Gotowa bibliografia na temat „Other-related conscientiousness”

Background. An increasing number of studies support a mediating influence of personality on video-game preferences and player experiences, and in particular, traits associated with playfulness, such as extraversion. Educational institutions, however, tend to reward serious personality traits, such as conscientiousness. Aim.To discern how students respond to Game-Based Learning (GBL) in the classroom, and to understand if and how conscientiousness mediates GBL, we performed a field study at a leading university of technology in northeast China. Method. In May 2019, 60 bachelor and executive students in public-administration studies consecutively played two digital serious games, TEAMUP (multiplayer) and DEMOCRACY3 (single player). Data accrued through surveys with pregame measurements of personality (conscientiousness), mediating factors (motivation, player experience), learning effectiveness (cognitive and non-cognitive learning), and GBL acceptance. Results. Analysis showed a strong overall learning effect for both games. Conscientiousness significantly related to cognitive learning in both games and noncognitive learning in the multiplayer game only. Conscientiousness also significantly related to player experiences in the multiplayer game. Furthermore, the conscientiousness facet of perfectionism was a dominant factor in player experience and learning. We discuss the findings in light of several aspects around GBL that require more attention and research, especially that, alongside other factors, conscientiousness may be an important dimension to consider in the design and implementation of GBL in education, and GBL can have a positive role in the modernization of education in non-Western countries.

Studies of human performance indicate that extraverts show enhanced motivation in relation to reward signals, but not in relation to safety signals under defensive conditions. When it occurs under defensive conditions, enhanced motivation may be related to neuroticism. While extraverts show some attentional skills consistent with frontal dopaminergic facilitation, other frontal capacities may be related to conscientiousness. These findings suggest that dopaminergic influences on response and attentional processes may contribute to additional personality dimensions such as neuroticism and conscientiousness.

The aim of this study was to examine the dyadic effects of three patient and spouse personality traits (i. e., neuroticism, extraversion, and conscientiousness) on couples’ adaptation to illness. Two important illness cognitions were used as indicators of adaptation to illness–namely, illness-related acceptance and helplessness. Seventy-five patients with a chronic cardiovascular disease and their spouses participated in the study. The dyadic effects of personality traits, as well as the interaction effects between patient and spouse traits were examined with the actor–partner interdependence model (APIM). Several actor effects (i. e., the effects of a person’s own characteristics on their own outcomes) were noted. Also, certain partner effects (i. e., the effects of the characteristics of the one member of the couple on the other member’s outcomes) were found. After controlling for actor effects, patients’ helplessness was related to their spouses’ extraversion, spouses’ illness acceptance was related to patients’ conscientiousness, and spouses’ helplessness was related to patients’ neuroticism. In addition, patients’ conscientiousness was found to moderate the effects of spouses’ conscientiousness on their own acceptance. These findings seem to challenge the traditional perspective according to which personality refers to intrapersonal processes, and call for a theoretical refocus on the interpersonal/social role of personality traits as far as adaptation to illness is concerned.

Abstract Introduction Recent studies have shown that chronotype is associated with personality in adolescents. Other studies suggest that athletes are more conscientious, and that this personality trait is associated with higher academic performance among adolescents. The aim of the present study was to investigate the relationship between personality, chronotype and academic performance in young athletes. Methods 27 young athletes and 13 young non-athletes (13-16y) completed the Horne & Östberg Morningness-Eveningness Questionnaire (MEQ) and the NEO-PI-3. Grades were taken from their final report at the end of the school year (Mgrades=year-mean performance on the two main school subjects). First, T-tests were conducted to compare both groups on personality traits. Then, a moderation analysis was conducted using Hayes’ PROCESS Macro V3.4 to examine the moderation effect of the chronotype on the relationship between conscientiousness and Mgrades. Results Results show that young athletes are significantly more conscientious (M=4748±11,67) than non-athletes (M=38,31±9,59) (t(38)=2,46,p=.019). Conscientiousness and chronotype were entered in a regression analysis to predict Mgrades. The addition of the interaction term between chronotype and conscientiousness, to the regression analysis, explained a significant increase in variance in Mgrades (ΔR2=.34, F(1,23)=19.38, p<.001). Therefore, when the score is inferior to 57.75 at the MEQ (toward evening type), conscientiousness and Mgrades are significantly related (β=0.28, t(23)=2.07, p=0.05). Conclusion These results show that the chronotype moderates the relationship between conscientiousness and academic performance in young athletes. Specifically, in more evening types, higher level of conscientiousness is associated with higher grades and lower level of conscientiousness is associated with lower grades. On the other hand, for more morning types, the level of conscientiousness is not associated with grades. These results suggest that conscientiousness may be a protective factor against the impacts of adolescence sleep changes and disturbances, on academic performance. Support -

