduct.
 Methods: The present cross-sectional study was conducted with the structural equation modeling approach in 2021. The target population was the staff of the 115 Emergency from Medical Emergency Management Department of Lorestan. The sample size was calculated 217 based on Krejcie-Morgan table. Divergent and convergent validity were used to determine the validity of the structures, and Cronbach's alpha coefficient and combined reliability were used to determine the reliability of the instrument. Data analysis was done using structural equation modeling through SPSS 23 and Smart PLS 3.5 softwares.
 Results: Findings showed that dark personality traits with the significant value of 6.232 and path coefficient of 0.401 had a positive and significant effect on organizational misconduct and with the significant level of 8.741 and path coefficient of - 0.455, it had a negative and significant effect on organizational mindfulness. Organizational mindfulness with a significant level of 5.187 and the path coefficient of - 0.373 had a negative and significant effect on organizational misconduct. Moreover, organizational mindfulness with direct impact factor of - 0.455 , indirect impact factor of - 0.373, direct significance level of 5.187, and indirect significance of 8.741 (- 1.96 < t < 1.96) determines the mediating role between dark personality traits and organizational misconduct. The quality of the final research model with GOF index (0.379) had a suitable fit.
 Conclusion: Given the significant role of dark personality traits and organizational mindfulness in relation to predicting organizational misconduct of the employees, while identifying and managing these traits, it is suggested that the managers of 115 emergency medical services in Lorestan, prevent the intentional violation of organizational norms by employees through strengthening the organizational mindfulness of employees.

THE EFFECT OF PERSONALITY TRAITS ON GREEN ORGANIZATIONAL BEHAVIOR

In this study, it is aimed to examine the effect of employee personality traits on green organizational behavior. In this context, green employees who have personality traits showed more green organizational behavior was tried to determine. The data obtained, it was determined that the participants have moderate green organizational behavior and have moderate behavior in all sub-dimensions of green organizational behavior. In addition, it was determined that the participants have moderate ability to openness to experience; have high level agreeableness, conscientiousness, extraversion characteristics; and have moderate-high level of emotional stability. Regression findings from the study revealed that personality traits have a positive and statistically significant effect on the green organizational behavior of employees. When examining the effects of sub-dimensions of personality traits on green organizational behavior, it was determined that emotional stability, which is one of the personality traits, effect on the green organizational behavior at a statistically significant level.

The Effect of Personality Traits of Employees in the Wood Panel Industry on Organizational Citizenship Dimensions and Burnout Levels

Çalışmada odun esaslı levha sanayinde çalışanların kişilik özellikleri, örgütsel vatandaşlık davranış gösterme sıklıkları ve tükenmişlik düzeyleri belirlenmeye çalışılmıştır. Ayrıca, kişilik boyutları ile örgütsel vatandaşlık davranış ve tükenmişlik boyutları arasında bir ilişki olup olmadığı ve kişilik boyutlarının örgütsel vatandaşlık ve tükenmişlik boyutlarına etkisi araştırılmıştır. 140 anket değerlendirmeye alınmıştır. Yüz yüze anket yöntemi kullanılmıştır. Çalışma sonucunda, kişilik ve örgütsel vatandaşlık davranış boyutlarının puan ortalaması orta-yüksek ve tükenmiş düzeyi orta düzeyde çıkmıştır. Beş faktör kişilik ile örgütsel vatandaşlık davranış ve tükenmişlik arasında sırasıyla “orta düzeyde ve pozitif” ve “orta düzeyde ve negatif” yönlü bir ilişki bulunmuştur. Kişilik örgütsel vatandaşlık davranışı üzerinde olumlu yönde etkiye sahipken, tükenmişlik düzeyini ise olumsuz yönde etkilemektedir.

Effects of Leader Narcissism on Career Success of Employees: An Interpersonal Relationship Perspective.

Previous studies have shown that leader narcissism has a significant impact on the effectiveness of a leader and employee behaviors; however, research on career outcomes of employees is still inadequate. This study explores the effects of leader narcissism on the career success of employees from an interpersonal relationship perspective and examines the mediating role of supervisor-subordinate conflict and the moderating role of dominant personality traits of employees. Data from 291 employees in Chinese companies have revealed that leader narcissism, directly and indirectly, affects the career success of employees through supervisor-subordinate relationship conflict. However, dominant personality traits of employees strengthen the impact of leader narcissism on supervisor-subordinate relationship conflict. The theoretical and practical implications of the findings of this study are further discussed.

