Complex relationships among personality traits, job characteristics, and work behaviors

The aim of the study was to investigate the additive, mediating, and moderating effects of personality traits and job characteristics on work behaviors. Job applicants (N = 161) completed personality questionnaires measuring extraversion, neuroticism, achievement motivation, and experience seeking. One and a half years later, supervisors rated the applicants' job performance, and the job incumbents completed questionnaires about skill variety, autonomy, and feedback, work stress, job satisfaction, work self-efficacy, and propensity to leave. LISREL was used to test 15 hypotheses. Perceived feedback mediated the relationship between achievement motivation and job performance. Extraversion predicted work self-efficacy and job satisfaction. Work stress mediated the relationship between neuroticism and job satisfaction. Job satisfaction and experience seeking were related to propensity to leave. Autonomy, skill variety, and feedback were related to job satisfaction

Making things happen : a model of proactive motivation

Being proactive is about making things happen, anticipating and preventing problems, and seizing opportunities. It involves self-initiated efforts to bring about change in the work environment and/or oneself to achieve a different future. The authors develop existing perspectives on this topic by identifying proactivity as a goal-driven process involving both the setting of a proactive goal (proactive goal generation) and striving to achieve that proactive goal (proactive goal striving). The authors identify a range of proactive goals that individuals can pursue in organizations. These vary on two dimensions: the future they aim to bring about (achieving a better personal fit within one’s work environment, improving the organization’s internal functioning, or enhancing the organization’s strategic fit with its environment) and whether the self or situation is being changed. The authors then identify “can do,” “reason to,” and “energized to” motivational states that prompt proactive goal generation and sustain goal striving. Can do motivation arises from perceptions of self-efficacy, control, and (low) cost. Reason to motivation relates to why someone is proactive, including reasons flowing from intrinsic, integrated, and identified motivation. Energized to motivation refers to activated positive affective states that prompt proactive goal processes. The authors suggest more distal antecedents, including individual differences (e.g., personality, values, knowledge and ability) as well as contextual variations in leadership, work design, and interpersonal climate, that influence the proactive motivational states and thereby boost or inhibit proactive goal processes. Finally, the authors summarize priorities for future researc

Evaluation of marine subareas of Europe using life history parameters and trophic levels of selected fish populations

European marine waters include four regional seas that provide valuable ecosystem services to humans, including fish and other seafood. However, these marine environments are threatened by pressures from multiple anthropogenic activities and climate change. The European Marine Strategy Framework Directive (MSFD) was adopted in 2008 to achieve good environmental status (GEnS) in European Seas by year 2020, using an Ecosystem Approach. GEnS is to be assessed using 11 descriptors and up to 56 indicators. In the present analysis two descriptors namely "commercially exploited fish and shellfish populations" and "food webs" were used to evaluate the status of subareas of FAO 27 area. Data on life history parameters, trophic levels and fisheries related data of cod, haddock, saithe, herring, plaice, whiting, hake and sprat were obtained from the FishBase online database and advisory reports of International Council for the Exploration of the Sea (ICES). Subareas inhabited by r and K strategists were identified using interrelationships of life history parameters of commercially important fish stocks. Mean trophic level (MTL) of fish community each subarea was calculated and subareas with species of high and low trophic level were identified. The Fish in Balance (FiB) index was computed for each subarea and recent trends of FiB indices were analysed. The overall environmental status of each subarea was evaluated considering life history trends, MTL and FiB Index. The analysis showed that subareas I, II, V, VIII and IX were assessed as "good" whereas subareas III, IV, VI and VII were assessed as "poor". The subareas assessed as "good" were subject to lower environmental pressures, (less fishing pressure, less eutrophication and more water circulation), while the areas with "poor" environment experienced excessive fishing pressure, eutrophication and disturbed seabed. The evaluation was based on two qualitative descriptors ("commercially exploited fish and shellfish populations" and "food webs") is therefore more robust (C) 2015 The Authors. Published by Elsevier Ltd. This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/).Erasmus Mundus Joint Doctorate in Marine and Coastal Management (MACOMA); EC 7FP grant [308392]info:eu-repo/semantics/publishedVersio

Personality at work

Studies of personality at work have made significant contributions to theory and applied practice in work and organizational settings. This review article proposes that there are also reciprocal influences between core personality science and research on personality in work and organizations, each drawing on insights from the other. Following this tradition, the objective of this article is to review key foundations of research in a way that informs and critically reflects on state-of-the-art evidence in four main themes: (1) conceptualization and structure of personality at work, (2) personality assessment in work settings, (3) personality processes and dynamics at work, and (4) impact of situations on personality at work. Critically reflections on key implications, and directions for future research are presented, anticipating how the field may adapt to the changing nature of work and society