The “greening” (i.e., inexperience) of the U.S. teacher workforce puts a premium on districts and schools hiring effective and persistent beginning teachers. Given the limitations of characteristics currently available at the time of hiring (e.g., academic ability, preparation type), we built off previous research in economics and psychology to investigate associations between personality traits and first-year teachers’ performance and retention in North Carolina public schools. Using the 5-factor model of personality, we find that conscientiousness is significantly associated with higher value-added estimates, higher evaluation ratings, and higher retention rates. Additionally, general self-efficacy, a subdomain of conscientiousness, is significantly associated with teacher value added and evaluation ratings. These conscientiousness results are consistent with a rich body of evidence connecting conscientiousness-related measures to employee performance and retention across professions, and they suggest that districts and schools should consider using personality trait measures, along with other valid indicators, as a way to improve teacher hiring decisions.

The present study was conducted to explore the influence of personality and needs of sport consumers on their sport consumption behavior. The proposed hierarchical model of sport consumption hypothesizes that individuals’ personality, need traits, and involvement interact through hierarchical stages and ultimately influence sport participation and spectatorship. The results of the structural model test using 471 sport consumers indicate that conscientiousness, openness, and extraversion were positively related to achievement need, whereas extraversion and neuroticism were significantly related to affiliation need. Conscientiousness was found to be positively related to arousal need. Needs for arousal and affiliation were significantly related to sport spectatorship involvement, whereas need for affiliation was related to sport participation involvement. Interestingly, sport spectating and participation are significantly related to each other in both involvement and behavioral intention levels. The results can offer valuable insights in understanding sport consumption behavior and developing effective segmentation strategies.

This preregistered meta–analysis ( k = 113, total n = 93 668) addressed how the Big Five dimensions of personality (extraversion, agreeableness, conscientiousness, neuroticism, and openness) are related to loneliness. Robust variance estimation accounting for the dependency of effect sizes was used to compute meta–analytic bivariate correlations between loneliness and personality. Extraversion ( r = −.370), agreeableness ( r = −.243), conscientiousness ( r = −.202), and openness ( r = −.107) were negatively related to loneliness. Neuroticism ( r = .358) was positively related to loneliness. These associations differed meaningfully in strength depending on how loneliness was assessed. Additionally, meta–analytic structural equation modelling was used to investigate the unique association between each personality trait and loneliness while controlling for the other four personality traits. All personality traits except openness remained statistically significantly associated with loneliness when controlling for the other personality traits. Our results show the importance of stable personality factors in explaining individual differences in loneliness. © 2020 European Association of Personality Psychology

