Managers’ informal learning: a trait activation theory perspective

2016 ◽  
Vol 21 (1) ◽  
pp. 1-17 ◽  
Author(s):  
Raymond A. Noe ◽  
Michael J. Tews ◽  
John W. Michel
Keyword(s):  
Informal Learning ◽  
Activation Theory ◽  
Trait Activation ◽  
Trait Activation Theory

scholarly journals Machiavellian Leader Effectiveness

2021 ◽  
Author(s):  
Hanna A. Genau ◽  
Gerhard Blickle ◽  
Nora Schütte ◽  
James A. Meurs
Keyword(s):  
Transformational Leadership ◽  
Leadership Effectiveness ◽  
Political Skill ◽  
Moderated Mediation ◽  
Leader Effectiveness ◽  
Negatively Associated ◽  
Mediation Analyses ◽  
Activation Theory ◽  
Trait Activation ◽  
Trait Activation Theory

Abstract. Research on the effectiveness of Machiavellian leaders has found contradictory results. By linking socioanalytic and trait activation theory to the Machiavellianism and leadership literature, we argue that political skill may explain these findings by moderating the relation between Machiavellianism and leadership effectiveness. Using a multisource design and moderated mediation analyses with 153 leaders, 287 subordinates, and 153 superiors, we show that leaders who are both strongly politically skilled and high on Machiavellianism successfully enact transformational leadership, mediating improved leader effectiveness. However, when leader political skill is low, high Machiavellianism is negatively associated with (subordinate-rated) transformational leadership, resulting in lower leader effectiveness ratings by superiors. We discuss these results in light of current research on Machiavellianism in leadership and work contexts.

Contextual moderators for leadership potential based on trait activation theory

2019 ◽  
Vol 40 (8) ◽  
pp. 899-911 ◽  
Author(s):  
Gil Luria ◽  
Allon Kahana ◽  
Judith Goldenberg ◽  
Yair Noam
Keyword(s):  
Leadership Potential ◽  
Activation Theory ◽  
Trait Activation ◽  
Trait Activation Theory ◽  
Contextual Moderators

scholarly journals Current Theory and Practice of Assessment Centers: The Importance of Trait Activation

2009 ◽  
Author(s):  
Filip Lievens ◽  
Liesbet De Koster ◽  
Eveline Schollaert
Keyword(s):  
Performance Appraisal ◽  
Current Theory ◽  
Assessment Center ◽  
Theory And Practice ◽  
Recent Theory ◽  
Assessment Centers ◽  
Future Assessment ◽  
Activation Theory ◽  
Trait Activation ◽  
Trait Activation Theory

Assessment centers have always had a strong link with practise. This link is so strong that the theoretical basis of the workings of an assessment center is sometimes questioned. This article posits that trait activation theory might be fruitfully used to explain how job-relevant candidate behavior is elicited and rated in assessment centers. Trait activation theory is a recent theory that focuses on the person–situation interaction to explain behavior based on responses to trait-relevant cues found in situations. These observable responses serve as the basis for behavioral ratings on dimensions used in a variety of assessments such as performance appraisal and interviews, but in also assessment centers. The article starts by explaining the basic tenets behind the assessment center method and trait activation theory. It shows how trait activation theory might have key implications for current and future assessment center research. The article also provides various directions for future assessment center studies.

Trait Activation Theory: A Review of the Literature and Applications to Five Lines of Personality Dynamics Research

2021 ◽  
Vol 8 (1) ◽  
pp. 199-233
Author(s):  
Robert P. Tett ◽  
Margaret J. Toich ◽  
S. Burak Ozkum
Keyword(s):  
Empirical Studies ◽  
Team Building ◽  
Self Regulation ◽  
Work Behavior ◽  
Situational Cues ◽  
Situational Specificity ◽  
Activation Theory ◽  
Trait Activation ◽  
Trait Activation Theory ◽  
Key Aspects

