Born to burnout: A meta-analytic path model of personality, job burnout, and work outcomes

We quantitatively summarized the relationship between Five-Factor Model personality traits, job burnout dimensions (emotional exhaustion, depersonalization, and personal accomplishment), and absenteeism, turnover, and job performance. All five of the Five-Factor Model personality traits had multiple true score correlations of .57 with emotional exhaustion, .46 with depersonalization, and .52 with personal accomplishment. Also, all three dimensions of job burnout had multiple correlations of .23 with absenteeism, .33 with turnover, and .36 with job performance. Meta-analytic path modeling indicated that the sequential ordering of job burnout dimensions was contingent on the focal outcome, supporting three different models of the burnout process. Finally, job burnout partially mediated the relationships between Five-Factor Model personality traits and turnover and job performance while fully mediating the relationships with absenteeism.     

Personality and career success: Concurrent and longitudinal relations

The present research addresses the dynamic transaction between extrinsic (occupational prestige, income) and intrinsic (job satisfaction) career success and the Five‐Factor Model (FFM) of personality. Participants (N = 731) completed a comprehensive measure of personality and reported their job title, annual income and job satisfaction; a subset of these participants (n = 302) provided the same information approximately 10 years later. Measured concurrently, emotionally stable and conscientious participants reported higher incomes and job satisfaction. Longitudinal analyses revealed that, among younger participants, higher income at baseline predicted decreases in Neuroticism and baseline Extraversion predicted increases in income across the 10 years. Results suggest that the mutual influence of career success and personality is limited to income and occurs early in the career. Copyright © 2009 John Wiley & Sons, Ltd.     

Five-Factor Model of personality and Performance in Jobs Involving Interpersonal Interactions

In this article, the results of a meta-analysis that investigates the degree to which dimensions of the Five-Factor Model (FFM) of personality are related to performance in jobs involving interpersonal interactions are reported. The article also investigates whether the nature of the interactions with others moderates the personality-performance relations. The meta-analysis was based on 11 studies (total N = 1,586). each of which assessed the FFM at the construct level using the Personal Characteristics Inventory. Results support the hypothesis that Conscientiousness, Agreeableness, and Emotional Stability are positively related to performance in jobs involving interpersonal interactions. Results also support the hypothesis that Emotional Stability and Agreeableness are more strongly related to performance in jobs that involve team- work (where employees interact interdependently with coworkers), than in those that involve dyadic interactions with others (where employees provide a direct service to customers and clients). Implications for developing theories of work performance and for selecting employees are discussed.     

Personality traits and job characteristics as predictors of job experiences

This study investigates the relationships of personality traits and job characteristics (predictors) with job experiences (criteria) in a sample of job incumbents working in a broad variety of occupations. Subjects were 181 job applicants, who participated in a personnel selection procedure carried out by a Dutch staffing organization. As a part of this procedure, subjects completed a number of personality questionnaires. Personality scale scores were factor-analysed, and four orthogonal trait dimensions were identified: Emotional Stability, Extraversion, Sensation Seeking, and Achievement Motivation. Between l½ and 2 years after the selection, subjects rated their current jobs on four job characteristics dimensions, namely dynamicity, autonomy, external–internal, and structure. At the same time, they completed a questionnaire measuring job experiences, namely job satisfaction, job-induced tension, propensity to leave the job, and self-appraised performance. The results indicated that personality traits had several significant and hypothesized longitudinal effects on the job experience criteria. Personality contributed to the prediction of the criteria even when the effects of job characteristics were taken into account. No significant Personality X Job Characteristics interactions were found, although subgroup analysis revealed a number of interesting differences among the various categories of occupations. For example, Sensation Seeking predicted job strain and propensity to leave, especially in highly structured and not very autonomous jobs. It is concluded that work experiences are clearly determined by person and job characteristics, although in an additive rather than in an interactional way.     