The aim of the research, is to examine the relationship between adult’s five factor personality features by use of Social Media. As for sample, there are 1252 woman and 1248 man student’s parents and they are between the ages of 30-51 and over the age of 51. Adult’s data participating in the study, are determined by Big Five Factor Personality Traits Scale. According to the social media using time, there was no significant difference between extraversion. On the other hand, there is a significant differences between agreeableness, openness subscales, conscientiousness and neuroticism. In association with five personality traits of social media purpose, it was found that there are significant differences with different personality traits for each purpose. Adult’s use of social media, the purpose of “Make new friends” is related to openness subscales and extraversion personality traits. “Chat line”, “To share photos”, “Sharing a video”, “Sharing News”, “To check what your friends are doing”, “To communicate with familiar” and “Spend their free time” are related to agreeableness, conscientiousness, neuroticism, openness subscales and extraversion personality traits. “Make a comments” is related to agreeableness and conscientiousness personality traits. “To obtain information” and “Playing a game” are related to agreeableness, openness subscales, conscientiousness and extraversion personality traits.In association with five personality traits it was found that there are significant differences with different personality traits for each purpose in the aim of social media accounts used. “Facebook”, “Skype”, “Whatsapp” and “Twitter” are related to agreeableness and conscientiousness personality traits. “Google +”, “Vine”, “Blogspot”, “Tumblr” and “Pinterest” are related to agreeableness, conscientiousness, neuroticism, openness subscales and extraversion personality traits.“Youtube” ve “Swarm” are related to agreeableness, conscientiousness and neuroticism personality traits. “Instagram” is related to agreeableness, conscientiousness, openness subscales and extraversion personality traits.Extended English abstract is in the end of PDF (TURKISH) file. ÖzetBu araştırmanın amacı, yetişkinlerin sosyal ağ kullanımlarının beş faktör kişilik özellikleriyle ilişkisini incelemektir. Araştırmanın örneklemi 30 yaş üzeri yaş aralığındaki 1252 kadın, 1248 erkek olmak üzere toplam 2500 kişidir. Araştırmaya katılan yetişkinlerin, kişilik özelliklerine ilişkin verileri toplamak için Beş Faktör Kişilik Ölçeği kullanılmıştır. Sosyal ağ kullanım süresi ile dışadönüklük alt boyutu arasında anlamlı farklılık bulunmazken; yumuşakbaşlılık, özdenetim, nevrotizm ve gelişime açıklık alt boyutları arasında anlamlı farklılık bulunmuştur. Sosyal ağları kullanım amaçlarının beş faktör kişilik özellikleri ile ilişkisinde her bir kullanım amacına göre farklı kişilik özellikleri arasında anlamlı farklılıkların olduğu bulunmuştur. Yetişkinlerin sosyal medya kullanımında “Yeni arkadaşlar edinmek” amacına göre gelişime açıklık ve dışadönüklük, “Çevrimiçi sohbet etmek”, “Fotoğraf paylaşmak”, “Video paylaşmak”, “Haber paylaşmak”, “Arkadaşlarının ne yaptığını kontrol etmek”, “Tanıdıklarıyla iletişim kurmak” ve “Boş zamanlarını geçirmek” amaçlarına göre yumuşakbaşlılık, özdenetim, nevrotizm, gelişime açıklık ve dışadönüklük, “Yorum yapmak” amacına göre yumuşakbaşlılık ve özdenetim, “Bilgi edinmek” ve “Oyun oynamak” amaçlarına göre yumuşakbaşlılık, özdenetim, gelişime açıklık ve dışadönüklük kişilik özellikleri arasında anlamlı farklılık bulunmuştur. Kullanılan sosyal medya hesaplarının beş faktör kişilik özellikleri ile ilişkisinde her bir sosyal medya hesabı için farklı kişilik özellikleri ile anlamlı farklılıkların olduğu bulunmuştur. Yetişkinlerin sosyal medya kullanımında “Yeni arkadaşlar edinmek” amacına göre gelişime açıklık ve dışadönüklük, “Çevrimiçi sohbet etmek”, “Fotoğraf paylaşmak”, “Video paylaşmak”, “Haber paylaşmak”, “Arkadaşlarının ne yaptığını kontrol etmek”, “Tanıdıklarıyla iletişim kurmak” ve “Boş zamanlarını geçirmek” amaçlarına göre yumuşakbaşlılık, özdenetim, nevrotizm, gelişime açıklık ve dışadönüklük, “Yorum yapmak” amacına göre yumuşakbaşlılık ve özdenetim, “Bilgi edinmek” ve “Oyun oynamak” amaçlarına göre yumuşakbaşlılık, özdenetim, gelişime açıklık ve dışadönüklük kişilik özellikleri arasında anlamlı farklılık bulunmuştur.

Abstract The Five Factor Model (FFM) of normative personality is predictive of long-term outcomes, including well-being and anxiety. For example, people with anxiety disorders often report high Neuroticism and low Conscientiousness (Kotov et al., 2010). Dementia-related anxiety (DRA) is concern about developing dementia that can occur in individuals of any age and cognitive status (Kessler et al., 2012). This study assessed associations between the FFM and DRA and the extent to which other factors, such as demographics and variables related to DRA (i.e., external locus of control and lacking knowledge of dementia), contributed to relationships. Participants (N = 664; aged 18 to 81; M = 30.24) completed measures of the FFM, DRA, locus of control, and dementia knowledge. Hierarchical regression (block 1: basic demographics, block 2: DRA-related variables, and block 3: FFM) was computed. The set of predictors explained 17.9% of the variance in DRA, F(14, 623) = 9.69, p < 001. Being older, partnered, low on Conscientiousness and Openness, and having greater external locus of control and less dementia knowledge predicted higher DRA (p-values < .05). Surprisingly, Neuroticism was not predictive of DRA after controlling for demographic and DRA-related factors, indicating that the trait-like tendency towards emotional instability does not explain DRA. Longitudinal research can explore the course of relationships among Conscientiousness, Openness, and DRA over time to further examine significant effects of age, as expressions of personality change across the lifespan. Research targeting potentially modifiable factors (i.e., dementia knowledge) could help identify methods of reducing DRA.

