Hardiness Scales in Iranian Managers: Evidence of Incremental Validity in Relationships with the Five Factor Model and with Organizational and Psychological Adjustment

2005 ◽  
Vol 96 (3) ◽  
pp. 775-781 ◽  
Author(s):  
Nima Ghorbani ◽  
P. J. Watson
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Psychological Adjustment ◽  
Perceived Stress ◽  
Factor Model ◽  
Five Factor Model ◽  
Self Esteem ◽  
Openness To Experience ◽  
Incremental Validity ◽  
External Control

This study examined the incremental validity of Hardiness scales in a sample of Iranian managers. Along with measures of the Five Factor Model and of Organizational and Psychological Adjustment, Hardiness scales were administered to 159 male managers ( M age = 39.9, SD = 7.5) who had worked in their organizations for 7.9 yr. ( SD = 5.4). Hardiness predicted greater Job Satisfaction, higher Organization-based Self-esteem, and perceptions of the work environment as being less stressful and constraining. Hardiness also correlated positively with Assertiveness, Emotional Stability, Extraversion, Openness to Experience, Agreeableness, and Conscientiousness and negatively with Depression, Anxiety, Perceived Stress, Chance External Control, and a Powerful Others External Control. Evidence of incremental validity was obtained when the Hardiness scales supplemented the Five Factor Model in predicting organizational and psychological adjustment. These data documented the incremental validity of the Hardiness scales in a non-Western sample and thus confirmed once again that Hardiness has a relevance that extends beyond the culture in which it was developed.

TWO FACETS OF SELF-KNOWLEDGE, THE FIVE-FACTOR MODEL, AND PROMOTIONS AMONG IRANIAN MANAGERS

2004 ◽  
Vol 32 (8) ◽  
pp. 769-776 ◽  
Author(s):  
Nima Ghorbani ◽  
P. J. Watson
Keyword(s):  
Mental Health ◽  
Perceived Stress ◽  
Factor Model ◽  
Five Factor Model ◽  
Incremental Validity ◽  
Research Attention ◽  
Self Knowledge ◽  
Attributional Complexity ◽  
Knowledge Scale ◽  
Anxiety Depression

Reflective and Experiential Self-Knowledge Scales were administered to Iranian managers along with measures of the Five Factor Model, anxiety, depression, perceived stress, and attributional complexity. Experiential Self-Knowledge correlated positively with the number of promotions earned by these managers. Both scales were associated with higher levels of Agreeableness, Openness to Experience, and Extraversion and, in general, with greater self-reported mental health. Each Self-Knowledge Scale displayed evidence of incremental validity. These data confirmed that the Reflective and Experiential Self-Knowledge Scales deserve additional research attention.

scholarly journals The relationship between organisational climate and employee satisfaction in a South African information and technology organisation

2010 ◽  
Vol 36 (1) ◽  
Author(s):  
Monia L. Castro ◽  
Nico Martins
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
South African ◽  
Factor Model ◽  
Strong Positive Correlation ◽  
Line Managers ◽  
Convenience Sample ◽  
Organisational Climate ◽  
Exploratory Factor Analyses ◽  
The Relationship

Orientation: Organisational climate and job satisfaction are distinct but related constructs, and both appear to influence employees’ understanding of the work environment and their level of job satisfaction.Research purpose: The objective of this study was to explore the relationship between organisational climate and job satisfaction to determine whether employees’ perceptions of the work environment influence their level of job satisfaction.Motivation for the study: Organisations are facing more challenges than ever before. These challenges are not unique to any specific organisation or industry, but affect all organisations.Organisational climate in particular is constantly challenged by changes impacting organisations today.Research design, approach and method: An organisational climate questionnaire was administered to a convenience sample of 696 employees from a population of 1453 employees working in three regions in which the organisation was operational. Confirmatory and exploratory factor analyses were used to investigate the structure of the climate model.Main findings: The revised 12-factor model (after the confirmatory factor analysis) fitted the data best and the researchers therefore decided to proceed with the revised 12-factor model (11 dimensions) for further analysis. A stepwise regression was conducted and nine dimensions of organisational climate were found to predict job satisfaction. The results indicated a strong positive correlation (r = 0.813, p< 0.01) between organisational climate and the dependent variable of job satisfaction.Practical implications: This study provided support for the view that line managers and human resource practitioners should be aware that different biographical groups have different needs that can influence their job satisfaction levels and different perceptions of the climate within the organisation and that this impacts on their behaviour.Contribution: The findings of this study indicated a positive relationship between organisational climate scores and job satisfaction scores and thus, regardless of how the dimensions are perceived, organisational climate has an influence on job satisfaction.

