How Situational Cues and Mindset Dynamics Shape Personality Effects on Career Outcomes

2018 ◽  
Vol 45 (5) ◽  
pp. 2101-2131 ◽  
Author(s):  
Peter A. Heslin ◽  
Lauren A. Keating ◽  
Amirali Minbashian
Keyword(s):  
Career Success ◽  
Career Outcomes ◽  
Situational Cues ◽  
Activation Theory ◽  
Trait Activation ◽  
Trait Activation Theory ◽  
Person Account ◽  
Theory Research ◽  
Personality System

The substantial literature on dispositional antecedents of career success (e.g., extraversion and conscientiousness) implies that being low in career-facilitating traits may hamper people’s careers. We develop a cognitive-affective personality system theory about the role of situational cues, personality, and mindsets regarding the plasticity of one’s attributes in determining when this will occur and how the related dysfunctional dynamics may be mitigated. We draw on trait activation theory to describe how the interaction of situational cues, personality, and mindsets may trigger an array of cognitive-affective units within a cognitive-affective personality system that influence subjective and objective career outcomes. The contributions of this article are to offer the largely between-person careers literature a within-person account of when and why people experience subjective and objective career success as a function of their personalities, situational cues, prevailing mindsets, and career contexts. A theoretical account of how personality predicts subjective career outcomes more strongly than objective career outcomes is thereby provided. Our intent is to also extend trait activation theory by considering the cognitive and affective dynamics whereby personality traits and situational cues have their effects. The conditions under which mindsets are likely to shape career outcomes are outlined. Finally, implications for mindsets, personality, and career theory, research, and practice are discussed.

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.

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.

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