Search results

The purpose of this paper is to review organizational research on the criterion-related validity of the Big Five model of personality with a view to examine the organizational utility of facet measures of personality.

A literature review of studies that use personality traits to predict organizational outcomes in three domains: performance (task and contextual), deviance, and interpersonal dynamics (leadership, team cohesion).

The authors identify 15 specific facets drawn from the Big Five model that appear to have demonstrated criterion-related validity in the prediction of organizational outcomes.

Results of the analysis suggest the utility of using facet-specific measures in organizational applications such as personnel selection.

Although there is a substantial literature speaking to the validity of the Big Five traits, the study identifies specific facets that may provide a basis for more focused use of personality variables in organizations. The work also provides the basis for further measurement development of occupationally relevant personality measures.

The purpose of this paper is to propose an original model of stress and coping as a complex interactive process between an individual and his or her environment.

A preliminary test of the model is conducted using data from a meta-analysis of perceived occupational stress among police officers. Collapsing correlates into predictor domains that mirror the proposed model of stress and coping allowed for a preliminary analysis of some of the constructs in the proposed model.

The findings suggest that each domain contributes to the perception of stress and that knowledge in this area might best be advanced by recognizing the importance of each in shaping an interactive process of stress and coping rather than attempting to rank individual correlates.

The data do not provide definitive conclusions that personal characteristics or job characteristics, for example, are more important than others in shaping stress perception among police officers. Clearly, these findings suggest that questions about what is most important in shaping police stress have remained unanswered because the variables of interest make equally important contributions to a complex process.

Adopting the proposed integrative model of stress and coping may help researchers move beyond the flawed conceptualization of perceived stress among police officers as a simple operational/organizational dichotomy, allowing for a more rich understanding of stress and coping as a complex process.

The case describes the internal growth workshop initiative at Vedanta Group. Anil Agarwal in 1976 founded Vedanta as a scrap-metal dealership in Mumbai (then Bombay). Over the years, Anil pursued a very aggressive growth journey with a vision to create a leading global natural resource company. The principal objective of discussing this case is to understand how Vedanta introduced this initiative and how it fits within the strategic human resource management at the group.

Early research on overqualification suggested that overqualification is primarily associated with negative attitudes and behavior. As a consequence, hiring practitioners were advised against hiring overqualified job applicants. However, recent studies have revealed that there are several potential positive consequences of overqualification. Given this change in perspective on overqualification, we examine how hiring practitioners nowadays look at overqualified job applicants, and what their considerations are for hiring an overqualified job applicant or not.

We have interviewed 33 hiring practitioners to examine their attitudes and considerations toward hiring overqualified job applicants.

Results show that hiring practitioners are aware of potential positive as well as negative consequences of overqualification and consider a variety of factors to assess how beneficial hiring an overqualified candidate will be. These factors fall under three categories: Individual considerations, interpersonal considerations and contextual considerations.

We show that overqualification is not a stigma anymore and that the decision to hire an overqualified job applicant or not depends on a mixture of factors that are carefully considered. Two of these three considerations transcend the individual level (i.e. the overqualified person), whereas most research and theories on the consequences of overqualification do not go beyond the individual level. As such, our findings call for more theory and research on interpersonal and contextual factors shaping the consequences of overqualification.

This paper aims to examine personality as an alternative explanation to social exchange in predicting OCB, and investigate the moderating role of gender in the link between personality and OCB.

A survey was conducted among 223 UK public sector employees. Multiple regression analysis tested main effects of personality and main and moderating effects of gender on OCB.

Findings indicate that personality has significant explanatory power beyond that of social exchange in predicting OCB. Employees with high levels of adaptive perfectionism report higher levels of OCB. General self‐efficacy also predicted more participation in citizenship behaviours, but only for men. Women appear to carry out citizenship behaviours regardless of how confident they feel in being able to successfully perform. This may be attributable to social and organizational norms that place women in the role of “helper” and expect more communal behaviours from them than from men.

The cross‐sectional design of the study does not permit firm conclusions regarding causality, and the use of self‐report data carries with it the potential for common method bias.

The study's results suggest that encouraging adaptive perfectionistic behaviours and cognitions among employees (e.g. setting high personal standards for performance while taking setbacks in stride) may yield dividends in terms of OCB. Investing in general self‐efficacy training, especially for male employees, may also improve participation in citizenship behaviours.

