Symposium 2406 - Nature, Antecedents And Consequences Of Personality Dynamics At Work

Emerging themes in I/O psychology
Thursday May 18   09:00 AM to 10:00 AM (1 hour)
Emerging themes in I/O psychology
Nature, antecedents and consequences of personality dynamics at work
A. Nübold 1,*, J. Hofmans 2
1Work & Social Psychology, Maastricht University, Maastricht, Netherlands, 2Work & Organizational Psychology, Vrije Universiteit Brussel, Brussels, Belgium
Main Abstract Content:   
State of the Art
Research has shown that personality is not only characterized by stability but also by change. Personality change shows in the form of long-term maturation effects, but also in the form of short-term responses to specific day-to-day experiences, which are referred to as personality states ( Fleeson, 2012). Initial studies in work and organizational psychology have started to investigate the antecedents and consequences of personality states at work, including predictors like work pressure and interpersonal conflict, akin to work-related outcomes such as job performance (e.g., Hofmans et al., 2015; Judge et al., 2013).
New Perspectives/Contributions
This symposium adds to the literature by presenting four empirical papers exploring (1) the specific nature of personality state fluctuations (e.g., variability and swiftness of return to baseline), (2) work-related causes of personality states (e.g., daily job autonomy and a mindfulness intervention), and (3) consequences of personality states at work (e.g., approach/avoidance goal orientation, perceptions of psychological contract breach and violation feelings).
Research/Practical Implications
Whereas the static approach to personality greatly served applied psychologists interested in predictive validities, it fails to tap into the dynamic processes underlying personality functioning at work. Investigating the nature of short-term changes in personality states, the predictive role of daily experiences, as well as its proximal consequences, will help us to understand these dynamics on the most basic level. From a practical point of view, such knowledge might offer suggestions for organizational interventions (e.g., training, job design), foster the development of employees’ personality, and complement the dispositional perspective of personnel selection.


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