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Marcusson, Leif, and Siw Lundqvist. "Swedish IT Project Managers' Personality Traits Mirrored in the Big Five." International Journal of Information Technology Project Management 7, no. 3 (July 2016): 1–14. http://dx.doi.org/10.4018/ijitpm.2016070101.
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Project success, which is critical to achieve, requires a competent project manager. Could anybody become a skilled project manager, or what does it take? One factor that is considered to influence the opportunities of succeeding is individuals' personality traits. Which ones would be suitable for Swedish IT project managers then? Could these be mirrored in the perspective of the Big five categories? This research was carried out by collecting and analyzing job advertisements (henceforth ads.) once a year (2010-2013), in total 325 ads. The findings indicate that the three most requested personality traits for a Swedish IT project manager are driven, communicative and structured. Mirrored in the Big five dimensions the most requested traits from the study fell into the categories conscientiousness and extraversion. The practical implication is improved ads. by using the Big five categories; research implications are foremost yet another perspective of IT project managers' personality traits.
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Truong, Chuong Minh. "Small and medium sized enterprises: clustering and owner manager’s typology." Science and Technology Development Journal 18, no. 4 (December 30, 2015): 25–33. http://dx.doi.org/10.32508/stdj.v18i4.967.
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SMEs are established and managed by owner managers. Their personality traits, demographics impact the enterprise’s managerial system and performance. This study aims at clustering the SMEs to find out the clustering structure via these stated above factors, then, defining a set of criteria to recognize the owner managers’ typology and predicting the enterprise performance. Clustering method has been applied to analyze 240 enterprises into 3 clusters differentiating with each other basing on the personality traits, particularly, innovation, demographics, strategic management and organizational functional structure. These factors are encapsulated into a set of criteria for owner manager’ typology definition and prediction of the enterprise performance. Relations among these factors in each cluster were also recognized.
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Gunawan, Joko. "THE PROS AND CONS OF THE RELATIONSHIP BETWEEN PERSONALITY AND LEADERSHIP OR MANAGERIAL BEHAVIOR OF NURSING MANAGER." Belitung Nursing Journal 2, no. 5 (October 28, 2016): 107–9. http://dx.doi.org/10.33546/bnj.38.
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Dear Editor, “Complex role in complex times” that is what nurse managers have as the one on the most key roles in the hospital.1 They are not just about managing staff schedules, but also need to have a vision and able to inspire them.2 Thus, competent nurse managers are needed. Research suggests that employees and employers are looking for similar characteristics or personality traits in their leaders. Personality trait refers to the dimensions of individual differences in tendencies to show consistent patterns of thoughts, feelings and actions.3 Personality trait seems able to explain why a person acts the way he/she does when in a leadership position. Research aggregated the results of 222 correlations contained in 73 studies of personality and leadership performance by involving 25,000 managers from every level in organizations across every industry sector.4 There were four of the five dimensions of the big five personality were significantly correlated with leadership emergence and effectiveness with adjustment / emotional stability as the best predictor, and agreeableness as the weakest predictor.4 Scholars who believe in data, these findings definitively indicate that personality predicts leadership behaviors across all organizational levels and industry sectors, and does so more powerfully than any known alternative.5 Personality traits relate to leader behaviors to a greater extent and less ambiguously than earlier reviews had suggested.6 However, although there are clear evidences in examining the relationship between personality and leadership or managerial behavior, it is also important that there are cons about the degree to which personality is related to managerial or leadership behavior Literature indicates that personality traits cannot be concluded to determine leadership with some considerations: (1) it is impossible to find one specific personality trait that characterizes leaders and (2) it is impossible to isolate a number of traits, which combined, explain leadership.7 Thus, it is failed to investigate a clear relationship between personality and leadership. It might be other indications that traits work with other factors in the leadership or managerial behavior.8 Study investigated the relationship between personality and transformational leadership, and now some agreement that there may be five super-traits (extraversion, agreeableness, conscientiousness, neuroticism, and openness to experience) are related to managerial or leadership behavior. But, it is important to note the effect sizes were not large.5 Another study emphasized that “one should be careful in generalizing our findings on the relation of traits to leadership perceptions to other areas of leadership."9 The findings could not be directly concluded that there are traits that would generally predict the performance of a leader’s work group or organization, nor do they imply that there are certain types of leadership behaviors that will generally produce superior performance.9 On the other hand, the main issue in management research is what kind of behavior managers exhibit and how behavior influences the outcome of the organization. Why leaders behave the way they do adheres to a general issue in psychology, the relationship between personality and behavior. It is not a burning issue in leadership 5. Additionally, there is no evidence to support that managers are primarily recruited based on their personality traits. Managers are not recruited or promoted based on their personality in formal organizations. Managers are hired primarily due to their formal competence and previous merits.10 Finally, the correlation between personality trait and managerial or leadership behavior remains inconclusive. However, it is agreed that personality cannot be excluded from leadership and management.
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Gray, Karmin, and Frank Ulbrich. "Ambiguity acceptance and translation skills in the project management literature." International Journal of Managing Projects in Business 10, no. 2 (April 4, 2017): 423–50. http://dx.doi.org/10.1108/ijmpb-05-2016-0044.
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Purpose The project management literature provides a fairly united picture of the importance of projects being successful. One success factor is represented by project managers themselves, whose personality, skills, knowledge, competencies, and traits affect project success. To better understand various project manager types, the purpose of this paper is to review the extant project management literature and propose a framework for categorising project managers based on the traits that they possess or lack. Design/methodology/approach The research commenced with identifying and collecting articles from the academic project management literature. The articles were then coded to identify different competencies and traits that a project manager needs to be successful. Based on this analysis, a framework with four main project manager types was developed. Findings The results indicate that ambiguity acceptance and translation skills are two important dimensions that project managers need to be successful. The four project manager types were arranged around two dimensions. Research limitations/implications The framework presented is based on previous research. Empirical testing of the proposed framework would be a promising direction for future research. Practical implications The framework assists reflective practitioners in identifying what kind of project manager they currently are, suggesting how they might transition into a different project manager type to increase their project management success rate. Originality/value This paper conceptualises project managers and how their personal traits relate to project success. It offers practical help to project managers in understanding their strengths and limitations, and how to become a different type of project manager.
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Lounsbury, John W., Eric D. Sundstrom, Lucy W. Gibson, James M. Loveland, and Adam W. Drost. "Core personality traits of managers." Journal of Managerial Psychology 31, no. 2 (March 14, 2016): 434–50. http://dx.doi.org/10.1108/jmp-03-2014-0092.
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Purpose – The purpose of this paper is to empirically compare managers with employees in other occupations on Big Five and narrow personality traits to identify a distinctive personality profile for managers. Design/methodology/approach – An archival data set representing employees in a wide range of business sectors and organizations was utilized to compare trait scores of 9,138 managers with 76,577 non-managerial employees. Profile analysis (PA) with MANOVA and analysis of covariance was used to compare managers and non-managers on Big Five traits Openness, Conscientiousness, Extraversion, Agreeableness, and Emotional Stability; and narrow traits Assertiveness, Optimism, Work Drive, and Customer Service Orientation. Findings – As hypothesized, compared to non-managers, managers had significantly higher scores across nine traits, all of which correlated significantly with managerial career satisfaction. Research limitations/implications – Although job tenure and managerial level are not examined, the findings align with managerial competence models, the Attraction-Selection-Attrition model, and vocational theory and raise questions for research on the adaptive value of these traits for managers’ satisfaction and effectiveness. Practical implications – The results carry practical implications for selection, placement, training, career planning for managers, and particularly for their professional development. Social implications – A distinctive personality profile for managers clarifies the occupational identity of managers, which contributes to public and professional understanding of managers and their roles. Originality/value – This study is original in reporting an empirical, theoretically grounded personality profile of managers that includes both Big Five and narrow traits.