PurposeThough working in the ambulance service implies persistent confrontation with human suffering and exposure to significant work-related stressors, previous research revealed comparatively low self-reported stress in paramedics. This study investigated stress, personality traits, sensation seeking and resilience in paramedics. Moreover, the impact of psychological variables on individual differences in paramedics' stress burden was explored.Design/methodology/approachA convenience sample of 395 paramedics and 397 professionals from other disciplines completed the Perceived Stress Questionnaire, Stress Coping Style Questionnaire, Big Five Inventory, Sensation Seeking Scale and Resilience Scale. Multivariate group comparison and regression analysis were performed.FindingsCompared to other professionals, paramedics reported lower stress burden, more positive and less negative coping strategies, lower neuroticism and higher extraversion, conscientiousness, openness, agreeableness, adventure seeking and resilience. In the regression analysis conducted on paramedics, positive coping, resilience, extraversion and conscientiousness negatively predicted perceived stress; negative coping and neuroticism were positive predictors.Research limitations/implicationsThe cross-sectional design of the study limits the interpretability of the data.Practical implicationsTraining in stress management and resilience should be core elements in the education of paramedics.Originality/valueThe findings confirm the notion of reduced stress burden and increased resilience in paramedics. Regarding personality traits, a pattern of emotional stability, conscientiousness, extraversion, prosocial attitudes and propensity to exciting experiences might characterize this group. Moreover, the use of adaptive coping strategies, high levels of resilience, extraversion and conscientiousness and low neuroticism are associated with lower stress burden in paramedics.

