Journal articles: 'Personality and employment'

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Black, Kimberli R. "PERSONALITY SCREENING IN EMPLOYMENT." American Business Law Journal 32, no. 1 (May 1994): 69–124. http://dx.doi.org/10.1111/j.1744-1714.1994.tb00931.x.

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Arthur, Winfred, David J. Woehr, and William G. Graziano. "Personality testing in employment settings." Personnel Review 30, no. 6 (December 2001): 657–76. http://dx.doi.org/10.1108/eum0000000005978.

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McTurk, Carolyn, and Jane Shakespeare-Finch. "Barriers to Employment: Personality and Cognitive Predictors of Employment Status." Australian Journal of Career Development 15, no. 1 (April 2006): 10–18. http://dx.doi.org/10.1177/103841620601500104.

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Barriers to employment are linked to individual factors such as thinking styles and personality traits. Personality and cognitive differences between employed ( n = 55) and unemployed ( n = 57) cohorts were analysed to quantify the association between these variables and employment status. Using the Myers-Briggs Type Indicator (MBTI) and the Thinking Styles Inventory, three hypothesised relationships were examined in terms of identifying predictors of employment status. Personality temperament was found to be a significant predictor (particularly Sensing Perceiving style: SP), and thinking type also accounted for variance in employment status. These findings may help direct training strategies adopted by employment agencies in assisting people who are unemployed, collaboratively targeting positive job access outcomes through their consultative partnerships.

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Yang, Byunghwa. "The consistency effect between applicants’ personality traits and job characteristics on employment advertisement." Korean Journal of Industrial and Organizational Psychology 27, no. 1 (February 28, 2014): 55–81. http://dx.doi.org/10.24230/kjiop.v27i1.55-81.

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This study aims to examine the effect of consistency between applicants’ personality traits and job characteristics on employment advertisement. There are few empirical evidences about the consistency of personality traits and job characteristics, particularly in the employment advertisement, even though literature has shown that person-job (P-J) fit and person-organization (P-O) fit are strongly related to organization attractiveness and job choice decisions. The data were collected from a experiment of undergraduate students at a large Korean University. Using a ratin-square design and a eye-movement system in order to control over the order effect of stimuli presentations, the eighty subjects were given a series of employment advertisement one month after they completed the personalty test of NEO FFI-3. The employment advertisement material includes job requirements which represent a specific traits along with applicants’ personality traits. The result shows that the personality-based consistency between individuals traits and job characteristics is fairly associated with perception of person-job fit and intention to job acceptance. However, Results indicate a weak relationship between personality-based consistency and organizational attractiveness on employment advertisement. This study provides unique contributes to the literature by exploring how personality-based consistency between individuals and jobs influences perceived person-environment (P-E) fit and job choice decisions. Theoretical implications to the personality and recruitment literature are discussed along with practical suggestions to manager that are responsible for human resource management.

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Sansone, Randy A., Melissa Butler, Hassan Dakroub, and Michele Pole. "Borderline Personality Symptomatology and Employment Disability." Primary Care Companion to The Journal of Clinical Psychiatry 08, no. 03 (July 14, 2006): 153–57. http://dx.doi.org/10.4088/pcc.v08n0305.

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Hogan, Joyce, Paul Barrett, and Robert Hogan. "Personality measurement, faking, and employment selection." Journal of Applied Psychology 92, no. 5 (2007): 1270–85. http://dx.doi.org/10.1037/0021-9010.92.5.1270.

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Varela, Jorge G., Marcus T. Boccaccini, Forrest Scogin, Jamie Stump, and Alicia Caputo. "Personality Testing in Law Enforcement Employment Settings." Criminal Justice and Behavior 31, no. 6 (December 2004): 649–75. http://dx.doi.org/10.1177/0093854804268746.

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Meta-analysis was used to (a) assess the overall validity of personality measures as predictors of law enforcement officer job performance, (b) investigate the moderating effects of study design characteristics on this relation, and (c) compare effects for commonly used instruments in this setting. Results revealed a modest but statistically significant relation between personality test scores and officer performance. Prediction was strongest for the California Psychological Inventory and weaker for the Minnesota Multiphasic Personality Inventory and Inwald Personality Inventory. Effect sizes were larger for studies examining current job performance, as opposed to future job performance. Implications for using personality tests in the law enforcement officer hiring process are discussed, and recommendations for future research are provided.

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Elliott, Beth, and Odile Weissenborn. "Employment for Persons With Borderline Personality Disorder." Psychiatric Services 61, no. 4 (April 2010): 417. http://dx.doi.org/10.1176/ps.2010.61.4.417.

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Hou, Chunna, Lin Wu, and Zhijun Liu. "Effect of Proactive Personality and Decision-Making Self-Efficacy on Career Adaptability Among Chinese Graduates." Social Behavior and Personality: an international journal 42, no. 6 (July 16, 2014): 903–12. http://dx.doi.org/10.2224/sbp.2014.42.6.903.

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We studied the effect of proactive personality and career decision-making self-efficacy on career adaptability under employment pressure among 810 Chinese graduate students. Participants completed the Proactive Personality Scale, the Career Adapt-Abilities Scale–International Form 2.0, the Career Decision-Making Self-Efficacy Scale, and the Employment Pressure Scale. The results showed: (a) proactive personality affected career adaptability, (b) career decision-making self-efficacy played a mediating role in that relationship, (c) employment pressure moderated the mediating effect on the relationship in (a), and (d) students with a highly proactive personality were more inclined to be influenced by the negative effects of employment pressure than were those with a less proactive personality when forming career decision-making self-efficacy.