Incremental validity of the Structured Interview for the Five‐Factor Model of Personality (SIFFM)

2005 ◽  
Vol 19 (4) ◽  
pp. 343-357 ◽  
Author(s):  
Stephanie D. Stepp ◽  
Timothy J. Trull ◽  
Rachel M. Burr ◽  
Mimi Wolfenstein ◽  
Angela Z. Vieth
Keyword(s):  
Personality Disorder ◽  
Personality Traits ◽  
Clinical Utility ◽  
Factor Model ◽  
Five Factor Model ◽  
Structured Interview ◽  
Incremental Validity ◽  
Self Report ◽  
Histrionic Personality Disorder

This study examined the incremental validity of the Structured Interview for the Five‐Factor Model (SIFFM; Trull & Widiger, 1997) scores in the prediction of borderline, antisocial, and histrionic personality disorder symptoms above and beyond variance accounted for by scores from the Schedule for Nonadaptive and Adaptive Personality (SNAP; Clark, 1993), a self‐report questionnaire that includes items relevant to both normal (i.e. Big Three) and abnormal personality traits. Approximately 200 participants (52 clinical outpatients, and 149 nonclinical individuals from a borderline‐features‐enriched sample) completed the SIFFM, the SNAP, and select sections of the Personality Disorder Interview—IV (PDI‐IV; Widiger, Mangine, Corbitt, Ellis, & Thomas, 1995). We found support for the incremental validity of SIFFM scores, further indicating the clinical utility of this instrument. However, results also supported the incremental validity of SNAP scores in many cases. We discuss the implications of the findings in terms of dimensional approaches to personality disorder assessment. Copyright © 2005 John Wiley & Sons, Ltd.

UNDERSTANDING DIFFERENCES IN WEB USAGE: THE ROLE OF NEED FOR COGNITION AND THE FIVE FACTOR MODEL OF PERSONALITY

2001 ◽  
Vol 29 (4) ◽  
pp. 391-398 ◽  
Author(s):  
Tracy L. Tuten ◽  
Michael Bosnjak
Keyword(s):  
Product Information ◽  
Factor Model ◽  
Five Factor Model ◽  
Need For Cognition ◽  
Openness To Experience ◽  
Web Usage ◽  
Five Factors ◽  
The Relationship ◽  
The Web

Using the Five-factor model of personality and Need for Cognition, the authors investigated the relationship between personality and Web usage. Of the five factors, Openness to Experience and Neuroticism showed the greatest association to Web usage. Openness to Experience was positively related to using the Web for entertainment and product information, while Neuroticism was negatively related to Web usage. Need for Cognition was significantly and positively correlated with all Web activities involving cognitive thought.

The influence of openness to experience and nostalgia proneness on brand loyalty

2018 ◽  
Vol 15 (4) ◽  
pp. 500-513
Author(s):  
Seniz Özhan ◽  
Nevin Altug ◽  
Eylem Deniz
Keyword(s):  
Personality Traits ◽  
Brand Loyalty ◽  
Structural Equation ◽  
Factor Model ◽  
Five Factor Model ◽  
Joint Effect ◽  
Equation Model ◽  
Openness To Experience ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to examine the joint effect of two composite characteristics –openness to experience (OE) and nostalgia proneness (NP) – on product involvement (PI) and whether brand loyalty (BL) is a result of this PI. Design/methodology/approach In accordance with this purpose, a model suggesting that OE dimension of the five-factor model and NP influences PI and PI influences BL was developed and tested. The data used in the study were obtained from 1,392 participants from the Thrace region of Turkey. The authors use a structural equation model to test and confirm hypothesis. Findings OE influences PI and hence BL. On the other hand, it has been concluded that NP has no significant influence on PI. Research limitations/implications This is the first study to examine the influence of OE, one of the personality traits, and NP on BL. In this study, only OE, which is one of the five-factor personality traits, has been examined. Studies in the future may research the relationship between other personality traits and NP, PI and BL. Practical implications This paper provides managerial insights into why consumers’ personality traits and NP need to be taken into consideration in creating BL. Originality/value To the best of authors’ knowledge, the influence of OE and NP on BL has not been addressed in the current literature. Personality traits and NP are closely related to individuals’ behaviors as a consumer. Understanding the factors that influence consumer purchase decision processes is of crucial importance to managers and researchers alike. The paper is of great value for firms that consider enhance BL.