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Noor, Syaharudin Shah Mohd, Muneera Esa, Ernawati Mustafa Kamal, and Aida Azlina Mansor. "Project manager personality traits towards project success: Moderated role of working experience in perspectives of small public construction projects in Malaysia." International Journal of Construction Supply Chain Management 10, no. 4 (December 31, 2020): 234–50. http://dx.doi.org/10.14424/ijcscm104020-234-250.
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Project success requires organisations and project managers to change strategies to satisfy stakeholders. Research into project success needs comprehensive analysis and approaches in various contexts, especially touching on non-technical skills (personality). This study aims to focus on examining the association of Project Manager Personality Traits (PMPTs) to the success of Small Public Construction Projects (SPCPs) and moderated by working experience. A survey was carried out to collect data using a structured Big Five Inventory (BFI) and Project Success Achieved Instrument (PSAI) questionnaire. Partial Least Squares Structural Equation Modeling (PLS-SEM) was used on a sample of 137 respondents for hypotheses testing and moderation effect analysis. Results show that PMPTs had a positive impact on the success of SPCPs. Conscientiousness (CT) and Agreeableness (AG) traits influence were more prominent when compared with other traits. While working experience does not moderate the relationship between PMPTs and the success of SPCPs. This study reflected the theoretical research of personality traits and their impact on the construction management industry. There have been limited studies of project success in the relationship with the BFI in the past, especially in the SPCPs context. The present study provides a basis for researchers interested in this area to examine further the use of BFI and PSAI as resources in other industries. Practically these findings may enable government or authorities to better align and suit project managers and their assigned project-based levels, where project managers are located in ministries overseeing small-scale projects. This study contributes theoretically to SPCPs literature by offering insights into project manager personality affecting project success and focus on selected agency in Malaysia.
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ANTONCIC, JASNA AUER, BOSTJAN ANTONCIC, DARJA KOBAL GRUM, and MITJA RUZZIER. "THE BIG FIVE PERSONALITY OF THE SME MANAGER AND THEIR COMPANY’S PERFORMANCE." Journal of Developmental Entrepreneurship 23, no. 04 (December 2018): 1850021. http://dx.doi.org/10.1142/s1084946718500218.
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This study addresses a certain research issue: how do the Big Five personality traits of managers of small and medium-sized enterprises (SMEs) impact the business performance of companies? A representative random sample of managers of SMEs in Slovenia was used for data collection through survey research. Hypotheses and the model were tested using structural equation modeling. A valuable contribution is made in the form of a new model of Big Five personality induced SME growth, profitability and new value creation. Openness of managers can be predictive of growth and new value creation of their companies, with the new value creation impact especially expressed in female-managed companies. Conscientiousness may not be crucial for performance, except for new value creation in females where this relationship can be negative. Extraversion can predict the growth and profitability. Agreeableness can have negative effects on all performance elements. Neuroticism can be predictive of growth and profitability. Practitioners must be aware of the importance of managers’ Big Five personality traits for SME performance. Where possible, managers may like to develop their levels of openness, extraversion, non-agreeableness and neuroticism.
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Ramdani, Dendi, Julie Hermans, Johanna Vanderstraeten, and Marcus Dejardin. "The Fit of Manager Personality Traits-Strategy-Environment and Organizational Performance." Academy of Management Proceedings 2015, no. 1 (January 2015): 16237. http://dx.doi.org/10.5465/ambpp.2015.16237abstract.
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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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Lodder, Mandy, A. J. P. Schrijvers, J. R. J. de Leeuw, R. M. Brouwer, and W. Cahn. "Community housing: functional outcome of severe mental illness is associated with the personality traits of the case manager." Housing, Care and Support 22, no. 2 (June 3, 2019): 106–13. http://dx.doi.org/10.1108/hcs-10-2018-0026.
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Purpose The purpose of this paper is to examine whether there is an association between case managers’ personality traits and functional outcome of people with severe mental illness (SMI) living in community housing programs (CHP). Design/methodology/approach Functional outcome is measured by the extent of self-reliance. Self-reliance of people with SMI was measured with the Dutch Self-Sufficiency Matrix. The personality of the case manager was measured with the NEO Five Factor Inventory. Findings Conscientiousness of case managers was associated with an increased self-reliance over a period of two years, in those with SMI living in CHP (OR.2.800 ρ = 0.04). Practical implications When these findings are replicated, they could be used in the case managers selection process and/or training programs. Social implications Conscientiousness of case managers was associated with functional outcome of persons with SMI living in supported housing and that female subjects benefitted the most. This study suggests that conscientious care planning is essential in the recovery process. Originality/value No previous studies have been performed examining the specific relationship between the case manager’s personality traits and functional outcome of people with SMI.
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Ahmed, Shamshad, Farhat Rehman, and Arslan Sheikh. "Impact of personality traits on information needs and seeking behavior of LIS students in Pakistan." Information Discovery and Delivery 47, no. 3 (August 19, 2019): 125–34. http://dx.doi.org/10.1108/idd-09-2018-0046.
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Purpose This paper aims to identify the personality traits (agreeableness, openness to experience, extraversion, conscientiousness and neuroticism) of library and information science (LIS) students in Pakistan. The difference among the personality traits of LIS students toward their information needs and seeking behavior is also analyzed. Design/methodology/approach Two instruments, namely, BFI scale and a self-structured instrument were used to collect the data. Kruskal–Wallis test was applied to find out differences among the personality traits of LIS students toward their information needs and seeking behavior. Findings Findings of the study revealed that out of 320 respondents, 186 possessed openness to experience, while only 7 possessed extraversion personality trait. Moreover, the students having extraversion personality trait were, generally, more concerned toward information needs. On the other hand students having conscientious trait were increasingly more seekers of information. Overall, the conscientiousness was identified as the most suitable personality trait for LIS students. A significant difference was also observed among all the personality traits of LIS students. Practical implications The findings of this study will help in the identification of LIS individual’s personality. The library managers can use these personality traits for the selection of suitable library professionals for their libraries. Originality/value This study can be valuable for the induction of new library professionals and also help managers in assigning the duties based on these personality traits.
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Metz, Isabel, Carol T. Kulik, Christina Cregan, and Michelle Brown. "The manager as employer agent." Personnel Review 46, no. 1 (February 6, 2017): 136–53. http://dx.doi.org/10.1108/pr-04-2015-0087.
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Purpose Managers develop psychological contracts (PCs) with staff as part of their people management responsibilities. A second-stage mediated moderation model explains how a manager’s personality influences the content and fulfillment of PCs in different organizational contexts. The paper aims to discuss these issues. Design/methodology/approach Survey data from 749 managers at Australian organizations were collected and regression analyses were used to test the hypotheses. The Edwards and Lambert (2007) approach was used to analyze conditional indirect effects. Findings Managers high on agreeableness, conscientiousness and extraversion are more likely to establish relational PCs with their staff than managers low on these personality traits. The effects of agreeableness and conscientiousness on the fulfillment of the PC occur through the “relational PC” variable. Once a relational PC is established, a manager’s ability to fulfill the PC is constrained by the extent to which polices and practices are formalized. Research limitations/implications Organizations may need to delegate more power and discretion to managers to enable them to fulfill employer obligations toward their staff, and/or clearly communicate to managers their boundaries in employment promises. In turn, managers need to be aware of personality’s influence on the creation and fulfillment of promises. Causality cannot be inferred because of the study’s cross-sectional data. Originality/value Research has focused on employees’ personality and perceptions of the PC. This study is the first to focus on managers’ personality and PC creation and fulfillment.