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Drydakis, Nick, Katerina Sidiropoulou, Vasiliki Bozani, Sandra Selmanovic, and Swetketu Patnaik. "Masculine vs feminine personality traits and women’s employment outcomes in Britain." International Journal of Manpower 39, no. 4 (July 2, 2018): 621–30. http://dx.doi.org/10.1108/ijm-09-2017-0255.

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Purpose The purpose of this paper is to examine whether masculine personality traits in women generate better job market prospects, as compared to feminine personality traits. Design/methodology/approach The authors utilized a field experiment (correspondent test) to capture the way in which firms respond to women who exhibit masculine and feminine personality traits. In doing so, the authors minimized the potential for reverse causality bias and unobserved heterogeneities to occur. Findings Women who exhibit masculine personality traits have a 4.3 percentage points greater likelihood of gaining access to occupations than those displaying feminine personality traits. In both male- and female-dominated occupations, women with masculine personality traits have an occupational access advantage, as compared to those exhibiting feminine personality traits. Moreover, women with masculine personality traits take up positions which offer 10 percentage points higher wages, in comparison with those displaying feminine personality traits. Furthermore, wage premiums are higher for those exhibiting masculine personality traits in male-dominated occupations than for female-dominated positions. Practical implications Within the labor market, masculine personality traits may increase competency levels and leadership capability. Social implications As feminine personality traits are stereotypically attributed to women, and these characteristics appear to yield fewer rewards within the market, they may offer one of many plausible explanations as to why women experience higher unemployment rates, while also receiving lower earnings, as compared to men. Originality/value Masculine and feminine personality traits may be a probable outcome of wage-related differentials. The experimental study isolates spurious relationships and offers clear evaluations of the effect of masculine and feminine personality traits on occupational access and wage distribution. To the best of the authors knowledge, this is the first-field experiment to examine the effect of masculine and feminine personality traits on entry-level pay scales.

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Hamilton, Barton H., Nicholas W. Papageorge, and Nidhi Pande. "The right stuff? Personality and entrepreneurship." Quantitative Economics 10, no. 2 (2019): 643–91. http://dx.doi.org/10.3982/qe748.

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We construct a structural model of entry into self‐employment to evaluate the impact of policies supporting entrepreneurship. Previous work has recognized that workers may opt for self‐employment due to the nonpecuniary benefits of running a business and not necessarily because they are good at it. Other literature has examined how socio‐emotional skills, such as personality traits, affect selection into self‐employment. We link these two lines of inquiry. The model we estimate captures three factors that affect selection into self‐employment: credit constraints, relative earnings, and preferences. We incorporate personality traits by allowing them to affect sector‐specific earnings as well as preferences. The estimated model reveals that the personality traits that make entrepreneurship profitable are not always the same traits driving people to open a business. This has important consequences for entrepreneurship policies. For example, subsidies for small businesses do not attract talented‐but‐reluctant entrepreneurs, but instead attract individuals with personality traits associated with strong preferences for running a business and low‐quality business ideas.

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Mohammed, Ibrahim, Priscilla Twumasi Baffour, and Wassiuw Abdul Rahaman. "Gender Differences in Earnings Rewards to Personality Traits in Wage-employment and Self-employment Labour Markets." Management and Labour Studies 46, no. 2 (February 19, 2021): 204–28. http://dx.doi.org/10.1177/0258042x21989944.

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In an extensive review of wage determination papers, it is concluded that the standard demographic and human capital factors explain little of earning differentials. Consequently, there is a growing interest among economists to include non-cognitive skills measured by personality traits in recent empirical literature to explain variations in earnings. In a bid to contribute empirical evidence to this strand of literature, this study examines the associations between the Big-Five personality traits (i.e., agreeableness, conscientiousness, openness, extraversion and neuroticism) and earnings, using the World Bank’s Skills towards Employment and Productivity (STEP) data on Ghana. The study employed regression techniques to estimate a series of semi-logarithmic wage equations that include demographic and human capital factors and the Big-Five personality traits to determine how important these factors are in explaining wage and self-employment earnings. Furthermore, the estimations of the wage equations are done separately for males and females to highlight any gender differences in the way personality traits contribute to earnings. Findings are largely consistent with the literature but uniquely demonstrate that in a power-distant culture like Ghana, where, traditionally, girl-child education has been relegated to the background, agreeable females, and not males, are rewarded in the formal wage employment labour market. However, in the informal self-employment labour market, conscientious males, and not females, are positively rewarded with higher earnings. These unique findings contribute to our understanding of the gender differences in the relative importance of non-cognitive skills in the formal and informal labour markets. JEL Codes: J31, J24

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Hogan, Robert, Joyce Hogan, and Brent W. Roberts. "Personality measurement and employment decisions: Questions and answers." American Psychologist 51, no. 5 (May 1996): 469–77. http://dx.doi.org/10.1037/0003-066x.51.5.469.

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Lange, Thomas. "Job satisfaction and self-employment: autonomy or personality?" Small Business Economics 38, no. 2 (December 5, 2009): 165–77. http://dx.doi.org/10.1007/s11187-009-9249-8.

