scholarly journals A Mediated Moderation Model: Personality, Team Psychological Safety and Team Performance

2021 ◽  
Vol 10 (1) ◽  
pp. 95-102
Author(s):  
Tarman Budianto
Keyword(s):  
Team Performance ◽  
Indirect Effects ◽  
Factor Model ◽  
Five Factor Model ◽  
Psychological Safety ◽  
Mediated Moderation ◽  
Activation Theory ◽  
Trait Activation ◽  
Moderation Model ◽  
High Level

Team performance as the foundation of organization in dealing with the complexity of the work and increasing the its competitiveness. Literature have shown that team psychological safety is an important predictor of team performance. This study use Trait Activation Theory to develop and present a model that aims to find the interaction between personality, team psychological safety and team performance. Regarding personality framework, this study uses the perspective of The Five-Factor Model. The results suggest that: First, the indirect effects of Conscientiousness personality on team performance will be stronger in (a) work that requires freedom and (b) work with high attention/detail requirements. Second, the indirect effects of extraversion personality on Team performance will be stronger in (a) jobs that require high social skills, (b) jobs with a high level of competition requirements, and (c) work where someone must often deal with unpleasant responses. Third, the indirect effect of openness personality on team performance will be stronger in (a) work that requires freedom and (b) work with high requirements of creativity.

“Reporting the wrong to the right”: the mediated moderation model of whistleblowing education and the whistleblowing intentions

Kybernetes ◽  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Kashif Aslam ◽  
Muhammad Saeed Akhtar ◽  
Muhammad Waheed Akhtar ◽  
Muhammad Asrar-ul-Haq ◽  
Jawad Iqbal ◽  
...  
Keyword(s):  
Social Information Processing ◽  
Indirect Effects ◽  
Moral Identity ◽  
Content Type ◽  
Social Information Processing Theory ◽  
Mediated Moderation ◽  
Processing Theory ◽  
Moderation Model ◽  
Indirect Relationship ◽  
The Right

PurposeThe purpose of this paper is to elucidate the social information processing theory, which is extended by the (1) effect of whistleblowing education on whistleblowing intentions, (2) simultaneous examination of the indirect relationship between whistleblowing education and whistleblowing intentions via moral identity and (3) relativism in influencing this mediation.Design/methodology/approachMulti-wave data collected at three internals from bank employees (n = 294) were analyzed to test the proposed model.FindingsResults of the study demonstrate that whistleblowing education favorably influences whistleblowing intentions directly as well as through moral identity. Relativism serves as the buffer in the indirect effects of whistleblowing education on whistleblowing intentions through moral identity attenuating these indirect effects in individuals with dominant relativism level.Originality/valueThis study strives to extend the whistleblowing education and whistleblowing intentions literature by unpacking a moral identity mechanism through which whistleblowing education kindles whistleblowing intention and relativism as boundary condition to attenuate such motivation.

Stripping the Political Cynic: A Psychological Exploration of the Concept of Political Cynicism

2012 ◽  
Vol 26 (6) ◽  
pp. 566-579 ◽  
Author(s):  
Sven Pattyn ◽  
Alain Van Hiel ◽  
Kristof Dhont ◽  
Emma Onraet
Keyword(s):  
Factor Model ◽  
Five Factor Model ◽  
Political Trust ◽  
Psychological Variables ◽  
Political Cynicism ◽  
Wide Range ◽  
Social Cynicism ◽  
Scant Attention ◽  
Meaningful Relationships ◽  
High Level

The high level of political cynicism in contemporary society is often considered a serious threat to democracy. The concept, however, has received only scant attention in psychology. The current work introduces political cynicism and extensively explores its psychological implications by investigating the concept's validity, predictive utility and status as a dispositional variable. Our results revealed that political cynicism is empirically distinguishable from the closely related constructs of social cynicism and political trust. Furthermore, political cynicism was found to strongly related to a wide range of political variables, such as voting intentions, political normlessness and political estrangement, as well as to broad social attitudes and racial prejudice. Finally, we show that political cynicism yields limited but meaningful relationships with Neuroticism and Agreeableness, although social cynicism is more clearly related to the Five–Factor Model personality dimensions. It is therefore concluded that political cynicism can be reliably measured and distinguished from closely related concepts and that it yields meaningful relationships with other relevant psychological variables. Copyright © 2011 John Wiley & Sons, Ltd.

