Personality traits, affective commitment, documentation of knowledge, and knowledge sharing

Matzler, Kurt; Renzl, Birgit; Mooradian, Todd A.; Krogh, Georg von; Mueller, Julia

doi:10.1080/09585192.2011.540156

Cited by 154 publications

(150 citation statements)

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“…Agreeable individuals tend to be trusting, flexible, co-operative, supportive, generous, friendly, altruistic, and good natured (e.g. Feist, 1998;Goldberg, 1990;Matzler, Renzl, Mooradian, von Krogh, & Mueller, 2011;McCrae & John, 1992). Some past studies found agreeableness to be negatively related to creativity, since questioning social norms, antisocial behaviour, and independence from others are characteristics of creative individuals (Feist, 1998).…”

Section: Research Hypothesesmentioning

confidence: 99%

“…This should enhance their intrinsic motivation and, thus, their creative outcomes are likely to increase (Oldham & Cummings, 1996). In particular, agreeable individuals are suitable for jobs involving a high degree of interpersonal interaction, as they work collaboratively, look for common understanding, and strive to maintain relationships (Barrick, Mount, & Gupta, 2003;Digman, 1990;Matzler et al, 2011), aspects that are key for arriving at creative solutions which address the unique needs of customers. Thus, contrary to Feist's (1998) meta-analytic study, this study proposes that in a service setting agreeable individuals score higher on creativity.…”

Section: Research Hypothesesmentioning

confidence: 99%

“…Hence, with knowledge on the differential impact personality traits have on creativity, managers are better equipped to compose teams according to such traits and assign roles within teams accordingly. Moreover, firms routinely ask employees and applicants to submit self-reports regarding personality and personality-like traits (Matzler et al, 2011). Hence, human resource and service managers will be better equipped to make more informed decisions about the use of personality traits in the recruitment and selection processes of prospective frontline employees for jobs in which creativity is desired (cf.…”

Section: Conclusion and Directions For Future Researchmentioning

confidence: 99%

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Personality and the creativity of frontline service employees: linear and curvilinear effects

Coelho

Lages

Sousa

2016

The International Journal of Human Resource Management

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Additional information: Use policyThe full-text may be used and/or reproduced, and given to third parties in any format or medium, without prior permission or charge, for personal research or study, educational, or not-for-pro t purposes provided that:• a full bibliographic reference is made to the original source • a link is made to the metadata record in DRO • the full-text is not changed in any way The full-text must not be sold in any format or medium without the formal permission of the copyright holders.Please consult the full DRO policy for further details. *Corresponding author AcknowledgmentWe are grateful to Marlene Noronha for her assistance with data collection and the comments of participants of the 2014 AMS World Marketing Congress. Personality and the creativity of frontline service employees: Linear and curvilinear effectsPrevious studies have investigated the relationship between the Five Factor model of personality and creativity. As this model has been criticised for providing a limited account of an individual's personality, this study considers additional personality traits that have recently been investigated in the literature as determinants of employee behaviour. Moreover, we also contribute to the existing body of literature by conducting this study in a services setting, for which we predict personality traits will exert differentiated effects on creativity when compared to other settings. Finally, while past research has focused on linear effects, this study examines the existence of nonlinear effects between personality and creativity. The results indicate that personality traits apart from the Five Factor model have an impact on creativity and that the effects of several personality traits on the creativity of frontline service employees differ from those obtained in other settings. Lastly, the findings also show that five of the personality traits have non-linear effects on creativity, and this may be a stimulus for a new stream of research in the human resources literature.Keywords: creativity; personality; service employees; linear and curvilinear effects Personality and the creativity of frontline service employees: Linear and curvilinear effects IntroductionCreativity refers to the development of ideas about goods, services, processes, and practices, which are novel and likely to be useful to an organisation (Shalley, Zhou, & Oldham, 2004).Whereas creativity reflects the development of these ideas at the individual level, innovation concerns the organisational implementation of such ideas (Amabile, 1996). Due to the belief that creativity is paramount not only to greater customer experiences and customer satisfaction (e.g. Coelho, Augusto, & Lages, 2011;Daly, Grove, Dorsch, & Fisk, 2009), but also organisational innovation and ultimately performance (Amabile, Barsade, Mueller, & Straw, 2005;Chen, Shih, & Yeh, 2011;Jiang, Wang, & Zhao, 2012;Liu, 2013), employee creativity has been attracting growing research attention (e.g. Probst, Stewart, Gruys, & Tierney, 2007). Creativity ...

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Section: Research Hypothesesmentioning

confidence: 99%

Section: Research Hypothesesmentioning

confidence: 99%

Section: Conclusion and Directions For Future Researchmentioning

confidence: 99%

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Personality and the creativity of frontline service employees: linear and curvilinear effects

Coelho

Lages

Sousa

2016

The International Journal of Human Resource Management

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“…One of the research streams pertains to investigating the factors that promote (or inhibit) knowledge sharing behaviour at work. Although personal factors, such as personality variables have been found to be significantly associated with knowledge sharing behaviour (Matzler, Renzl, Müller, Herting, & Mooradian, 2008;Matzler, Renzl, Mooradian, von Krogh, & Mueller, 2011;Mooradian, Renzl, & Matzler, 2006), we are more interested in investigating organisational factors. Because knowledge sharing and knowledge transfer are important in helping the organisation develop its competitive advantage, the organisation has to provide a conducive work environment to encourage employees at all levels to share and transfer their knowledge.…”

Section: Introductionmentioning

confidence: 99%

Perceived Career-Related Practices and Knowledge Sharing Behaviour: A Preliminary Study in Oman

Shamsudin¹,

Al-Badi²,

Bachkirov³

et al. 2016

AAMJ

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“…Trust is, among other factors, found to facilitate open and safety communication (Reason 1998), to promote effective safety leadership and to be a major aspect of accuracy of work (Galford and Drapeau 2002). Interpersonal trust affects knowledge sharing and learning (Matzler et al, 2011) and enables organizations to capture, reuse and share information and lessons learned from past mistakes with employees and newcomers (Dirks 2000).…”

Section: Introductionmentioning

confidence: 99%

Trust and safety onboard

Gausdal

Makarova

2017

WMU J Marit Affairs

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Shipping is a high-risk industry. The aims of this conceptual paper are to build a framework showing in what way safety onboard is influenced by trust, and to identify the main obstacles to trust-building within the shipping industry. To meet these aims, a literature review and a pilot study are conducted. The study shows that interpersonal trust from employees to managers, and among seafarers, seems to be a prerequisite and an indirect factor, or mediating variable, that influence safety-related organizational outcomes positively and seems to reduce human errors. Interpersonal trust seems to be most valuable in weak situations, which means situations that are not critical and when no exact guidance or incentives to behave in a particular way are needed. An optimal level of trust exists onboard, and because of the high-risk environment, this optimal level of trust is expected to be relatively high. The main obstacles to trust within the shipping industry seem to be the dual employment practice, the physical distance between onboard, crewing agency and onshore, the reduced competence requirements, the frequent reorganization of the crew and multiculturalism. The paper contributes to the trust and to the safety literature by a new framework and to the development of 11 hypotheses on trust and safety. Finally, the paper is indicating that trust may be the missing piece in the safety puzzle.

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Personality traits, affective commitment, documentation of knowledge, and knowledge sharing

Cited by 154 publications

References 82 publications

Personality and the creativity of frontline service employees: linear and curvilinear effects

Personality and the creativity of frontline service employees: linear and curvilinear effects

Perceived Career-Related Practices and Knowledge Sharing Behaviour: A Preliminary Study in Oman

Trust and safety onboard

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