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Matsuura, Motoko. "Entering Employment and Mental Health in New-graduate Women: The Role of Job Satisfaction and Personality." Japanese Journal of Personality 16, no. 1 (2007): 124–26. http://dx.doi.org/10.2132/personality.16.124.

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Yan, Lin, and Takashi Horiuchi. "Development of a Scale to Measure Motivation for Part-Time Employment of International Students in Japan." Japanese Journal of Personality 26, no. 2 (2017): 99–108. http://dx.doi.org/10.2132/personality.26.2.3.

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Guseltsev, Nikita S. "EMPLOYMENT OF A PERSONALITY IN A MODERN TRANSFORMING SOCIETY." RSUH/RGGU Bulletin. Series Psychology. Pedagogics. Education, no. 2 (2020): 133–50. http://dx.doi.org/10.28995/2073-6398-2020-2-133-150.

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Sansone, Randy A., Justin S. Leung, and Michael W. Wiederman. "Employment histories among patients with borderline personality disorder symptomatology." Journal of Vocational Rehabilitation 37, no. 2 (2012): 131–37. http://dx.doi.org/10.3233/jvr-2012-0606.

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Youngman, Julie Furr. "The use and abuse of pre-employment personality tests." Business Horizons 60, no. 3 (May 2017): 261–69. http://dx.doi.org/10.1016/j.bushor.2016.11.010.

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Longin, Maja Daraboš, Domagoj Hruška, and Vedrana Sedinić. "Relationship between Personality and Learning Goal Orientation Preceding the First Employment." Sustainability 13, no. 6 (March 10, 2021): 3003. http://dx.doi.org/10.3390/su13063003.

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The purpose of this study is to explore the relation between personality traits and the level of aspiration to acquire new skills and improve one’s competence in the midst of first employment. Although with mixed results, previous studies indicated that personality attributes influence goal orientation, both in the school and work settings. However, there have not been any studies that have specifically analysed this relation in the context preceding the first employment. The results of this research, on a sample of last-semester business administration students of an esteemed mid-European university, indicate that prior to the first employment, two personality traits—openness to new ideas and disposition to negative emotions—influence the level of motivation to acquire knowledge and novel modes of action. Insight into the antecedents of an individual’s orientation towards increasing and developing competencies prior to the first employment is an important topic for organizations who have the imperative to develop more sustainable knowledge management practices in an early stage of organizational socialization.

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Rust, John. "DISCRIMINANT VALIDITY OF THE ‘BIG FIVE’ PERSONALITY TRAITS IN EMPLOYMENT SETTINGS." Social Behavior and Personality: an international journal 27, no. 1 (January 1, 1999): 99–108. http://dx.doi.org/10.2224/sbp.1999.27.1.99.

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The ability of the ‘big five’ personality traits to predict supervisors' ratings of performance is investigated using the Orpheus personality questionnaire. Orpheus is a broad spectrum work-based personality questionnaire containing 190 items. It generates scores on sixteen scales – five major scales, seven minor scales, and four audit scales. The major scales are Fellowship, Authority, Conformity, Emotion and Detail and are based on the ‘big five’ model of personality. The minor scales are Proficiency, Work-orientation, Patience, Fair-mindedness, Loyalty, Disclosure and Initiative, and are based on the Prudentius model of integrity. The four response audits are Dissimulation, Ambivalence, Despondency and Inattention, and are designed to screen for inappropriate responding. Supervisors' ratings on 245 subjects in a variety of occupations and employment settings are obtained on the Orpheus respondents. All of the ‘big five’ traits were found to have significant correlations with appropriate supervisors' ratings.

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Melson-Silimon, Arturia, Alexandra M. Harris, Elizabeth L. Shoenfelt, Joshua D. Miller, and Nathan T. Carter. "Personality testing and the Americans With Disabilities Act: Cause for concern as normal and abnormal personality models are integrated." Industrial and Organizational Psychology 12, no. 2 (June 2019): 119–32. http://dx.doi.org/10.1017/iop.2018.156.

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AbstractApplied psychologists commonly use personality tests in employee selection systems because of their advantages regarding incremental criterion-related validity and less adverse impact relative to cognitive ability tests. Although personality tests have seen limited legal challenges in the past, we posit that the use of personality tests might see increased challenges under the Americans with Disabilities Act (ADA) and the ADA Amendments Act (ADAAA) due to emerging evidence that normative personality and personality disorders belong to common continua. This article aims to begin a discussion and offer initial insight regarding the possible implications of this research for personality testing under the ADA. We review past case law, scholarship in employment law, Equal Employment Opportunity Commission (EEOC) guidance regarding “medical examinations,” and recent literature from various psychology disciplines—including clinical, neuropsychology, and applied personality psychology—regarding the relationship between normative personality and personality disorders. More importantly, we review suggestions proposing the five-factor model (FFM) be used to diagnose personality disorders (PDs) and recent changes in theDiagnostic and Statistical Manual of Mental Disorders(DSM). Our review suggests that as scientific understanding of personality progresses, practitioners will need to exercise evermore caution when choosing personality measures for use in selection systems. We conclude with six recommendations for applied psychologists when developing or choosing personality measures.

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Keirn, Jeanrnarie, L. Alvin Malesky, and David R. Strauser. "Post-traumatic Stress Disorder (PTSD), Life Satisfaction and Work Personality: Exploring the Relationship with Disability." Journal of Applied Rehabilitation Counseling 34, no. 3 (September 1, 2003): 41–45. http://dx.doi.org/10.1891/0047-2220.34.3.41.

