Skip to main page content
Access keys NCBI Homepage MyNCBI Homepage Main Content Main Navigation
, 10, 1720
eCollection

Personality Traits and Career Role Enactment: Career Role Preferences as a Mediator

Affiliations

Personality Traits and Career Role Enactment: Career Role Preferences as a Mediator

Nicole de Jong et al. Front Psychol.

Abstract

It has been argued that how a person's career unfolds is increasingly affected by his or her own values, personality characteristics, goals and preferences. The current study addresses the issue of how we can explain that personality traits are associated with the enactment of certain career roles. Two survey studies (e.g., a two wave worker sample and a cross-sectional worker sample) were conducted to investigate the relationships between personality traits, career role preferences and career role enactment. As expected, results indicate that peoples' personality traits predicted the preference for certain roles in the work context which, in turn, predicted the career roles they actually occupy. Specifically, our findings show that Extraversion, Conscientiousness and Openness to experience influence various career role preferences (i.e., Maker, Expert, Presenter, Guide, Director, and Inspirer role preferences) and, subsequently, the enactment of these career roles. Other traits, such as Neuroticism and Agreeableness, seem less important in predicting role preferences and subsequent role enactment. These results underline the importance of acknowledging not only individual trait differences but especially role preferences in explaining how careers develop over time. Further implications, limitations and research ideas are discussed.

Keywords: career role enactment; career role preferences; career roles; job crafting; personality.

Figures

FIGURE 1
FIGURE 1
Conceptual model of how personality traits relate to career role preferences and career role enactment.

Similar articles

See all similar articles

References

    1. Akhtar R., Boustani L., Tsivrikos D., Chamorro-Premuzic T. (2015). The engageable personality: personality and trait EI as predictors of work engagement. Pers. Individ. Differ. 73 44–49. 10.1016/j.paid.2014.08.04 - DOI
    1. Allik J., McCrae R. R. (2004). Toward a geography of personality traits patterns of profiles across 36 cultures. J. Cross Cult. Psychol. 35 13–28. 10.1177/0022022103260382 - DOI
    1. Anusic I., Schimmack U. (2016). Stability and change of personality traits, self-esteem, and well-being: introducing the meta-analytic stability and change model of retest correlations. J. Pers. Soc. Psychol. 110 766–781. 10.1037/pspp0000066 - DOI - PubMed
    1. Bakker M., Tims A. B., Derks D. (2012). Proactive personality and job performance: the role of job crafting and work engagement. Hum. Relat. 65 1359–1378. 10.1177/0018726712453471 - DOI
    1. Barrick M. R. (2005). Yes, personality matters: moving on to more important matters. Hum. Perform. 18 359–372. 10.1207/s15327043hup1804_3 - DOI

LinkOut - more resources

Feedback