Does the five-factor model of personality relate to goal orientation?

Wang, Mo; Erdheim, Jesse

doi:10.1016/j.paid.2007.04.024

Cited by 35 publications

(27 citation statements)

References 28 publications

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“…Supporting this finding, Wang and Erdheim (2007) found that while extraversion is positively related to mastery approach goals and performance approach goals, neuroticism is positively linked to performance avoidance goals. In addition, Komarraju and Karau's (2005) study revealed significant relationships exist between personality traits and motivational factors.…”

Section: Relationship Between Pre-service Teachers' Personality and Amentioning

confidence: 73%

Pre-Service Science Teachers’ Teaching Self-Efficacy in Relation to Personality Traits and Academic Self-Regulation

Şenler

Sungur-Vural

2013

Span. J. Psychol.

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Abstract. The aim of this study is to examine the relationship among pre-service science teachers' personality traits, academic self-regulation and teaching self-efficacy by proposing and testing a conceptual model. For the specified purpose, 1794 pre-service science teachers participated in the study. The Teachers' Sense of Efficacy Scale, the NEO Five-Factor Inventory, and the Motivated Strategies for Learning Questionnaire were administered to assess pre-service science teachers' teaching self-efficacy, personality, and academic self-regulation respectively. Results showed that agreeableness, neuroticism, performance approach goals, and use of metacognitive strategies are positively linked to different dimensions of teaching self-efficacy, namely self-efficacy for student engagement, instructional strategies, and classroom management. In general, while agreeableness and neuroticism were found to be positively associated with different facets of self-regulation and teaching self-efficacy, openness was found to be negatively linked to these adaptive outcomes.

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Section: Relationship Between Pre-service Teachers' Personality and Amentioning

confidence: 73%

Pre-Service Science Teachers’ Teaching Self-Efficacy in Relation to Personality Traits and Academic Self-Regulation

Şenler

Sungur-Vural

2013

Span. J. Psychol.

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“…Agreeableness indicates the tendency of an individual to comply with other individuals (Robbins and Judge, 2013: 138). Individuals who get high scores from this dimension are polite, reliable, merciful, well-natured, tolerant, benevolent, easy-going, self-sacrificing, loving, thoughtful, friendly and collaborative people who get along with others and can easily adapt to changing conditions (Barrick and Mount, 1991: 4;Barrick, Mount and Judge, 2001: 11;Burger, 2006: 254;Wang andErdheim, 2007: 1495;Kumar and Bakhshi, 2010: 26). Individuals who get low scores from the agreeableness dimension have a distant, disharmonious, opposing, suspicious, critical, short-tempered, stingy, indifferent to others, egocentric, hostile and jealous structure (Wang andErdheim, 2007: 1495;Yazgan Inanc and Yerlikaya, 2013: 288;Robbins and Judge, 2013: 138).…”

Section: Personalitymentioning

confidence: 99%

A Case Study on Relationships Between Psychological Capital, Personality and Organizational Commitment

Yıldız¹

2018

IJBA

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The aim of this study is to examine the effect of psychological capital and personality on organizational commitment. Furthermore, it was also aimed to examine the relationships between these two concepts because there is a small number of studies that reveal the relationships between psychological capital and personality characteristics. In this context, a full count was performed in a manufacturing enterprise, and the questionnaire study was conducted on a total of 217 people including all white and blue-collar employees. All employees were reached by face to face interviews. The collected data were analyzed by SPSS 21 and Lisrel 8.51.The results of the study show that psychological capital positively affects affective, continuance and normative commitments. Similarly, personality characteristics also have a significant effect on organizational commitment. Extraversion, conscientiousness, agreeableness and openness to experience among personality characteristics positively affect the organizational commitment. It was observed that neuroticism had a positive effect on organizational commitment, contrary to expectations.The relationships between the relevant two concepts affecting organizational commitment were also found significant. A positive relationship was found between psychological capital and conscientiousness, agreeableness and openness to experience while a negative and significant relationship was found between psychological capital and neuroticism. Contrary to expectations, a negative and significant relationship was achieved between psychological capital and extraversion.

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“…Conscientious individuals attach greater importance to personal achievement (Barrick, Stewart, & Piotrowski, 2002), are more concerned about high quality of work (Moon, 2001), and are more motivated (Judge & Ilies, 2002), and are hard working (Barrick et al, 1993;Renn, Allen, & Huning, 2011). Accordingly, highly conscientious individuals very much value achievement-related conditions, such as a sense of accomplishment (Raja, Johns, & Ntalianis, 2004), and tend to spend effort to conquer the work-related problems that they encounter (Wang & Erdheim, 2007;Watson, Clark, & Harkness, 1994). Thus, when experiencing challenge stressors that are beneficial to achievement, highly conscientious individuals would allocate more resources (e.g., spending more time and energy) they have into dealing with these stressors, in order to meet the performance requirements and gain the sense of accomplishment, thus leading to better performance.…”

Section: The Moderating Role Of Conscientiousnessmentioning

confidence: 99%

A double‐edged sword: The moderating role of conscientiousness in the relationships between work stressors, psychological strain, and job performance

et al. 2014

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Although conscientiousness was commonly viewed as a type of personal resource to help individuals reduce strain or mitigate the impacts of stressors, empirical research demonstrated mixed results. Based on the personal resource allocation perspective, we posited that rather than functioning as personal resource per se, conscientiousness may act as a key factor influencing how individuals allocate their personal resources. The current study examined the moderating roles of conscientiousness in the relationships that work stressors (i.e., challenge stressors and hindrance stressors) have with employee psychological strain and job performance by using multi-source, time-lagged data collected from 250 employees working at two companies. The results showed that both challenge stressors and hindrance stressors were positively related to psychological strain. Conscientiousness moderated the relationships between both stressors and psychological strain, such that the positive relationships were stronger for individuals with high conscientiousness. Conscientiousness also moderated the relationship between challenge stressors and performance, such that the relationship was positive for individuals with high conscientiousness but negative for those with low conscientiousness. Altogether, the findings suggest that conscientiousness acts as a double-edged sword that both promotes performance and exacerbates the stress reaction of employees when they are confronted with stressful situations.the outcome under consideration (e.g., performance or psychological strain). It is the first attempt to demonstrate the double-edged effect of conscientiousness in a single model and highlights the need to consider not only the work environment and individual differences, but the outcomes as well.

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Does the five-factor model of personality relate to goal orientation?

Cited by 35 publications

References 28 publications

Pre-Service Science Teachers’ Teaching Self-Efficacy in Relation to Personality Traits and Academic Self-Regulation

Pre-Service Science Teachers’ Teaching Self-Efficacy in Relation to Personality Traits and Academic Self-Regulation

A Case Study on Relationships Between Psychological Capital, Personality and Organizational Commitment

A double‐edged sword: The moderating role of conscientiousness in the relationships between work stressors, psychological strain, and job performance

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