Team–Member Exchange and Work Engagement: Does Personality Make a Difference?

Liao, Fang Yi; Yang, Liu; Wang, Mo; Drown, Damon; Shi, Junqi

doi:10.1007/s10869-012-9266-5

Cited by 81 publications

(73 citation statements)

References 79 publications

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“…This has been also confirmed by the study conducted among teachers of public sector universities in Pakistan [59]. The authors found the results related to the correlations between personality traits and job satisfaction quite surprising (H3).…”

Section: Discussionsupporting

confidence: 56%

“…A study by Woods and Sofat [61] in British adults employed in office environments, suggests a positive correlation between extraversion and engagement, yet this finding has not been confirmed by the study investigating employees of the freight department of an airport in China [58]. On the other hand, the correlation between agreeableness and work engagement was either positive [58][59][60] or statistically non-significant. A high level of openness to experience points to experiential engagement, however, in this case, just like in the case influence on deep acting; and agreeableness and openness had a positive impact on both surface and deep acting [54].…”

Section: Work Engagementmentioning

confidence: 89%

“…The relationship between personality and work engagement has been confirmed in numerous studies, yet the findings are inconsistent. Available results suggest that conscientiousness is correlated with work engagement, not only in general but also in the aspects of vigor, dedication and absorption [57][58][59][60]. This correlation is positive.…”

Section: Work Engagementmentioning

confidence: 96%

“…This correlation is positive. What is more, neuroticism is generally negatively correlated with work engagement [58][59][60] or vigor [57]. Although essentially related to social involvement, extraversion is reported to correlate with work engagement in diverse ways.…”

Section: Work Engagementmentioning

confidence: 99%

See 3 more Smart Citations

Relationships between personality, emotional labor, work engagement and job satisfaction in service professions

Mróz¹,

Kaleta²

2016

Int J Occup Med Environ Health

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Objectives: Although there have been studies linking personality to selected aspects of functioning at work, Polish literature reports a shortage of detailed analyses considering, e.g., specific professional groups or certain variables. The aim of our study was to explore the links between personality traits and emotional labor, work engagement and job satisfaction among service workers. Material and Methods: The study was based on a cross-sectional, self-report survey of 137 workers representing different service industries in Poland. Each participant received a demographic data sheet and a set of questionnaires: NEO Five-Factor Inventory, the Deep Acting and Surface Acting Scale, the Job Satisfaction Scale and the Utrecht Work Engagement Scale -all in their Polish versions. Results: A correlation analysis revealed numerous relationships between the examined variables. However, results of the regression analysis showed that only some personality traits were related with individual aspects of functioning at work. Neuroticism accounted for the phenomenon of faking emotions. Conscientiousness was significantly related to general work engagement, vigor and dedication. Agreeableness and neuroticism significantly predicted job satisfaction. Conclusions: Individual personality traits account for various aspects of work functioning. Int J Occup Med Environ Health 2016;29(5):767-782

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Section: Discussionsupporting

confidence: 56%

Section: Work Engagementmentioning

confidence: 89%

Section: Work Engagementmentioning

confidence: 96%

Section: Work Engagementmentioning

confidence: 99%

See 2 more Smart Citations

Relationships between personality, emotional labor, work engagement and job satisfaction in service professions

Mróz¹,

Kaleta²

2016

Int J Occup Med Environ Health

View full text Add to dashboard Cite

show abstract

“…Five factor personality dimensions are neuroticism, openness to experience, conscientiousness, agreeableness, and extraversion, Liao et al (2013) stated that past inquiry has largely endorsed the relation of five personality traits or Big Five personality traits to motivation to work, including engagement to work. Kim, Shin, and Swanger (2009) revealed that neuroticism, of these dimensions, was the most associated dimension with work engagement by reducing engagement to work.…”

Section: Neuroticismmentioning

confidence: 99%

Workplace Ostracism and Work Engagement: The Moderating Role of Neuroticism

Kaya¹,

Ataman²,

Aydın³

2017

IJoBM

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Communicating our way to engaged volunteers: A mediated process model of volunteer communication, engagement, and commitment

Trent

Allen

Prange

2020

Journal Community Psychology

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Retaining productive volunteers is an essential issue nonprofit organizations face, as volunteers help extend nonprofits' services to their target populations. The current study examined two facets of communication, perception of voice (i.e., upward communication) and satisfaction with communication (i.e., downward communication), as well as training, as important volunteer management practices with respect to facilitating volunteer engagement and commitment using both psychological contract and social exchange theories as the framework. One‐hundred and seventy‐one volunteers from two nonprofit organizations were surveyed to assess their satisfaction with the communication processes at their respective agencies, as well as their level of engagement, commitment, and perception of the training they received for their volunteer roles. Volunteer perceptions of both upward and downward communication were found to be indirectly related to organizational commitment through engagement. In addition, results indicated that volunteer training practices moderated the effects of upward and downward communication on engagement and commitment. Findings suggested that upward and downward communication are important predictors of volunteer engagement and commitment. Furthermore, providing training may help to strengthen these indirect effects.

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Team–Member Exchange and Work Engagement: Does Personality Make a Difference?

Cited by 81 publications

References 79 publications

Relationships between personality, emotional labor, work engagement and job satisfaction in service professions

Relationships between personality, emotional labor, work engagement and job satisfaction in service professions

Workplace Ostracism and Work Engagement: The Moderating Role of Neuroticism

Communicating our way to engaged volunteers: A mediated process model of volunteer communication, engagement, and commitment

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