Todd A. Mooradian

Who Trusts? Personality, Trust and Knowledge Sharing

The strategic importance of knowledge sharing and its relationships with organizational and managerial (i.e. environmental) factors have been well documented. The effects of some context-specific individual factors—including interpersonal trust—on knowledge sharing have also been investigated. The effects of enduring and pervasive individual factors (i.e, personality) on knowledge sharing have not been adequately described empirically. This article links personality, specifically agreeableness, a broad personality domain and propensity to trust, a narrow personality facet, to knowledge sharing via interpersonal trust, thereby clarifying substantial person-related effects within these important workplace phenomena.

“I can't get no satisfaction:” The impact of personality and emotion on postpurchase processes

Emerging theory and empirics in personality psychology have related enduring traits with transient affective experiences or states. The research reported in this article integrates these findings with recent consumer research models linking consumption-based emotions with consumer satisfaction and postpurchase behaviors (including complaints, recommendations, and repeat purchase intentions). Our results support a model relating broad, fundamental personality traits to specific consumer behaviors via mediating affective experiences. These findings may help identify consumer segments inclined toward satisfaction or dissatisfaction, and consequently, toward loyalty, word of mouth, and complaining. Further, they suggest a general approach for relating broad traits to specific behaviors by incorporating mediating processes.

Personality traits and personal values: a conceptual and empirical integration

Abstract Independent advances in the study of personality traits and personal values have clarified their foundations, antecedents, content, structure, and measurement. Accumulating evidence shows that personality traits are largely endogenous characteristics, while personal values are learned adaptations strongly influenced by the environment. Thus, these constructs appear to address nature and the interaction of nature and nurture, respectively. Although each itself is related to an abundance of research and theory, efforts to integrate personality traits and personal values have been limited. We integrate the two constructs conceptually and then report corroborating empirics in a Western sample using two distinct personality approaches. Findings indicate that personal values are influenced in predicted patterns by Openness/Intellect, Agreeableness, and Conscientiousness as well as, more moderately, by Extraversion.

Personality traits, affective commitment, documentation of knowledge, and knowledge sharing

Managerial influences on knowledge sharing and the importance of knowledge sharing in strategic success of firms have been well studied. Some research and theory have considered the effects of relatively malleable and situation-specific individual characteristics, such as motivation and the perception of vulnerability, on knowledge sharing. Insufficient research has considered the effects of enduring individual differences (i.e. personality traits) on knowledge sharing, although personality traits have been shown to be robust predictors of workplace behaviors, attitudes, and performance. We report a study linking two elemental personality traits, Agreeableness and Conscientiousness, to knowledge sharing via affective commitment and documentation of knowledge: Agreeableness influences an individuals affective commitment to the organization; both affective commitment and Conscientiousness predict the documentation of knowledge: and, affective commitment and the documentation of knowledge influence knowledge sharing. These findings integrate the extant, heretofore unrelated bodies of literature on knowledge sharing and on personality traits in personnel selection.

Personality, person–brand fit, and brand community: An investigation of individuals, brands, and brand communities

Abstract Brand communities have received considerable and warranted attention from marketing researchers and practitioners. Brand communities can be important sources of information for both the firm and other customers, and they play an important role in building and maintaining strong brands. Nevertheless, the antecedents of brand community identification, such as individual differences across consumers in the propensity to connect with brand communities, are not as well understood. We hypothesise that the enduring personality traits extraversion and agreeableness predict identification with the [brand] community, which in turn, and along with product attachment, will be related to brand trust and brand loyalty. Product attachment itself is hypothesised to be a function of person–brand congruity, the perceived fit between the person and the brand. Those relationships are tested and supported in data from a sample of 662 car enthusiasts attending a large brand community meeting or ‘brandfest’.

Dispositional empathy and the hierarchical structure of personality.

Personality psychology has recognized a fundamental 5-factor structure that has integrated and organized theory and research. Nevertheless, personality-like differences beyond that structure have been identified. In heretofore unrelated research, dispositional empathy has been an essential construct in understanding human development, behavior, and interpersonal relationships. Addressing a gap in the literature, we map multidimensional dispositional empathy into 2 versions of the 5-factor space. Empathic concern is closely related to agreeableness, and personal distress is closely related to neuroticism. Perspective taking has complex, interstitial relationships with the 5 factors. In contrast, fantasy is not well explained by the 5 factors. We discuss the implications of these findings for understanding dispositional empathy and for understanding the 5-factor structure, its correlates in emotional processes and experiences, and its limits.

COMPARING THE NEO-FFI AND SAUCIER'S MINI-MARKERS AS MEASURES OF THE BIG FIVE

Abstract The NEO-FFI (Costa & McCrae, 1992) and Sauciers adjective Mini-Markers (1994) were compared as measures of the Five Factor Model. Confirmatory factor analyses and principal components analyses followed by correlations found discrepancies between the two measures and corroborated previous assertions that the lack of a simple factor structure makes it difficult to use confirmatory techniques to examine personality models.

Personality and ad-evoked feelings: The case for extraversion and neuroticism

Feeling responses to advertisements have been identified as important advertising effects. Considerable intersubject variance has been noted across those ad-evoked feelings. Conceptual models have proposed individual differences, including personality, as antecedents of adevoked feelings. In the psychology literature,extraversion andneuroticism have been shown to predict positive and negative affect, respectively. The current research proposes and tests relationships between extraversion and neuroticism and specific, transient feeling responses to ads. Additionally, the single traitaffect intensity, an alternative construal of individual differences in affective predispositions, is measured and compared with extraversion and neuroticism. Extraversion and neuroticism appear to be preferable, theoretically grounded predictors of adevoked feelings and consequent consumer attitudes. These findings should advance advertising managers’ understandings of differences across consumers in fundamental patterns of feeling responses to advertising.

Corporate Culture As An Antecedent Of Successful Exploration And Exploitation

Organisational culture is a decisive factor for a firms innovativeness and performance. Our empirical model explores the relationship between organisational culture — based on the competing values model — as an antecedent of exploration and exploitation, innovation success and firm performance. It is tested on a sample of 232 CEOs of corporations in the US. Relationships between the constructs were analysed through path modelling, using the Partial Least Squares (PLS) method, employing the SmartPLS software. The results reveal a strong influence of corporate culture on exploration and exploitation, innovation success and performance. More specifically, we find significant positive relationships between hierarchy culture and market culture and exploitation. A clan culture negatively impacts exploration. Only an adhocracy culture positively influences both exploitation and exploration. Exploration and exploitation are positively related to innovation success and firm performance. Theoretical and managerial implications, limitations, and an agenda for further research are discussed.

Self-esteem and transformational leadership

Purpose – The purpose of this paper is to investigate whether transformational leadership behavior is a function of the leader’s own self-respect and his/her evaluation of being capable, significant, and worthy (self-esteem). It is also tested whether transformational leadership is related to innovation success. Design/methodology/approach – Data were collected from 411 entrepreneurs and managing directors of small- and medium-sized Austrian companies. The proposed hypotheses were tested using structural equation modeling (PLS). Findings – A strong and significant relationship between self-esteem and transformational leadership was found. Furthermore, data analyses revealed that transformational leadership has a positive impact on innovation success. Originality/value – This study reveals the important but heretofore neglected role of self-esteem, defined as a manager’s overall self-evaluation of his/her competences, as an important predictor of transformational leadership.