The effect of psychological contract on employees' organisational citizenship behaviour and the moderator role of five-factor personality traits in this effect

This study examines the relationship between psychological contract, organisational citizenship behaviours, and sub-dimensions of five-factor personality traits (extraversion, agreeableness, openness, conscientiousness, and neuroticism) of employees in the private sector. In addition, it investigated whether the sub-dimensions of personality traits have moderator roles in the relationship between psychological contract and organisational citizenship behaviours. In order to achieve this aim, the number one model proposed by Hayes (2013) was taken as a basis in establishing the model related to the relationships between three variables. Employees in the private sector (accounting, health and information sectors) who carry out their activities in Istanbul, Ankara, Izmir and Mersin constituted the research universe. The convenience sampling method was chosen while identifying the sample due to the Covid 19 pandemic that affected the world. The data used in the study were collected with three scales between January 1-31, 2021. The analysis of the model established in the study was performed with the SPSS package program and the R programming language. The result of the study indicated a significant relationship between the employees' perceptions of the psychological contract, organisational citizenship behaviour and the sub-dimensions of the five-factor personality traits. In addition, it has been determined that the sub-dimension of personality traits, "openness to development", has a moderator role in the relationship between psychological contract and organisational citizenship behaviour. It is also seen that the results are compatible with similar studies in the literature. It is expected that this research will contribute to organisational behaviour and psychology, while the findings can be used as input for other studies in the specified areas.

The Role of High-performance Work Practices and Personality Traits on Employee Innovative Work Behaviors

The purpose of this study is to investigate the aggregate spectrum of human resources practices that drive employee innovative work performance and apply a theoretical lens based on the theory of trait activation. This study is predominantly designed as a quantitative study based on the positivistic paradigm to identify high performance work practices and employee personality traits to enhance the employee innovative work behavior in five-star hotels. Primary data has been collected by distributing a self-administered questionnaire. The sample for this study is drawn from five-star hotels in the capital city of Sri Lanka; 145 responses were analyzed using correlation and SEM bootstrapping. The results indicated that high-performance work practices are positively relating to employee innovative work behaviors in five-star hotels. Further, employee’s personality traits (openness and conscientiousness) indirectly predicted high-performance work practices and innovative work behaviors.

Особенности личности сотрудников органов внутренних дел Российской Федерации, проходящих службу в Северо-Кавказском регионе

When performing tasks by an employee in special conditions of service, not only professional qualities and compliance with qualification requirements, but also a psychologically stable state (psychological readiness to act in extreme situations, neuropsychic stability, mental adaptation, etc.) play an important role.
 The purpose of the study was to study the personality traits of employees of the internal affairs bodies of the Russian Federation serving in the North Caucasus region.
 In the study, we used the following empirical methods: G. Shmishek's questionnaire for adults, the forecast (Prognoz) -1 questionnaire (express assessment of neuropsychic stability), a modified (extended) version of the ITO questionnaire (KV Sugonyaev's modification).
 In total, 184 employees who served in the Republic of Dagestan in 2019-2020 took part in the study. For situational reasons, this sample was divided into three subgroups: 45 employees, 79 employees and 60 employees.
 In the process of selecting employees sent to the North Caucasus region, it is necessary to study the characteristics of neuropsychic stability, character accentuations, the level of anxiety, behavior, this will make it possible to predict the quality of training of law enforcement officers, the reliability of the employee's behavior, and contribute to his success in stressful conditions.
 For the purposes of primary prevention, employees for whom a high level of anxiety is characteristic, a low level of neuropsychic stability should be excluded from those sent on business trips to special conditions of service.

The Influence of Creative Personality and Goal Orientation on Innovation Performance.

The complexity and challenges of the external environment accelerate the awakening of the new generation of enterprise employees’ self-consciousness. Facing the continuous expansion of the information-based work mode, the traditional management mechanism of enterprises has a more limited impact on employee performance. Based on the goal-oriented theory, developing and excavating the creative personality traits of employees, making full use of goal-oriented behavior to improve their own innovation performance management path, are expected to become a new path to continuously enhance the innovation ability of enterprises. In this study, we take the employees of high-tech enterprises as samples to explore the influence mechanism of creative personality traits, goal orientation and employee innovation performance. The results show that goal orientation significantly moderates the relationship between creative personality traits and innovation performance. The mediating effects of learning goal orientation, performance certification orientation, and performance avoidance orientation are all significant.

