Who fits into the digital workplace? Mapping digital self-efficacy and agility onto psychological traits

The strategic effect of corporate reputation on customer citizenship behavior: an empirical verification

“…CR was included among the antecedent categories of company resources. The systematic literature review (Mitrega et al 2022 ) also underlined the need to focus on customer personality in future research, for instance, by utilising the big five model of personality (Lubinski 2000 ; Choi and Hwang 2019 ; Maran et al 2022 ).…”

“…Personality in particular, has long been studied for its effect in several business fields, including marketing (Tan et al 2004 ), accounting and reporting (Marquez-Illescas et al 2019 ; Mahmoudian et al 2021 ), strategic decision-making (Hrazdil et al 2021 ), and entrepreneurship (Kraus et al 2018 ; Palmer et al 2019 ; Schulz and Flickinger 2020 ; Bellmann and Hübler 2022 ; Salmony and Kanbach 2022 ). Personality has also been used as an explanatory variable in several research studies (Choi and Hwang 2019 ; Clark et al 2020 ; Iqbal et al 2021 ; Jassem et al 2021 ; Maran et al 2022 ). Mount et al ( 2005 pp.…”

“…One of the most popular frameworks for mapping an individual’s personality is the big five personality traits model (Maran et al 2022 ). This model dictates that most personality traits can be categorised into five constant factors: openness to experience, extroversion, neuroticism, agreeableness, and conscientiousness (McCrae and John 1992 ; Roccas et al 2002 ).…”

The Interplay of digitalization, organizational support, workforce agility and task performance in a blended working environment: evidence from Indian public sector organizations

“…When they perceive digitalization as helping them in managing their jobs in a changing business environment (Abrishamkar et al, 2021 ), they tend to display agile behaviour. In fact, digital self-efficacy helps in improving employees’ agility (Maran et al, 2022 ). Lucas and Goh ( 2009 ) also emphasized the positive role of digitalization in promoting agility in organizations.…”

Linking dark triad traits, psychological entitlement, and knowledge hiding behavior

“…From the personality perspective, the field of research linking personality traits to knowledge hiding is still in its early stage ( Pan et al., 2018 ). Personality traits represent an individual’s stable characteristics and are the key determinants of individual behavior ( Maran et al., 2022 ). Since knowledge hiding is a kind of undesired workplace behaviors, they are more likely to originate from undesired personality traits, such as dark triad (DT) personalities ( Karim, 2020 ; Pan et al., 2016 , 2018 ).…”