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Organisational researchers have recently begun to focus on the more dynamic aspects of personality in the workplace. The present study examines individual differences in the affective processes that underlie one such dynamic construct, task-contingent conscientiousness. Using experience sampling data collected over 3 weeks from 201 managers, we show (a) that individuals differ substantially from each other in the paths that connect task demand, positive and negative affect, and conscientious behaviour; (b) that these individual differences cohere to define person types or classes that represent meaningful differences in the extent to which task-contingent conscientiousness is mediated affectively; and (c) that emotional intelligence increases the likelihood of membership in classes that are characterised by affectively mediated effects. Theoretical implications of the findings are discussed with reference to the cognitive-affective personality system model, research on the consequences of affect in the workplace, and the literature on emotional intelligence. Practical applications are suggested for managers who wish to use personality assessment for developmental purposes, especially in relation to facilitating behavioural change.

Evidence from more than 100 y of research indicates that conscientiousness (C) is the most potent noncognitive construct for occupational performance. However, questions remain about the magnitudes of its effect sizes across occupational variables, its defining characteristics and functions in occupational settings, and potential moderators of its performance relation. Drawing on 92 unique meta-analyses reporting effects for 175 distinct variables, which represent n > 1.1 million participants across k > 2,500 studies, we present the most comprehensive, quantitative review and synthesis of the occupational effects of C available in the literature. Results show C has effects in a desirable direction for 98%of variables and a grand mean of ρ̄M = 0.20 (SD = 0.13), indicative of a potent, pervasive influence across occupational variables. Using the top 33% of effect sizes ( ρ̄ ≥ 0.24), we synthesize 10 characteristic themes of C’s occupational functioning: 1) motivation for goal directed performance, 2) preference for more predictable environments, 3) interpersonal responsibility for shared goals, 4) commitment, 5) perseverance, 6) self-regulatory restraint to avoid counterproductivity, and 7) proficient performance—especially for 8) conventional goals, 9) requiring persistence. Finally, we examine C’s relation to performance across 8 occupations. Results indicate that occupational complexity moderates this relation. That is, 10) high occupational complexity versus low-to-moderate occupational complexity attenuates the performance effect of C. Altogether, results suggest that goaldirected performance is fundamental to C and that motivational engagement, behavioral restraint, and environmental predictability influence its optimal occupational expression. We conclude by discussing applied and policy implications of our findings.

While previous research has established that employees who have a more conscientious leader are more likely to perceive that their leader is ethical, the underlying mechanisms and boundary conditions of this linkage remain unknown. In order to better understand the relationship between leader conscientiousness and ethical leadership, we examine the potential mediating role of leader moral reflectiveness, as well as the potential moderating role of decision-making autonomy. Drawing from social cognitive theory, results from two samples of workgroup leaders and their immediate reports situated in Africa and Asia show that leader conscientiousness is positively related to leader moral reflectiveness, which in turn, is positively associated with employees' assessment of ethical leadership. Furthermore, and consistent with our hypothesis, results from the two samples show that leader decision-making autonomy moderates the indirect path from leader conscientiousness to ethical leadership through moral reflectiveness, such that only morally reflective leaders who have high (versus low) decision-making autonomy at work engage in ethical leadership behaviors. In our discussion, we highlight the theoretical and practical implications of our findings and suggest ways in which organizations can better foster ethical leadership.

Individuals who encounter false information on social media may actively spread it further, by sharing or otherwise engaging with it. Much of the spread of disinformation can thus be attributed to human action. Four studies (total N = 2,634) explored the effect of message attributes (authoritativeness of source, consensus indicators), viewer characteristics (digital literacy, personality, and demographic variables) and their interaction (consistency between message and recipient beliefs) on self-reported likelihood of spreading examples of disinformation. Participants also reported whether they had shared real-world disinformation in the past. Reported likelihood of sharing was not influenced by authoritativeness of the source of the material, nor indicators of how many other people had previously engaged with it. Participants' level of digital literacy had little effect on their responses. The people reporting the greatest likelihood of sharing disinformation were those who thought it likely to be true, or who had pre-existing attitudes consistent with it. They were likely to have previous familiarity with the materials. Across the four studies, personality (lower Agreeableness and Conscientiousness, higher Extraversion and Neuroticism) and demographic variables (male gender, lower age and lower education) were weakly and inconsistently associated with self-reported likelihood of sharing. These findings have implications for strategies more or less likely to work in countering disinformation in social media.

Research Summary We introduce to the upper echelons literature a novel, linguistic measure of CEOs' Big Five personality traits that we specifically developed and validated using a sample of CEOs. We then provide a predictive test of the measure by applying it to a sample of more than 3,000 CEOs of S&P 1500 firms to explore the direct and interactive effects of CEOs' Big Five personality traits and firm performance on strategic change. Our validated, unobtrusive measure of CEOs' Big Five traits provides a strong foundation for future theory development on the firm‐level effects of CEOs' personality traits. Our specific findings also extend our understanding of how CEO personality influences firm‐level change and how both person and situation‐based factors interact to jointly influence firm strategy. Managerial Summary This paper introduces a language‐based tool we developed to measure the Big Five personality traits (i.e., openness, conscientiousness, extraversion, agreeableness, and neuroticism) of more than 3,000 CEOs of S&P 1500 firms. After describing our process to develop and validate the tool, we test it by examining how CEOs' Big Five traits influence strategic change, both in isolation and in combination with recent firm performance. Our results suggest that CEOs' personality traits have a meaningful impact on strategic change, but that the nature of these effects differs based on their firms' recent performance. Our tool also provides a strong basis for scholars seeking to measure the personality traits of large samples of public‐company executives.