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Loveland, James M., Scott A. Thompson, John W. Lounsbury, and Danilo Dantas. "Is diffusion of marketing competence necessary for a market orientation? A comparative investigation of marketing managers and their defining traits." Marketing Intelligence & Planning 33, no. 3 (May 5, 2015): 469–84. http://dx.doi.org/10.1108/mip-10-2013-0168.
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Purpose – Increasingly, scholars and analysts are urging firms to transition from a model in which marketing is a discrete function to a diffused approach in which marketing is everyone’s job. Prior research has examined differences in firm level performance. However, this firm level focus has overlooked what effects this transition might have on the managers who perform the marketing role. The purpose of this paper is to investigate manager level consequences of transitioning between these approaches by evaluating differences in person-environment (P-E) fit between marketers and non-marketers. Design/methodology/approach – The authors identify core marketing functions and relevant personality traits of marketing managers, based on the marketing literature. The authors then compare personality and career satisfaction data from 465 marketing managers against a larger, general employment sample of 3,100 employees. Finally, the authors examine the relationship of career satisfaction to each of these traits and investigate how these relationships differ across the two groups. Findings – The authors find important differences between marketers and non-marketers. Most importantly, the authors found that the relationships between personality and career satisfaction were significantly different for traits suggested by the research literature as important to the marketing function. In particular, customer orientation, visionary leadership, optimism, and assertiveness were all associated with higher career satisfaction for the marketing sample than for the general sample. Originality/value – This paper is among the first to examine manager level differences relevant to transitioning between firm level marketing approaches. For firms considering adopting the “everyone is a marketer” diffused approach, the findings reveal pitfalls that can lead to reduced career satisfaction, reduced manager performance, and increased turnover. As a result, the performance of firms that have already adopted a diffused approach may be misleading for those firms who have not. At a minimum, firms contemplating a transition to a diffused approach should conduct an assessment of P-E fit similar to that illustrated in this paper to assess the potential risks.
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Lounsbury, John W., Nancy A. Foster, Jacob J. Levy, and Lucy W. Gibson. "Key personality traits of sales managers." Work 48, no. 2 (2014): 239–53. http://dx.doi.org/10.3233/wor-131615.
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ABDALLAH, Jaber, and Siham JIBAI. "WOMEN IN LEADERSHIP: GENDER PERSONALITY TRAITS AND SKILLS." Business Excellence and Management 10, no. 1 (March 15, 2020): 5–15. http://dx.doi.org/10.24818/beman/2020.10.1-01.
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The relevance of the present paper is the set of assessments and analysis of the existing situation regarding the positioning of women in the structures of power and responsibility. Our current approach is based on the analysis of the women's manager profile and the leadership styles adopted by women. Based on an extensive literature review of the articles, books and the research undertaken to date, the article presents a series of differences that appear between a business woman and a business man. It also includes a characterization of the main obstacles a woman has to overcome in an organization and provides solutions for promoting more women in management positions. By investigating personality traits, we wanted to show that leadership skills are not the focus of a single gender. There is more and more evidence that achieving a gender balance and varied and diverse management teams proportionate to all levels in a hierarchy will automatically produce positive results, which will only bring performances to organizations.
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Arora, Ridhi, and Santosh Rangnekar. "Dispositional traits influence on mentoring relationships." South Asian Journal of Global Business Research 5, no. 3 (October 17, 2016): 306–22. http://dx.doi.org/10.1108/sajgbr-04-2016-0030.
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Purpose The purpose of this paper is to investigate the role of personality factors in influencing mentoring relationships in the South-Asian context. Design/methodology/approach The sample included 363 subjects from public and private sector organizations in North India. Findings Results revealed that in the Indian context, conscientiousness acts as significant predictor of perceived psychosocial mentoring, agreeableness acts as significant predictor of perceived career mentoring support, and emotional stability acts as significant predictor of both categories of mentoring relationships. Further, managers employed in public sector organizations were found to be high on all the Big Five personality factors and mentoring functions in contrast to managers from private sector organizations. Research limitations/implications Overall, the results suggest that mentoring relationships should operate in organizations with a firm understanding of employees’ personality traits. Implications and future research directions were also discussed. Further, suggestions have also been given for incorporating various interventions in order to handle employees with different personality attributes such as counseling for helping emotionally unstable employees manage their emotions and stress. Originality/value To the knowledge, this is the first study that seeks to examine impact of personality factors on mentoring relationships in the South-Asian context.
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Fortis, Elena. "Manager’s Personality and Their Professional Career." Acta Educationis Generalis 9, no. 1 (April 1, 2019): 20–38. http://dx.doi.org/10.2478/atd-2019-0002.
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Abstract Introduction:The research study deals with the personality of managers in regard to their professional career. The main objective of the study was to find the relationship between the personality dimensions according to the Big Five personality traits model and Holland’s typology of the six personality types and work environment types. Methods:The research sample consisted of 121 managers from different levels of the subordinate system in state organizations and private companies in Slovakia. The personality dimensions Neuroticism, Extraversion, Openness to experience, Agreeableness, and Conscientiousness were in this research measured by the NEO Five-Factor Inventory. We have also used the SDS questionnaire - Self-Directed Search to determine the personality types and work environment types - RIASEC codes. The statistical evaluation was performed using the SPSS 20 statistical system, with the data evaluated by methods of descriptive and correlation analysis. Results:There were the highest values recorded in Conscientiousness throughout the research sample. The lowest values were recorded in Neuroticism. We found out that the Summary Code of managers is ESI (Enterprising, Social, Investigative), of male managers is EIR (Enterprising, Investigative, Realistic), of female managers is SEC (Social, Enterprising, Conventional). When comparing the individual RIASEC personality types, we found significant differences between males and females. Males are more realistic than females, more investigative and enterprising than females. Females are more social and conventional compared to males. There was no gender difference in artistic orientation. The RIASEC personality types in the entire sample match the RIASEC work environment types according to SDS, regardless of age. The results demonstrated relationships between the NEO - FFI personality dimensions and personality types and RIASEC work environment types codes according to SDS. Discussion:We can say that managers in our research sample are primarily Enterprising types with leading life orientation. Typical representatives of this personality type are characterized especially by traits such as dominance, ambition, focus on success, self-confidence, sociability, and responsibility. In the context of a manager’s success and their effectiveness, or ineffectiveness in work environment, the most predictive Big Five factor for an effective manager is Neuroticism, all effective managers scored low in Neuroticism. Results obtained by the SDS questionnaire - Self-Directed Search confirm our findings of prevalent personality dimensions in the overall personality profile of managers. The overall RIASEC personality code of managers according to SDS is ESI in the whole research sample, thus we can conclude that in the case of the overall personality type - RIASEC code of manager the dominant personality type is Enterprising/leading, followed by the Social personality type and the third is the Investigative personality type. Limitations:One of the methodological limitations of this research is the number of participants in the research sample. We do not consider this number as representative for the purpose of generalizing the results. Conclusions:Research results show that there is a relationship between professional orientation and personality. Some personality dimensions are significantly related to professional orientation types and to professional interests, whereas others are related only non-significantly or not at all. Significant relations were found between the dimension Openness and Artistic, Leading, and Social type, between the dimension Extraversion and Enterprising and Investigative type, and between the dimension Agreeableness and the Social type. Realistic type was not related to any personality dimension. The dimension Neuroticism was negatively related to all professional types. For the career counseling practice and selection of job seekers and manager position applicants, this may mean that despite confirmation of these convergences, there may be different relations between different Holland’s professional types and personality dimensions. These findings can be the focus of further research on students in their final year of secondary school when they are deciding on their future professional career. This research study, we believe, has contributed to the understanding of the relationship between personality and professional career. The results confirm that professional orientation and personality interact and influence the professional behavior of a person.
