Extroversion and conscientiousness predict deteriorating job outcomes during the COVID-19 transition to enforced remote work

At the beginning of the COVID-19 pandemic, organizations around the world rapidly transitioned to enforced remote work. We examined the relationship between personality and within-person changes in five job outcomes (self-reported performance, engagement, job satisfaction, burnout, and turnover intentions) during this transition. We conducted a four-wave longitudinal study, from May to August 2020, of employees working from home due to COVID-19, N = 974. On average, self-reported performance decreased over the course of the study, whereas the other outcomes remained stable. There was also significant between-person variability in job outcomes. Extroversion and conscientiousness, two traits traditionally associated with desirable outcomes, were associated with deteriorating outcomes over time. Extroverted employees and conscientious employees became less productive, less engaged, and less satisfied with their jobs; and extroverted employees reported increasing burnout. These results add to our understanding of how personality predicts within-person changes in performance, well-being, and turnover intentions during the pandemic

Taking a Disagreeing Perspective Improves the Accuracy of People's Quantitative Estimates

Many decisions rest on people’s ability to make estimates of unknown quantities. In these judgments, the aggregate estimate of a crowd of individuals is often more accurate than most individual estimates. Remarkably, similar principles apply when multiple estimates from the same person are aggregated, and a key challenge is to identify strategies that improve the accuracy of people’s aggregate estimates. Here, we present the following strategy: Combine people’s first estimate with their second estimate, made from the perspective of someone they often disagree with. In five preregistered experiments (N = 6,425 adults; N = 53,086 estimates) with populations from the United States and United Kingdom, we found that such a strategy produced accurate estimates (compared with situations in which people made a second guess or when second estimates were made from the perspective of someone they often agree with). These results suggest that disagreement, often highlighted for its negative impact, is a powerful tool in producing accurate judgments

Slow response times undermine trust in algorithmic (but not human) predictions

Algorithms consistently perform well on various prediction tasks, but people often mistrust their advice. Here, we demonstrate one component that affects people’s trust in algorithmic predictions: response time. In seven studies (total N = 1928 with 14,184 observations), we find that people judge slowly generated predictions from algorithms as less accurate and they are less willing to rely on them. This effect reverses for human predictions, where slowly generated predictions are judged to be more accurate. In explaining this asymmetry, we find that slower response times signal the exertion of effort for both humans and algorithms. However, the relationship between perceived effort and prediction quality differs for humans and algorithms. For humans, prediction tasks are seen as difficult and observing effort is therefore positively correlated with the perceived quality of predictions. For algorithms, however, prediction tasks are seen as easy and effort is therefore uncorrelated to the quality of algorithmic predictions. These results underscore the complex processes and dynamics underlying people’s trust in algorithmic (and human) predictions and the cues that people use to evaluate their quality

Extroversion and conscientiousness predict deteriorating job outcomes during the COVID-19 transition to enforced remote work

At the beginning of the COVID-19 pandemic, organizations around the world rapidly transitioned to enforced remote work. We examined the relationship between personality and within-person changes in five job outcomes (self-reported performance, engagement, job satisfaction, burnout, and turnover intentions) during this transition. We conducted a four-wave longitudinal study, from May to August 2020, of employees working from home due to COVID-19, N = 974. On average, self-reported performance decreased over the course of the study, whereas the other outcomes remained stable. There was also significant between-person variability in job outcomes. Extroversion and conscientiousness, two traits traditionally associated with desirable outcomes, were associated with deteriorating outcomes over time. Extroverted employees and conscientious employees became less productive, less engaged, and less satisfied with their jobs; and extroverted employees reported increasing burnout. These results add to our understanding of how personality predicts within-person changes in performance, well-being, and turnover intentions during the pandemic