Increasing the knowledge on personality and sleep may benefit more personalized treatment of sleep disorders and help in personnel selection to jobs in which it is critical to stay alert. However, longitudinal research is needed to confirm the current findings.

This study examined the association between Five-Factor Model personality traits and perceived job strain. The sample consisted of 758 women and 614 men (aged 30-45 years in 2007) participating in the Young Finns study. Personality was assessed with the Neuroticism, Extraversion, Openness, Five-Factor Inventory (NEO-FFI) questionnaire and work stress according to Karasek's demand-control model of job strain. The associations between personality traits and job strain and its components were measured by linear regression analyses where the traits were first entered individually and then simultaneously. The results for the associations between individually entered personality traits showed that high neuroticism, low extraversion, low openness, low conscientiousness, and low agreeableness were associated with high job strain. High neuroticism, high openness, and low agreeableness were related to high demands, whereas high neuroticism, low extraversion, low openness, low conscientiousness, and low agreeableness were associated with low control. In the analyses for the simultaneously entered traits, high neuroticism, low openness, and low conscientiousness were associated with high job strain. In addition, high neuroticism was related to high demands and low control, whereas low extraversion was related to low demands and low control. Low openness and low conscientiousness were also related to low control. This study suggests that personality is related to perceived job strain. Perceptions of work stressors and decision latitude are not only indicators of structural aspects of work but also indicate that there are individual differences in how individuals experience their work environment.

Even while attempting to explain the same outcomes, research on leadership and on human resource management (HRM) have largely progressed on parallel trajectories. We extend recent efforts to bring these fields closer together by testing how employee perceptions of a high‐performance work system (HPWS) and transformational leadership (TL), independently and jointly, influence four important employee attitudes. Analyses of 308 subordinates of 76 managers in five multinational companies suggest that a HPWS substitutes for much of the independent influence of TL and constitutes an important boundary condition for some of this influence. Implications for future research on HRM and leadership are discussed.

Research shows that people select themselves and are selected into occupations, partly because of their personality, and this has implications for their person-environment fit.Although it has been shown that personality congruence between the individual and the environment is important to job satisfaction, the effect of personality congruence in occupations on job satisfaction is not well understood. In a sample of 22,787 individuals, nested within 25 occupational groups from the British Household Panel Survey and the UK Household Longitudinal Study, we examined (1) whether average levels of personality vary across occupational groups, and (2) whether there is a cross-level interaction between the occupational mean personality and the individual's personality, with job satisfaction. We found there were modest differences across occupational groups in all FFM traits.Neuroticism and openness interacted with the corresponding mean personality, showing that for these traits the fit between your own personality and the average personality of the occupation makes a difference for job satisfaction.

This study suggests that personality traits may predispose to and protect from work stress.