scholarly journals A Review of Literature in Applied Five Factor Model of Personality among Staff at Workplace

2020 ◽  
Vol 5 (3) ◽  
Author(s):  
Aida Mehrad
Keyword(s):  
Social Life ◽  
Factor Model ◽  
Five Factor Model ◽  
Personality Factors ◽  
Internal Factors ◽  
And Performance ◽  
High Level ◽  
Internal And External Factors ◽  
And Behavior

Staff feeling and performance at the workplace and obtaining a high level of outcomes drive from various factors; in truth, the human being is complicated and there are numerous internal and external factors that have an impact on it. Personality determined as one of these main internal factors that introduced individuals at their personal and social life; furthermore, recognizing its deep definition and effect on the approach and accomplishment of staff stays valuable and essential. Personality consists of five main factors: neuroticism, extraversion, openness, agreeableness, and conscientiousness that each person based on these factors illustrates dissimilar behavior and response. Additionally, the person introduced or well-known via these factors. Incidentally, the present literature review surveys five personality factors amongst staff in the context of the five-factor model and analyzes staff performance and behavior at the workplace. Overall, the study emphasized the role of managers, leaders, supervisors, etc. at the workplace to identify and evaluate staff personality, because by recognizing staff personality managers can offer a suitable solution to coping and solving any type of conflict or issue. 

scholarly journals Moderating Effect of Employee Engagement on the Relationship between Personality Traits and Team Performance: A Study of Employees in Private Colleges in Oman

2020 ◽  
Vol 15 (3) ◽  
pp. 67
Author(s):  
Ms. Faiza Amir ◽  
Zaheer Ahmed Khan
Keyword(s):  
Personality Traits ◽  
Employee Engagement ◽  
Team Performance ◽  
Private Colleges ◽  
Factor Model ◽  
Five Factor Model ◽  
Openness To Experience ◽  
Moderating Effect ◽  
The Impact ◽  
The Relationship

This study examines the impact of the five-factor model of personality on team performance of teaching and administration staff in private colleges in Oman. The five-factor model consists of extroversion, agreeableness, conscientiousness, openness to experience and neuroticism. A field study had been conducted using a sample size of 130 employees in private colleges in Oman. Data was collected through a 36-item questionnaire through convenience sampling. As anticipated, the results are consistent with many previous searches presenting the relationship between agreeableness, conscientiousness, extroversion, and openness to experience on team performance is positive and significant while neuroticism has a negative relationship with team performance. Employee engagement does moderate the relationship between extroversion, agreeableness, conscientiousness, neuroticism and team performance. Employee engagement has a minor moderating effect on the relationship between openness to experience and team performance. The study has enlightened the reality of the relationship between personality traits and team performance with a clear understanding of the academic administration of colleges in Oman. Therefore, organizations should consider the personality traits of employees to improve the overall performance of teams. The sampling from a similar type of organization and exclusion of some of the contextual variables are limitations of this study that hinder generalization to other industries and contexts. This research recommends to include other variables such as gender difference and organizational culture through a cluster of organizations with a large sample that may add more to the validity of results for generalization.

scholarly journals The Trickle-Down Effect of Responsible Leadership on Employees’ Pro-Environmental Behaviors: Evidence from the Hotel Industry in China

2021 ◽  
Vol 18 (21) ◽  
pp. 11677
Author(s):  
Hong Tian ◽  
Danni Suo
Keyword(s):  
Hotel Industry ◽  
Empirical Support ◽  
Responsible Leadership ◽  
Environmental Behaviors ◽  
Effect Model ◽  
Activation Theory ◽  
Trait Activation ◽  
Sustainable Value ◽  
High Level ◽  
Trickle Down

Based on the trickle-down effect model, social learning theory and trait activation theory, this study explores the mechanisms of multi-level responsible leadership on employees’ pro-environmental behaviors in the hotel industry in China. The results show that responsible leadership positively influences employees’ pro-environmental behaviors; mid-level responsible leadership significantly mediates the positive relationship between high-level responsible leadership and employees’ pro-environmental behaviors; and the perceived role of ethics and social responsibility positively moderates the relationship between responsible leadership and employees’ pro-environmental behaviors. The results of this study provide empirical support for further analysis of the “black box” of responsible leadership on employees’ pro-environmental behaviors, fill the gap of the trickle-down model in leadership, and provide new directions for sustainable value creation in hospitality industry organizations.