For decades, there has been substantial research showing that ability tests effectively predict what people can do, but it is only in the last fifteen years that it has come to be generally accepted that personality is a useful predictor of what they will do. Much of this change in appreciation of the role of personality in predicting performance has been attributed to the application of the Five-Factor Model (FFM) of personality to personality-performance research. The FFM was developed on the basis of the lexical hypothesis, which states that it is advantageous for people to be able to accurately describe the behaviour of others, and therefore the most important dimensions of personality will be encoded in natural languages. An associated premise is that natural language descriptors refer to an individual's surface appearance or reputation (i.e., their observable behaviours), rather than the underlying processes or genotype of personality (i.e., people's cognitive and affective processing). This reasoning was used as the basis for most of the factor-analytical studies of personality descriptors within the English language, and one of the most robust factor solutions was the FFM. The FFM contains the personality dimensions Extraversion, Agreeableness, Conscientiousness, Openness to Experience and Emotional Stability. Although the FFM continues to evolve, particularly in response to cross-cultural research, the five basic dimensions appear to be remarkably consistent, and at least the core of each of these has been identified in the first six or seven factors found in every language considered to date. Of the five factors, Conscientiousness has been the one most reliably associated with workplace performance. Workplace performance itself has undergone a major reconsideration over the last fifteen to twenty years. Prior to that time, formal job roles and responsibilities were typically considered the start and finish of performance, but formal job requirements are now recognised as only one aspect of performance, which is increasingly referred to as Task Performance. Task Performance tends to change substantially from job to job, but there are other aspects of job performance, most notably Citizenship Performance, which appear to be consistent in most jobs. Citizenship Performance includes activities undertaken by an employee which facilitate Task Performance, such as making greater effort, complying with rules and procedures, and assisting others. Whereas Task Performance appears to be closely related to an individual's abilities, Citizenship Performance was originally proposed as an aspect of performance which is influenced by attitudinal and personality variables. Thus it has been proposed that Citizenship Performance largely mediates the relationship between personality variables, such as Conscientiousness, and Task Performance. However, this predictors of performance model has previously only been investigated in workplace settings. Yet performance is a relevant construct not only within workplace settings, but also within academic settings. In addition, the FFM dimension of Conscientiousness has been observed to be a reliable predictor of academic performance, just as it is a reliable predictor of workplace performance. Within educational settings, performance is typically tied to assessment measures, such as marks and GPA, which appear to measure academic Task Performance. However, no previous research appears to have considered whether Citizenship Performance mediates the relationship between Conscientiousness and Task Performance within an academic setting. Study One of this dissertation was designed to test this proposition. Participants in this study were 175 students enrolled within an introductory management subject. Participants provided assessments of their own personality using the Mini-Markers (Saucier, 1994), while Citizenship Performance ratings were provided by students' peers, at the end of a three-week group project. The hand-scored version of the Computerised Adaptive Rating Scales (CARS: Borman, 1999; Coleman & Borman, 2000) was used to assess Citizenship, but unfortunately the three scales of the CARS did not demonstrate good internal reliability. Consequently, a factor analysis was conducted to establish a new scale using the CARS items. This new scale, which was labelled Active Support, used six of the twelve CARS items and had satisfactory internal reliability. It was observed that the resulting scores on this Citizenship Performance scale were positively correlated with both Conscientiousness and academic Task Performance (as measured by grades). As predicted, Citizenship Performance entirely mediated the relationship between Conscientiousness and academic Task Performance. Therefore, the results of Study One were consistent with the predictors of performance model. It was concluded that Citizenship Performance is an important component of performance within academic settings, just as it is within workplace settings. Despite the fact that the relationship between both workplace and academic performance, and Conscientiousness, is reliable and well-established, correlations between Conscientiousness and performance tend to be moderate at best. Previous research has observed that other-rated measures of Conscientiousness have higher correlations with academic performance than do self-rated measures. Consequently, Study Two explored whether other-rated Conscientiousness improved the prediction of academic Citizenship and Task Performance, using a similar design to that utilised in Study One. One hundred and twenty-two students participated in Study Two while undertaking the same course as the students who had participated in Study One. Most of the results of Study Two were consistent with expectations, but there were some unexpected outcomes. Other-rated Conscientiousness was found to be a significantly better predictor of both academic Task and Citizenship Performance than was self-rated Conscientiousness. However, contrary to previous ideas, the relationship between other-rated Conscientiousness and Task Performance was not mediated by Citizenship Performance. In contrast, it was observed that the correlation between other-rated Conscientiousness and other-rated Citizenship Performance was .61 if both ratings were obtained from the same raters, and .44 if the two ratings were obtained from independent raters. When corrected for measurement unreliability, these estimates approached unity, which is consistent with the idea that, for the other-raters, Conscientiousness and Citizenship Performance were measuring the same construct. However, this study had several limitations, including its small sample size, the use of an unusual measure for Citizenship Performance, and the fact that it had been conducted in an academic setting. Therefore, there was a need to replicate Study Two before accepting that Conscientiousness and Citizenship Performance are actually much more strongly associated than previous research has indicated. In order to replicate Study Two, while addressing some of its limitations, a third study was conducted within a workplace setting. In Study Three, general staff supervisors within a public university were asked to rate their staff on measures of both personality and Citizenship Performance. In addition to Active Support, the measure used in Studies One and Two, two additional measures were included, which assessed the aspects of Citizenship Performance referred to as Individual Initiative and Helping Behaviour. The FFM dimension of Agreeableness was also added, because previous research indicates that, while Conscientiousness may be a better predictor of Individual Initiative, Helping Behaviour should be more closely associated with the FFM dimension of Agreeableness. However, using multiple ratings derived from the same raters can create common method bias in correlations, and so, in line with previous recommendations (Podsakoff, MacKenzie, Lee, & Podsakoff, 2003), Structural Equation Modelling (SEM) was used to control for this. The resulting correlations confirmed that there were strong relationships between the measures of Citizenship Performance and personality. Helping Behaviour had a strong relationship with supervisor-rated Agreeableness (.81), while Individual Initiative was significantly correlated with supervisor-rated Agreeableness (.44) and supervisor-rated Conscientiousness (.32). Active Support had strong correlations with these measures of personality (.57 and .55 respectively). The results of Study Three indicate that, for the participating supervisors, the Helping Behaviour dimension of Citizenship Performance is largely the same as the Agreeableness dimension of personality. Unlike Study Two, Active Support appeared to be not so closely associated with Conscientiousness, but instead seemed to occupy a position halfway between other-rated Conscientiousness and other-rated Agreeableness. Individual Initiative occupies a similar position, but is not so closely linked to these other-rated personality variables. Although these results suggest that, when compared with the students in Study Two, the supervisors in Study Three had a slightly different view of Active Support, it remains clear that much or most of the variance in each of these measures of Citizenship Performance is accounted for by these other-rated measures of personality. In order to understand why the strength of the relationship between the other-rated personality dimensions of Conscientiousness and Agreeableness, and the performance construct of Citizenship Performance, has been overlooked by previous researchers, it was necessary to reconsider the basic reasons for disagreement in ratings. Agreement between raters tends to vary considerably, depending on who is rating whom. Self-other agreement on ratings is typically modest, other-other agreement tends to be higher, but alternate-form and test-retest agreement are typically higher still. The reasons for this appear to be related to the extent to which ratings are produced using similar observations, and integrating these in similar ways, as well as the extent to which ratings are affected by specific aspects of individual rater-ratee relationships. Previous research has provided estimates for these effects which can be used to correct correlations for resulting biases. When these are applied to correlations between ratings of measures, such as performance or personality, which are provided by different other-raters, these correlations approximate unity. This includes the correlations, reported in this dissertation, between other-rated personality and other-rated Citizenship Performance. In conclusion, the results of the research reported in this dissertation are consistent with the idea that measures of Citizenship Performance are largely accounted for by other-rated measures of Conscientiousness and Agreeableness. It is argued that this conclusion is consistent with the lexical hypothesis which underlay the development of the FFM, as well as with the theoretical basis for the construct of performance. The dissertation concludes with a discussion of the implications of this conclusion, for a range of fields, including understanding the relationship between personality and performance, methodological consequences for future research, and practical implications for staff selection and performance appraisal systems.