Relationships between personality and the everyday use of humor

2020 ◽  
Vol 33 (3) ◽  
pp. 361-379
Author(s):  
John B. Nezlek ◽  
Peter L. Derks
Keyword(s):  
Factor Model ◽  
Five Factor Model ◽  
Self Esteem ◽  
The Other ◽  
Multilevel Analyses ◽  
Humor Styles ◽  
Frequency Of Use ◽  
The Everyday

AbstractEach day for two weeks participants described how often they had used four types of humor that day: affiliative, self-enhancing, aggressive, and self-defeating humor. Participants also completed the Humor Styles Questionnaire (HSQ), the Coping with Humor scale (CHS), a measure of the Five Factor Model (FFM) of personality, and the Rosenberg Self-esteem scale (RSE). A series of multilevel analyses (days nested within persons) found that Extraversion was positively related to the frequency of use of all four types of humor, whereas the other factors of the FFM were not related to daily humor use when they were included in analyses with Extraversion. Controlling for the factors of the FFM, self-esteem was negatively related to the daily use of aggressive and self-defeating humor, whereas Coping with Humor was positively related to the daily use of aggressive and self-defeating humor. Although relationships between our measures of the daily use of humor and the FFM, CHS, and RSE were similar to relationships between the HSQ and these measures, there were enough differences to suggest that our daily measures of humor provided insights into the use of humor that complemented and extended the insights provided by dispositional measures such as the HSQ.

Confirmatory Factor Analysis of NEO-FFI-20 in a Portuguese Sample

2017 ◽  
Vol 41 (S1) ◽  
pp. S255-S255
Author(s):  
J.F. Dourado ◽  
A.T. Pereira ◽  
C. Marques ◽  
J. Azevedo ◽  
V. Nogueira ◽  
...  
Keyword(s):  
Factor Analysis ◽  
Confirmatory Factor Analysis ◽  
Online Survey ◽  
Factor Model ◽  
Five Factor Model ◽  
Openness To Experience ◽  
Ongoing Research ◽  
Portuguese Version ◽  
Confirmatory Factor ◽  
On The Road

IntroductionThe Five-Factor Model organizes human personality traits under a comprehensive framework of five dimensions–neuroticism, extraversion, openness to experience, agreeableness and conscientiousness. The dimensions are empirical generalizations of enduring differences in behavioural, emotional and cognitive patterns between individuals. The Portuguese version of the NEO-Five Factor Inventory (NEO-FFI-20) is increasingly used as it is the shortest version to evaluate the “Big 5”.ObjectiveTo investigate the reliability and the validity of the Portuguese version of NEO-FFI-20-item (Bertoquini & Pais Ribeiro) in a Portuguese sample, using exploratory and confirmatory factor analysis (EFA and CFA).Methods747 participants [417 (55.8%) women; mean age = 42.13 ± 12.349 years] answered an online survey which included the NEO-FFI-20 and socio-demographic questions. The total sample was randomly divided in two sub-samples (sample A, n = 373; sample B, n = 374). Sample A was used to EFA and sample B was used to CFA.ResultsThe Portuguese version of NEO-FFI-20, excluding items 14 and 16, had an acceptable fit to the data (χ2/df = 2.28; TLI = .88; CFI = .90; RMSEA = .06; P = .059). The internal consistency analysis resulted in: Neuroticism, α = .68; Extraversion, α = .62; Openness to Experience, α = .74; Agreeableness, α = .70; and Conscientiousness, α = .74.ConclusionsThe NEO-FFI-20 can be used to reliably and validly evaluate the BIG FIVE in an ongoing research project on traffic psychology to better understand and respond to risky behaviours on the road.Disclosure of interestThe authors have not supplied their declaration of competing interest.

