Personality, absenteeism and productivity

Personality Factors and Sick Leave Days. Evidence from a Nationally Representative Longitudinal Study in Germany.

“…Furnham and Miller [8] found that none of the personality factors, which was measured with Eysenck Personality Inventory (extraversion, neuroticism) were associated with actual recorded sick leave days, only with the number of occasions on which each person had been absent. The dependent variable "Absenteeism" was defined as periods of absence during the year and actual recorded sick days per annum.…”

“…Comparing the results of the current study with the previous research is difficult because of the lack of studies in this research area investigating personality factors and sick leave days and additionally, as mentioned earlier, because most studies in this area are cross-sectional; comparing the results from single points in time, obtained from cross-sectional studies, with results from longitudinal studies, representing personal or social changes, is difficult. Most of the cross-sectional studies found that personality factors, for the most part, were not associated with the number of sick leave days [8][9][10]; the only factor that was strongly associated with sick leave days was neuroticism [9,10]. For example, Störmer and Fahr [9] found, in their cross-sectional study, a significant association between neuroticism and absenteeism (sickness absence with more than 30 days was excluded).…”

“…The question of whether employees' sickness absence from the workplace depends on personality has also been researched [8][9][10]. Existing evidence mostly stems from cross-sectional studies, mainly showing that personality factors were not associated with the number of sick leave days, except for neuroticism, which was positively associated with sick leave days.…”

The Role of Trait Emotional Intelligence in a Gender‐Specific Model of Organizational Variables1

“…relation to more basic variables, such as demographic data (e.g., age and gender; Cohen, 1993), personality traits (Griffin, 2001), and cognitive ability (Ganzach, 1998). While some traits are reliably associated with specific work-related indicators (e.g., conscientiousness and job satisfaction; Salgado, 1997), they typically account for a relatively small amount of the total variance (Furnham & Miller, 1996;Furnham, Petrides, Jackson, & Cotter, 2002). In their search for individual difference variables with widespread implications and strong predictive power in the workplace, researchers and theorists recently turned their attention to the concept of emotional intelligence (EI; Abraham, 1999;Dulewicz & Higgs, 2000;Fox & Spector, 2000;Goleman, 1998;Jordan, Ashkanasy, & Hartel, 2002;Wolff, Pescosolido, & Druskat, 2002;Wong & Law, 2002).…”

Identifying the Critical Features That Affect the Job Performance of Survey Interviewers

“…Conscientious people are more likely to exercise self-control, follow the dictates of their conscience [9], and thus fulfill their obligations. Extraversion is also predictive of sales performance [14], as well as to job performance in occupations where interaction with others constitutes a significant part of the job [11,15]. Extroverts are social, assertive, active, bold, energetic and adventurous [9,16].…”