Burnout and engagement: A comparative analysis using the Big Five personality dimensions

Kim, Hyun Jeong; Shin, kang Hyun; Swanger, Nancy

doi:10.1016/j.ijhm.2008.06.001

Cited by 307 publications

(288 citation statements)

References 54 publications

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“…Similarly, as Langelaan et al (2006) found, work engagement is shown to be negatively related to neuroticism, thus offering support for neuroticism's negative relationship with engagement despite the absence of extraversion. More recently, the relationship between the Big Five personality dimensions and work engagement was assessed using a sample of quick-service restaurant employees (Kim, Shin, & Swanger, 2009). Consistent with previous studies, results indicated a negative relationship between neuroticism and work engagement.…”

Section: Personality and Work Engagementsupporting

confidence: 74%

“…In addition to finding support between neuroticism and engagement as mentioned above, Kim et al (2009) also found conscientiousness to be positively related to the majority of engagement subdimensions. Moreover, by definition, conscientious workers are characterized as being organized and exacting in the work, as well as hardworking and dependable (Barrick & Mount, 1991;Costa & McCrea, 1988).…”

Section: Personality and Work Engagementmentioning

confidence: 54%

“…Although few studies have examined the relationship between personality dimensions and work engagement, preliminary findings indicate important relationships (i.e., Dullaghan et al, 2010;Kim et al (2009) ;Langelaan et al, 2006;Matamala at al., 2010). In line with current findings, I propose significant relationships between work engagement and the following personality dimensions: conscientiousness, agreeableness, extraversion, and neuroticism.…”

Section: Hypothesesmentioning

confidence: 98%

“…Consistent with previous studies, results indicated a negative relationship between neuroticism and work engagement. It is important to note, however, that Kim et al (2009) adopted the use of an 'extended engagement factor' which includes professional efficacy in addition to the three previously mentioned engagement factors: vigor, dedication, and absorption. Although the research on this relationship is still sparse, there is a significant amount of research supporting a moderately-strong positive relationship between neuroticism and burnout (Cano-García, Padilla-Muñoz, & Carrasco-Ortiz, 2005;Lengelaan et al, 2006;Mills & Huebner, 1998;Zellars, Hochwarter, Perrewe´, Hoffman, & Ford, 2004).…”

Section: Personality and Work Engagementmentioning

confidence: 99%

See 3 more Smart Citations

Work engagement as a mediator between personality and citizenship behavior

Matamala¹,

Pace²,

Thometz³

2010

PsycEXTRA Dataset

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Section: Personality and Work Engagementsupporting

confidence: 74%

Section: Personality and Work Engagementmentioning

confidence: 54%

Section: Hypothesesmentioning

confidence: 98%

Section: Personality and Work Engagementmentioning

confidence: 99%

See 2 more Smart Citations

Work engagement as a mediator between personality and citizenship behavior

Matamala¹,

Pace²,

Thometz³

2010

PsycEXTRA Dataset

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“…In addition to sub-factor predictions (above), engagement is expected to be primarily associated with three of the Big Five -Emotional Stability (reverse-scored Neuroticism) and Extraversion, as found by Langelaan et al (2006), and (in view of its motivated nature and findings by Kim et al, 2009) with Conscientiousness.…”

Section: ---------------------------mentioning

confidence: 85%

Personality and Job Engagement

Inceoglu¹,

Warr

2011

Journal of Personnel Psychology

101

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The affective-motivational state of job engagement has been shown to differ between jobs with different characteristics, but its possible links with workers' personal attributes have less often been studied. Engagement was predicted to be a primary function of personality factors and sub-factors which match its affective and motivational elements, namely Emotional Stability and more energized forms of Extraversion and Conscientiousness. Predictions were confirmed in correlational and regression analyses across three studies. Theoretical frameworks in this area should extend to personal characteristics in addition to covering job content, and practical benefits can follow from engagement-relevant staff selection and development as well as from appropriate job design.In studying workers' well-being, attention has traditionally been focused on the construct of job satisfaction, a relatively passive experience of low-to-moderate activation. Recently, this type of well-being has been complemented by the more energized form referred to as job engagement. Engaged workers feel positively about their situation, but beyond mere satisfaction they are motivated to expend energy on a task. Thus Leiter and Bakker (2010, p. 1) defined job engagement as "a positive, fulfilling, affective-motivational state of workrelated well-being", and the review by Bakker, Albrecht, and Leiter (2011) identified a "growing consensus that engagement can be defined in terms of high levels of energy and high levels of involvement in work" (p. 22). See also, for instance, Inceoglu and Fleck (2010), Kahn (1990), Rich, Lepine, and Crawford (2010), and Schaufeli, Salanova, González-Roma, and Bakker (2002).It is widely agreed that engagement arises from both personal and environmental sources (Macey & Schneider, 2008). However, theoretical discussions and empirical investigations have so far emphasized one of those, mainly examining engagement as a response to characteristics of the job. Thus Schaufeli and Bakker (2004), Shirom (2010) and others (not denying the role of within-person factors) have investigated key job features such as autonomy, demands, conflicts and good relations with other people, and Rich, Lepine, and Crawford (2010) developed and tested a model incorporating organizational support.However, there is also a need to develop understanding of engagement's bases within individuals themselves. More engaged and less engaged workers are likely to differ in certain traits as well as in the nature of their jobs, but few studies or models of possible personality contributors to job engagement have been published. The meta-analysis by Halbesleben (2010) identified a small number of reports about optimism and self-efficacy (e.g., Xanthopoulou, Bakker, Demerouti, and Schaufeli, 2009a), but comprehensive information about a wider range of traits appears to be lacking. For instance, within the widely-applied Big Five taxonomy (Neuroticism, Extraversion, Openness to Experience, Agreeableness, and Conscientiousness) it has yet to be determ...

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Personality traits, money attitudes and consumer decision‐making styles as predictors of investment products choice in South Africa

Ngcamu

Quaye

Horvey

et al. 2023

J of Consumer Behaviour

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This study examines how personality traits and money attitudes influence consumers' decision‐making styles when purchasing investment products in South Africa. A sample of 269 South Africans completed the research questionnaire, which assessed their extraversion, conscientiousness, openness, money power/prestige, money retention/time, money quality, info‐mising, extending, and tax‐free investment purchase decision. Also, confirmatory factor analysis and structural equation modelling approaches were used to analyze the survey data. The results suggest that personality traits and money attitudes significantly impact consumer decision‐making regarding tax‐free investment products. However, the relationships between extraversion and money power/prestige and between info‐mising decision styles and tax‐tree investment purchase decisions were found to be negative. Cluster analysis revealed three distinct segments based on the characteristics of respondents and their drive for investment: strong conscientiousness investors, status‐driven investors, and introverted investors. Marketing professionals and investment firms can use the study findings on consumer traits and money attitudes to improve marketing effectiveness in an organisation. Practically, extensive information processing has a fundamental bearing on investment decision‐making in emerging markets. Extraversion and conscientiousness personality traits and money attitudes must be taken into consideration by investment products marketers and practitioners in marketing practice.

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Burnout and engagement: A comparative analysis using the Big Five personality dimensions

Cited by 307 publications

References 54 publications

Work engagement as a mediator between personality and citizenship behavior

Work engagement as a mediator between personality and citizenship behavior

Personality and Job Engagement

Personality traits, money attitudes and consumer decision‐making styles as predictors of investment products choice in South Africa

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