The validity of FFM personality dimensions and maladaptive traits to predict negative affects at work: a six month prospective study in a military sample

2003 ◽  
Vol 17 (1_suppl) ◽  
pp. S101-S121 ◽  
Author(s):  
Jean‐Pierre Rolland ◽  
Filip De Fruyt
Keyword(s):  
Negative Affect ◽  
Prospective Study ◽  
Military Personnel ◽  
Factor Model ◽  
Five Factor Model ◽  
Incremental Validity ◽  
Factor Space ◽  
Axis Ii ◽  
Negative Affects ◽  
Negative Predictor

The present work explores what the domain of maladaptive traits has to offer to the industrial and organizational (I/O) field investigating the incremental validity of maladaptive traits from DSM Axis II to predict negative emotions experienced at work, beyond Five‐Factor Model dimensions. This study was designed to examine the validity of adaptive and maladaptive traits to predict four negative affects (Anger, Fear, Sadness, and Shame) experienced at work in military personnel. The design was longitudinal, including two measurement moments, i.e. prior to and immediately after returning from a peace mission in a foreign country. The four negative affects were largely stable across a six month interval. FFM dimensions substantially explained negative affects experienced six months later, although the variance accounted for varied strongly across affects. In line with previous research, emotional stability was a consistent negative predictor of negative affects at both measurement moments. Two maladaptive traits derived from DSM Axis II (i.e. Borderline and Avoidant) were consistently related to specific negative affects experienced at work. Finally, maladaptive traits did not predict negative affect variance beyond FFM traits. These results are in line with robust findings suggesting that maladaptive trait patterns could be integrated in the five‐factor space, and as a consequence have little or no incremental utility over FFM dimensions. Copyright © 2003 John Wiley & Sons, Ltd.

Leader personality traits and employee job satisfaction in the media sector, Kenya

2017 ◽  
Vol 29 (1) ◽  
pp. 133-146 ◽  
Author(s):  
Mary Agnes Wambui Kiarie ◽  
Loice C. Maru ◽  
Thomas Kimeli Cheruiyot
Keyword(s):  
Job Satisfaction ◽  
Personality Traits ◽  
Organizational Performance ◽  
Big Five ◽  
Factor Model ◽  
Five Factor Model ◽  
Business Environment ◽  
Emotional Stability ◽  
Content Type ◽  
Employee Job Satisfaction

Purpose The purpose of this paper is to determine the effect of leader personality traits on employee job satisfaction. A leader personality trait on employee job satisfaction remains a cause of concern in the contemporary business environment. Design/methodology/approach The study employed an explanatory research design to establish the cause-effects between leader personality traits and employee job satisfaction. Path goal theory and Big Five-factor model of personality traits underpinned the study. Questionnaire was used to obtain data pertaining to the model’s constructs. A multiple regression equation model tested the hypotheses. Findings The study showed that leader extraversion; openness to new experiences; emotional stability; conscientiousness and agreeableness have significant effects on employee job satisfaction. The study thus concluded that leaders who portray extraversion; openness to new experiences; emotional stability; conscientiousness and agreeableness enhance employee job satisfaction. Research limitations/implications This study was only limited to leader personality traits and employee job satisfaction; as such further research area could be undertaken in leader personality traits and organizational adaptation to change. Practical implications Leaders need to communicate to employees effectively, listen to their input and feedback, mentoring and empowering them, be innovative and creative, embracing the determination of standards for task performance and be empathetic. Social implications As organizations are exposed to changes, not only to prosper but also to survive in the current dynamic changing environment, leaders must be cognizant of the fact that employee job satisfaction is the bedrock of sustainable organizational performance. Originality/value The paper enhances on how leader personality traits (Big Five-factor model of personality traits) affects employee job satisfaction and performance in organizations.

Sign in / Sign up

Export Citation Format

Share Document