The relationship between fashion consciousness and personality traits of Generation Y with moderating effect of Social Influence: An empirical investigation from India

The testing of the technology acceptance model over the years has shown that its explanatory power is about 50%; which led researchers to revisit the model in an attempt to gain a better understanding of technology adoption. Some of the studies found social influence to be a key factor, but others have yielded mixed results. This article questions the assumption made in some previous studies that most people would comply with social influence. Using data collected from 210 smartphone users, we investigated the moderating effect of motivation to comply on the relationship between social influence, on the one hand, and perceived usefulness and perceived ease-of-use on the other hand. Also, based on the theory of critical mass, we investigated the moderating effect of the perceived critical mass on the relationship between perceived usefulness and perceived ease of use on the one hand, and actual usage on the other hand. The results showed a significant moderating effect of both motivation to comply and perceived critical mass. Theoretical and practical implications are discussed.

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Assessing the candidate in the selection interview: The role of interviewer’s personality

Psihologija ◽

10.2298/psi161112005c ◽

2018 ◽

Vol 51 (1) ◽

pp. 91-105 ◽

Cited By ~ 1

Author(s):

Sofija Cerovic ◽

Ivana Petrovic

Keyword(s):

Personality Traits ◽

Big Five ◽

Big Five Personality Traits ◽

Moderating Effect ◽

Big Five Personality ◽

Selection Interview ◽

Relative Contribution ◽

The Relationship

The study explores the relative contribution of interviewers? personality and interviewers? ratings of candidate?s personality in predicting interviewers? ratings of candidate?s job suitability and examines the moderating effect of interviewers? personality on the relationship between ratings of candidate?s personality and job suitability. Results showed that ratings of candidate?s Big Five personality traits were related to ratings of candidate?s job suitability, as well as were interviewers? Agreeableness and Extraversion. Interviewers? Openness and Agreeableness had a moderating effect on the relationship between interviewers? ratings of candidate?s personality traits and ratings of candidate?s job suitability. Results reveal the role that interviewer?s Agreeableness, Extraversion and Openness play in the assessment of candidate in the selection interview.

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GENERATIONAL DIFFERENCES IN PSYCHOLOGICAL CONTRACT CONTENT AND REACTIONS TO PSYCHOLOGICAL CONTRACT BREACH IN THE TRANSITION CONTEXT: A STUDY OF CROATIAN EMPLOYEES

Primenjena psihologija ◽

10.19090/pp.2016.4.395-412 ◽

1970 ◽

Vol 9 (4) ◽

pp. 395

Author(s):

Mojra Dautović ◽

Zvonimir Galić

Keyword(s):

Generation Y ◽

Psychological Contract ◽

Turnover Intention ◽

Generational Differences ◽

Moderating Effect ◽

Psychological Contract Breach ◽

Contract Breach ◽

Older Employees ◽

The Relationship ◽

Effect Of Age

In our study we explored generational differences in psychological contract content (PCC) and reactions to psychological contract breach (PCB) among Croatian employees. We collected the data on a sample of 432 participants and compared the PCC between Generation Y (born from 1981 to 1993) and older employees (born between 1946 and 1980). The results showed that the Generation Y employees expected more from their employers regarding career development, work-life balance, and social atmosphere. At the same time, the older generation perceived stronger employer obligations related to organizational policy, and stronger employee obligations related to in-role performance. We also tested the moderating effect of age on the relationship between PCB and job attitudes (job satisfaction, organizational commitment, and turnover intention). The moderating effect was observed only for the relationship between PCB and turnover intention: the younger employees reacted to PCB with a stronger turnover intention than the older employees.

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Mediation and moderation effect of the big five personality traits on the relationship between self-perceived malocclusion and psychosocial impact of dental esthetics

The Angle Orthodontist ◽

10.2319/032315-187.1 ◽

2016 ◽

Vol 86 (3) ◽

pp. 413-420 ◽

Cited By ~ 4

Author(s):

Stjepan Spalj ◽

Alenka Novsak ◽

Philipp Bilobrk ◽

Visnja Katic ◽

Magda Trinajstic Zrinski ◽

...