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O’Neill, John W., and Qu Xiao. "Effects of organizational/occupational characteristics and personality traits on hotel manager emotional exhaustion." International Journal of Hospitality Management 29, no. 4 (December 2010): 652–58. http://dx.doi.org/10.1016/j.ijhm.2009.12.004.
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Aretoulis, Georgios N., Jason Papathanasiou, and Fani Antoniou. "PROMETHEE-based ranking of project managers based on the five personality traits." Kybernetes 49, no. 4 (June 24, 2019): 1083–102. http://dx.doi.org/10.1108/k-10-2018-0551.
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Purpose This paper aims to rank and identify the most efficient project managers (PMs) based on personality traits, using Preference Ranking Organization METHod for Enrichment Evaluations (PROMETHEE) methodology. Design/methodology/approach The proposed methodology relies on the five personality traits. These were used as the selection criteria. A questionnaire survey among 82 experienced engineers was used to estimate the required weights per personality trait. A second two-part questionnaire survey aimed at recording the PMs profile and assess the performance of personality traits per PM. PMs with the most years of experience are selected to be ranked through Visual PROMETHEE. Findings The findings suggest that a competent PM is the one that scores low on the “Neuroticism” trait and high especially on the “Conscientiousness” trait. Research limitations/implications The research applied a psychometric test specifically designed for Greek people. Furthermore, the proposed methodology is based on the personality characteristics to rank the PMs and does not consider the technical skills. Furthermore, the type of project is not considered in the process of ranking PMs. Practical implications The findings could contribute in the selection of the best PM that maximizes the project team’s performance. Social implications Improved project team communication and collaboration leading to improved project performance through better communication and collaboration. This is an additional benefit for the society, especially in the delivery of public infrastructure projects. A lot of public infrastructure projects deviate largely as far as cost and schedule is concerned and this is an additional burden for public and society. Proper project management through efficient PMs would save people’s money and time. Originality/value Identification of the best PMbased on a combination of multicriteria decision-making and psychometric tests, which focus on personality traits.
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Moura, Ralf Luis de, Teresa Cristina Janes Carneiro, Taciana De Lemos Dias, and Bruno Silva Oliveira. "Traços de personalidade de gerentes de projetos: diferenças de conhecimentos, experiência profissional e setor de atuação." Revista de Administração da UFSM 12, no. 4 (November 27, 2019): 767. http://dx.doi.org/10.5902/1983465922096.
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This study aims to verify if there is any difference in the personality traits of Project Managers with different professional backgrounds – training, experience, and business sector (public or private). Using as theoretical basis the Big Five personality traits, this research was conducted with 244 Project Managers who work in Brazil. The results of tests of mean differences between groups showed that Project Managers with more experience have the trait agreeableness more pronounced than managers with less experience, while Project Managers with more schooling have a higher Conscientiousness, Openness to Experience, and Emotional Stability than Managers with less schooling. Project Managers who work in the public and private sectors showed different personality traits between themselves, and only for agreeableness no significant difference was found. These findings may contribute to the targeting of selection and training policies and the development of interpersonal and technical skills for this professional.
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Токарев and A. Tokarev. "INFLUENCE OF THE LEADER’S PERSONALITY TRAITS ON THE SOCIO-PSYCHOLOGICAL CLIMATE OF THE ORGANIZATION." Management of the Personnel and Intellectual Resources in Russia 6, no. 3 (July 14, 2017): 41–44. http://dx.doi.org/10.12737/article_5947e1039437e9.00478782.
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The problem of studying the influence of the leader’s personality on the social and psychological climate remains relevant because of the psychologization of socioeconomic systems and their dependence on internal processes and personal attitudes. The formation of systematic knowledge on the issue of personal influence is primarily related to qualitative changes in the personnel management strategy of the Russian Federation. The changes are caused by reorganization measures, the need to improve the forms and methods of personnel management (of trade and logistics enterprises). The subject of scientific research interest became the identification of the connection of certain personal qualities of the manager, which are a reflection of professional competencies, the employees’ attitude and their perception of working conditions during the period of the company’s reorganization. The study involves eleven groups of employees, who work for the trade and logistics company of Yekaterinburg, which happened to go through the process of reorganization. The total number of respondents is 98 people. Each team has its own structural manager with at least 5 years of experience. It was found out that the groups of employees with favorable psychological climate and collegial management style are satisfied with their choice of profession, their working conditions, the evaluation of their effectiveness and the system of motivation, the relationship between colleagues. They also demonstrate confidence in their leaders and respect to their management style. The groups of employees with an unfavorable climate tend to demonstrate mistrust in and rejection of newcomers, acceptance of the opinion of their authoritarian leaders. Among the personal traits having negative influence on the socio-psychological climate are rudeness, unscrupulousness in work, indecisiveness, meticulous exactingness and faultfinding. The leaders are recommended to participate in coaching sessions for managers. Each group of workers is offered trainings with the aim to improve the team spirit.
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Centeno, Edgar, Jesus Cambra-Fierro, Rosario Vazquez-Carrasco, Susan J. Hart, and Keith Dinnie. "The interplay between SME owner-managers and the brand-as-a-person." Journal of Product & Brand Management 28, no. 4 (July 15, 2019): 555–72. http://dx.doi.org/10.1108/jpbm-10-2017-1645.
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PurposeThe purpose of this paper is to investigate the largely unexplored conceptualisation of the brand-as-a-person metaphor in small-to-medium-sized enterprises (SMEs) by examining its potential relation with the SME owner-manager, the pathways to its creation and development and the intuitive nature of this relationship.Design/methodology/approachA grounded theory approach was used, and data were collected through a set of 36 semi-structured interviews with 30 SME owner-managers in various sectors in Mexico.FindingsThe results indicate that SME owner-managers intuitively humanise their brands. The study revealed four pathways to develop the brand-as-a-person metaphor in the SME context: through personality traits, tastes and preferences, abilities and knowledge and values, all suggesting that SMEs’ brand-as-a-person metaphors are largely an extension of their owner-managers.Research limitations/implicationsThe paper presents a theoretical framework that illustrates the four pathways to the creation and development of brand-as-a-person that are derived from the brand’s relationship with the SME owner-manager. The results of cross-industry semi-structured interviews are limited to a single culture context.Practical implicationsSME owner-managers should first undertake an introspective personal assessment of their intuitive and conscious decision-making, as SME owner-managers often make decisions in an intuitive way. The results suggest that they should act in a more conscious, responsible and rational way when formulating their brand strategies.Originality/valueThis is the first study to clarify the profound influence of SME owner-managers’ personal characteristics, including personality traits, tastes and preferences, abilities and knowledge and values, on the brand-as-a-person metaphor. This study also confirms the intuitive learning strategy formulation of SME owner-managers’ branding practices and SMEs’ need for a more rational approach to branding.
