The Trait Activation Theory(TAT)is widely regarded as the most influential personality theory approach in psychology.The purpose of this study is to analyze the TAT’s role in the contemporary workplace.Which personal...The Trait Activation Theory(TAT)is widely regarded as the most influential personality theory approach in psychology.The purpose of this study is to analyze the TAT’s role in the contemporary workplace.Which personality traits are more likely to predict work success?Which characteristics should businesses prioritize throughout the recruiting and selection processes?According to the Trait Activation Theory,what is the significance of motivation in the workplace and how can employers find employees who can be more productive,efficient,and involved in the organization’s goals?A systematic review of past recent research was used to answer the questions raised above.Following the gathering and examination of multiple recent publications on the issue,it was determined that the use of this model had a favorable impact on individual and group performance,working relationships,manager job performance,and workplace creativity.展开更多
Trait Activation Theory(TAT)is a comprehensive examination of the personality-job fit and is based on the model of job performance.This theory’s main argument is how individuals express their personal traits when exp...Trait Activation Theory(TAT)is a comprehensive examination of the personality-job fit and is based on the model of job performance.This theory’s main argument is how individuals express their personal traits when exposed to trait-relevant situational cues.The trait-relevant situation can be assessed through the cues that play a role in the manifestation of trait-relevant behaviors.The situational cues may originate from social,task,and organization.These cues may provoke or trigger the behaviors related to traits but not related to performance measures.The three central principles suggested in TAT are:(1)personal traits are expressed in the behaviors related to work as responses to the situation cues that are trait-relevant,(2)trait-relevant situation cues originate from social,task,and organization,(3)job performance and work behaviors that are trait expressive are distinct,with job performance to be discussed as valued work behavior.The research conducted and presented below includes articles that are in the majority of the last two decades and the findings suggest that TAT was reviewed usually against managerial roles and qualities.In some articles,TAT was also reviewed and researched together with other major personality theories to explain behavior.展开更多
Locus of control theory,which was developed by Rotter,suggests that there are two main types of peoples’behaviors when attributing their failure or success of their life events:external locus of control and internal....Locus of control theory,which was developed by Rotter,suggests that there are two main types of peoples’behaviors when attributing their failure or success of their life events:external locus of control and internal.The way that individuals act is determined by their expectations of their specific behaviors and the value that they add to these expectations.For instance,people who fit in the internal category are more likely to attribute their life events to their own behaviors,skills,and attitudes,while people who fit in the external category,tend to attribute their acts to fate,chance,and other exterior factors that are out of their control.The aim of this systematic literature review was to define the fundamental concept of LOC theory,to investigate major findings of the theory in accordance with LOC and procrastination,job satisfaction,and performance and lastly,to discuss the practical use of the theory in the organizational context.展开更多
This paper discusses the main variables related to ethical leadership,and the behaviors exhibited by ethical leaders,along with the particular personality characteristic of conscientiousness.Initially,several definiti...This paper discusses the main variables related to ethical leadership,and the behaviors exhibited by ethical leaders,along with the particular personality characteristic of conscientiousness.Initially,several definitions of both ethical leadership and conscientiousness are displayed,which shed light on answering the implications of conscientiousness on ethical leadership.Diverse articles are also included to further elucidate the main research question,which is the implications of conscientiousness on ethical leadership.This literature review combines the traditional definitions and reviews of the variables,along with the research findings of the presented articles,their methodology designs and results,to support the beneficial impact of conscientiousness on ethical leaders,and discover its additional effect on employees’mindset,perceptions,and behaviors.展开更多
Motivation and employee behavior have been characterized as strong factors for employee job performance.McGregor’s theory is one of the most recognized and influential theories that perfectly explains the relationshi...Motivation and employee behavior have been characterized as strong factors for employee job performance.McGregor’s theory is one of the most recognized and influential theories that perfectly explains the relationship between those factors and focuses on management and organizational behavior.Specifically,this theory emphasizes that employees are characterized as Type X or Type Y,and motivation is achieved in different ways according to the type.This paper was conducted to address important areas of McGregor’s theory,to discuss how the theory is applied in the workplace,and to elaborate on how recent studies have assembled scientific valid instruments to evaluate X and Y employee behaviors and employee performance.Recommendations for future research and applications will be addressed too.展开更多