COVID-19 and Working Within Health Care Systems: the future is flexible

COVID-19 and subsequent lockdown of affected countries has changed the way Australia and the rest of the world do business, with online working, video/teleconferences and independent working becoming increasingly normal. Those working in primary care or in allied professions however such as administration, public health, management, human resources, radiology and mental health, have found themselves unexpectedly moving their work into their homes. There has been much discourse surrounding the consequences and benefits of the recent work from home (WFH) mass-movement. The leading benefits of working from home are increased productivity, cost and time-savings for employers and opportunities for disabled people to work. However, there a number of emerging unintended adverse consequences of WFH, including overworking, stress and fatigue. Employee personality traits are linked with the individual’s response to WFH. It is the role of a good leader to play to an employee’s strengths and individual circumstances. WFH initiatives can provide huge economic savings for organisations. The future beyond COVID-19 must allow for flexibility in both workers’ hours and location as far as possible, with investment in telehealth and teleworking and allowance for face-to-face meetings in accommodating office-spaces.

Kültürel Zekâ: Beş Büyük Kişilik Modeli Bağlamında Bir Araştırma

The aim of this study is to analyze the effect of personality traits of employees on cultural intelligence in culturally diverse businesses. In this context, the concept of cultural intelligence which form the basis of the research, the Big Five Personality Model, and the relationship between cultural intelligence and personality were examined. The sample of the study was composed of employees in multinational companies with a multicultural structure operating in the field of information and technology in Germany. As a result of the analysis, it was determined that the personality traits of the employees affect cultural intelligence and its dimensions. In thisregard, it wasfound that the personality trait that mostly affect cultural intelligence is openness to experience.

ORGANIZATIONAL CHANGES IN THE ENTERPRISE: THE INFLUENCE OF EMPLOYEE REACTION

The pace of organizational change faced by business organizations continues to grow every year. This is the result of progress in the field of information and communication technologies, which increases the democratization and liberalization of the world's economies. Our study of employee response to organizational change identified three main areas: The first perspective of the study identifies different personality traits of employees as determinants of resistance or support for change. The main approaches and models to the analysis of the influence of individual characteristics (tendencies) on the effectiveness of organizational change are analyzed. For example, it turned out that employees who are afraid of the unknown and tend to be more skeptical about it are more likely to resist. The first direction showed that people with a higher level of self-esteem and self-efficacy are more likely to support any change. The second direction focuses on the relationship between the employee and the organization. Here, scholars have focused on the role of trust in managerial or organizational settings. The last direction concerns the internal communication of change processes, which keeps the organization in the period of organizational change. The role of individual tendencies in the processes of organizational change, psychological factors of perception or resistance to these changes were considered. It was noted that the variables of organizational communication perform two main tasks: first, it serves to transmit information, and secondly, the use of commands as the main links and factors of organizational adaptation. We compared Cotter's model of urgent change with other models and determined that Luke's "Seven Steps" model offers a good way to diagnose and understand the current state of the business (before the change), as well as the goal (which is pursued by the change). Therefore, it can significantly help to start the process of change and provide the necessary guidance for success. The effective use of this model depends on whether these steps are implemented.

How Employee Personality Traits Affect Psychological Contract Breach: The Moderating Effect of Guanxi

How Employee Personality Traits Affect Psychological Contract Breach: The Moderating Effect of Guanxi

Healthcare employee's personality traits and service quality: Do team relationships matter?

Abstract Background Employee personality is an important factor that affects healthcare service delivery. It appears from the literature that customers perceive employees with personality traits of conscientiousness and agreeableness as more reliable and empathetic and therefore will rank higher service quality. Relationships between team members also affect the perception of service quality. The research examined whether healthcare employees' personality traits (conscientiousness and agreeableness) are related to their perception of service quality, mediated by the quality of team relationships (trust among team members, peer support, and participation in decision-making). Methods First, 35 nurses (Israeli college students completing their BA) were asked to rate 22 items based on the Big Five Personality Traits, that most influence employee relationships. The two prominent personality traits were conscientiousness and agreeableness. Next, 174 self-administered questionnaires were completed by nurses who are college students completing their BA (72% return rate). The questionnaire examined personality traits (conscientiousness and agreeableness), service quality, and employee relationships (trust among team members, peer support, and participation in decision-making). Results The mediation model was significant [F(4, 169)=35.03, p < 0.001, R Square=0.45]. However, only trust among team members was found as a mediator between employee personality and perceptions of service quality. Conclusions Employee personality characterized by conscientiousness and agreeableness encourages trust-based employee relationship, which in turn positively affect the quality of service provided. Healthcare organizations should consider this in their human resources policies and procedures, in order to improve healthcare services. Key messages Employee's personality traits are relevant to healthcare service quality. Nurturing trust among healthcare employees may result in improved healthcare services.