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Nilugonda, Manisha, and Dr Karanam Madhavi. "A Survey on Big Five Personality Traits Prediction Using Tensorflow." E3S Web of Conferences 184 (2020): 01053. http://dx.doi.org/10.1051/e3sconf/202018401053.
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A personality trait is a specific pattern of thought, thinking, or performing that manages to be faithful over time and beyond essential places. The Big Five—Extraversion, Agreeableness, Conscientiousness, Neuroticism and Openness to Practice are a set of five broad, bipolar quality dimensions that establish the most extensively used design of personality construction. Earlier investigations revealed a growing interest in defining the personality and behavior of people in fields such as career development, personalized health assistance, counseling, mental disorder analysis, and the detection of physical diseases with personality shift symptoms. Modern methods of discovering the Big-Five personality types include completing a survey, that takes an impractical amount of time and cannot be used often. This paper provides a survey on detecting of big five personality traits based on facial features recognition using TensorFlow mechanism. And also, various methods to detect big five personality traits are discussed in this paper. Finally, the graph provides a comparison between various detection of big five personality traits on facial expressions.
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Ahmed, Shamshad, and Tariq Rasheed. "Relationship between personality traits and digital literacy skills: a study of university librarians." Digital Library Perspectives 36, no. 2 (May 14, 2020): 191–206. http://dx.doi.org/10.1108/dlp-02-2020-0005.
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Purpose This study aims to examine the relationship between personality traits and digital literacy skills among university librarians of Punjab, Pakistan. Design/methodology/approach Five research hypotheses were established to achieve the study objectives. Two instruments; namely, “big five inventory (BFI)” scale of personality traits and a structured questionnaire of digital literacy skills (library literacy, computer literacy, tool literacy, information retrieval literacy and research support literacy) were used to collect the data. Pearson correlation test and correlation research design were used to examine the relationship between digital literacy skills and personality traits of university librarians. Findings The findings of the study revealed significant relationships between personality traits and all digital literacy skills. The study concluded that librarians having the extraversion trait are more inclined toward digital literacy skills and they can perform well in the libraries as compared to professionals with other traits. Research limitations/implications This study measures the digital literacy skills among the librarians of “higher education commission” recognized universities of Punjab, Pakistan. The study conclusions and findings are limited in scope to only the librarians of these universities. Such topic has no previous research. Practical implications This study has practical implication for university libraries, library associations, librarians and library professionals. The results of the study are also useful for librarians to acquire digital literacy skills, which are necessary in the current digital environment to manage the libraries. Social implications Library professionals can get digital literacy skills to face the challenges of digital age. Originality/value Some researchers examined the relationship of personality traits with the social networking sites, internet addiction, knowledge sharing behavior, information seeking behavior and academic performance. This study in particular identified the relationship of personality traits with the digital literacy skills, which are essential for managing the libraries. It helps libraries to find suitable library professionals and also help managers in assigning the duties based on these personality traits and digital literacy skills.
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Ahmad, Nisar, Bilal Nafees, and Safyan Majid. "Role of Personality and Psychological Attributes of Financial Managers in Capital Budgeting Decisions: Case of Spinning Industry of Pakistan." Global Social Sciences Review V, no. IV (December 30, 2020): 160–68. http://dx.doi.org/10.31703/gssr.2020(v-iv).17.
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The current study aims to investigate the role of personality and psychological attributes of finance managers in the success of their capital budgeting decisions in the industrial sector of Pakistan. For said purpose, we employ a sequential explanatory mixed-method research design. First, the MBTI scale is used to explore the personality traits of the managers working in spinning firms. Then based on the result of the MBTI scale, ten financial managers were selected for semi-structured interviews. NVIVO 11 was used to perform qualitative data analysis. It is established from the results of thematic analysis; the commander is the most effective personality trait of managers for the successful capital budgeting decisions followed by executive, defender, virtuoso, and logistician. Further, the present study also establishes a significant connection between the personality traits of successful managers and their Psychological attributes.
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Mohtar, Mozard, John M. Rudd, and Heiner Evanschitzky. "Clarifying the brand personality construct in Malaysia." Journal of Consumer Marketing 36, no. 7 (November 11, 2019): 869–84. http://dx.doi.org/10.1108/jcm-03-2018-2617.
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Purpose This paper aims to investigate the variations in brand personality trait items to describe both global and local brands in Malaysia. Design/methodology/approach The authors adopted both factor analytic and experimental methods to investigate the internal and external validity of Malaysia brand personality (MBP) scale. They followed a stringent scale development process that ensures the scale conform to psychometric properties. Findings In seven studies, the results show that the 22-item four-factor Malaysian brand personality scale adheres to strong psychometric properties of scale development process. The findings further indicate that there are seven indigenous traits, while most traits emerge from factor analyses originate from studies of Aaker (1997) and colleagues (2001). This confirms universality of some brand personality traits and dimensions. Research limitations/implications Within the limits of the study, we did not examine the MBP facet level, and were confined to those respondents in Klang Valley only. Practical implications The MBP scale enables marketing managers in Malaysia to focus on brand personality dimensions that their customers can relate to. In other words, marketing communications can be more efficient when managers can identify brand personality traits that enhance customers’ behaviors and profitability. Originality/value Malaysia is a multicultural and multiethnic country which is increasingly becoming the focus of international brand expansion. The authors view that the development of the MBP scale is timely and should provide managers further insights into the brand personality structure that is relevant in Malaysia.
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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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Mudarisov, Ainur Alikovich, and Ksenia Alexandrovna Lytkina. "A “Worldview” Approach to Analysing Personal and Professional Skills of a Manager and Predicting his Performance." Общество: социология, психология, педагогика, no. 11 (November 27, 2020): 71–75. http://dx.doi.org/10.24158/spp.2020.11.12.
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The paper compares two approaches used in evaluating and predicting the managerial effectiveness of a Manager. The work compares the widespread competence approach and a relatively new approach based on a combined analysis of the meanings, values, goals, and motives as ideological manifestations of the Manager. A number of explanations is offered for the popularity of the competence approach as the most convenient for developing assessment tools, including digital ones. The paper describes the methodological vulnerability of the competence approach, where the personality is still considered only as a set of individual traits, characteristics and qualities. The author shows the difference in the interpretation of the concept of “competence” that exists in the research, consulting, management and HR communities, which blurs the boundaries of this definition. The alternative approach to analyzing and predicting the effectiveness of the subject of management activity is justified, based on identifying the features of the Manager's worldview, where personal and professional motives, needs, and claims are interpenetrating. Some variants of digital methods for studying the value-semantic sphere and features of the professional Outlook of managers are developed. The work reveals the possibilities of theoretical justification for evaluating and predicting the managerial effectiveness of a Manager, which are based on the analysis of his worldview.
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Simic, Jelena, Marija Runic Ristic, Tamara Kezic Milosevic, and Dusan Ristic. "The Relationship Between Personality Traits and Managers` Leadership Styles." European Journal of Social Sciences Education and Research 11, no. 2 (June 10, 2017): 194. http://dx.doi.org/10.26417/ejser.v11i2.p194-199.
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This research study starts with the hypothesis that the personality traits of managers influence their leadership styles. Personality traits are taken from the model Big Five (McCrae and Costa) since it is one of the most dominant models of personality in modern psychology. Management styles (leadership) were investigated within the theories of transformational and transactional leadership, including laissez-faire style (Bruce Avolio - Bernard Bass). The research was conducted with 160 lower-level, middle-level and high-level managers in Serbia, employed in private and public sectors. From the questionnaire the NEO Personality Inventory (Serbian version, Kostić, P. 2002), and with the analysis of the main components, five dimensions of personality have been extracted: extraversion, neuroticism, conscientiousness, agreeableness and openness to experience. From the shorter version of Multifactor Leadership Questionnaire, three factors of leadership have been extracted: transformational, transactional and laissez-faire. The relationship between the received factors was checked by Pearson`s correlation coefficient and by multiple regression analysis. The received information showed that there is a statistically significant relationship between personality traits and leadership styles, and the most dominant relationship is between the transformational leadership style and extraversion (in a positive sense) and neuroticism (in a negative sense).