This systematic literature review aimed to analyze and synthesize studies that indicated the importance of behavioral observation in the organizational context.Based on Social Learning Theory and by considering releva...This systematic literature review aimed to analyze and synthesize studies that indicated the importance of behavioral observation in the organizational context.Based on Social Learning Theory and by considering relevant recent findings and theories,the impact of managers as role models for employees is researched and analyzed.The importance of this topic is to determine ways that learning and enhancing performance in the workplace can be applied for people management development.The literature for theory was numerous,however studies on the particular topic were limited and not expanded in the organizational context.The key message of this review is that the impact of managers and leaders can be positive and progressive both for the employees and for the organization.展开更多
The Big Five Theory is often regarded as psychology’s most influential personality theoretical approach.The goal of this study is to examine the role of the Big Five Theory in the workplace,especially which personali...The Big Five Theory is often regarded as psychology’s most influential personality theoretical approach.The goal of this study is to examine the role of the Big Five Theory in the workplace,especially which personality qualities are more likely to predict work success.Which traits should companies emphasize throughout the hiring and selection processes?How can businesses use the Big Five personality model to locate employees that are more productive,efficient,and devoted to the organization’s goals?A detailed assessment of existing recent research addresses the aforementioned issues.Following a review of many current articles on the subject,it was established that using this model had a positive influence on individual and group performance,working relationships,manager work performance,and workplace innovation.展开更多
The present paper evaluated Friedman’s and Rosenman’s Type A and Type B personality theory.According to the authors,Type A personality has been linked to coronary heart disease and other heart problems.After discuss...The present paper evaluated Friedman’s and Rosenman’s Type A and Type B personality theory.According to the authors,Type A personality has been linked to coronary heart disease and other heart problems.After discussing the basic concepts of the theory,it was important to analyze different research papers that utilized the theory in different domains.Then the discussion moved forward to new personality types that have been discovered throughout the years(Types C,D,T).Then a summary of the criticism that the theory has received is included.Finally,future research ideas and limitations of the theory were included.展开更多
Personality in modern organizations plays a significant role in determining behavior,attitudes,and performance.How can empirical models like Big Five Theory be put into practice in the recruitment and selection proces...Personality in modern organizations plays a significant role in determining behavior,attitudes,and performance.How can empirical models like Big Five Theory be put into practice in the recruitment and selection process?Would it be useful to apply in the workplace?What creates a positive motivating experience at work?How do the personality traits affect the productivity as well as the results in an organization?The above questions are answered in this presented systematic review and different researches and studies are applied in order to provide a holistic spectrum.Nowadays there is a transition from job satisfaction to job engagement pinpointing the importance of the meaning and purpose for organizations with good compensation and benefits.Is working for something that delivers value and has an impact correlated with certain personality traits that are presented in the Big Five Theory Model?展开更多
The current project provides a systemic literature review on the self-regulation theory analyzing the history,the main concepts,and an integrated model of analyzing the theory.Following,emotional resilience is describ...The current project provides a systemic literature review on the self-regulation theory analyzing the history,the main concepts,and an integrated model of analyzing the theory.Following,emotional resilience is described and linked with the self-regulation theory proving their connection,through emotional regulation.The literature review provides tangible resources for individuals to understand and apply in everyday life tactics that will assist them in fostering greater emotional resilience in the workplace,utilizing the self-regulation theory.Finally,a brief discussion is provided in terms of how to evaluate critically the concepts mentioned while limitations and future research are also indicated.This paper aims to invite conversation and collaboration in discovering a relatively new field that could in the future reimagine the workplace.展开更多
Recently,setting goals has received a lot of attention.Studies show that not all goals are the same,not all goals are suitable for every situation.Interesting findings have emerged over the past 20 years regarding dem...Recently,setting goals has received a lot of attention.Studies show that not all goals are the same,not all goals are suitable for every situation.Interesting findings have emerged over the past 20 years regarding demanding versus realistic goals,generic versus more precise goals,assigned versus participative goals,and finally learning versus performance-based goals.This systematic literature review aims to highlight the importance of goal setting theory in business and explore its fundamental concepts,by reviewing and evaluating the most recent studies,finally,to discuss potential applications and offer suggestions for further research.展开更多
