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Openness to experience as a predictor and outcome of upward job changes into managerial and professional positions.

Nieß C, Zacher H - PLoS ONE (2015)

Bottom Line: In this study, we investigate the Big Five personality characteristics as both predictors and outcomes of upward job changes into managerial and professional positions.Results indicated that participants' openness to experience not only predicted, but that changes in openness to experience also followed from upward job changes into managerial and professional positions.Our findings thus provide support for a dynamic perspective on personality characteristics in the context of work and careers.

View Article: PubMed Central - PubMed

Affiliation: Cologne Graduate School in Management, Economics, and Social Sciences, University of Cologne, Albertus-Magnus-Platz, Köln, Germany.

ABSTRACT
In industrial and organizational psychology, there is a long tradition of studying personality as an antecedent of work outcomes. Recently, however, scholars have suggested that personality characteristics may not only predict, but also change due to certain work experiences, a notion that is depicted in the dynamic developmental model (DDM) of personality and work. Upward job changes are an important part of employees' careers and career success in particular, and we argue that these career transitions can shape personality over time. In this study, we investigate the Big Five personality characteristics as both predictors and outcomes of upward job changes into managerial and professional positions. We tested our hypotheses by applying event history analyses and propensity score matching to a longitudinal dataset collected over five years from employees in Australia. Results indicated that participants' openness to experience not only predicted, but that changes in openness to experience also followed from upward job changes into managerial and professional positions. Our findings thus provide support for a dynamic perspective on personality characteristics in the context of work and careers.

No MeSH data available.


Means of personality characteristics in 2009 for participants who experienced no upward job change into managerial and professional positions and participants who experienced an upward job change into managerial and professional positions.
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pone.0131115.g001: Means of personality characteristics in 2009 for participants who experienced no upward job change into managerial and professional positions and participants who experienced an upward job change into managerial and professional positions.

Mentions: For estimating the effects of upward job changes into managerial and professional positions on changes in the Big Five, we made use of group comparisons on the basis of the matched sample that had resulted from the propensity score matching procedure outlined in the Method section. This procedure ensured that control variables and initial levels of personality characteristics were accounted for. Results (see Fig 1) indicated that participants who experienced upward job changes into managerial and professional positions were significantly higher in subsequent openness to experience (M = 4.40, SD = .06) than participants who did not experienced such changes (M = 4.18, SD = .05; t(685) = 2.81, p = .005). This difference in means corresponds to an effect size of Cohen’s d = .21, which would be considered a small effect [83]. Fig 1 further shows that individuals who experienced upward job changes into managerial and professional positions did not differ significantly from individuals who did not experience such job changes in terms of extraversion and any of the other Big Five characteristics. Results therefore offered support for Hypothesis 3, but not for Hypothesis 4.


Openness to experience as a predictor and outcome of upward job changes into managerial and professional positions.

Nieß C, Zacher H - PLoS ONE (2015)

Means of personality characteristics in 2009 for participants who experienced no upward job change into managerial and professional positions and participants who experienced an upward job change into managerial and professional positions.
© Copyright Policy
Related In: Results  -  Collection

License
Show All Figures
getmorefigures.php?uid=PMC4482250&req=5

pone.0131115.g001: Means of personality characteristics in 2009 for participants who experienced no upward job change into managerial and professional positions and participants who experienced an upward job change into managerial and professional positions.
Mentions: For estimating the effects of upward job changes into managerial and professional positions on changes in the Big Five, we made use of group comparisons on the basis of the matched sample that had resulted from the propensity score matching procedure outlined in the Method section. This procedure ensured that control variables and initial levels of personality characteristics were accounted for. Results (see Fig 1) indicated that participants who experienced upward job changes into managerial and professional positions were significantly higher in subsequent openness to experience (M = 4.40, SD = .06) than participants who did not experienced such changes (M = 4.18, SD = .05; t(685) = 2.81, p = .005). This difference in means corresponds to an effect size of Cohen’s d = .21, which would be considered a small effect [83]. Fig 1 further shows that individuals who experienced upward job changes into managerial and professional positions did not differ significantly from individuals who did not experience such job changes in terms of extraversion and any of the other Big Five characteristics. Results therefore offered support for Hypothesis 3, but not for Hypothesis 4.

Bottom Line: In this study, we investigate the Big Five personality characteristics as both predictors and outcomes of upward job changes into managerial and professional positions.Results indicated that participants' openness to experience not only predicted, but that changes in openness to experience also followed from upward job changes into managerial and professional positions.Our findings thus provide support for a dynamic perspective on personality characteristics in the context of work and careers.

View Article: PubMed Central - PubMed

Affiliation: Cologne Graduate School in Management, Economics, and Social Sciences, University of Cologne, Albertus-Magnus-Platz, Köln, Germany.

ABSTRACT
In industrial and organizational psychology, there is a long tradition of studying personality as an antecedent of work outcomes. Recently, however, scholars have suggested that personality characteristics may not only predict, but also change due to certain work experiences, a notion that is depicted in the dynamic developmental model (DDM) of personality and work. Upward job changes are an important part of employees' careers and career success in particular, and we argue that these career transitions can shape personality over time. In this study, we investigate the Big Five personality characteristics as both predictors and outcomes of upward job changes into managerial and professional positions. We tested our hypotheses by applying event history analyses and propensity score matching to a longitudinal dataset collected over five years from employees in Australia. Results indicated that participants' openness to experience not only predicted, but that changes in openness to experience also followed from upward job changes into managerial and professional positions. Our findings thus provide support for a dynamic perspective on personality characteristics in the context of work and careers.

No MeSH data available.