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This research focused on Post-traumatic Stress Disorder (PTSD) and its relationship to life satisfaction and developmental work personality. The participants were women of low socioeconomic status and consisted of three groups: women not seeking employment; women pursuing their CED prior to seeking employment; and women with disabilities in readiness to work programs. Significant correlations exist between both the Developmental Work Personality Scale (DWPS) and the Life Satisfaction Scale, and PTSD symptoms for the entire group. Separate analyses for each group indicated significant correlations for the women with disabilities between levels of PTSD symptoms, developmental work personality, and life satisfaction.

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Broniecki, Monica, Adrian Esterman, Esther May, and Hugh Grantham. "PRE-EMPLOYMENT RISK FACTORS FOR BACK, NECK AND SHOULDER MUSCULOSKELETAL INJURIES AND CLAIMS IN AMBULANCE OFFICERS." Journal of Musculoskeletal Research 14, no. 01 (March 2011): 1150002. http://dx.doi.org/10.1142/s0218957711500023.

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This study aims to determine whether pre-employment medical, physical or psychological assessments can predict future back, neck and shoulder musculoskeletal injuries and claims in an Australian ambulance service. This was a retrospective observational study based on linked datasets. Poisson regression analysis was undertaken to determine which pre-employment personality traits, using the Fifteen Factor Questionnaire and 36 medical and functional capacity evaluation variables, predicted the number of injuries and claims in ambulance officers. Ambulance officers who at pre-employment assessment demonstrated more conceptual, intuitive and anxious personality traits, and those ambulance officers who had hypermobile joints, self-limited weights lifted, played less sport or exercised less, were more likely to sustain future back, neck or shoulder musculoskeletal injuries or submit workers compensation claims. Individual pre-employment risk factors were found to predict musculoskeletal injuries and claims in a cohort of ambulance officers. Anxious as opposed to stable personality types and conceptual rather than practical personality types appear to be at greater risk of an injury or submitting a claim, as were recruits with hypermobile joints. Identification of individual risk factors at recruitment may assist in the selection of suitable applicants into the ambulance service as well as providing a focus for career counseling where relevant.

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Jahanshahi, M., and C. D. Marsden. "Personality in torticollis: a controlled study." Psychological Medicine 18, no. 2 (May 1988): 375–87. http://dx.doi.org/10.1017/s0033291700007923.

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SynopsisThe Eysenck Personality Questionnaire, the trait scales of the Leyton Obsessional Inventory, the Spielberger State Trait Anxiety Inventory, and a questionnaire assessing marital status and harmony were completed by 100 torticollis patients and a control group of 49 cervical spondylosis sufferers. Information regarding employment status, and events preceding onset of their complaint was also obtained. The two groups did not differ in terms of any of the personality dimensions evaluated, or in their self-reports of events prior to onset of their illness. The groups differed significantly with regards to marital status (a higher proportion of the torticollis patients were single) but not marital harmony. A significantly higher proportion of the torticollis patients were in the permanently sick category of employment status. Findings of previous studies evaluating personality in torticollis and in sufferers of other disabling physical conditions are considered, and the results are discussed in terms of the effects of disabling chronic physical disorders.

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Brouwer, Sandra, Sander K. R. van Zon, Ute Bültmann, Harriëtte Riese, and Bertus F. Jeronimus. "Personality as a Resource for Labor Market Participation among Individuals with Chronic Health Conditions." International Journal of Environmental Research and Public Health 17, no. 17 (August 27, 2020): 6240. http://dx.doi.org/10.3390/ijerph17176240.

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Background: The link between personality traits and employment status in individuals with chronic health conditions (CHCs) is largely unexplored. In this study, we examined this association among 21,173 individuals with CHCs and whether this association differs between individuals suffering from a heart disease, depression, anxiety, cancer, chronic obstructive pulmonary disease, musculoskeletal disease (MSD) and type 2 diabetes mellitus (T2DM). Methods: This study was conducted using baseline data from the Lifelines Cohort Study. Employment status and the presence of CHCs were determined by questionnaire data. The Revised Neuroticism-Extroversion-Openness Personality Inventory (NEO-PI-R) was used to measure eight personality facet traits. We conducted disease-generic and disease-specific logistic regression analyses. Results: Workers with higher scores on self-consciousness (OR: 1.02; 95% CI: 1.01–1.02), impulsivity (1.03; 1.02–1.04), excitement seeking (1.02; 1.01–1.02), competence (1.08; 1.07–1.10) and self-discipline (1.04; 1.03–1.05) were more often employed. Adults with higher scores on anger-hostility (0.97; 0.97–0.98), vulnerability (0.98; 0.97–0.99), and deliberation (0.96; 0.95–0.97) were least often employed. Personality facets were associated strongest with employment status among individuals suffering from MSD and weakest in individuals with T2DM. Conclusions: Personality might be a key resource to continue working despite having a CHC. This may be relevant for the development of targeted personality-focused interventions.

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Strober, Lauren B., Christopher Christodoulou, Ralph HB Benedict, Holly J. Westervelt, Patricia Melville, William F. Scherl, Bianca Weinstock-Guttman, Syed Rizvi, Andrew D. Goodman, and Lauren B. Krupp. "Unemployment in multiple sclerosis: the contribution of personality and disease." Multiple Sclerosis Journal 18, no. 5 (December 19, 2011): 647–53. http://dx.doi.org/10.1177/1352458511426735.