For decades, there has been substantial research showing that ability tests effectively predict what people can do, but it is only in the last fifteen years that it has come to be generally accepted that personality is a useful predictor of what they will do. Much of this change in appreciation of the role of personality in predicting performance has been attributed to the application of the Five-Factor Model (FFM) of personality to personality-performance research. The FFM was developed on the basis of the lexical hypothesis, which states that it is advantageous for people to be able to accurately describe the behaviour of others, and therefore the most important dimensions of personality will be encoded in natural languages. An associated premise is that natural language descriptors refer to an individual's surface appearance or reputation (i.e., their observable behaviours), rather than the underlying processes or genotype of personality (i.e., people's cognitive and affective processing). This reasoning was used as the basis for most of the factor-analytical studies of personality descriptors within the English language, and one of the most robust factor solutions was the FFM. The FFM contains the personality dimensions Extraversion, Agreeableness, Conscientiousness, Openness to Experience and Emotional Stability. Although the FFM continues to evolve, particularly in response to cross-cultural research, the five basic dimensions appear to be remarkably consistent, and at least the core of each of these has been identified in the first six or seven factors found in every language considered to date. Of the five factors, Conscientiousness has been the one most reliably associated with workplace performance. Workplace performance itself has undergone a major reconsideration over the last fifteen to twenty years. Prior to that time, formal job roles and responsibilities were typically considered the start and finish of performance, but formal job requirements are now recognised as only one aspect of performance, which is increasingly referred to as Task Performance. Task Performance tends to change substantially from job to job, but there are other aspects of job performance, most notably Citizenship Performance, which appear to be consistent in most jobs. Citizenship Performance includes activities undertaken by an employee which facilitate Task Performance, such as making greater effort, complying with rules and procedures, and assisting others. Whereas Task Performance appears to be closely related to an individual's abilities, Citizenship Performance was originally proposed as an aspect of performance which is influenced by attitudinal and personality variables. Thus it has been proposed that Citizenship Performance largely mediates the relationship between personality variables, such as Conscientiousness, and Task Performance. However, this predictors of performance model has previously only been investigated in workplace settings. Yet performance is a relevant construct not only within workplace settings, but also within academic settings. In addition, the FFM dimension of Conscientiousness has been observed to be a reliable predictor of academic performance, just as it is a reliable predictor of workplace performance. Within educational settings, performance is typically tied to assessment measures, such as marks and GPA, which appear to measure academic Task Performance. However, no previous research appears to have considered whether Citizenship Performance mediates the relationship between Conscientiousness and Task Performance within an academic setting. Study One of this dissertation was designed to test this proposition. Participants in this study were 175 students enrolled within an introductory management subject. Participants provided assessments of their own personality using the Mini-Markers (Saucier, 1994), while Citizenship Performance ratings were provided by students' peers, at the end of a three-week group project. The hand-scored version of the Computerised Adaptive Rating Scales (CARS: Borman, 1999; Coleman & Borman, 2000) was used to assess Citizenship, but unfortunately the three scales of the CARS did not demonstrate good internal reliability. Consequently, a factor analysis was conducted to establish a new scale using the CARS items. This new scale, which was labelled Active Support, used six of the twelve CARS items and had satisfactory internal reliability. It was observed that the resulting scores on this Citizenship Performance scale were positively correlated with both Conscientiousness and academic Task Performance (as measured by grades). As predicted, Citizenship Performance entirely mediated the relationship between Conscientiousness and academic Task Performance. Therefore, the results of Study One were consistent with the predictors of performance model. It was concluded that Citizenship Performance is an important component of performance within academic settings, just as it is within workplace settings. Despite the fact that the relationship between both workplace and academic performance, and Conscientiousness, is reliable and well-established, correlations between Conscientiousness and performance tend to be moderate at best. Previous research has observed that other-rated measures of Conscientiousness have higher correlations with academic performance than do self-rated measures. Consequently, Study Two explored whether other-rated Conscientiousness improved the prediction of academic Citizenship and Task Performance, using a similar design to that utilised in Study One. One hundred and twenty-two students participated in Study Two while undertaking the same course as the students who had participated in Study One. Most of the results of Study Two were consistent with expectations, but there were some unexpected outcomes. Other-rated Conscientiousness was found to be a significantly better predictor of both academic Task and Citizenship Performance than was self-rated Conscientiousness. However, contrary to previous ideas, the relationship between other-rated Conscientiousness and Task Performance was not mediated by Citizenship Performance. In contrast, it was observed that the correlation between other-rated Conscientiousness and other-rated Citizenship Performance