Extraversion and job satisfaction: The role of trait bandwidth and the moderating effect of status goal attainment

Harari, Michael B.; Thompson, Arieana H.; Viswesvaran, Chockalingam

doi:10.1016/j.paid.2017.10.041

Cited by 29 publications

(15 citation statements)

References 11 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…The motives encompassed by individual differences in extraversion and conscientiousness provide better cultural fit with the values, norms, and expectations of individualistic cultures as compared to collectivistic cultures. Extraversion and conscientiousness are associated with status‐striving and achievement‐striving motives, respectively (Barrick, Mount, & Li, ; Harari et al ., ). Such motives are at odds with collectivistic cultural norms, where group achievement is placed ahead of individual achievement, but fit with the norms and expectations of individualistic cultures (Hofstede et al ., ; Triandis, ).…”

Section: Discussionmentioning

confidence: 97%

“…The two facets of extraversion are (1) enthusiasm (i.e., sociability, outgoingness, friendliness, positivity) and (2) assertiveness (i.e., dominance, agency, ascendancy). Among the facets of all FFM traits, it is the extraversion facets in particular whose relationships with various workplace outcomes tend to occur through different process mechanisms, suggesting the need for facet‐level theorizing (Harari, Thompson, & Viswesvaran, ; Seltzer, Ones, & Tatar, ).…”

Section: Discussionmentioning

confidence: 99%

See 1 more Smart Citation

Personality and expatriate adjustment: A meta‐analysis

Harari

Reaves

Beane

et al. 2018

J Occupat & Organ Psyc

Self Cite

View full text Add to dashboard Cite

We used meta‐analysis to advance our understanding of personality traits as antecedents of expatriate adjustment to international assignments and to test expatriate adjustment as a mediator linking the Five‐Factor Model (FFM) of personality to job performance and turnover intentions (k = 43; N = 7,007). Personality accounted for 20% of the variance in expatriate adjustment. Relative weight analyses indicated that extraversion generally accounted for the greatest proportion of predicted variance, although emotional stability and openness were important predictors as well. This pattern of findings was largely, but not completely, consistent across adjustment dimensions (i.e., general, interactional, work). Consistent with our expectations, meta‐analytic path analysis indicated that adjustment mediated the relationships between the FFM and both expatriate job performance and turnover intentions. Implications for theory and practice are discussed. Practitioner points Personality traits consistent with the Five‐Factor Model accounted for 20% of the variance in expatriate adjustment. Personality traits, particularly extraversion, emotional stability, and openness, can be used for identifying employees who are well suited for international assignments. Career planning in multinational enterprises can make use of personality scores to determine who may be a good candidate for the development for international assignments. Social support interventions (e.g., mentoring) should be provided when on assignment, particularly for introverted expatriates, to facilitate adjustment.

show abstract

Section: Discussionmentioning

confidence: 97%

Section: Discussionmentioning

confidence: 99%

Personality and expatriate adjustment: A meta‐analysis

Harari

Reaves

Beane

et al. 2018

J Occupat & Organ Psyc

Self Cite

View full text Add to dashboard Cite

show abstract

“…The extent literature suggested several outcomes of extraversion such as job performance (Barrick & Mount,1991), job satisfaction (Harari, Thompson, & Viswesvaran, 2018), emotional expression and self-esteem (Yanxia Wu, Lu, Chen, & Bihua, 2018) and proactive behavior (Wang, Ang, Jiang, & Wu, 2018), social support (McHugh Power, Lawlor, & Kee, 2017), mastery, vigor and social cheerfulness (Fadda & Scalas, 2016), job performance and organizational citizenship behavior (Gorman, 2014), see Table 6. (Bauer et al, 2006), (Barrick & Mount, 1991) Satisfaction (Fadda & Scalas, 2016), (Harari et al, 2018) Emotional expression, proactive behavior (Wang et al, 2018) Self-esteem (Fadda & Scalas, 2016), (Wang et al, 2018) Social support (McHugh Power et al, 2017) Mastery, vigor and social cheerfulness (Fadda & Scalas, 2016) Job performance, organizational citizenship behavior (Gorman, 2014) Turnover Intention (Bauer et al, 2006) Prior literature has also found extraversion as a moderator to strengthen the bond between socio-informational behaviors and openness on social media (Saef, Woo, Carpenter, & Tay, 2018), between leader-member exchange and job performance, turnover intention and actual intention of turnover (Bauer et al, 2006).…”

Section: Moderating Effect Of Extrovert Personalitymentioning

confidence: 99%

Uncovering the Role of Internal CSR on Organizational Attractiveness and Turnover Intention: The Effect of Procedural Justice and Extraversion

Ranjan¹,

Yadav²

2018

ASS

View full text Add to dashboard Cite

The present study attempts to uncover the impact of internal CSR on internal stakeholders, i.e., employees. Through a comprehensive literature review, relevant variables for the study were identified such as internal CSR, the perception of procedural justice, organizational attentiveness, extraversion, and turnover intention. Drawing on signaling theory, we answer why employee’s willingness to quit an organization is less if the organization performs well on internal CSR front. We also propose that internal CSR increases the organizational attractiveness as it reflects the prevalence of welfare practices and procedural justice in the organization. Since the organization is perceived procedurally just employee's willingness to quit the organization is decidedly less particularly employees having extrovert nature.

show abstract

“…Job satisfaction has been considered as one of the most important and complex organizational variables (Heller & Watson, 2005;Ilies, Fulmer, Spitzmuller, & Johnson, 2009). Therefore, it is no surprise that over the years it has been an object of study by several authors (e.g., Bateman & Organ, 1983;Brayfield & Rothe, 1951;Faragher, Cass, & Cooper, 2013;Harari, Thompson, & Viswesvaran, 2018;Judge & Bono, 2001;Locke, 1969;Porter, Steers, Mowday, & Boulian, 1974;Spector 1997;Wanous, Reichers, & Hudy, 1997). These authors have found evidence pointing to the strong influence it has both on individuals and the organization.…”

Section: Job Satisfactionmentioning

confidence: 99%

Non-family employees: levels of job satisfaction and organizational justice in small and medium-sized family and non-family firms

2018

EJFB

View full text Add to dashboard Cite

The purpose of this paper is to explore differences between non-family employees of family firms and employees of non-family firms regarding their levels of job satisfaction. Moreover, focusing on family firms, we assess the impact of non-family employees' perceptions of organizational justice on their levels of job satisfaction; we also seek to understand which dimensions of job satisfaction are most affected by the employees' perceptions of organizational justice. The empirical evidence is provided by a sample of 205 Portuguese employees (98 non-family employees of family firms and 107 employees of non-family firms), working in small and medium-sized privately-owned enterprises. The findings reveal that non-family employees of family firms do not differ from employees of non-family firms regarding their levels of job satisfaction. Furthermore, it was found that, in family firms, there is a positive influence of the perceptions of organizational justice on job satisfaction levels, in particular regarding satisfaction with benefits and supervision. 94 D. Pimentel Duarte Pimentel (2018). Non-family employees: levels of job satisfaction and organizational justice in small and medium-sized family and non-family firms.

show abstract

Extraversion and job satisfaction: The role of trait bandwidth and the moderating effect of status goal attainment

Cited by 29 publications

References 11 publications

Personality and expatriate adjustment: A meta‐analysis

Personality and expatriate adjustment: A meta‐analysis

Uncovering the Role of Internal CSR on Organizational Attractiveness and Turnover Intention: The Effect of Procedural Justice and Extraversion

Non-family employees: levels of job satisfaction and organizational justice in small and medium-sized family and non-family firms

Contact Info

Product

Resources

About