Transactions between Big-5 personality traits and job characteristics across 20 yearsCitation formats

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Transactions between Big-5 personality traits and job characteristics across 20 years. / Holman, David J.; Hughes, David J.

In: Journal of Occupational and Organizational Psychology, Vol. 94, No. 3, 01.09.2021, p. 762-788.

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Holman, David J. ; Hughes, David J. / Transactions between Big-5 personality traits and job characteristics across 20 years. In: Journal of Occupational and Organizational Psychology. 2021 ; Vol. 94, No. 3. pp. 762-788.

Bibtex

@article{da1256edbe254d34b144fd968bc09a1f,
title = "Transactions between Big-5 personality traits and job characteristics across 20 years",
abstract = "Although understanding the relationship between the individual and work environment is a core concern of organizational research, few studies have examined longitudinal transactions between Big-5 personality traits and job characteristics. Building on research in personality and job design we develop hypotheses detailing transactions between Big-5 personality traits (i.e., openness, conscientiousness, extraversion, agreeableness, neuroticism) and two key job characteristics (i.e., job discretion and workload). Specifically, we hypothesize and test transactions with regard to the effects of job characteristics on personality, the effects of personality on job characteristics, and the reciprocal effects between these constructs. Our findings, based on a latent change score analysis of data collected over three waves across 20 years, show strongest support for the effects of job characteristics on personality, particularly the effects of workload on personality change in openness, extraversion, and agreeableness. We found no effects of job discretion on personality, limited support for the effects of personality on job characteristics (except a positive effect of neuroticism on job discretion), and no evidence of reciprocal effects. Practitioner points: Job demands can alter employee personality. Employees who consistently experienced high workloads over a 20-year period incurred developmental increases in three personality traits – extraversion, openness, and agreeableness – such that they became more outgoing and assertive, more curious, and broadminded, as well as more helpful and sympathetic. Employees who experienced high job discretion did not incur similar development changes in personality.",
keywords = "job discretion, latent change score analysis, personality, personality development, workload",
author = "Holman, {David J.} and Hughes, {David J.}",
note = "Publisher Copyright: {\textcopyright} 2021 The Authors. Journal of Occupational and Organizational Psychology published by John Wiley & Sons Ltd on behalf of British Psychological Society",
year = "2021",
month = sep,
day = "1",
doi = "10.1111/joop.12332",
language = "English",
volume = "94",
pages = "762--788",
journal = "Journal of Occupational and Organizational Psychology",
issn = "0963-1798",
publisher = "John Wiley & Sons Ltd",
number = "3",

}

RIS

TY - JOUR

T1 - Transactions between Big-5 personality traits and job characteristics across 20 years

AU - Holman, David J.

AU - Hughes, David J.

N1 - Publisher Copyright: © 2021 The Authors. Journal of Occupational and Organizational Psychology published by John Wiley & Sons Ltd on behalf of British Psychological Society

PY - 2021/9/1

Y1 - 2021/9/1

N2 - Although understanding the relationship between the individual and work environment is a core concern of organizational research, few studies have examined longitudinal transactions between Big-5 personality traits and job characteristics. Building on research in personality and job design we develop hypotheses detailing transactions between Big-5 personality traits (i.e., openness, conscientiousness, extraversion, agreeableness, neuroticism) and two key job characteristics (i.e., job discretion and workload). Specifically, we hypothesize and test transactions with regard to the effects of job characteristics on personality, the effects of personality on job characteristics, and the reciprocal effects between these constructs. Our findings, based on a latent change score analysis of data collected over three waves across 20 years, show strongest support for the effects of job characteristics on personality, particularly the effects of workload on personality change in openness, extraversion, and agreeableness. We found no effects of job discretion on personality, limited support for the effects of personality on job characteristics (except a positive effect of neuroticism on job discretion), and no evidence of reciprocal effects. Practitioner points: Job demands can alter employee personality. Employees who consistently experienced high workloads over a 20-year period incurred developmental increases in three personality traits – extraversion, openness, and agreeableness – such that they became more outgoing and assertive, more curious, and broadminded, as well as more helpful and sympathetic. Employees who experienced high job discretion did not incur similar development changes in personality.

AB - Although understanding the relationship between the individual and work environment is a core concern of organizational research, few studies have examined longitudinal transactions between Big-5 personality traits and job characteristics. Building on research in personality and job design we develop hypotheses detailing transactions between Big-5 personality traits (i.e., openness, conscientiousness, extraversion, agreeableness, neuroticism) and two key job characteristics (i.e., job discretion and workload). Specifically, we hypothesize and test transactions with regard to the effects of job characteristics on personality, the effects of personality on job characteristics, and the reciprocal effects between these constructs. Our findings, based on a latent change score analysis of data collected over three waves across 20 years, show strongest support for the effects of job characteristics on personality, particularly the effects of workload on personality change in openness, extraversion, and agreeableness. We found no effects of job discretion on personality, limited support for the effects of personality on job characteristics (except a positive effect of neuroticism on job discretion), and no evidence of reciprocal effects. Practitioner points: Job demands can alter employee personality. Employees who consistently experienced high workloads over a 20-year period incurred developmental increases in three personality traits – extraversion, openness, and agreeableness – such that they became more outgoing and assertive, more curious, and broadminded, as well as more helpful and sympathetic. Employees who experienced high job discretion did not incur similar development changes in personality.

KW - job discretion

KW - latent change score analysis

KW - personality

KW - personality development

KW - workload

U2 - 10.1111/joop.12332

DO - 10.1111/joop.12332

M3 - Article

AN - SCOPUS:85100348626

VL - 94

SP - 762

EP - 788

JO - Journal of Occupational and Organizational Psychology

JF - Journal of Occupational and Organizational Psychology

SN - 0963-1798

IS - 3

ER -