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Aretoulis, Georgios N., Jason B. Papathanasiou, Konstantinos Zapounidis, and Aikaterini A. Seridou. "Conscientiousness personality trait defines the competent Greek project manager." International Journal of Business Performance Management 18, no. 3 (2017): 350. http://dx.doi.org/10.1504/ijbpm.2017.084857.
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Papathanasiou, Jason B., Konstantinos Zapounidis, Aikaterini A. Seridou, and Georgios N. Aretoulis. "Conscientiousness personality trait defines the competent Greek project manager." International Journal of Business Performance Management 18, no. 3 (2017): 350. http://dx.doi.org/10.1504/ijbpm.2017.10004096.
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Green, T. Clifton, Russell Jame, and Brandon Lock. "Executive Extraversion: Career and Firm Outcomes." Accounting Review 94, no. 3 (July 1, 2018): 177–204. http://dx.doi.org/10.2308/accr-52208.
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ABSTRACT Psychology research identifies extraversion as the personality trait most closely associated with leadership emergence. We examine executive extraversion, as measured by speech patterns during conference calls, and find extraverts experience significant career benefits. Controlling for executive and firm characteristics, including firm fixed effects, we find that extraverted CEOs and CFOs earn 6–9 percent higher salaries. Moreover, extraverted CEOs are less likely to experience job turnover, have longer tenures, serve on more outside boards, and hold directorships at larger firms, and extraverted CFOs are more likely to be promoted to CEO. Executive extraversion is also linked with firm outcomes. Analyzing a sample of manager transitions, we find that increases in CEO extraversion are associated with improvements in investor recognition and sales growth. Further, extraverted CEOs are associated with higher acquisition announcement returns. Our findings highlight the role of personality traits in explaining executive career and firm outcomes. JEL Classifications: G14.
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Sun, Peter, and Sudong Shang. "Personality traits and personal values of servant leaders." Leadership & Organization Development Journal 40, no. 2 (March 29, 2019): 177–92. http://dx.doi.org/10.1108/lodj-11-2018-0406.
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Purpose Servant leaders focus on their direct reports to enable them to grow to be independent and autonomous leaders. The purpose of this paper is to understand the way personal values and personality traits collectively influence this other-centered behavior. This will go a long way to unravel this unique style of leadership. Design/methodology/approach The study surveys managers and their direct reports. Leaders rated their personality trait and personal values, while their direct reports rated the leader’s servant leadership behaviors. Age, educational level, conscientiousness, extraversion and neuroticism of leaders were used as controls. The study also checked for endogeneity threats. Findings Using a sample of 81 leaders and 279 of their direct reports, the study finds that the personal value of benevolent dependability relates negatively to servant leadership behaviors. In addition, the personality traits of agreeableness and openness/intellect moderate the relationship between benevolent dependability and servant leadership behaviors. Research limitations/implications The findings shed important insights into what motivates servant leaders to engage in other-directed behaviors, thereby enabling future research into individual characteristics that define servant leaders. Originality/value Although studies have examined how values and personality traits influence leadership behaviors, no research has examined both types of individual differences in a single study. Studies examining the individual differences of servant leaders are few, and this study answers the call by Liden et al. (2014) to examine individual characteristics that are both personality based (traits) and malleable (values).
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Ling, Florence Y. Y., Zhe Zhang, and Wei Ting Wong. "How personality traits influence management styles of construction project managers." Built Environment Project and Asset Management 10, no. 3 (June 6, 2020): 453–68. http://dx.doi.org/10.1108/bepam-09-2019-0086.
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PurposeThis research investigates the dominant personality traits of construction project managers (PMs) and how their personality influences their management styles.Design/methodology/approachAn industry-wide survey with 70 PMs was conducted in Singapore. The survey data were subjected to inferential statistical tests. In-depth interviews were conducted with four subject matter experts.FindingsMajority of the sample PMs are male with age, education level and experience well spread. The dominant personality traits of PMs are found to be: high in Extraversion, Agreeableness, Conscientiousness and Openness and low in Neuroticism. PMs adopt “team leadership” style in which they place high emphasis on both the work that they need to complete and the people they lead. Their Agreeableness and Conscientiousness may improve over time.Research limitations/implicationsThe correlations and regressions cannot prove causality.Practical implicationsIt is discovered that PMs who have high conscientiousness and high openness personalities are more likely to be leaders who are concerned for both the people that they lead and production outcomes. The implication is that employers may wish to conduct personality tests at the time of hiring to ensure good job match.Originality/valueThis study is novel because it integrated two areas of knowledge – personality traits and management style. The regression analysis discovered that Openness and Conscientiousness traits may be used to predict PMs' management styles. This suggests that if personality tests are administered at hiring stage, the outcomes may be used to match potential hires to the jobs that they are being considered for.
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Giedraitis, Algirdas. "Representation of personality traits of managers in an innovative production company." Management Theory and Studies for Rural Business and Infrastructure Development 36, no. 2 (June 11, 2014): 275–87. http://dx.doi.org/10.15544/mts.2014.024.
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Innovative manufacturing companies may serve as a model for other Lithuanian manufacturing companies striving to implement or develop innovative technologies, products or services. However, there is no sufficient contemporary research on representation of personality traits of different level managers in successful innovative manufacturing companies. The present research aimed at identifying of the ways of representation of managers’ personality traits in innovative furniture manufacturing company in Klaipėda. “The Big Five” quantitative method was chosen for empirical research. The research has revealed the following representation of personality traits of different level managers: top-level managers are initiators of innovations; middle-level managers are cautious about the major changes in the company; first-level managers have confidence in themselves and in their work.
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Ketut Kusumawijaya, Ida, and Partiwi Dwi Astuti. "Mediating role of entrepreneurial competencies: Influence of personality traits on entrepreneurial intention." Problems and Perspectives in Management 19, no. 3 (September 2, 2021): 211–20. http://dx.doi.org/10.21511/ppm.19(3).2021.18.
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This study aims to examine the role of entrepreneurial competency in mediating the influence of personality traits on entrepreneurial intention. Data were collected using a questionnaire sent to medium-sized business managers in the province of Bali, Indonesia; the sample size is 385 people. Assuming a response rate of 85%, 453 questionnaires were sent. Of these, 142 returned and a usable response rate of 30.37% was achieved. Data were analyzed using SEM-PLS with WarpsPLS 7.0. The findings show that personality traits have a significant effect on entrepreneurial competency (β = 0.513; p < 0.001), personality traits significantly affect entrepreneurial intention (β = 0.266; p < 0.001). Furthermore, this study proves that entrepreneurial competency significantly affects entrepreneurial intention (β = 0.436; p < 0.001). This study also found the Sobel test value of 5.770, which means that entrepreneurial competency can influence personality traits and entrepreneurial intention as a partial mediator. There is a comprehensive view of the relationship between personality traits, entrepreneurial competency, and entrepreneurial intention. This study not only provides an understanding of the relationship between personality traits and entrepreneurial intention, but also provides evidence on the mechanism by which entrepreneurial competency mediates the relationship between personality traits and entrepreneurial intention.
