Intrinsic Property Of Trait Activation: The Case Of Openness To Experience And Creative Behavior In The Context Of Transformational Leadership And Job Complexity

2017 ◽  
Author(s):  
Duc Nguyen
Keyword(s):  
Transformational Leadership ◽  
Intrinsic Property ◽  
Openness To Experience ◽  
Job Complexity ◽  
Creative Behavior ◽  
Trait Activation

When Are Individuals Innovative?

2018 ◽  
Vol 17 (1) ◽  
pp. 1-11 ◽  
Author(s):  
Ho Hwan Park ◽  
Youjia Zhou ◽  
Myungweon Choi
Keyword(s):  
Openness To Experience ◽  
Innovative Behavior ◽  
Job Complexity ◽  
Research And Practice ◽  
Innovative Climate ◽  
Activation Theory ◽  
Trait Activation ◽  
The Individual ◽  
The Relationship ◽  
Do So

Abstract. This study aims to explain: (a) what types of individuals are likely to exhibit innovative behavior and (b) when they are more likely to do so. For this purpose, the study uses trait activation theory ( Tett & Burnett, 2003 ; Tett & Guterman, 2000 ) as a theoretical framework and simultaneously examines the characteristics of the individual performing the job (openness to experience), the context within which the job is performed (innovative climate), and the nature of the job (job complexity). An analysis of survey data collected in China suggests that innovative climate and job complexity have a joint moderating effect on the relationship between openness to experience and innovative behavior. Based on the results, implications for research and practice are discussed.

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.

scholarly journals Transformational leadership and burnout: The role of thriving and followers’ openness to experience.

2018 ◽  
Vol 23 (1) ◽  
pp. 31-43 ◽  
Author(s):  
Kristin Hildenbrand ◽  
Claudia A. Sacramento ◽  
Carmen Binnewies
Keyword(s):  
Transformational Leadership ◽  
Openness To Experience

scholarly journals Sustainable Virtual Teams: Promoting Well-Being through Affect Management Training and Openness to Experience Configurations

2021 ◽  
Vol 13 (6) ◽  
pp. 3491
Author(s):  
Baltasar González-Anta ◽  
Virginia Orengo ◽  
Ana Zornoza ◽  
Vicente Peñarroja ◽  
Nuria Gamero
Keyword(s):  
Virtual Teams ◽  
Controlled Trial ◽  
Management Training ◽  
Well Being ◽  
Openness To Experience ◽  
Moderation Effect ◽  
Selection Processes ◽  
Activation Theory ◽  
Trait Activation ◽  
Affect Management

A disruptive digitalization recently occurred that led to the fast adoption of virtual teams. However, membership diversity and team virtuality threaten members’ well-being, especially if faultlines appear (i.e., subgroups). Considering the job demands–resources model and the role of group affect in shaping members’ perceptions of well-being, we test the effectiveness of a short-term affect management training for increasing members’ eudaimonic well-being. Moreover, based on the trait activation theory and the contingent configuration approach, we draw on the personality composition literature to test how different openness to experience configurations of team level and diversity together moderate the effect of the training. Hypotheses were tested using a pre–post design in an online randomized controlled trial in an educational context in Spain, with a sample of 52 virtual teams with faultlines. Results show that affect management training increased eudaimonic well-being. Furthermore, there was a moderation effect (three-way interaction) of openness to experience configurations, so that the training was more effective in teams with high levels and low diversity in openness to experience. We discuss implications for training, well-being, and personality composition literature. This study helps organizations develop sustainable virtual teams with engaged members through affect management training and selection processes based on the openness to experience trait.

scholarly journals The Moderating Effect of Transfer Climate on the Joint Relationship between Trainees' Personality and Transfer Training

2019 ◽  
Vol 4 (1) ◽  
pp. 79-85
Author(s):  
Yip Foon Yee
Keyword(s):  
Big Five ◽  
Transfer Of Training ◽  
Supervisor Support ◽  
Openness To Experience ◽  
Big Five Personality ◽  
Activation Theory ◽  
Trait Activation ◽  
Trait Activation Theory ◽  
Transfer Climate ◽  
The Relationship

Objective - The aim of this study is to examine the joint relationship between the Big Five personality and transfer climate on transfer of training. Drawing on trait activation theory, this study examines how the relationship between Big Five personality and transfer of training is moderated by supervisor support and opportunity to perform. Methodology/Technique - The sample of this study consists of 183 police officers who have attended driver training in one of the police training centres in Malaysia. Three sets of questionnaires comprising of the Big Five inventory, driving knowledge test, driving competency, and transfer climate were distributed to the respondents pre-training, post-training, and after two months of training. The data was analysed using statistic package for social science (SPSS) Version 19.0 and SmartPLS 3.0. Findings - A high level of agreeableness, conscientiousness and openness to experience were found to encourage increased transfer of training. Opportunity to perform moderated the relationship between agreeableness, conscientiousness, and openness to experience and transfer of training which is congruent with the trait activation theory. Novelty - The findings of this research emphasise the importance of the joint relationship between personality and situational factors on transfer of training. These findings allow the researcher to understand how opportunity to perform enables trainees to express their personality and enhance their performance. Type of Paper: Empirical. Keywords: Big Five Personality; Transfer of Training; Supervisor Support; Opportunity to Perform; Trait Activation Theory. JEL Classification: M12, M19.

scholarly journals The Proactive-Personality with Curiosity Effects on the Innovative Work Behavior mediated by Work Engagement

2017 ◽  
Vol 1 (1) ◽  
pp. 266-283
Author(s):  
Sultan Salem AlShamsi
Keyword(s):  
Transformational Leadership ◽  
Work Engagement ◽  
Leadership Behaviors ◽  
Proactive Personality ◽  
Openness To Experience ◽  
Work Behavior ◽  
Aviation Industry ◽  
Work Behaviors ◽  
Innovative Work ◽  
The Relationship

There is an abundance of research that supports the relationship between proactive personality and work engagement and between work engagement and innovative work behaviors. However, there has been no study that examined work engagement as a mediator of the relationship between proactive personality and innovative work behaviors. Similarly, there has been no study that examined work engagement as a mediator between the personality traits of curiosity and exploration, with innovative work behaviors This research examines among other things, the compatibility between proactive personalities of employees, with transformational leadership behaviors of their superiors i.e. the superior-subordinate fit. It also examines the personality trait of openness to experience as a moderator affecting the dependent variable of innovative work behaviors. This study also investigates the possible moderating effect of transformational leadership on the relationship between proactive personality and work engagement. It is hypothesized that when proactive people have superiors that exhibit transformational leadership behaviors, they become even more engaged in their work. Similarly, employees with personality characteristics of curiosity and exploration, become more engaged when they are working under superiors who practice more transformational leadership behaviors, compared with employees whose superiors exhibit less transformational leadership behaviors. It is finally hypothesized that openness to experience will positively moderate the relationship between work engagement and innovative work behaviors such that people who are more open to experience will exhibit more innovative work behaviors when engaged At this stage, this represents a conceptual paper. A full quantitative study will be undertaken which will include instruments in the form of self-administered questionnaires distributed among employees involved in the aviation industry in the UAE. Keywords: Proactive personality, curiosity, and  exploration,work engagement, transformational leadership, openness to experience, innovative work behaviors.

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