Priority-Setting and Personality

In a publicly fnanced health system, it is important that priority-setting refects social values. Many studies investigate public preferences through surveys taken from samples, but to be representative, these samples must refect value judgments of all relevant population subgroups. In this study, we explore whether, next to better-understood sources of heterogeneity such as age, education or gender, also diferences in personality play a role in how people want to set limits to health care. We investigate the infuence of dispositional optimism: whether someone anticipates a good or bad future. This is an important personality dimension that has been shown to widely reverberate into people’s lives and that can also be expected to infuence people’s views on health care. To test our hypothesis, we asked a representative sample of the Belgian population (N=750) to complete both the revised life orientation test and a discrete choice experiment about allocating healthcare resources, and we investigated the relationships between both measurements. We found that more pessimistic individuals were less supportive of using patients’ age as a selection criterion and more hesitant to invest in prevention. Since individual dispositions are usually not part of the criteria for selecting representative samples, our fndings point at a potential non-response bias in studies that elicit social values

An Investigation of Big Five and Narrow Personality Traits In Relation to Career Satisfaction of Managers

Career satisfaction has become an important research topic in both psychological and business research. The purpose of the present study was to examine the relationships between general managers’ career satisfaction, the Big Five personality traits (agreeableness, conscientiousness, emotional stability, extraversion, and openness), as well as narrow personality traits. An archival data source was used consisting of a sample of 6,042 general managers and 48,726 non-managers from various industries. I investigated the relationship between personality variables and general manager’s career satisfaction. Results indicated that several personality traits were significantly related to managers’ career satisfaction. For example, emotional resilience, extraversion, conscientiousness, agreeableness, optimism, and work drive were significantly related to general managers’ career satisfaction. Among all the personality traits, emotional resilience and optimism had the highest correlations with general manager’s career satisfaction. The difference between managers and non-managers were compared. Implications for future research and practice were discussed

HU Journal, Volume 4 Issue 18

https://dh.howard.edu/huj_v4/1017/thumbnail.jp