In this review authors will analyze Herzberg’s motivation theory as one of the content theories of motivation.It attempts to explain the factors that motivate individuals through identifying and satisfying their indi...In this review authors will analyze Herzberg’s motivation theory as one of the content theories of motivation.It attempts to explain the factors that motivate individuals through identifying and satisfying their individual needs,desires,and the aims pursued to satisfy these desires.This theory of motivation is known as a two-factor content theory.It is based upon the deceptively simple idea that motivation can be dichotomized into hygiene factors and motivation factors and is often referred to as a“two-need system”.These two separate“needs”are the need to avoid unpleasantness and discomfort and,at the other end of the motivational scale,the need for personal development.A shortage of the factors that positively encourage employees(the motivating factors)will cause employees to focus on other,non-job related“hygiene”factors.The most important part of this theory of motivation is that the main motivating factors are not in the environment but in the intrinsic value and satisfaction gained from the job itself.It follows therefore that to motivate an individual,a job itself must be challenging,have scope for enrichment,and be of interest to the jobholder.Motivators(sometimes called“satisfiers”)are those factors directly concerned with the satisfaction gained from a job.展开更多
文摘The Trait Activation Theory(TAT)is widely regarded as the most influential personality theory approach in psychology.The purpose of this study is to analyze the TAT’s role in the contemporary workplace.Which personality traits are more likely to predict work success?Which characteristics should businesses prioritize throughout the recruiting and selection processes?According to the Trait Activation Theory,what is the significance of motivation in the workplace and how can employers find employees who can be more productive,efficient,and involved in the organization’s goals?A systematic review of past recent research was used to answer the questions raised above.Following the gathering and examination of multiple recent publications on the issue,it was determined that the use of this model had a favorable impact on individual and group performance,working relationships,manager job performance,and workplace creativity.
文摘Trait Activation Theory(TAT)is a comprehensive examination of the personality-job fit and is based on the model of job performance.This theory’s main argument is how individuals express their personal traits when exposed to trait-relevant situational cues.The trait-relevant situation can be assessed through the cues that play a role in the manifestation of trait-relevant behaviors.The situational cues may originate from social,task,and organization.These cues may provoke or trigger the behaviors related to traits but not related to performance measures.The three central principles suggested in TAT are:(1)personal traits are expressed in the behaviors related to work as responses to the situation cues that are trait-relevant,(2)trait-relevant situation cues originate from social,task,and organization,(3)job performance and work behaviors that are trait expressive are distinct,with job performance to be discussed as valued work behavior.The research conducted and presented below includes articles that are in the majority of the last two decades and the findings suggest that TAT was reviewed usually against managerial roles and qualities.In some articles,TAT was also reviewed and researched together with other major personality theories to explain behavior.
文摘Locus of control theory,which was developed by Rotter,suggests that there are two main types of peoples’behaviors when attributing their failure or success of their life events:external locus of control and internal.The way that individuals act is determined by their expectations of their specific behaviors and the value that they add to these expectations.For instance,people who fit in the internal category are more likely to attribute their life events to their own behaviors,skills,and attitudes,while people who fit in the external category,tend to attribute their acts to fate,chance,and other exterior factors that are out of their control.The aim of this systematic literature review was to define the fundamental concept of LOC theory,to investigate major findings of the theory in accordance with LOC and procrastination,job satisfaction,and performance and lastly,to discuss the practical use of the theory in the organizational context.
文摘This paper discusses the main variables related to ethical leadership,and the behaviors exhibited by ethical leaders,along with the particular personality characteristic of conscientiousness.Initially,several definitions of both ethical leadership and conscientiousness are displayed,which shed light on answering the implications of conscientiousness on ethical leadership.Diverse articles are also included to further elucidate the main research question,which is the implications of conscientiousness on ethical leadership.This literature review combines the traditional definitions and reviews of the variables,along with the research findings of the presented articles,their methodology designs and results,to support the beneficial impact of conscientiousness on ethical leaders,and discover its additional effect on employees’mindset,perceptions,and behaviors.
文摘Motivation and employee behavior have been characterized as strong factors for employee job performance.McGregor’s theory is one of the most recognized and influential theories that perfectly explains the relationship between those factors and focuses on management and organizational behavior.Specifically,this theory emphasizes that employees are characterized as Type X or Type Y,and motivation is achieved in different ways according to the type.This paper was conducted to address important areas of McGregor’s theory,to discuss how the theory is applied in the workplace,and to elaborate on how recent studies have assembled scientific valid instruments to evaluate X and Y employee behaviors and employee performance.Recommendations for future research and applications will be addressed too.