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Background: Multiple sclerosis (MS) is the leading cause of neurological disability among young and middle-aged adults. One of the most devastating consequences of MS in this relatively young population group is unemployment. Although certain demographic and disease factors have been associated with employment, few studies have examined the contribution of person-specific factors, such as personality. Objective: The goal of this study was to determine the extent to which personality, demographics, and clinical measures contribute to unemployment in MS. Method: A total of 101 individuals with MS who were enrolled in a clinical trial on cognition underwent a brief neuropsychological battery and completed questionnaires related to vocation, mood, fatigue, and personality. Neurological impairment was measured with the Expanded Disability Status Scale (EDSS). Results: Employment status was related with disease duration, MS subtype, level of neurological impairment, fatigue, performance on measures assessing information processing speed (Symbol Digit Modalities Test (SDMT)), learning and memory (Selective Reminding Test), and the personality characteristic of persistence. Based on a forward logistic regression analysis, EDSS, SDMT, and persistence were the strongest predictors of employment status. Conclusions: These findings underscore the importance of personality on outcomes in MS and point to the need for more clinical attention and research in this area.

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Soloff, Paul H., and Laurel Chiappetta. "Time, Age, and Predictors of Psychosocial Outcome in Borderline Personality Disorder." Journal of Personality Disorders 34, no. 2 (April 2020): 145–60. http://dx.doi.org/10.1521/pedi_2018_32_386.

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In longitudinal studies, BPD symptoms diminish over time, though psychosocial functioning lags far behind. The effects of time and advancing age on BPD are poorly understood. We sought prospective predictors of psychosocial outcome and recovery in 150 BPD subjects followed 2 to 31 years (mean 9.94 years) using a multidimensional assessment method and biannual follow-ups. Time-in-study had no significant effect on achieving diagnostic remission in BPD, good psychosocial outcomes, meaningful interpersonal relationships, full employment, or total recovery; however, younger age was associated with social and vocational achievement independent of BPD remission. Significant contributions to psychosocial outcome were found for age, employment status, MDD, SUD, Any Anxiety Disorder, and Alcohol abuse/dependence (ALC). Remission from BPD was neither necessary or sufficient for good interpersonal relationships or full-time employment. Full-time employment and social and vocational adjustment (SAS-sr) predicted good psychosocial outcome. Axis I comorbidity with Any Anxiety Disorder, MDD, or SUD predicted poor outcome.

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Schermer, Julie Aitken, Julie Carswell, and Sandra Jackson. "Correlations between a general factor of personality and employment measures." Personality and Individual Differences 53, no. 5 (October 2012): 557–61. http://dx.doi.org/10.1016/j.paid.2012.04.037.

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Cruitt, Patrick J., Michael J. Boudreaux, Joshua J. Jackson, and Thomas F. Oltmanns. "Borderline personality pathology and physical health: The role of employment." Personality Disorders: Theory, Research, and Treatment 9, no. 1 (January 2018): 73–80. http://dx.doi.org/10.1037/per0000211.

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Saad, Syed, and Paul R. Sackett. "Investigating differential prediction by gender in employment-oriented personality measures." Journal of Applied Psychology 87, no. 4 (2002): 667–74. http://dx.doi.org/10.1037/0021-9010.87.4.667.

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Blackman, Melinda C. "Personality Judgment and the Utility of the Unstructured Employment Interview." Basic and Applied Social Psychology 24, no. 3 (September 2002): 241–50. http://dx.doi.org/10.1207/s15324834basp2403_6.

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Skilton, Paul F., and Jesus Bravo. ""Employment Transition Intention: Opportunity, Personality and the Perception of Risk"." Academy of Management Proceedings 2015, no. 1 (January 2015): 13684. http://dx.doi.org/10.5465/ambpp.2015.13684abstract.

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MATSUDA, Yuko. "The effects of five-factor personality traits on employment anxiety." Proceedings of the Annual Convention of the Japanese Psychological Association 75 (September 15, 2011): 2AM139. http://dx.doi.org/10.4992/pacjpa.75.0_2am139.

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Zhao, Jun, and Lijun Chen. "Individualism, collectivism, selected personality traits, and psychological contract in employment." Management Research News 31, no. 4 (March 31, 2008): 289–304. http://dx.doi.org/10.1108/01409170810851357.

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Wolfe, Marcus T., and Pankaj C. Patel. "Persistent and repetitive: Obsessive-Compulsive Personality Disorder and self-employment." Journal of Business Venturing Insights 8 (November 2017): 125–37. http://dx.doi.org/10.1016/j.jbvi.2017.10.001.

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Cremin, C. S. "Self-Starters, Can-Doers and Mobile Phoneys: Situations Vacant Columns and the Personality Culture in Employment." Sociological Review 51, no. 1 (February 2003): 109–28. http://dx.doi.org/10.1111/1467-954x.00410.

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This paper speculates on the significance of an apparent increase in the use of personality language in job advertisements in situations vacant columns. The findings of my study appear to reflect broader social developments and the concerns of sociologists in the field. The impact of a self-description lexicography upon the individual is evaluated in terms of reflexivity and commodification. My contention is that corporations have appropriated a language of personality, and have contributed in transforming personality traits into virtual commodities whose value is determined according to which characteristics are in greatest demand. As individuals come to recognise themselves through corporatised personality language, the synthesis between business and personality leads to a post-ironic disposition and reflexive exploitation.