was .61 if both ratings were obtained from the same raters, and .44 if the two ratings were obtained from independent raters. When corrected for measurement unreliability, these estimates approached unity, which is consistent with the idea that, for the other-raters, Conscientiousness and Citizenship Performance were measuring the same construct. However, this study had several limitations, including its small sample size, the use of an unusual measure for Citizenship Performance, and the fact that it had been conducted in an academic setting. Therefore, there was a need to replicate Study Two before accepting that Conscientiousness and Citizenship Performance are actually much more strongly associated than previous research has indicated. In order to replicate Study Two, while addressing some of its limitations, a third study was conducted within a workplace setting. In Study Three, general staff supervisors within a public university were asked to rate their staff on measures of both personality and Citizenship Performance. In addition to Active Support, the measure used in Studies One and Two, two additional measures were included, which assessed the aspects of Citizenship Performance referred to as Individual Initiative and Helping Behaviour. The FFM dimension of Agreeableness was also added, because previous research indicates that, while Conscientiousness may be a better predictor of Individual Initiative, Helping Behaviour should be more closely associated with the FFM dimension of Agreeableness. However, using multiple ratings derived from the same raters can create common method bias in correlations, and so, in line with previous recommendations (Podsakoff, MacKenzie, Lee, & Podsakoff, 2003), Structural Equation Modelling (SEM) was used to control for this. The resulting correlations confirmed that there were strong relationships between the measures of Citizenship Performance and personality. Helping Behaviour had a strong relationship with supervisor-rated Agreeableness (.81), while Individual Initiative was significantly correlated with supervisor-rated Agreeableness (.44) and supervisor-rated Conscientiousness (.32). Active Support had strong correlations with these measures of personality (.57 and .55 respectively). The results of Study Three indicate that, for the participating supervisors, the Helping Behaviour dimension of Citizenship Performance is largely the same as the Agreeableness dimension of personality. Unlike Study Two, Active Support appeared to be not so closely associated with Conscientiousness, but instead seemed to occupy a position halfway between other-rated Conscientiousness and other-rated Agreeableness. Individual Initiative occupies a similar position, but is not so closely linked to these other-rated personality variables. Although these results suggest that, when compared with the students in Study Two, the supervisors in Study Three had a slightly different view of Active Support, it remains clear that much or most of the variance in each of these measures of Citizenship Performance is accounted for by these other-rated measures of personality. In order to understand why the strength of the relationship between the other-rated personality dimensions of Conscientiousness and Agreeableness, and the performance construct of Citizenship Performance, has been overlooked by previous researchers, it was necessary to reconsider the basic reasons for disagreement in ratings. Agreement between raters tends to vary considerably, depending on who is rating whom. Self-other agreement on ratings is typically modest, other-other agreement tends to be higher, but alternate-form and test-retest agreement are typically higher still. The reasons for this appear to be related to the extent to which ratings are produced using similar observations, and integrating these in similar ways, as well as the extent to which ratings are affected by specific aspects of individual rater-ratee relationships. Previous research has provided estimates for these effects which can be used to correct correlations for resulting biases. When these are applied to correlations between ratings of measures, such as performance or personality, which are provided by different other-raters, these correlations approximate unity. This includes the correlations, reported in this dissertation, between other-rated personality and other-rated Citizenship Performance. In conclusion, the results of the research reported in this dissertation are consistent with the idea that measures of Citizenship Performance are largely accounted for by other-rated measures of Conscientiousness and Agreeableness. It is argued that this conclusion is consistent with the lexical hypothesis which underlay the development of the FFM, as well as with the theoretical basis for the construct of performance. The dissertation concludes with a discussion of the implications of this conclusion, for a range of fields, including understanding the relationship between personality and performance, methodological consequences for future research, and practical implications for staff selection and performance appraisal systems.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Applied Psychology
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One of the benefits of hiring military veterans is the skill set they bring to the civilian workforce. Veterans are keenly aware, through leadership examples and training, of the importance of dealing with other people’s productively and of managing one’s own behavior. Working effectively with others and managing one’s own behavior are examples of nontechnical or “soft” social skills that can be measured by personality assessments. Examples of the types of attributes that personality assessments test for include the “big five factors” of personality (conscientiousness, agreeableness, neuroticism, openness, and extraversion) as well as political skill. Taken together, these soft social skills reflect one’s capacity to get along with others and one’s capacity to compete with others; both getting along and getting ahead are empirically related to work success. Veterans have an advantage in civilian organizations in terms of using their soft social skills for personal and team growth by finding meaning in work.