Extending interactionist principles and targeting situational specificity of trait–performance linkages, trait activation theory (TAT) posits personality traits are expressed as valued work behavior in response to trait-relevant situational cues, subject to constraints and other factors, all operating at the task, social, and organizational levels. Review of 99 key sources citing TAT spanning 2011–2019 reveals diverse applications (e.g., bidirectionality, trait specificity, team building) and an overall 60% significance rate for 262 TAT-based moderator effects reported in 60 of 75 empirical studies. Applying five key aspects of TAT (e.g., behavior/performance distinction, need-based motivation) to five lines of personality dynamics research (e.g., personality states, self-regulation models of motivation) supports TAT as a vehicle for advancing understanding of within-person variability over brief and extended timelines. Critical research needs include personality-oriented work analysis, longitudinal study of trait-situation processes, trait activation in teams, within-job bidirectionality, and situation relevance as a unifying principle in advancing person–workplace fit.

Consideration of future consequence and task performance

2017 ◽  
Vol 32 (7) ◽  
pp. 497-512 ◽  
Author(s):  
Jihye Lee ◽  
Seokhwa Yun ◽  
Seckyoung Loretta Kim
Keyword(s):  
Task Performance ◽  
Organizational Support ◽  
Situational Factors ◽  
Design Data ◽  
Cross Sectional ◽  
Content Type ◽  
Activation Theory ◽  
Trait Activation ◽  
Low Levels ◽  
Trait Activation Theory

Purpose The purpose of this paper is to examine the effect of an employee’s consideration of future consequences (CFCs) in predicting employee task performance and its situational contexts (i.e. organizational support and supervisor support) based on trait activation theory. Design/methodology/approach Using a cross-sectional field study design, data were collected from 189 employees and their immediate supervisors in South Korea. Findings Hierarchical multiple regression analyses showed that employees’ CFC has a positive effect on their task performance. Furthermore, this study investigated whether this relationship would be varied by relevant situational factors. Consistent with the hypotheses, the relevance of CFC to employees’ task performance would be stronger when they perceive low levels of organizational support based on trait activation theory. Practical implications The findings suggest the importance of employees’ CFC on task performance. Also, organizations should pay more attention to the way of compensating for employees with low levels of CFC by fostering supportive environment. Originality/value Although researchers have been examined long-term perspectives in the business field, a few studies have examined its effect at the individual level. This paper identified not only the main effect of CFC on employee task performance but also the moderating role of organizational support on the aforementioned relationship.

scholarly journals The Moderating Effect of Transfer Climate on the Joint Relationship between Trainees' Personality and Transfer Training

2019 ◽  
Vol 4 (1) ◽  
pp. 79-85
Author(s):  
Yip Foon Yee
Keyword(s):  
Big Five ◽  
Transfer Of Training ◽  
Supervisor Support ◽  
Openness To Experience ◽  
Big Five Personality ◽  
Activation Theory ◽  
Trait Activation ◽  
Trait Activation Theory ◽  
Transfer Climate ◽  
The Relationship

Objective - The aim of this study is to examine the joint relationship between the Big Five personality and transfer climate on transfer of training. Drawing on trait activation theory, this study examines how the relationship between Big Five personality and transfer of training is moderated by supervisor support and opportunity to perform. Methodology/Technique - The sample of this study consists of 183 police officers who have attended driver training in one of the police training centres in Malaysia. Three sets of questionnaires comprising of the Big Five inventory, driving knowledge test, driving competency, and transfer climate were distributed to the respondents pre-training, post-training, and after two months of training. The data was analysed using statistic package for social science (SPSS) Version 19.0 and SmartPLS 3.0. Findings - A high level of agreeableness, conscientiousness and openness to experience were found to encourage increased transfer of training. Opportunity to perform moderated the relationship between agreeableness, conscientiousness, and openness to experience and transfer of training which is congruent with the trait activation theory. Novelty - The findings of this research emphasise the importance of the joint relationship between personality and situational factors on transfer of training. These findings allow the researcher to understand how opportunity to perform enables trainees to express their personality and enhance their performance. Type of Paper: Empirical. Keywords: Big Five Personality; Transfer of Training; Supervisor Support; Opportunity to Perform; Trait Activation Theory. JEL Classification: M12, M19.

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