Creative style,personality, and artistic endeavor

Research has shown that creative style, as measured by the Kirton Adaption-Innovation Inventory (KAI; M. J. Kirton, 1976), is correlated with more than 30 different personality traits. In this article, the author demonstrates that many of these correlations can be understood within the framework of the Five-Factor Model of personality and shows that the predominant correlates of creative style are personality indicators in the domains of the factors Conscientiousness, Openness to Experience, and, to a lesser extent, Extraversion. These findings provide a basis for comparing the personality traits associated with creative style and occupational creativity. High scorers on the KAI (innovators) differ from both average and creative scientists but have personality characteristics similar to those of artists. This finding suggests that the artistic personality may be more common than is generally supposed and that common factors might underlie both artistic endeavor and creative style.     

Predicting dimensions of personality disorder from domains and facets of the Five-Factor Model

We compared the utility of several trait models for describing personality disorder in a heterogeneous clinical sample (N = 94). Participants completed the Schedule for Nonadaptive and Adaptive Personality (SNAP; Clark, 1993b), a self-report measure that assesses traits relevant to personality disorder, and two measures of the Five-Factor Model: the Revised NEO Personality Inventory (NEO-PI-R; Costa and McCrae, 1992) and the Big Five Inventory (BFI; John, Donahue, & Kentle, 1991). Regression analyses indicated substantial overlap between the SNAP scales and the NEO-PI-R facets. In addition, use of the NEO-PI-R facets afforded substantial improvement over the Five-Factor Model domains in predicting interview-based ratings of DSM-IV personality disorder (American Psychiatric Association, 1994), such that the NEO facets and the SNAP scales demonstrated roughly equivalent levels of predictive power. Results support assessment of the full range of NEO-PI-R facets over the Five-Factor Model domains for both research and clinical use.     

Images of occupations: Components of gender and status in occupational stereotypes

A multidimensional approach to occupational gender type was explored. In Study 1, participants' spontaneous images of various jobs were elicited. The attributes generated were used to develop a job images questionnaire employed in Study 2 on which participants rated a random sample of 100 occupational titles. Occupational images were primarily structured on two orthogonal dimensions: prestige and gender type. The multidimensional approach to occupational gender-type was supported in that important gender-related occupational attributes (masculine personality trait requirements and analytical skills) did not load on the gender-type factor, but did load highly on the prestige factor. Thus, even though the prestige and gender-type factors were orthogonal, specific gender-related attributes were related to perceived occupational prestige.     

The interaction of personality and job scope in predicting turnover

The interaction of employee personality characteristics and job scope in the prediction of turnover was studied. One hundred and nine individuals employed as machine operators (low-scope job) and scientific and technical personnel (high-scope job) within a large manufacturing organization were the sample. No direct relationships were found between personality characteristics and turnover for the combined sample of employees on high- and low-scope jobs. When correlational analyses were carried out within job scope samples it was evident that personality and job scope interacted in predicting turnover. For employees on high-scope jobs, turnover was negatively related to the need for achievement and positively related to the need for affiliation. Turnover was negatively related to the need for affiliation among employees on low-scope jobs. The implications of these findings for future research on turnover were discussed.     

The Croatian version of the Emotion Regulation Questionnaire: Links with higher- and lower-level personality traits and mood

The Emotion Regulation Questionnaire (ERQ) measures habitual use of two emotion regulation strategies, cognitive reappraisal and expressive suppression. The present study tested the psychometric properties and validity of a newly developed Croatian adaptation of the ERQ. In a sample of 347 participants, we first sought to confirm the ERQ's original factor structure. Next, we tested its convergent, divergent and incremental validity. In the first subsample (N = 140), we linked the ERQ with a measure of the Five-Factor Model dimensions and their facets (Revised NEO Personality Inventory). In the second subsample (N = 207), we tested its ability to predict personality dimensions assessed by a different measure (Big Five Inventory) as well as the traits of positive and negative affect, including its incremental validity in predicting the latter. The results corroborated earlier findings, showing that the Croatian ERQ has equivalent psychometrics and predictive validity as ERQs in other languages. Crucially, the observed links between the ERQ and the facets of the Five-Factor Model dimensions enrich our understanding of the personality mechanisms behind the employment of these emotion regulation strategies.     

