Why Some Students Adjust Easily While Others Can Not? Stress and Adjustment to University: Personality as Moderator

2021 ◽  
pp. 152102512110021
Author(s):  
Ayşe I. Kural ◽  
Berrin Özyurt
Keyword(s):  
Personality Traits ◽  
Perceived Stress ◽  
Big Five ◽  
Detrimental Effect ◽  
Predictive Utility ◽  
Negative Valence ◽  
Big Five Model ◽  
University Adjustment ◽  
Moderating Role

Research has demonstrated consistently that personality and perceived stress, independently, are essential factors for university adjustment among university freshmen; however, little is known about the associations between personality, perceived stress, and adjustment together. Our primary goal was to explore the predictive utility of perceived stress for explaining university adjustment among university freshmen ( N = 290). We also tested the moderating role of personality traits and this research was embedded within a Big Five model of personality including the sixth trait for Turkish context, ‘Negative Valence’. Results addressed that only conscientiousness and negative valence moderated the perceived stress and adjustment association. Students high on negative valence and/or conscientiousness tended to experience the detrimental effect of perceived stress on university adjustment more due to their personality. These results suggested that personality might be an important factor to include in adjustment fostering interventions for freshmen at universities.

Relationship between big five personality model and abusive supervision

2019 ◽  
Vol 12 (2) ◽  
Author(s):  
Bibi Tahira ◽  
Naveed Saif ◽  
Muhammad Haroon ◽  
Sadaqat Ali
Keyword(s):  
Big Five ◽  
Abusive Supervision ◽  
State Universities ◽  
Big Five Personality ◽  
Big Five Model ◽  
The Impact ◽  
First Time ◽  
Supervisor Behavior ◽  
Moderating Role

The current study tries to understand the diverse nature of relationship between personality Big Five Model (PBFM) and student's perception of abusive supervision in higher education institutions of Khyber Pakhtoonkhwa Pakistan. Data was collected in dyads i.e. (supervisors were asked to rate their personality attributes while student were asked to rate the supervisor behavior) through adopted construct. For this purpose, data was collected from three government state universities and one Private Sector University. The focus was on MS/M.Phill and PhD student and their supervisors of the mentioned universities. After measuring normality and validity regression analysis was conducted to assess the impact of supervisor personality characteristics that leads to abusive supervision. Findings indicate interestingly that except agreeableness other four attributes of (PBFM) are play their role for abusive supervision. The results are novel in the nature as for the first time Neuroticism, openness to experience, extraversion and conscientiousness are held responsible for the abusive supervision. The study did not explore the demographic characteristics, and moderating role of organizational culture, justice and interpersonal deviances to understand the strength of relationship in more detail way. Keywords: Personality big five model, abusive supervision, HEIs

Negative feedback and employee job performance: Moderating role of the Big Five

2017 ◽  
Vol 45 (10) ◽  
pp. 1735-1744 ◽  
Author(s):  
Yun Guo ◽  
Yanhong Zhang ◽  
Jianqiao Liao ◽  
Xinwei Guo ◽  
Jintao Liu ◽  
...  
Keyword(s):  
Job Performance ◽  
Personality Traits ◽  
Big Five ◽  
Negative Feedback ◽  
Linear Regression Analysis ◽  
Negative Relationship ◽  
Big Five Personality Traits ◽  
Big Five Personality ◽  
Moderating Role

We used hierarchical linear regression analysis to test the relationship between negative feedback and employee job performance, and explored the moderating role of the Big Five personality traits in this relationship. Participants were 357 supervisor–subordinate dyads in China; subordinates responded to negative feedback and Big Five personality traits measures, and direct supervisors rated their employees' job performance. Results showed that negative feedback was negatively related to employee job performance, and that the Big Five personality traits moderated this relationship. Specifically, the strength of the negative relationship between negative feedback and job performance was reduced as extraversion, openness to experience, agreeableness, emotional stability, and conscientiousness increased. Implications for management and theory are discussed.

Title: Intimate Partner Violence: The Moderating Role of Personality Trait and Religion.

