Voice, creativity, and big five personality traits: A meta-analysis

Zare, Mortaza; Flinchbaugh, Carol

doi:10.1080/08959285.2018.1550782

Cited by 74 publications

(65 citation statements)

References 149 publications

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“…In particular, we identified a "suppressing" mediating role of emotional exhaustion through which both the absolute value and significance of the total effect of neuroticism on employee voice were reduced because of the reversed direction between the direct and indirect effect (MacKinnon et al, 2000;Shrout and Bolger, 2002;MacKinnon, 2008). Empirically, this finding provides additional evidence about certain neglected mediating mechanisms that may affect relationship between neuroticism and employee voice as either negative (LePine and Van Dyne, 2001;Nikolaou et al, 2008) or insignificant (Crant et al, 2011;Zare and Flinchbaugh, 2019). Theoretically, this finding implicitly shows another perspective on the personality-employee voice relationship.…”

Section: Theoretical Implicationsmentioning

confidence: 70%

“…Their findings suggested that extraversion is the most relevant Big-Five personality trait to employee voice and that neuroticism is the least relevant Big-Five personality trait to employee voice. Recently, Zare and Flinchbaugh (2019) also used the meta-analysis method to consistently find that extraversion is a good indicator of voice, whereas neuroticism is not.…”

Section: Big-five Personality Traits and Employee Voicementioning

confidence: 99%

“…Scholars have identified that personality traits could explain almost one-fifth of the variance in voice (Chamberlin et al, 2017). Although the Big-Five personality traits are the most representative and valid personality trait model, their influence on employee voice varies significantly (Zare and Flinchbaugh, 2019). This variation is due to a lack of deep exploration to theoretically unfold the mechanism of "why" the Big-Five personality traits affect employee voice.…”

Section: Extraversion Neuroticism and Employee Voice From A Cor Theorymentioning

confidence: 99%

“…As such, we utilized the Conservation of Resources (COR) theory ( Hobfoll, 1989 ; Halbesleben et al, 2014 ; Hobfoll et al, 2018 ) to examine the relationship between two Big-Five personality traits (extraversion and neuroticism) and employee voice through an indirect effect of emotional exhaustion. Empirically, while extraversion is the most positive predictor of employee voice in the Big-Five personality model, neuroticism is the least relevant predictor and has no significant effect on voice ( Chamberlin et al, 2017 ; Zare and Flinchbaugh, 2019 ). Accordingly, our investigation on these two traits could coincidentally exhibit whether the non-relationship between neuroticism and voice is because of omitted mediating mechanisms.…”

Section: Introductionmentioning

confidence: 98%

“…Research has taken a disposition perspective to examine whether voice emerges among employees with certain individual dispositions (e.g., LePine and Van Dyne, 2001 ; Avery, 2003 ; Nikolaou et al, 2008 ). As the Big-Five personality traits model is one of the most widespread personality frameworks ( Costa and McCrae, 1992 ), researchers have examined how this model influences employee voice ( Morrison, 2011 , 2014 ; Klass et al, 2012 ; Chamberlin et al, 2017 ; Zare and Flinchbaugh, 2019 ).…”

Section: Introductionmentioning

confidence: 99%

See 4 more Smart Citations

Extraversion, Neuroticism, and Employee Voice: A Conservation of Resources Perspective

2020

Front. Psychol.

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Drawing on the Conservation of Resources (COR) theory, we constructed a model about how two of Big-Five personality traits, extraversion and neuroticism, respectively, influence employee voice through an indirect effect of emotional exhaustion. We distributed two wave surveys to 435 employees and their supervisors in a Chinese state-owned bank. Our analyses indicated that extraversion had a positive indirect effect on employee voice via emotional exhaustion, whereas neuroticism had a negative indirect effect on employee voice via emotional exhaustion. We concluded by discussing our theoretical implications with research on employee voice and COR. Additionally, we discussed our practical implications for managerial practices and for the general public.

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Section: Theoretical Implicationsmentioning

confidence: 70%

Section: Big-five Personality Traits and Employee Voicementioning

confidence: 99%

Section: Extraversion Neuroticism and Employee Voice From A Cor Theorymentioning

confidence: 99%

Section: Introductionmentioning

confidence: 98%

Section: Introductionmentioning

confidence: 99%

See 3 more Smart Citations

Extraversion, Neuroticism, and Employee Voice: A Conservation of Resources Perspective

2020

Front. Psychol.

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Wearable Internet of Things Gait Sensors for Quantitative Assessment of Myers–Briggs Type Indicator Personality

Zhao,

Xing,

Wang

et al. 2023

Advanced Intelligent Systems

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Gait is a typical habitual human behavior and manifestation of personality. The unique properties of individual gaits may offer important clues in the assessment of personality. However, assessing personality accurately through quantitative gait analysis remains a daunting challenge. Herein, targeting young individuals, standardized gait data are obtained from 114 subjects with a wearable gait sensor, and the Myers–Briggs Type Indicator (MBTl) personality scale is used to assess their corresponding personality types. Artificial intelligence algorithms are used to systematically mine the relationship between gaits and 16 personality types. The work shows that gait parameters can indicate the personality of a subject from the four MBTI dimensions of E‐l, S‐N, T‐F, and J‐P with a concordance rate as high as 95%, 96%, 91%, and 91%, respectively. The overall measurement accuracy for the 16 personality types is 88.16%. Moreover, a personality tracking experiment on all the subjects after one year to assess the stability of their personality is also conducted. This research, which is based on a smart wearable Internet of Things gait sensor, not only establishes a new connection between behavioral analysis and personality assessment but also provides a set of accurate research tools for the quantitative assessment of personality.

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Conscientiousness and perceived ethicality: Examining why hierarchy of authority diminishes this positive relationship

Luksyte,

Carpini,

Parker

et al. 2024

Human Resource Management

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Human resource (HR) managers hire conscientious employees because they are both productive and are viewed as upholding high ethical standards due to their propensity to engage in voice. Organizations may strive to create a work context conducive to all employees acting ethically, not just conscientious ones, by centralizing decision‐making authority and promoting formalization through a higher hierarchy of authority. Yet, we propose that from the social information processing perspective, in higher hierarchy of authority contexts, peers may view their highly conscientious colleagues as less ethical. We hypothesize these effects through the lens of trait activation theory, according to which in a higher hierarchy of authority context, others are less likely to notice the voice behaviors of conscientious employees. Problematically, when others fail to notice conscientious employees' voice, they may perceive these workers as being less ethical. We tested our hypothesized moderated mediation model in a matched sample of employees (N = 820), their supervisors (N = 445), and peers (N = 529). As predicted, hierarchy of authority moderated the positive relationship between conscientiousness and voice, which in turn explained others' perceptions of their ethicality. Conscientiousness was positively related to peer assessments of ethicality via promotive (not prohibitive) voice when hierarchy of authority was lower (but not higher), partially supporting our hypotheses. These results suggest HR practitioners should be cognizant of the differential evaluations of highly conscientious employees in contexts with different levels of hierarchy of authority, and continuing challenges associated with balancing flexibility and formalization.

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Voice, creativity, and big five personality traits: A meta-analysis

Cited by 74 publications

References 149 publications

Extraversion, Neuroticism, and Employee Voice: A Conservation of Resources Perspective

Extraversion, Neuroticism, and Employee Voice: A Conservation of Resources Perspective

Wearable Internet of Things Gait Sensors for Quantitative Assessment of Myers–Briggs Type Indicator Personality

Conscientiousness and perceived ethicality: Examining why hierarchy of authority diminishes this positive relationship

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