This study extends previous work on personality by demonstrating that adaptive perfectionism can predict OCB. Existing research on gender and OCB was extended by the discovery that the role of self‐efficacy in predicting OCB may be particularly significant for men. Findings suggest that the use of social exchange theory as the predominant explanation for employees' performance of OCB may need to be reconsidered.

The purpose of this paper is to examine the mediating role of organizational identification (OI) and the moderating role of adaptive personality (AP) between exploitative leadership (EL) and constructive voice (CV) relationship.

This study samples 154 full-time employees from Saudi Arabia and records their self-reported responses to closed-ended items in the survey. Hierarchical regression and PROCESS Macro are used for the analysis.

Utilizing social identity theory and social exchange theory, the authors demonstrate EL adversely affect CV through OI. AP also moderates EL-OI relationships. The indirect effects of EL on CV via OI are moderated by AP. In other words, adaptive employees are more likely to neutralize the adverse effects of such exploitation by adapting to the situation.

Human resource professionals and organizations must identify indicators of EL when evaluating job candidates. Organizations should also adopt communication systems that encourage employees to report any misconduct. Finally, organizations should speak out against exploitative leaders and educate their employees on ethics.

The originality is in extending the nomological network of EL to incorporate reduced employee OI and constructive deviance. It also discusses how adaptive employees mitigate exploitative behavior's negative effects.

This chapter provides a contemporary view of state-of-the science research and thinking done in the areas of selection and classification. It takes as a starting point the observation that the world of work is undergoing important changes that are likely to result in different occupational and organizational structures. In this context, we review recent research on criteria, especially models of job performance, followed by sections on predictors, including ability, personality, vocational interests, biodata, and situational judgment tests. The paper also discusses person-organization fit models, as alternatives or complements to the traditional person-job fit paradigm.

The purpose of this study is to develop a generic cultural socio-cognitive trait theory of a “plural affect agency” (the emotional organisation). Interaction between the cognitive and the affective personality is modelled.

James Gross’ (1988) model of Emotion Regulation is integrated with Normative Personality Theory in the context of Mindset Agency Theory: The agency has a “cognitive system” and an emotion regulating “affective system” which interact (Fink and Yolles, 2015).

Processes of emotion regulation pass through three stages: “Identification”, “Elaboration” and “Execution”. In a social environment, emotions are expressed through actions. The results of actions (feedback, goal achievement) are assessed through affective operative intelligence in the light of pursued goals.

The theory will provide guidance for analysis of cultural differentiation within social systems (e.g. societies or organisations), with reference to identification, elaboration and execution of “emotion knowledge”.

Understanding interdependencies between cognition and emotion regulation is a prerequisite of managerial intelligence and strategic cultural intelligence, in demand for interaction and integration processes across social systems.

The model provides a framework which links emotion expression and emotion regulation with cognition analysis. In part 2 of this paper, based on this theory a typology can be developed which for given contexts allows ex ante expectations of typical patterns of behaviour to be identified.

With the ageing global population the demand for nursing jobs and the requirements for complex care provision are increasing. In consequence, nursing professionals need to be ready to adapt, obtain variety of skills and engage in career self-management. The purpose of this paper is to investigate individual, micro-level, resources and behaviors that can facilitate matching processes between nursing professionals and their jobs.

A survey-based study was conducted among 314 part-time and full-time nursing professionals in Hungary.

Consistent with the career construction theory, this study offers evidence on career adaptability as a self-regulatory resource that might stimulate nurses’ adaptation outcomes. Specifically, it demonstrates positive relationships between adaptive readiness (proactive personality and conscientiousness), career adaptability, adapting behaviors (career planning and proactive skill development) and adaptation outcomes (employability and in-role performance).

The cross-sectional design limits causal inference. Relatively small sample of full-time professionals for whom supervisory-ratings were obtained yields the need of further replication.

Stimulating development of nurses’ career adaptability, career planning, and proactive skill development can contribute to sustainable career management. It can facilitate the alignment of nurses to performance requirements of their current jobs, preventing individual person-job mismatch.

Zooming into the context of nursing professionals in Hungary, the study elucidates the understudied link between adaptivity and adapting responses and answers the call for more research that employs other-ratings of adaptation outcomes. It demonstrates the value of career adaptability resources for nurses’ employability and in-role performance.