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Remaida, Ahmed, Aniss Moumen, Youness El Bouzekri El Idrissi, Benyoussef Abdellaoui, and Youssef Harraki. "The use of personality tests as a pre-employment tool: A comparative study." SHS Web of Conferences 119 (2021): 05007. http://dx.doi.org/10.1051/shsconf/202111905007.

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The mechanisms of professional selection of young graduates in the labour market remain an open debate and involve all stakeholders: students, educational system, companies and administrations. These mechanisms play a crucial role in the future performances of an institution or a company, as the selection of the wrong candidate can ruin an organization. In contrast, the right candidate can take the organization to new heights. The interview presents a short interaction that may reflect the candidate knowledge and skills; however, there are many other hidden facets such as personality traits that are difficult to measure only by interviewing. Today, many countries already use personality testing during the recruitment phase. Our objective through this work is to determine the possible links between the personality of future young employees and their performance within the company. To achieve this objective, we carried out a comparative study of the different personality tests used in the recruitment process.

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Vaag, Jonas, Erik R. Sund, and Ottar Bjerkeset. "Five-factor personality profiles among Norwegian musicians compared to the general workforce." Musicae Scientiae 22, no. 3 (May 16, 2017): 434–45. http://dx.doi.org/10.1177/1029864917709519.

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The aim of the study was to investigate differences in personality traits between professional musicians and the general workforce, as well as differences in personality traits across subgroups of musicians according to types of employment and instrument group. In 2013, 1,600 members of the Norwegian Musicians’ Union answered a questionnaire regarding type of employment, instrument group and a shortened version of the Big Five Inventory (BFI-20). The musicians were compared to a sample of the general Norwegian workforce ( n = 6,372) that answered the same personality questionnaire in the Norwegian Generation and Gender Survey of 2007. Multivariable linear regression, adjusted for age, gender, marital status and education, showed that musicians displayed higher degrees of neuroticism and openness to experience, as well as lower degrees of conscientiousness, than the general workforce. A higher degree of openness to experience was especially evident among freelance musicians and those who combined freelance work with employment. Findings also differed according to musicians’ instrument groups, with vocalists scoring higher on openness to experience and bowed string players scoring higher on neuroticism and introversion. In sum, musicians displayed somewhat different patterns of personality traits compared to the general workforce, but our results did not support some of the previously held notions of a specific distinguishable personality structure of musicians. Somewhat unsurprisingly, the major distinguishable trait of musicians was a heightened degree of openness to experience.

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Domingo, Meera, Sharon Keppley, and Catherine Chambliss. "Relations of Early Maternal Employment and Attachment in Introvertive and Extraverttve Adults." Psychological Reports 81, no. 2 (October 1997): 403–10. http://dx.doi.org/10.2466/pr0.1997.81.2.403.

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The present study examined attachment scores of adult children whose mothers were employed and how maternal employment varied as a function of children's personality styles. Children's extraversion was expected to moderate the effects of maternal employment on their attachment as adults. Responses of 106 undergraduates were obtained on 3 measures, the Eysenck Personality Inventory, the Adult Attachment Scale of Collins and Read, and the Adolescent Relationship Scales Questionnaire of Scharfe and Bartholomew. A median split was performed to divide subjects into those scoring High and Low on Extraversion. Subjects were then grouped on the basis of their mothers' employment status during the subjects' infancy (Full-time, Part-time, Nonemployed). Subjects high on Extraversion seemed to show more adverse attachment consequences in adulthood following full-time maternal employment during infancy. Adults who scored high on extraversion may have been more comfortable with continual maternal presence during infancy, while those more introverted as adults may have adapted better to the periods of separation associated with infant day care.

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Suliman, Nina, and Tomer Einat. "Does Work Stress Change Personalities? Working in Prison as a Personality-Changing Factor Among Correctional Officers." Criminal Justice and Behavior 45, no. 5 (March 7, 2018): 628–43. http://dx.doi.org/10.1177/0093854818758141.

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The study uses Behavioral Tendencies Scales tests to examine how employment as a correctional officer affects personality change, particularly neuroticism. We found a significant and conclusive increase in the neuroticism factor among correctional officers and a significant decrease in the comparison groups, as well as higher levels of neuroticism among longer serving officers than among newly employed officers. A significant increase in neuroticism was also revealed among correctional officers after 3 to 4 years of employment. Our findings led us to conclude that employment in prison is linked to changes in correctional officers’ personalities and levels of neuroticism, unlike the trend seen in the comparison groups and in that age group in the wider population. This highlights the distinctive and stressful nature of correctional facilities as a workplace that generates particular, negative personality changes.

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W. Lounsbury, John, James M. Loveland, Lucy W. Gibson, and Jacob J. Levy. "Distinctive personality traits of quality management personnel." TQM Journal 26, no. 5 (August 5, 2014): 510–21. http://dx.doi.org/10.1108/tqm-06-2013-0071.