Employee Personality Traits and Reactions to Psychological Contract Breach in the Lebanese Context

Employee Personality Traits and Reactions to Psychological Contract Breach in the Lebanese Context

Big Five Personality Profiles in the Norwegian Special Operations Forces.

This study is the first to report on Big Five personality traits of employees in the Norwegian military Special Operations Forces (NORSOF). Three research questions were formulated for this study, aiming to investigate (1) whether age, number of combat-deployments and rank (OR/OF) had an impact on the personalities of NORSOF employees, (2) possible personality differences between personnel organized in the underlying departments of the NORSOF, and (3) if there were personality differences between SOF-operators and conventional forces applicants. SOF-operators from the Norwegian Special Operations Commando (FSK) and the Norwegian Naval Special Operations Commando (MJK) constituted 40% of the total NORSOF sample (N = 190), whilst the term SOF-support categorized the larger proportion of non-operators. Results indicated that younger employees tended to be lower on emotional stability than older colleagues, and that those without any combat-deployments were somewhat higher on agreeableness and a bit lower on emotional stability relative to employees with such experience. Additionally, personnel with officer ranks (OF) were higher on extraversion compared to specialists (OR). Results did not show any significant intradepartmental differences in mean personality trait scores. Compared to male applicants for basic officer training in conventional forces (N = 662), SOF-operators (all males) were less extroverted, less agreeable, and slightly more emotionally stable. The authors conclude that the NORSOF attracts and recruits personnel with similarities in their Big Five personalities. Furthermore, we suggest that the personality profile that emerged for the “average” Norwegian SOF-operator is a functional one, especially when considering the desired future image of the Special Forces operative as a Warrior-Diplomat.

The mechanism behind employee agreeableness and group performance ratings: a Pakistani study

PurposeThis study seeks to examine the links between employee agreeableness, group performance, and peers' perceptions of threat of retaliation, through relationship conflict.Design/methodology/approachIn a laboratory setting, 42 groups of undergraduate students (N = 182) from a Pakistani university were assigned to group projects to be completed within four months. Data collected from three different questionnaires at four different times and actual scores awarded by the course instructor to each group were used for the analyses. Based on rWG(J) and ICC(1), level 1 (182 students') data were aggregated to level 2 (groups), and then analysed using regression analysis followed by Preacher and Hayes' bootstrapping procedure.FindingsResults suggest that high agreeableness predicts group performance positively and peers' perceptions of threat of retaliation negatively. Moreover, relationship conflict among group members significantly mediates the agreeableness-group performance relationship. The above relationships may be sensitive to national culture.Research limitations/implicationsIn this study, groups were formed for a few months, whereas in real organizational life, workgroups are formed for different durations. Therefore, the range of situations to which these findings generalize remains an open question.Practical implicationsAgreeableness of group members can be constructive for performance of the group. Managers may utilize this insight while forming groups, and rating performance.Originality/valueThere is dearth of research illuminating how employee's personality traits affect group performance and appraisal ratings. The study tests the effects of employee agreeableness on: (1) group performance, as rated by supervisors; (2) the threat of retaliation, as perceived by peer raters; and (3) the mediating effect of relationship conflict.