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Gruber, E. N., M. Kajević, Z. Zoricic, and R. Torre. "Personality traits in leader managers in Croatian health services." European Psychiatry 23 (April 2008): S250. http://dx.doi.org/10.1016/j.eurpsy.2008.01.488.
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Aliyu, Ibrahim, and O. D. Y. Malacky. "Organizational Culture and Personality Trait Inferences about Organizations." Asian Finance & Banking Review 1, no. 1 (October 26, 2017): 48–54. http://dx.doi.org/10.46281/asfbr.v1i1.4.
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The use of personality traits to describe organization left managers and researchers with the problem of identifying its source in order to take advantages of positive ones and avoid the disadvantages of negative ones. One of the possible sources of personality inference about an organization is organizational culture. Thus, the study identifies the influence of organizational culture on personality trait inference about organizations. Data were collected from 210 staff members of SAJ Food Limited Zaria and analyzed using Multiple Regression on SPSS version 18. The result revealed that organizational culture leads to personality trait inference about an organization. It was also recommended that managers should mind the way policies are design and decision are made in their organizations because it decides the image of the organization in the eyes of the members of the public.
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Amudha, Dr R., Dr R. Alamelu, Dr R. Nalini, Ms B. Maragatham, and P. L. Padma Srinivas. "Hr Competencies Of Manager In It Sector." Restaurant Business 118, no. 8 (August 23, 2019): 80–95. http://dx.doi.org/10.26643/rb.v118i8.6984.
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Human resources has been successful in delivering effective people management systems and have always had the charge to plan, sustain and implement an environment in which people can perform. Competencies are characteristics that illustrate exemplary performance. They can be exercised in an infinite array of on-the-job behaviours. Indeed, competencies can include bodies of knowledge, personality traits, knowledge, skills, abilities, and attitudes. The aim of this study is to identify the competencies of the HR function along with the factors associated them and their perceived significance from the perspective of general managers. A primary survey has been conducted by administering a questionnaire among 300 respondents by following simple random sampling method. The data collected were analyzed with the help of statistical tools like percentage analysis and correlation. This study reveals the competencies that general manager should perceive and the change in ratings of these competencies over a period of time. This study also developed effective methodology and perceptions on Strategic management, Business perspective & Management Leadership skills and its consequent impact on the demographic factors like Age, Gender & Educational background as the measure to evaluate importance of HR competencies.
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Abdul Manaf, Halimah, William S. Harvey, Steven J. Armstrong, and Alan Lawton. "Differences in personality and the sharing of managerial tacit knowledge: an empirical analysis of public sector managers in Malaysia." Journal of Knowledge Management 24, no. 5 (June 6, 2020): 1177–99. http://dx.doi.org/10.1108/jkm-01-2020-0014.
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Purpose This study aims to identify differences in knowledge-sharing mechanisms and personality among expert, typical and novice managers within the Malaysian public sector. Strengthening knowledge sharing function is essential for enabling public institutions around the world to be more productive. Design/methodology/approach This quantitative study involves 308 employees from management and professional groups within 98 local authorities in the Malaysian local government. Stratified random sampling techniques were used and the sampling frame comprised 1,000 staff using postal surveys. Data analyses were carried out using analysis of variance and correlations to test the research hypotheses. Findings The findings reveal that expert managers are more proactive in sharing their knowledge, particularly those with the personality traits of conscientiousness and openness. These two personality traits were also related to expert behaviours such as thoroughness, responsibility and persistence, which led to work competency and managerial success. Originality/value This study provides theoretical insights into how managerial tacit knowledge differs and can accumulate, depending on the personality traits of middle managers. The paper shows the different mechanisms of knowledge sharing, tacit knowledge and personality among expert, typical and novice managers. Practically, this study is important for guiding senior managers in their attempts to identify the most appropriate personalities of their middle managers. This study found that the expert group was higher in conscientiousness, openness and overall personality traits compared with the typical and novice groups. The paper also highlights the value of sharing managerial tacit knowledge effectively.
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Hussain, Amjad, Mohsin Jamil, Muhammad Umar Farooq, Muhammad Asim, Muhammad Zeeshan Rafique, and Catalin I. Pruncu. "Project Managers’ Personality and Project Success: Moderating Role of External Environmental Factors." Sustainability 13, no. 16 (August 23, 2021): 9477. http://dx.doi.org/10.3390/su13169477.
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Successful project completion is a challenging phenomenon for project managers. Various factors play an indispensable role in the success of a project. The objective of this study is to examine the role of project managers’ personalities in project success with the moderating role of external environmental factors i.e., political, economic, social. The study includes 145 project managers from 36 large-scale construction projects, from both the public and private sectors. The big five personality model was used to evaluate the personality traits of project managers and triple constraint criteria (cost, time, and quality) was used to gauge project success. Data has been collected through a well-structured questionnaire. The analysis of data indicated that personality traits like extraversion and openness are positive predictors of project success, whereas conscientiousness, agreeableness, and neuroticism did not have any direct relationship with project success. Importantly, the findings of this study concluded that external environmental factors—like political, economic, and social—moderately influence the link of specific project managers’ personality traits to project success. The role of external environmental factors as moderators has been discussed. The findings indicate the essential personality traits, as well as the role of external factors for achieving project success. The research contributions have relevance to both theory and practice and provide a deeper insight that is useful for individuals, organizations, researchers, practitioners, and decision-makers.
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Zhao, Li, and Ha-Brookshire Jung. "The winning personality." International Journal of Entrepreneurial Behavior & Research 24, no. 2 (March 12, 2018): 553–73. http://dx.doi.org/10.1108/ijebr-09-2016-0281.
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Purpose Grounded in Barney’s (1991) resource-based view of the firm and social network theory, and utilizing the Big Five factors as outlined by McCrae and Costa (1997), the purpose of this paper is to investigate how founders’ personality traits impact the quality of a firm’s network relationships, its competitive advantages, and the performance of Chinese apparel new ventures. Design/methodology/approach An online survey was conducted, employing a purposive sampling technique. Founders or members of a founding team currently operating a business in the apparel industry in China who have been in business for five years or less were chosen for this study. The survey yielded 210 usable responses, which were used for further data analysis. Confirmatory factor analysis was first conducted to find a better model for the measurement of each latent variable. Structural equation modeling in AMOS 24 was then used to test the study’s hypothesized model. Findings The most notable finding was that three of the personality traits studied – openness to experience, agreeableness, and emotional stability – had statistically significant influences on the quality of firms’ relationships with supply-chain partners, but for the traits of extraversion and conscientiousness no influence was found. Further, perceived quality of firms’ network relationships helped enhance competitive advantages and firm performance. The findings identified unique personality traits that founders must possess for successful network relationships and are critical for the performance of Chinese apparel new ventures. Originality/value This is one of a few studies that simultaneously evaluate the impact of the personality traits of founders and the network resources of firms on the performance of new ventures in China. Its findings may help those who are interested in starting new ventures in the Chinese apparel industry to manage the external network relationships that are critical for new venture success. Supply-chain partners could also utilize these findings to create appropriate strategies for improving relationships with Chinese apparel new ventures to cope with the critical business challenges of globalization and collaboration.
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Bui, Hong TM. "Big Five personality traits and job satisfaction." Journal of General Management 42, no. 3 (April 2017): 21–30. http://dx.doi.org/10.1177/0306307016687990.