文摘This systematic literature review aimed to analyze and synthesize studies that indicated the importance of behavioral observation in the organizational context.Based on Social Learning Theory and by considering relevant recent findings and theories,the impact of managers as role models for employees is researched and analyzed.The importance of this topic is to determine ways that learning and enhancing performance in the workplace can be applied for people management development.The literature for theory was numerous,however studies on the particular topic were limited and not expanded in the organizational context.The key message of this review is that the impact of managers and leaders can be positive and progressive both for the employees and for the organization.
文摘The Big Five Theory is often regarded as psychology’s most influential personality theoretical approach.The goal of this study is to examine the role of the Big Five Theory in the workplace,especially which personality qualities are more likely to predict work success.Which traits should companies emphasize throughout the hiring and selection processes?How can businesses use the Big Five personality model to locate employees that are more productive,efficient,and devoted to the organization’s goals?A detailed assessment of existing recent research addresses the aforementioned issues.Following a review of many current articles on the subject,it was established that using this model had a positive influence on individual and group performance,working relationships,manager work performance,and workplace innovation.
文摘The present paper evaluated Friedman’s and Rosenman’s Type A and Type B personality theory.According to the authors,Type A personality has been linked to coronary heart disease and other heart problems.After discussing the basic concepts of the theory,it was important to analyze different research papers that utilized the theory in different domains.Then the discussion moved forward to new personality types that have been discovered throughout the years(Types C,D,T).Then a summary of the criticism that the theory has received is included.Finally,future research ideas and limitations of the theory were included.
文摘Personality in modern organizations plays a significant role in determining behavior,attitudes,and performance.How can empirical models like Big Five Theory be put into practice in the recruitment and selection process?Would it be useful to apply in the workplace?What creates a positive motivating experience at work?How do the personality traits affect the productivity as well as the results in an organization?The above questions are answered in this presented systematic review and different researches and studies are applied in order to provide a holistic spectrum.Nowadays there is a transition from job satisfaction to job engagement pinpointing the importance of the meaning and purpose for organizations with good compensation and benefits.Is working for something that delivers value and has an impact correlated with certain personality traits that are presented in the Big Five Theory Model?
文摘The current project provides a systemic literature review on the self-regulation theory analyzing the history,the main concepts,and an integrated model of analyzing the theory.Following,emotional resilience is described and linked with the self-regulation theory proving their connection,through emotional regulation.The literature review provides tangible resources for individuals to understand and apply in everyday life tactics that will assist them in fostering greater emotional resilience in the workplace,utilizing the self-regulation theory.Finally,a brief discussion is provided in terms of how to evaluate critically the concepts mentioned while limitations and future research are also indicated.This paper aims to invite conversation and collaboration in discovering a relatively new field that could in the future reimagine the workplace.
文摘Recently,setting goals has received a lot of attention.Studies show that not all goals are the same,not all goals are suitable for every situation.Interesting findings have emerged over the past 20 years regarding demanding versus realistic goals,generic versus more precise goals,assigned versus participative goals,and finally learning versus performance-based goals.This systematic literature review aims to highlight the importance of goal setting theory in business and explore its fundamental concepts,by reviewing and evaluating the most recent studies,finally,to discuss potential applications and offer suggestions for further research.
文摘In this review authors will analyze Herzberg’s motivation theory as one of the content theories of motivation.It attempts to explain the factors that motivate individuals through identifying and satisfying their individual needs,desires,and the aims pursued to satisfy these desires.This theory of motivation is known as a two-factor content theory.It is based upon the deceptively simple idea that motivation can be dichotomized into hygiene factors and motivation factors and is often referred to as a“two-need system”.These two separate“needs”are the need to avoid unpleasantness and discomfort and,at the other end of the motivational scale,the need for personal development.A shortage of the factors that positively encourage employees(the motivating factors)will cause employees to focus on other,non-job related“hygiene”factors.The most important part of this theory of motivation is that the main motivating factors are not in the environment but in the intrinsic value and satisfaction gained from the job itself.It follows therefore that to motivate an individual,a job itself must be challenging,have scope for enrichment,and be of interest to the jobholder.Motivators(sometimes called“satisfiers”)are those factors directly concerned with the satisfaction gained from a job.