Research into technological addictions, such as Internet addiction, smartphone addiction and social networking addiction has greatly increased. It is important to understand how technological addictions may be related to different personality types and key individual differences associated to personality. This chapter provides empirical and conceptual insights into how technological addictions may be related to different personality types and key individual differences associated to personality. This chapter focuses on a number of technological addictions and illustrates how research and theory in this area has developed in relation to commonly researched personality traits (e.g., extraversion, introversion, neuroticism, conscientiousness, openness to experience, and narcissism) and key individual differences related to personality (e.g., personality disorders). The complex nature of personality and technological addictions is discussed together with areas for future research.

Research into technological addictions, such as Internet addiction, smartphone addiction and social networking addiction has greatly increased. It is important to understand how technological addictions may be related to different personality types and key individual differences associated to personality. This chapter provides empirical and conceptual insights into how technological addictions may be related to different personality types and key individual differences associated to personality. This chapter focuses on a number of technological addictions and illustrates how research and theory in this area has developed in relation to commonly researched personality traits (e.g., extraversion, introversion, neuroticism, conscientiousness, openness to experience, and narcissism) and key individual differences related to personality (e.g., personality disorders). The complex nature of personality and technological addictions is discussed together with areas for future research.

Research into technological addictions, such as Internet addiction, smartphone addiction and social networking addiction has greatly increased. It is important to understand how technological addictions may be related to different personality types and key individual differences associated to personality. This chapter provides empirical and conceptual insights into how technological addictions may be related to different personality types and key individual differences associated to personality. This chapter focuses on a number of technological addictions and illustrates how research and theory in this area has developed in relation to commonly researched personality traits (e.g., extraversion, introversion, neuroticism, conscientiousness, openness to experience, and narcissism) and key individual differences related to personality (e.g., personality disorders). The complex nature of personality and technological addictions is discussed together with areas for future research.

The present study was designed to distinguish non-cognitive predictors of job performance for various job groups in order to develop a method for identification of the suitability of an employee for positions and career development in organizational settings. This study included personality traits, vocational interests, grit, growth mindset, resistance to change, goal orientation and self-efficacy as potential predictors of job performance from several individual characteristics related to training, learning and job performance found in the literature. The study sample included customer service specialists, support specialists and managers from five different companies in Latvia. The results show that grit, social, conventional, and enterprising interests are significant predictors of subjective job performance. Personality traits, self-efficacy, growth mindset, resistance to change and goal orientation did not predict job performance in this sample. The relationship between subjective job performance and personality traits for conscientiousness and neuroticism is weak. The results are partly in line with other studies. Possible explanations of results and future directions are offered.