Personality judgment and personality pathology: self-other agreement in adolescents with conduct disorder

We examine two issues linking personality pathology and judgment of traits within the Five-Factor Model of personality. We hypothesize that pathology moderates self-other agreement--"target" participants with pathology should be less judgable than participants without pathology. In addition, we hypothesize that pathology could partially produce agreement across a variety of traits, particularly those traits fundamental to the pathology. In an adolescent sample including a group with Conduct Disorder (CD) and a Control group, we examine agreement between adolescents' self-reports and their mothers' informant reports. Using trait-centered and person-centered perspectives, we find support for both hypotheses. Results have implications for understanding the processes affecting personality judgment, for increasing integration of traditional personality research and personality pathology, and for personality assessment.     

Preservice Teachers' Personality Traits and Engagement in Creative Activities as Predictors of Their Support for Children's Creativity

The purpose of this study was to examine relationships among preservice teachers' personality traits, their own engagement in creative activities, and their beliefs about the teaching practices that have been shown to support children's creativity. A total of 302 early childhood and elementary preservice teachers participated in this study. The Ten-Item Personality Inventory (TIPI), the Creative Behavior Inventory (CBI), and the Creativity-Fostering Teacher Behavior Index (CFTI) were used to measure the preservice teachers' personality traits (Five-Factor Model), creativity-related experiences, and their creativity-fostering teaching practices. A conceptual model was hypothesized, tested, and supported by the results using multiple regression analyses and Sobel mediator tests. Findings indicate that preservice teachers who had higher scores on the openness to experience personality trait had more engagement in creativity-related experiences; those who had higher scores on the openness trait and who had more creativity-related experiences were more likely to espouse creativity-fostering teaching styles; and preservice teachers' own creativity-related experiences fully/partially mediated the relationship between the openness trait and their beliefs about specific creativity-fostering teaching practices. Implications for teacher education are discussed, and suggestions are made for future research on the relationships between teacher attributes and the use of teaching behaviors, which support children's creative development.     

Occupational mobility as measured by Holland's theory of career selection

This study examined the occupational mobility of men ages 45–59 as measured by Holland's theory of career selection and its relationship to men in the work force. Stability was discussed in two distinct ways: (1) stability within a job, and (2) stability in the kind of work a man does over a career. In his research Holland concluded that Realistic and Investigative personality types would change personality type less often and have more stable job choices in comparison to other personality types. The results of this study supported these findings to some extent, but also concluded that stability in a personality type was strongly influenced by the number of jobs available in a particular personality type and the structure of the labor market demand. In addition the results showed that psychological concepts seem to be more important in changing jobs than in selecting initial jobs.     

Externalizing pathology and the five-factor model: a meta-analysis of personality traits associated with antisocial personality disorder, substance use disorder, and their co-occurrence

In this meta-analysis we examined Five-Factor Model of personality (FFM) characteristics of externalizing disorders. Two pathologies, Antisocial Personality Disorder (APD) and Substance Use Disorder (SUD), have significant levels of co-occurrence that may be due to shared personality traits. Results from 63 samples (N = 15,331) were analyzed in order to summarize and compare five-factor results for APD, SUD, and co-occurring APD/SUD. Shared and unique personality features were identified at both the domain and the facet level of the FFM. Moderation analyses indicated that sample source (clinical versus community) and diagnosis (psychopathy versus DSM-based APD) accounted for some of the variability at the domain level. Results are discussed with respect to personality and externalizing disorders.     

Career Adapt-Abilities Scale—Brazilian Form: Psychometric properties and relationships to personality

The Career Adapt-Abilities Scale—Brazilian Form (CAASBrazil) consists of four scales which measure concern, control, curiosity, and confidence as psychosocial resources for managing occupational transitions, developmental tasks, and work traumas. Internal consistency estimates for the subscale and total scores ranged from good to excellent. The factor structure was quite similar to the one computed for combined data from 13 countries. CAASBrazil is similar to the International Form, with the exception of two items that were not included in Brazilian version. Concurrent validity evidence was collected relative to personality factors from the Five-Factor Model of Personality. The relationships between career adaptability and personality factors were as predicted.     