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Purpose – The purpose of this paper is to investigate differences in personality and career satisfaction between quality managers and workers in other fields based on Person-Environment Fit theory. Design/methodology/approach – Field study: personality and career satisfaction data for 965 quality managers were compared with those for a sample of over 85,000 individuals in many different occupations and employment settings using multivariate analysis of variance (MANOVA) and t-tests. Findings – Quality managers were higher than other occupations in intrinsic motivation, tough-mindedness, and conscientiousness, but lower in career satisfaction, optimism, and assertiveness. Research limitations/implications – This paper does not contain any longitudinal study; there is also a lack of some demographic variables, including race/ethnicity, job tenure, and career tenure. Practical implications – The findings carry implications for career planning, recruiting, pre-employment testing, training, and helping quality managers navigate through their organizations and careers. Social implications – Overall, the authors provide a personality profile of quality managers and show that many quality managers have lower career satisfaction than other occupations. Originality/value – These findings provide an occupational profile of salient personality traits of QC managers which can be used in occupational classification, field identity, and career planning.

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Suvajdžić, Katarina, Dušana Šakan, Mirjana Franceško, and Željka Bojanić. "Career adaptability, personality traits and socio-demographic characteristics as predictors of organizational commitment." Civitas 10, no. 1 (2020): 28–51. http://dx.doi.org/10.5937/civitas2001028s.

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The purpose of the study was to determine the extent to which career adaptability, personality traits, and socio-demographic features account for organizational commitment among the employed population. The study was conducted on an appropriate sample of 390 employees in the public (34%) and private sector (66%) in Serbia (42% male, 58% female), average age of 40. 46,2% of the respondents occupy executive positions, and 58,2% non-executive positions. Criterion variables are summative scores of organizational commitment dimensions (affective, normative and instrumental). Predictor variables are socio-demographic features (gender, organizational role, organization type, years of employment (total), years of employment (current organization), age, and education) as summative scores on the six-dimension HEXACO-based model (Honesty, Emotionality, Extraversion, Agreeableness, Conscientiousness, Openness to experience) and summative scores on career adaptability scales (concern, control, curiosity and confidence). Employing hierarchical multiple regression-based analyses, we have determined that personality traits, socio-demographic features, and career adaptability aspects account for 29% of affective commitment variance, 18% of normative commitment and 17% of instrumental commitment. In order of magnitude and importance, socio-demographic features first and personality traits second can be considered stable predictors of affective and normative commitment, whereas career adaptability makes for the least stable predictor. Personality traits are the most important factor in instrumental commitment, then socio-demographic features, whereas career adaptability is the least important factor. Affective commitment is more common among employees occupying executive positions, employees with longer employment period in the organization, and among employees in the private sector who display higher levels of extraversion, honesty and agreeableness, and levels of control. Normative commitment is on avarage higher among executives, in the private sector, among employees with shorter total employment (but longer employment in the current organization), and among older employees with higher extraversion, agreeableness and lower openness. Instrumental commitment is on average higher among employees with longer employment period in the organization and older respondents, and among those with higher emotionality and honesty, and lower extraversion. We can conclude that socio-demographic features constitute a major factor in organizational commitment, while personality traits are less significant. Career adaptability is a minor factor, and only for some aspects of organizational commitment. Based on the results obtained, we have fomulated a number of practical implications that may be of use to occupational psychologists in creating interventions to increase organizational commitment.

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Álvarez, Gema, and Ana I. Sinde-Cantorna. "Self-employment and job satisfaction: an empirical analysis." International Journal of Manpower 35, no. 5 (July 29, 2014): 688–702. http://dx.doi.org/10.1108/ijm-11-2012-0169.

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Purpose – The purpose of this paper is to test whether the usual positive effect of self-employment on job satisfaction remains once the greater autonomy and flexibility afforded by self-employment have been factored in, as well as the existence of differences in unobserved characteristics across individuals. Design/methodology/approach – It may be thought that the probability of being self-employed and the declared job satisfaction are not independent from each other due to differences in unobserved characteristics – as psychological or personality traits – across individuals. Therefore, self-employment should be treated as an endogenous variable when it is introduced as an explanatory variable in a job satisfaction equation. Given this, the paper proposes the estimation of a treatment effect model in which self-employment and job satisfaction equations are estimated jointly. Findings – The results suggest that the usual positive effect of self-employment on job satisfaction is due to the greater work autonomy afforded by self-employment, and not to the greater willingness of the self-employed to report higher levels of satisfaction. Thus, the paper finds that once flexibility and autonomy are considered, the usual positive effect of self-employment on job satisfaction disappears and becomes negative. Research limitations/implications – It would be useful further empirical analysis using other data, especially panel data, to test the robustness of the results. Originality/value – The paper proposes an alternative way to analyse the relation between self-employment and job satisfaction by taking into account both the greater autonomy and flexibility afforded by self-employment, as well as psychological or personality traits.

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Gray, Magnus, Minsung Kim, and Seungyeon Lee. "Career self-efficacy as a mediator between emotional intelligence and employment planning among US college students." Canadian Journal of Career Development 20, no. 2 (September 1, 2021): 70–76. http://dx.doi.org/10.53379/cjcd.2021.85.

