Browsing by Subject "agreeableness"

Now showing 1 - 3 of 3
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    The Perceived Controllability of the Big Five Personality Traits
    (2020-04) Westerberg, Bethany
    The extent to which a personality trait is perceived to be controllable (e.g., being talkative) may influence bias and discrimination at work for people who have what are thought to be highly controllable characteristics. However, no research has directly measured the perceived controllability of personality traits. Thus, the purpose of this study was to examine the perceived controllability of the Big Five Personality traits: extraversion, agreeableness, conscientiousness, neuroticism, and openness to experience. One hundred and one employees were recruited through email to take an online survey about their perceptions of the controllability of each trait. A repeated-measures one-way ANOVA was used to analyze the data. Results indicated that neuroticism and openness to experience were viewed as less controllable than conscientiousness, agreeableness and extraversion. Further, conscientiousness was viewed as more controllable than extraversion. Overall, neuroticism was viewed as the least controllable trait whereas conscientiousness was viewed as the most controllable. The implications, limitations, and future directions for this research are discussed.
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    Perceptions of Applicants Who Deceive: Does Physical Attractiveness Matter?
    (2022-05) Burditt, Jay
    Impression management is a broad term that describes multiple tactics used by job applicants to influence how they are perceived by employers. These evaluations may also be affected by factors such as the applicant's physical attractiveness or hiring managers' personality characteristics. While past research has shown that engaging in impression management and possessing attractive facial features garner more positive evaluations, the two variables have not been explored together. To address this gap in the literature, our study utilized a betweensubjects design in which 129 participants evaluated three job applicants, using LinkedIn profiles, on their recommendation to be interviewed, along with their perceived competence and integrity. Results show that detected deceptions negatively impacted the deceptive individual in terms how they are perceived and whether they would be recommended for an interview; however, physical attractiveness of the applicant had no effect on decision-maker judgements. Furthermore, when deception occurred, decision-maker agreeableness negatively impacted interview decisions, competence, and integrity ratings of the deceptive job applicant.
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    Why and When Does a Mindfulness Intervention Promote Job Performance? The Interpersonal Mechanisms and Individual, Job, and Social Contingencies
    (2015-07) Yang, Tao
    This dissertation develops and tests a theoretical model of the role of a mindfulness intervention in promoting job performance in service settings. I examine the client-focused mechanisms—attentiveness, perspective taking, and response flexibility—and individual (i.e., employee agreeableness), social (i.e., perception of workgroup service climate), and job (i.e., work overload) contingencies of the relationship between a mindfulness intervention and job performance. I conducted a pretest-posttest field experiment of 72 health care professionals in a health care organization with intervention (i.e., mindfulness meditation) and active control (i.e., wellness education) conditions and repeated measures from health care professionals and their patients over 15 days. Confirmatory factor analyses suggest that the three client-focused mechanisms were represented by a higher-order construct of patient centered behavior. Multilevel modeling and latent growth modeling suggest that the two conditions are distinct; compared with active control, the intervention yields pre-to-post increases in daily mindfulness and work behaviors including self-ratings of job performance and proactive patient care and patient ratings of patient centered behavior. Multilevel mediation analysis suggests that patient ratings of patient centered behavior fail to mediate the effect of a mindfulness intervention on patient satisfaction with job performance. Multilevel moderated mediation analyses suggest that agreeableness, perceived workgroup service climate, and work overload do not moderate the effect of a mindfulness intervention (via patient ratings of patient centered behavior) on patient satisfaction. Nonetheless, compared with active control, the mindfulness intervention yields higher patient rated patient centered behavior for health care professionals who have a higher level of agreeableness.