Although workplace incivility has received increasing attention in organizational research over the past two decades, there have been recurring questions about its construct validity, especially vis-à-vis other forms of workplace mistreatment. Also, the antecedents of experienced incivility remain understudied, leaving an incomplete understanding of its nomological network. In this meta-analysis using Schmidt and Hunter's [Methods of meta-analysis: Correcting error and bias in research findings (3rd ed.), Sage] random-effect meta-analytic methods, we validate the construct of incivility by testing its reliability, convergent and discriminant validity, as well as its incremental predictive validity over other forms of mistreatment. We also extend its nomological network by drawing on the perpetrator predation framework to systematically study the antecedents of experienced incivility. Based on 105 independent samples and 51,008 participants, we find extensive support for incivility's construct validity. Besides, we demonstrate that demographic characteristics (gender, race, rank, and tenure), personality traits (agreeableness, conscientiousness, neuroticism, negative affectivity, and self-esteem), and contextual factors (perceived uncivil climate and socially supportive climate) are important antecedents of experienced incivility, with contextual factors displaying a stronger association with incivility. In a supplementary primary study with 457 participants, we find further support for the construct validity of incivility. We discuss the theoretical and practical implications of this study. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Based on lexical studies, the HEXACO (honesty-humility, emotionality, extraversion, agreeableness, conscientiousness, and openness to experience) model of personality has been proposed as a model of basic personality structure that summarizes individual differences in six broad trait dimensions. Although research across various fields relies on the HEXACO model increasingly, a comprehensive investigation of the nomological net of the HEXACO dimensions is missing entirely. Thus, it remains unclear whether each HEXACO dimension accounts for individual variation across theoretically relevant outcome criteria. We close this gap through a large-scale meta-analytic investigation, testing whether each HEXACO dimension is uniquely linked to one broad and theoretically relevant outcome domain. Results from 426 individual meta-analyses, 436 independent samples, and 3,893 effect-size estimates corroborate this unique mapping. Specifically, honesty-humility maps onto the outcome domain of exploitation, emotionality onto insecurity, extraversion onto sociality, agreeableness versus anger onto obstruction, conscientiousness onto duty, and openness to experience onto exploration. Overall, the current investigation provides a comprehensive empirical test of the (breadth of) content captured by the HEXACO dimensions and allows for a broad specification of the nomological net of the HEXACO model overall.

The present study aims to investigate whether certain personality traits of the participants (extraversion and conscientiousness) are associated with the degree of self-perceived reflexivity of teachers. After applying the Big Five©plus_short personality test and examining the relationship between teachers' self-perceived professional reflexivity and teachers' personality factors, the statistical analysis of the data shows that there is no significant correlation between extraversion and self-perceived professional reflexivity. However, on the other hand, we found that there is a significant correlation between conscientiousness and self-perceived personal reflexivity.

Background Apathy and impulsivity co‐occur in Huntington's disease (HD), but these debilitating behavioural syndromes are multidimensional constructs, raising the question of which specific dimensions drive this relationship, and the stability of the co‐occurring dimensions across time. Methods People with HD and controls completed multidimensional apathy and impulsivity scales at baseline and one‐year follow‐up. A principal component analysis was performed on pooled data (n = 109) to identify components and factor loadings of subscales. Linear mixed models were used to examine differences in components between groups and timepoints. Results Three meaningful components emerged. Component one comprised positive loading for dimensions of apathy and impulsivity pertaining to goal‐directedness, namely attention, planning, initiation and perseverance. In contrast, other dimensions of apathy and impulsivity loaded onto components two and three in opposite directions. People with HD only scored worse than controls on the goal‐directedness component. All components remained stable over time and each showed remarkable similarity to a factor from the five‐factor personality model, specifically conscientiousness (component one), extraversion (component two) and neuroticism (component three). Conclusions The clinical overlap between apathy and impulsivity in HD relates to goal‐directedness, whilst other dimensions of these constructs do not overlap.

In order to identify the employees who are most likely to be engaged in their work, we conducted a meta-analysis of 114 independent samples (N = 44,224) to provide estimates of the relationship between eight personality traits and employee engagement. Results indicated that these personality traits explained 48.10% of the variance in engagement. Supporting energy management theories, relative weights analysis revealed that positive affectivity was by far the strongest predictor of engagement (31.10% of the explained variance; ρ = .62), followed by proactive personality (19.60%; ρ = .49), conscientiousness (14.10%; ρ = .39), and extraversion (12.10%; ρ = .40), whereas neuroticism, negative affectivity, agreeableness, and openness to experience were the least important. We highlight the importance of positive affectivity for engagement and support personality-based selection as a viable means for organizations to build a highly engaged workforce. Implications for using personality assessment to select engaged employees are discussed.