Examining the construct validity of the elemental psychopathy assessment

Lynam and colleagues recently developed a new self-report inventory for the assessment of psychopathy, the Elemental Psychopathy Assessment (EPA). Using a sample of undergraduates (N = 227), the authors examined the construct validity of the EPA by examining its correlations with self and stranger ratings on the Five-Factor Model, as well as self-reported ratings of personality disorders, social cognition, and love styles. The EPA psychopathy scores manifested expected correlations with both self and stranger ratings of the Five-Factor Model, particularly with the domains of Agreeableness and Conscientiousness, and were significantly related to various forms of personality pathology such as narcissism and antisocial personality disorders. The EPA also manifested expected relations with aggressive social cognitions. Finally, the EPA psychopathy scores were correlated with romantic love styles indicative of game playing and infidelity. The current results provide further evidence of the construct validity of the EPA as it manifests relations consistent with the nomological network of psychopathy.     

Validation of the Multidimensional Schizotypy Scale-Brief in Two Large Samples

This study reports on an initial examination of the construct validity of the Multidimensional Schizotypy Scale-Brief (MSS-B) and the first investigation of its psychometric properties outside of its derivation samples. The MSS-B contains 38 items that assess positive, negative, and disorganized schizotypy and has comparable content coverage and psychometric properties as the original 77-item Multidimensional Schizotypy Scale. Two large samples (n?=?1430 and 1289) completed the MSS-B, as well as measures of schizotypal personality traits and the Five-Factor Model of Personality. MSS-B scores were computed from the full-length scale in sample 1, whereas participants in sample 2 were administered the MSS-B. The psychometric properties and intercorrelations of the MSS-B subscales were consistent with findings from the original derivation samples, with no shrinkage in reliability. In terms of relations with schizotypal traits, the MSS-B positive schizotypy dimension had its strongest association with cognitive-perceptual schizotypal traits, MSS-B negative schizotypy had its strongest association with interpersonal schizotypal traits, and MSS-B disorganized schizotypy had its strongest association with disorganized schizotypal traits. The schizotypy dimensions were characterized by hypothesized patterns of distinct associations with the Five-Factor Model. The present findings are consistent with results from the full-scale MSS.     

Multifaceted Personality Predictors of Workplace Safety Performance: More Than Conscientiousness

This article concerns individual differences in workplace safety behavior. We identify six performance dimensions related to overall safety performance, which in turn, leads to occupational accidents and injuries. We define these dimensions and develop personality-based safety scales to predict them by combining facets of Five-Factor Model scales. Next, we validate these safety scales by aggregating results from independent criterion-related studies and show that a composite safety scale is more predictive of overall safety performance than individual Five-Factor Model scales. Also, results show that safety scales predict accidents and injuries, but this relationship is mediated by safety performance. We consider implications of using individual differences to study links between personality, safety performance, and accidents and injuries in selection, training, and organizational safety culture.     

God image and Five-Factor Model personality characteristics in later life: A study among inhabitants of Sassenheim in The Netherlands

Affective or emotional aspects of religiousness are considered to be crucial in the association between religiousness and well-being, especially in later life. Such affective aspects can be understood as pertaining to the God–object relationship, corresponding to feelings of trust towards God or to religious discontent. Personality characteristics, such as those defined by the Five-Factor Model of Personality, are expected to correspond with God image. A small sample of older mainline church members in Sassenheim, The Netherlands (n = 53), aged 68–93, filled out a questionnaire, including 120 items of the NEO-PI-R, the Questionnaire God Image, frequency of prayer, church attendance, and depressive symptoms. Neuroticism was associated with feelings of anxiety towards God as well as discontent towards God. Agreeableness was associated with perceiving God as supportive and with prayer. These findings persisted after adjustment for depressive symptoms. For the other three personality factors, no clear patterns emerged. Results were compared with those from studies of God image and the Five-Factor Model of personality among younger people.     

A Preliminary Validation of Preadolescents' Self-Reports Using the Five-Factor Model of Personality

Although self-reports using the Five-Factor Model (FFM) of personality have been used in both adult and adolescent populations, few studies have investigated preadolescents' ability to rate themselves using measures of the FFM. A total of 130 preadolescents (mean age = 10.79 years) rated their personalities using the NEO Five-Factor Inventory (NEO-FFI). When standardized verbal prompts were used to clarify the vocabulary in the NEO-FFI, preadolescents were able to reliably rate themselves across all traits of the FFM. Preadolescents' self-ratings were found to moderately agree with mothers' ratings of their children's personalities, suggesting not only the potential utility of using other-reports of preadolescent personality but also the appropriateness of using self-reports.