Social Desirability in Personality Inventories

2014 ◽  
Vol 35 (3) ◽  
pp. 144-157 ◽  
Author(s):  
Martin Bäckström ◽  
Fredrik Björklund
Keyword(s):  
Social Desirability ◽  
Big Five ◽  
Work Performance ◽  
Factor Model ◽  
Five Factor Model ◽  
Peer Ratings ◽  
Personality Inventories ◽  
Model Study ◽  
The Difference ◽  
New Variables

The difference between evaluatively loaded and evaluatively neutralized five-factor inventory items was used to create new variables, one for each factor in the five-factor model. Study 1 showed that these variables can be represented in terms of a general evaluative factor which is related to social desirability measures and indicated that the factor may equally well be represented as separate from the Big Five as superordinate to them. Study 2 revealed an evaluative factor in self-ratings and peer ratings of the Big Five, but the evaluative factor in self-reports did not correlate with such a factor in ratings by peers. In Study 3 the evaluative factor contributed above the Big Five in predicting work performance, indicating a substance component. The results are discussed in relation to measurement issues and self-serving biases.

Construction and Validation of a Short Adjectives Checklist to Measure Big Five (SACBIF)

1996 ◽  
Vol 12 (1) ◽  
pp. 33-42 ◽  
Author(s):  
Marco Perugini ◽  
Luigi Leone
Keyword(s):  
Construct Validity ◽  
Psychometric Properties ◽  
Big Five ◽  
Factor Model ◽  
Five Factor Model ◽  
Selection Procedure ◽  
Factorial Structure ◽  
Personality Dimensions

The aim of this contribution is to present a new short adjective-based measure of the Five Factor Model (FFM) of personality, the Short Adjectives Checklist of BIg Five (SACBIF). We present the various steps of the construction and the validation of this instrument. First, 50 adjectives were selected with a selection procedure, the “Lining Up Technique” (LUT), specifically used to identify the best factorial markers of the FFM. Then, the factorial structure and the psychometric properties of the SACBIF were investigated. Finally, the SACBIF factorial structure was correlated with some main measures of the FFM to establish its construct validity and with some other personality dimensions to investigate how well these dimensions could be represented in the SACBIF factorial space.

Factorial Invariance of Child Self-Report Across English and Spanish Language Groups in a Hispanic Population Utilizing the PedsQL™ 4.0 Generic Core Scales

2010 ◽  
Vol 26 (3) ◽  
pp. 194-202 ◽  
Author(s):  
Daniel A. Newman ◽  
Christine A. Limbers ◽  
James W. Varni
Keyword(s):  
Health Care Services ◽  
Factor Model ◽  
Five Factor Model ◽  
Well Being ◽  
Factorial Invariance ◽  
Spanish Language ◽  
Self Report ◽  
Hispanic Population ◽  
Language Groups ◽  
Related Quality

The measurement of health-related quality of life (HRQOL) in children has witnessed significant international growth over the past decade in an effort to improve pediatric health and well-being, and to determine the value of health-care services. In order to compare international HRQOL research findings across language groups, it is important to demonstrate factorial invariance, i.e., that the items have an equivalent meaning across the language groups studied. This study examined the factorial invariance of child self-reported HRQOL across English- and Spanish-language groups in a Hispanic population of 2,899 children ages 8–18 utilizing the 23-item PedsQL™ 4.0 Generic Core Scales. Multigroup confirmatory factor analysis (CFA) was performed specifying a five-factor model across language groups. The findings support an equivalent 5-factor structure across English- and Spanish-language groups. Based on these data, it can be concluded that children across the two languages studied interpreted the instrument in a similar manner. The multigroup CFA statistical methods utilized in the present study have important implications for cross-cultural assessment research in children in which different language groups are compared.

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