Çalışanların Kişilik Özelliklerinin Değişime Açıklığa Etkisi: Eskişehir Restoranları Örneği

Today, there are changes in competition, information technologies, society’s lifestyles, customer expectations and needs. If any firm wants to stay strong in this changing world, it needs to be able to adapt to change. In order for the firm to be through with the change successfully, employees need to support the change. Also, in the service industry such as restaurants, it is crucial that personality traits of employees are open to change to change, for the change to be more efficient and effective. Although there are studies on change and personality traits in literature, there seems to be none correlating these with the openness to change of restaurant employees’ personality traits. For this reason, the aim of this study is to examine the impact of restaurant employees’ personality traits on openness to change through those located in Eskisehir city. The data were applied to 450 employees in Eskisehir restaurants using the questionnaire technique and 397 questionnaires which are accepted to be applicable were analyzed. Quantitative research methods were used in the analysis of the obtained data. Openness to Change Scale and Big Five Personality Inventory which were tested for reliability and validity, were used to collect the research data. In the analysis of the data, t-test, correlation analysis, one-way analysis of variance and simple linear regression analysis were applied. As a result of the study, no significant relationship was found between the demographic characteristics of the participants and openness to change. The simple linear regression analysis resulted that, in general, there exists a positive effect of the personality inventory on the change in openness. It is determined that openness to change is negatively correlated with the neuroticism dimension of the personality inventory, whereas it is positively correlated with openness to experience, conscientiousness, extraversion, and agreeableness dimensions.

Moderating Effect of Employee Engagement on the Relationship between Personality Traits and Team Performance: A Study of Employees in Private Colleges in Oman

This study examines the impact of the five-factor model of personality on team performance of teaching and administration staff in private colleges in Oman. The five-factor model consists of extroversion, agreeableness, conscientiousness, openness to experience and neuroticism. A field study had been conducted using a sample size of 130 employees in private colleges in Oman. Data was collected through a 36-item questionnaire through convenience sampling. As anticipated, the results are consistent with many previous searches presenting the relationship between agreeableness, conscientiousness, extroversion, and openness to experience on team performance is positive and significant while neuroticism has a negative relationship with team performance. Employee engagement does moderate the relationship between extroversion, agreeableness, conscientiousness, neuroticism and team performance. Employee engagement has a minor moderating effect on the relationship between openness to experience and team performance. The study has enlightened the reality of the relationship between personality traits and team performance with a clear understanding of the academic administration of colleges in Oman. Therefore, organizations should consider the personality traits of employees to improve the overall performance of teams. The sampling from a similar type of organization and exclusion of some of the contextual variables are limitations of this study that hinder generalization to other industries and contexts. This research recommends to include other variables such as gender difference and organizational culture through a cluster of organizations with a large sample that may add more to the validity of results for generalization.

Personality traits and intrapreneurial behaviour

PurposeIntrapreneurship is rapidly concerning organizations to tailor their operations and strategies for competitive advantage. Research on intrapreneurial dimensions is in the developing stage, requiring more rigorous methods of investigation and application in various contexts. This study aims to focus on individual level intrapreneurship by examining the association of personality traits (PTs) on intrapreneurial behaviour (IB) moderated by knowledge sharing behaviour (KSB) and comparison of employees in engineering and functional departments.Design/methodology/approachA survey has been conducted for data collection using a structured questionnaire. Partial least squares structural equation modelling has been used for hypotheses testing, moderation and multi-group analysis on a sample of 534 respondents.FindingsResults reveal that PTs exerted a positive influence on IB. The impact of PTs on IB was more pronounced in the employees of functional departments. KSB moderates positively in the relationship between PTs and IB. Both groups significantly differ in dimensions of PTs.Practical implicationsOrganizations can do little to improve PTs of employees, which impacts on intrapreneurship in organizations. However, KSB in organizations can be improved by adopting various measures. KSB eventually promotes innovation in organizations resulting in an overall competitive advantage for firms.Originality/valueThis is the first study that contributes theoretically in intrapreneurship literature by providing insights on PTs impacting IB incorporating KSB and comparing the diverse group of employees.

Influence of Demographic Factors on Productivity: A study among employees with different personality types in architectural firms

Though productivity of an organisation is influenced by many factors like skill set, wages, qualification, etc. personality trait of an employee is an important contributor. The present research attempts to identify the significance of relationship between the demographic factors of the employees and the productivity in the office of architects with and without the consideration of personality traits of employees. The survey for the study was carried out in 80 architects' offices located in Iran and India. The data was collected through a self-administered survey questionnaire using random sampling method on the basis of representative sampling. Statistical analysis was carried out using SPSS ver. 20. Chi-square test was used to test association between demographic factors and productivity. The study shows that there is a significant influence of demographic factors on employees' productivity while taking into consideration the different personality types.