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Employing the dispositional approach and a national sample, this study reexamines the relationship between the Big Five personality traits and job satisfaction to establish whether its findings may challenge the current literature. To achieve this, a large national sample of 7662 respondents from the United Kingdom was used. Hierarchical regressions were employed to investigate the impact of the Big Five traits on job satisfaction among male, female, young, middle-aged and elderly subsamples. The results show that extraversion has no significant impact on job satisfaction in any group of employees, while up to four other traits are significantly linked to job satisfaction in subgroups. The younger the employees are, the larger the number of traits they display that have a significant impact (both positively and negatively) on job satisfaction. This study also shows differences in this relationship between male and female employees. These findings imply that the relationships among the Big Five traits and job satisfaction are more complex than shown in the literature. Therefore, using the dispositional approach to job satisfaction, managers should take different approaches to age and gender because job satisfaction is likely to vary among different ages and genders.
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Melamed, Tuvia, and Nicholas Bozionelos. "Gender Differences in the Personality Features of British Managers." Psychological Reports 71, no. 3 (December 1992): 979–86. http://dx.doi.org/10.2466/pr0.1992.71.3.979.
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In this study were examined the personality profiles of 132 British managers from the civil services, using the 16 PF. The data were compared to norms for the British adult population. The results suggested that managers scored higher on traits associated with intelligence, dominance, confidence, and extroversion. This pattern did not differ as a function of gender. Gender differences apparent in the general population were hardly evident among managers. Finally, the strength of traits associated with management increased as a function of the managerial grade. Yet this pattern was more distinct among men than women.
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Al-hawari, Mohammad Ahmad. "How the personality of retail bank customers interferes with the relationship between service quality and loyalty." International Journal of Bank Marketing 33, no. 1 (February 2, 2015): 41–57. http://dx.doi.org/10.1108/ijbm-09-2013-0096.
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Purpose – The purpose of this study was to test how customers’ personality traits affect the importance of service quality in triggering customer loyalty. Design/methodology/approach – A survey was used to collect information from respondents about their attitude toward and experiences with their primary bank. The same survey was also used to explore respondents’ personality traits. AMOS 18 was used to test the hypothesized relationships. Findings – The findings, consistent with the literature, show that the overall quality of service affects customer loyalty. Services quality plays significant and more important role in triggering customer loyalty for customers that tend to be low on most of the five personality traits. For customers high on most of the personality traits, quality plays less of a role in triggering customer loyalty. Practical implications – This study demonstrates how bank managers could use their customers’ personality traits to offer the best services and, ultimately, foster stronger relationships. Originality/value – Very few papers speculated and non-tried to investigate the effect of customers’ personality traits on the quality-loyalty relationship within the context of retail banking. Thus, this paper fills this gap.
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Sadiq, Misbah, and Hareem Amna. "Impact of Personality Traits on Risk Tolerance and Investors' Decision Making." International Journal of Applied Behavioral Economics 8, no. 1 (January 2019): 1–20. http://dx.doi.org/10.4018/ijabe.2019010101.
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This article investigates the relationships between personality traits, risk tolerance, and investment decisions and highlights the importance of personality traits in determining risk tolerance levels and investment decisions. Personality traits are classified according to the Big Five taxonomy: extroversion, agreeableness, conscientiousness, neuroticism and openness to experience. Primary data was collected from 330 individual investors from Islamabad. Descriptive analysis of the data was run on SPSS, reliability of the constructs was assessed through Confirmatory Factor Analysis (CFA), whereas, Structural Equational Modelling (SEM) was used to conduct hypothesis testing through path analysis. As per the results of CFA, the constructs were found to be reliable. Mediation analysis confirmed that risk tolerance partially mediated the relationship between personality traits and investment decisions. This study and results have theoretical and practical implications for the investors, financial planners and managers.
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Miulescu, Iolanda. "Personality Traits of Managers with Professional Evolution in Retail Industry." Procedia - Social and Behavioral Sciences 78 (May 2013): 235–39. http://dx.doi.org/10.1016/j.sbspro.2013.04.286.
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Nikic, Gordana, Ljubisa Stamatovic, and Azra Suceska. "Emotional competencies and personality traits of managers in modern agrobusiness." Ekonomika poljoprivrede 64, no. 1 (2017): 97–111. http://dx.doi.org/10.5937/ekopolj1701097n.
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Kienzler, Mario. "Does managerial personality influence pricing practices under uncertainty?" Journal of Product & Brand Management 26, no. 7 (November 20, 2017): 771–84. http://dx.doi.org/10.1108/jpbm-11-2016-1352.
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Purpose While marketing and management research suggests that managers’ individual characteristics influence pricing decisions, the influence of personality traits in this context remains unclear. This study aims to explore the relationship between the five basic personality traits of the five-factor model (extraversion, conscientiousness, openness to experience, agreeableness and neuroticism) and three basic pricing practices (value-, competition- and cost-informed). Design/methodology/approach On the basis of a non-experimental decision-making scenario, the analysis examines the pricing decisions of 57 managers in relation to a new business service. Findings The results suggest that managers’ conscientiousness and openness to experience are positively related to preference for value-informed pricing. Similarly, managers’ agreeableness is positively related to preference for competition-informed pricing and managers’ openness to experience and agreeableness are positively related to preference for cost-informed pricing. Research limitations/implications The cross-sectional study design does not support causal inference, and the modest sample size may limit the external validity of the findings. Practical implications By increasing awareness of the influence of personality on pricing preferences, the findings are of relevance to managers who are directly involved in pricing decisions. Additionally, the findings are informative for managers who must assign responsibility for pricing authority within firms. Originality/value This empirical exploration of the relationship between certain personality traits and specific pricing practices contributes to the literature on psychological aspects of pricing theory by showing how managerial personality influences pricing preferences under uncertainty.
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Wei, Chien-Hung, Ying Lee, Yu-Wen Luo, and Jyun-Jie Lu. "Incorporating Personality Traits to Assess the Risk Level of Aberrant Driving Behaviors for Truck Drivers." International Journal of Environmental Research and Public Health 18, no. 9 (April 26, 2021): 4601. http://dx.doi.org/10.3390/ijerph18094601.
Full textAbstract:
Economic globalization and the internet economy have resulted in a dramatic increase in freight transportation. Traffic crashes involving trucks usually result in severe losses and casualties. The fatality and injury rates for heavy truck accidents have been 10 times higher than for sedans in Taiwan in recent years. Thus, understanding driving behavior and risk are important for freight carriers. Since personality traits may result in different driving behaviors, the main objective of this study is to apply artificial neural network (ANN) models to predict the frequency of aberrant driving behavior and the risk level of each driver according to drivers’ personality traits. In this case study, relevant information on truck drivers’ personality traits and their tendency to engage in aberrant driving behavior are collected by using respectively a questionnaire and a fleet surveillance system from a truck company. A relative risk level evaluation mechanism is developed considering the frequency and distribution of aberrant driving behavior. The Jenks natural breaks optimization method and the elbow method are adopted to optimally classify 40 truck drivers into 4 aberrant driving behavior levels and 5 driving risk levels. It was found that 5% of drivers were at the highest aberrant driving behavior level, and 7.5% of drivers were at the highest driving risk level. Based on the results, the proposed models show good and stable predictive performance, especially for the class of drivers with excessive rotation speed, hard acceleration, excessive rotation speed, hard deceleration, and driving risk. With the proposed models, the predictive class for aberrant driving behavior and driving risk can be determined by plugging in a driver’s personality traits before or after employment. Based on the prediction results, the manager of a transportation company could plan the training program for each driver to reduce the aberrant driving behavior occurrence.