Trait Activation Theory: A Review of the Literature and Applications to Five Lines of Personality Dynamics Research

Abstract

Extending interactionist principles and targeting situational specificity of trait–performance linkages, trait activation theory (TAT) posits personality traits are expressed as valued work behavior in response to trait-relevant situational cues, subject to constraints and other factors, all operating at the task, social, and organizational levels. Review of 99 key sources citing TAT spanning 2011–2019 reveals diverse applications (e.g., bidirectionality, trait specificity, team building) and an overall 60% significance rate for 262 TAT-based moderator effects reported in 60 of 75 empirical studies. Applying five key aspects of TAT (e.g., behavior/performance distinction, need-based motivation) to five lines of personality dynamics research (e.g., personality states, self-regulation models of motivation) supports TAT as a vehicle for advancing understanding of within-person variability over brief and extended timelines. Critical research needs include personality-oriented work analysis, longitudinal study of trait-situation processes, trait activation in teams, within-job bidirectionality, and situation relevance as a unifying principle in advancing person–workplace fit.

Remote working: a double-edged sword for workers' personal and professional well-being

“…It would therefore be fruitful for future studies to explore the issue of directionality through the reliance on longitudinal research designs. For instance, and although our consideration of the work context (onsite or remote) as a moderator of the effects of work centrality is consistent with the trait activation perspective (Tett, Toich, & Ozkum, 2021), a more complete trait-activation perspective suggests that work centrality might also act as a moderator for the effects of employees' job involvement on their work-family interface and well-being. Fourth, the present study was conducted solely among employees working in the UK or USA.…”

Pathways to performance in undergraduate medical students: role of conscientiousness and the perceived educational environment

“…Perhaps this can be partly explained by the different demands of the CBA and OSCE: conscientiousness can enhance performance when the task is suited to learning facts and a methodological approach (as in the CBA), but is insufficient when the task is more complex, requiring knowledge application and communication skills (such as in a clinical assessment context). Taken together, these findings are in line with Trait Activation Theory, according to which the behavioral expression of traits depends on the presence of trait-relevant contextual cues (Tett et al, 2013 ; 2021 ). However, it is important to note that the interaction effects explained a small proportion of variance in CBA and OSCE performance; therefore, it will be important further examine these effects in a larger sample.…”

“…Specifically, it was hypothesized that conscientiousness and the perceived environment would have direct effects on performance, as well as indirect effects on performance via learning approaches. It was also hypothesized that there would be an interactive effect of conscientiousness and the perceived environment on student performance, in line with Trait Activation Theory (Tett et al, 2013 ; 2021 ) and findings that the impact of conscientiousness on medical student performance is context-dependent (Ferguson et al, 2014 ). Specifically, it was hypothesized that performance would be highest among highly conscientious students who perceived their educational environment to be supportive.…”

“…It is conceivable that the effects of personality on performance will vary according to the perceived educational environment. According to Trait Activation Theory, the behavioral expression of traits depends on the presence of trait-relevant contextual cues (Tett et al, 2013(Tett et al, , 2021. Therefore, students may be most likely to perform well when their personality traits facilitate performance, such as when conscientiousness is high, and when they perceive their learning environment to be supportive.…”

Evaluation of Employee Empowerment on Taking Charge Behaviour: An Application of Perceived Organizational Support as a Moderator

“…In addition, guided by trait activation theory, when employees perceive empowerment cues, they are more likely to focus on such behaviors that communicate their authority and benefit the organization. 17 , 36 More specifically, according to trait activation theory, behaviour can be explained on the basis of people’s responses to “trait-relevant cues” which surface in situations. Trait-relevance refers to the degree to which a situation provides cues for the expression of “trait-relevant behaviour”.…”