2021 ◽  
Vol 8 (3) ◽  
pp. 286-302
Author(s):  
Stanley Oloji Isangha ◽  
Christopher Ndubuisi Ngwu ◽  
Anthony Obinna Iwuagwu ◽  
Sunday Evaristus Abonyi ◽  
Akuchukwu Oprah Nnaji ◽  
...  
Keyword(s):  
Intimate Partner Violence ◽  
Personality Traits ◽  
Big Five ◽  
Personality Trait ◽  
Partner Violence ◽  
Religious Orientation ◽  
Five Factor Model ◽  
Intimate Partner ◽  
Moderating Role

Objective: Intimate partner violence which is an aspect of family violence has most often than not affected peaceful family growth across the world, while it is largely portrayed that men are the sole perpetrators of IPV and women its victims. Statistics across countries in America, Asia, Europe and Africa have shown men to be victims as well, both in heterosexual and homosexual family, thus IPV can be perpetrated by both sexes just as they can also be victims. This study therefore assessed the moderating role of personality trait and religion on intimate partner violence in heterosexual relationship. Methods: Using a mixed method, 384 residents of Uyo metropolis were surveyed and 10 in-depth interviews was conducted among Psychology and Sociology lecturers from the University of Uyo Akwa Ibom state. The big five factor model served as its theoretical orientation. The big five personality inventory, religious orientation test and intimate partner violence propensity scale were used in generating data. Data were analyzed using SPSS version 20 software. Chi square test was used to test relationships while their long-run influence was ascertained using multiple and binary logistics linear regression analysis. Result: Findings show that majority of the respondents have abused their partners physically or psychologically. Findings show personality traits and religion as independent and joint predictors of intimate partner violence. Conclusion: It is recommended that clinicians, psychiatrists among other related professionals should always consider personality traits and religion when dealing with issues on IPV.

scholarly journals IMPACT OF PERSONALITY ON ABSENTEEISM MODERATING ROLE OF ETHICAL ORIENTATION

2014 ◽  
Vol 02 (02) ◽  
pp. 32-44
Author(s):  
Mahroash Munir ◽  
Keyword(s):  
Personality Traits ◽  
Big Five ◽  
Big Five Personality Traits ◽  
Future Research ◽  
Big Five Personality ◽  
Ethical Orientation ◽  
Orientation Data ◽  
The Impact ◽  
Moderating Role

This study examined the impact of big five personality traits on absenteeism with moderating role of ethical orientation. Data was collected from 150 university faculty members across Pakistan using a questionnaire. Results indicate that big five personality traits to a large extent account for absenteeism while ethical orientation plays an important role as a moderator. Implications and future research directions are also discussed.

Does Ethical Leadership Influence The Organizational Outcomes? Mediating Role of Emotional Labor and Moderating Role of Followers’ Personality Traits

2018 ◽  
Vol 5 (2) ◽  
pp. 1-6
Author(s):  
Qasim Ali Nisar ◽  
Komal Habib ◽  
Zalaf Arshad
Keyword(s):  
Job Performance ◽  
Personality Traits ◽  
Perceived Stress ◽  
Ethical Leadership ◽  
Emotional Labor ◽  
Positive Impact ◽  
Organizational Outcomes ◽  
Mediating Role ◽  
Moderating Role

Ethical leadership is become fundamental part for the developing businesses. Due to need of caring and ethical leaders the study consider the ethical leadership aspects by considering follower’s personality traits and inadvertent effects of emotional labor on follower’s job performance and follower’s perceived stress. This implies that when leaders have high and low level of ethical leadership they show an increase in followers’ management of emotions. Study also examined that how ethical leadership influences the organizational outcomes by considering the mediating role of emotional labor and moderating role of personality traits. Questionnaire survey was used to collect the data by different banks of Gujranwala city. 200 responses were collected within one month. Result divulged that ethical leadership has negative effect on follower’s perceived stress and positive impact on follower’ job performance. After applying different statistical tools results indicated that in high ethical leadership employees not show their regulated emotions then followers stress level will increase and their performance of the job will decrease. Findings show that in moderate level ethical leadership employees showed their genuine emotions which increases their job performance and decreases their stress. Results revealed that employees management of emotions (surface acting and deep acting ) increases the employees job performance and decreases the followers perceived stress when followers personality traits are moderated. In the last of article research limitations, implications and directions for further research also included

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