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This study examines the dynamics of personality traits that interfere with occupational decisions among young adults, especially during a pandemic. Three multiple regression analyses were conducted to predict career decision self-efficacy (CDSE), e.g., planning and indecision from the Big 5 personality measures. We hypothesized that EI and personality affect employment conflicts (Study 1), and that CDSE mediates EI and planning difficulty (Study 2). Conscientiousness and openness significantly predicted CDSE, F(5, 128) = 15.64, p < .001, R2 = .38, while neuroticism was statistically significant in predicting CSPS, F(5, 128) = 3.94, p < .01, R2 = .13. Neuroticism was significant for personality variables while a negative correlation was found between EI and career indecision (r = -0.25, at p < .01). Results demonstrate that the positive effect of CDSE mediated EI’s link to career indecision, which reveals that conscientiousness also predicted participants’ occupational indecision (β = -0.17, p < .05).

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Tatman, Tony. "Internal Consistency and Concurrent Validity for the Critical Hire-Personality Assessment: A Replication Study with Correctional Officers." International Journal of Human Resource Studies 10, no. 3 (June 15, 2020): 1. http://dx.doi.org/10.5296/ijhrs.v10i3.16907.

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The Critical Hire – Personality Assessment (CH-PA) is a pre-employment personality assessment developed for law enforcement and correctional officer applicants. This study replicated findings provided by Tatman (2019) regarding the CH-PA's internal consistency and concurrent validity when compared to the NEO Personality Inventory-Revised. Results obtained in this study are consistent with findings obtained by Tatman (2019) and provide supporting evidence for the reliability and concurrent validity for the CH-PA when used with a sample of correctional officer applicants.

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Patel, Pankaj C., and Sherry M. B. Thatcher. "Sticking It Out." Journal of Management 40, no. 7 (May 15, 2012): 1932–79. http://dx.doi.org/10.1177/0149206312446643.

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There is evidence that individual attributes play an important role in self-employment entrance decisions. Drawing on the personality, psychological well-being, and goal attainment literature, the authors ask, What individual attributes are associated with persistence in self-employment? First, they theoretically develop the concept of self-employment persistence and then empirically assess the effects of individual attributes on self-employment persistence, while including the baseline effects of these individual attributes on self-employment entrance. They use a semiparametric, reduced-form, multiple-state transition model and control for demographic and social determinants. Using employment history data of a cohort of 2,839 individuals from 1957 to 2004, the authors find that openness to experience, autonomy, and tenacious goal pursuit increase persistence in self-employment, whereas neuroticism reduces persistence in self-employment. They discuss the theoretical and practical implications of the findings.

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Hamberger, L. K., and James E. Hastings. "Counseling Male Spouse Abusers: Characteristics of Treatment Completers and Dropouts1." Violence and Victims 4, no. 4 (January 1989): 275–86. http://dx.doi.org/10.1891/0886-6708.4.4.275.

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This article examines differential demographic and personality characteristics of completers (n = 88) and dropouts (n = 68) from a spouse abuse abatement counseling program. Chi-square analyses on categorical data and multivariate analyses of variance on personality test data revealed several predicted findings. In general, treatment dropouts were younger and had lower employment levels than treatment completers. Dropouts also had higher pretreatment levels of police contact than completers for alcohol- and drug-related offenses, as well as miscellaneous offenses, but not for violent offenses. Personality data indicated greater borderline and schizoidal tendencies among dropouts, compared to completers, as measured by the Millon Clinical Multiaxial Inventory (MCMI). Moreover, completers evidenced lower levels of overall psychopathology than dropouts. Discriminant function analyses correctly predicted 71% of dropouts with the following variables: volunteer status, race, employment, MCMI-Alcohol scale and pretreatment miscellaneous criminal offenses. The results of the present study are discussed in terms of victim safety planning and program policy implications.

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Niaconachie, Glenda. "From Bureaucrat to Professional: Skill and Work in the Commonwealth Employment Service." Journal of Industrial Relations 35, no. 2 (June 1993): 221–41. http://dx.doi.org/10.1177/002218569303500202.

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Most research on skill and the labour process (most notably the deskilling debates) has concentrated on private sector organizations. Very few empirical studies have considered skill and the organization of work in relation to public servants. Employ ment officers, the primary operational level in the Commonwealth Employment Service, are the focus of this paper. Between the early 1970s and 1990 their roles and skills were transformed as a consequence of the combination of policy, organizational and technological changes. The changing roles of the Commonwealth Employment Service were reflected in the skill shifts of its employment officers. Clusters of appropriate skills were required at specific points. Individual elements within these clusters were deskilled, reskilled or upgraded, sometimes simultaneously. The most significant aspect is the shift from traditional bureaucrat to professional service deliverer, with a subsequent recognition of 'personality skills'. These personality skills have become incorporated as requirements of the job, and are no longer individual capabilities.

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Haselau, Cathy M., and Madhubala I. Kasiram. "Self-employment and marriage: Costs and benefits." South African Journal of Business Management 27, no. 1/2 (March 31, 1996): 17–21. http://dx.doi.org/10.4102/sajbm.v27i1/2.804.

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This article highlights the effect of self-employment in a marriage by examining both the costs and possible benefits that are brought to bear when the breadwinner is in self-employment. Specific aspects identified as having an impact on the marital relationship were: work-family conflicts; role-division; stress; motivation for the start up of the business; the structure of the business; financial management; and personality characteristics. Via the interview schedule, it was possible to glean in-depth information from both spouses in the marriage on the advantages and disadvantages of being self-employed. Finally, recommendations are made both for therapeutic and preventive interventions with the couple as well as for interdisciplinary communication.

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Journal articles on the topic 'Personality and employment'

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