Keyword(s):

Personality Traits ◽

Big Five ◽

Psychological Impact ◽

Psychosocial Impact ◽

Moderating Effect ◽

Mediating Effect ◽

Unique Contribution ◽

Dental Esthetics ◽

The Relationship ◽

Mediation And Moderation

ABSTRACT Objective: To explore the mediation and moderation effects of personality traits on the relationship between self-perceived malocclusion and the psychosocial impact of dental esthetics. Materials and Methods: The sample included 252 subjects (62% female) aged 12–39 years. Self-perceived malocclusion was estimated using the 10-point scale Aesthetic Component of the Index of Orthodontic Treatment Need. The Psychosocial Impact of Dental Aesthetics Questionnaire was used to assess the psychological impact and the Big Five Inventory for personality traits. Moderation and mediation effects were evaluated with Pearson correlations and stepwise regression analysis, respectively. Results: Self-perceived malocclusion ranged from 1 to 8 and was the most significant predictor of psychosocial impact of dental esthetics, whose unique contribution accounted for 11%–36.4% of variability, while age and sex accounted for 1.2%–2.5%. Personality traits had no mediating effect on this relationship. The moderating effect of agreeableness was present in the relationship between self-perceived degree of malocclusion and Social Impact (SI), Psychological Impact (PI), and Aesthetic Concern (AC) (ΔR2 = 0.035, 0.020, and 0.013, respectively; P < .001), while conscientiousness affected the relationship between perception of malocclusion and SI and PI (ΔR2 = 0.018 and 0.016, respectively; P < .05). In people with lower agreeableness and conscientiousness, increasing the severity of self-perceived malocclusion leads to less increase in SI and PI. In people with lower agreeableness, the increase influences AC in a similar manner. Extraversion, neuroticism, and openness do not have a moderating effect. Conclusions: The relationship between self-perceived malocclusion and the psychosocial impact of dental esthetics appears to be moderated and not mediated by personality traits. Adolescents and young adults with lower agreeableness and conscientiousness seem to be less affected by the increased severity of self-perceived malocclusion, as demonstrated in reporting some psychosocial impacts.

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Conflict resolution styles and personality

International Journal of Productivity and Performance Management ◽

10.1108/ijppm-01-2016-0014 ◽

2016 ◽

Vol 65 (6) ◽

pp. 792-810 ◽

Cited By ~ 12

Author(s):

Leila Canaan Messarra ◽

Silva Karkoulian ◽

Abdul-Nasser El-Kassar

Keyword(s):

Conflict Resolution ◽

Personality Traits ◽

Human Resource ◽

Moderating Effect ◽

Human Resource Managers ◽

Content Type ◽

Conflict Resolution Styles ◽

Resource Managers ◽

Conflict Handling ◽

The Relationship

Purpose – Conflict in the workplace creates a challenge for many of present day managers. The purpose of this paper is to explore the moderating effect of generations X and Y on the relationship between personality and conflict handling styles. Design/methodology/approach – The study is conducted using a sample of 199 employees working in the electronic retail sector in a non-Western culture. The five-factor model of personality traits is used to measure personality, while conflict styles are measured using Rahim’s Organizational Conflict Inventory II. Findings – Results indicate that generations X and Y moderate the relationship between specific personality traits and conflict handling styles. Research limitations/implications – This study investigated the moderating effect of generations X and Y on a sample of employees within the electronic retail service sector in Lebanon. It is recommended that future research examine such a relationship in other sectors and cultures for generalizability. Since generation Z (born in the late 1990s) will soon be entering the job market, further studies should include this cohort when investigating the relationships. Finally, for a deeper understanding of the relationship, it is advisable to use both qualitative and quantitative data collection methods. Practical implications – The understanding of what influences an individual’s choice regarding his/her choice of conflict resolution styles is of great use to supervisors in general and human resource managers in particular. This will assist in developing training programs that help employees acquire the appropriate skills necessary to control their impulses in a conflict situation. Training should comprise conflict resolution and communication skills that could help bridge the gap between generations. Effectively managing generational conflict in the workplace can positively contribute to the level and frequency of future conflicts, which in turn, can lead to favorable organizational outcomes. Originality/value – Earlier research that examined the relationship between personality and conflict management styles have found varying results ranging from weak to strong relationships. The understanding of what influences an individual’s choice of which management style he/she chooses is of great use for managers in general and human resource managers in particular. This study showed that the inconsistency could be the result of some factors that moderate this relationship. The age of individuals contributes to the strength or the weakness of the various relationships between personality and conflict handling styles. Findings suggest that generations X and Y do not moderate the relationships among the personality traits and the dominating and obliging conflict styles. They do, however, have varying moderating effects on the relationships between specific personality traits and the integrating, avoiding, and compromising styles.

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