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Core personality traits of managers

Core personality traits of managers Purpose – The purpose of this paper is to empirically compare managers with employees in other occupations on Big Five and narrow personality traits to identify a distinctive personality profile for managers. Design/methodology/approach – An archival data set representing employees in a wide range of business sectors and organizations was utilized to compare trait scores of 9,138 managers with 76,577 non-managerial employees. Profile analysis (PA) with MANOVA and analysis of covariance was used to compare managers and non-managers on Big Five traits Openness, Conscientiousness, Extraversion, Agreeableness, and Emotional Stability; and narrow traits Assertiveness, Optimism, Work Drive, and Customer Service Orientation. Findings – As hypothesized, compared to non-managers, managers had significantly higher scores across nine traits, all of which correlated significantly with managerial career satisfaction. Research limitations/implications – Although job tenure and managerial level are not examined, the findings align with managerial competence models, the Attraction-Selection-Attrition model, and vocational theory and raise questions for research on the adaptive value of these traits for managers’ satisfaction and effectiveness. Practical implications – The results carry practical implications for selection, placement, training, career planning for managers, and particularly for their professional development. Social implications – A distinctive personality profile for managers clarifies the occupational identity of managers, which contributes to public and professional understanding of managers and their roles. Originality/value – This study is original in reporting an empirical, theoretically grounded personality profile of managers that includes both Big Five and narrow traits. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Journal of Managerial Psychology Emerald Publishing

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References (44)

Publisher
Emerald Publishing
Copyright
Copyright © Emerald Group Publishing Limited
ISSN
0268-3946
DOI
10.1108/JMP-03-2014-0092
Publisher site
See Article on Publisher Site

Abstract

Purpose – The purpose of this paper is to empirically compare managers with employees in other occupations on Big Five and narrow personality traits to identify a distinctive personality profile for managers. Design/methodology/approach – An archival data set representing employees in a wide range of business sectors and organizations was utilized to compare trait scores of 9,138 managers with 76,577 non-managerial employees. Profile analysis (PA) with MANOVA and analysis of covariance was used to compare managers and non-managers on Big Five traits Openness, Conscientiousness, Extraversion, Agreeableness, and Emotional Stability; and narrow traits Assertiveness, Optimism, Work Drive, and Customer Service Orientation. Findings – As hypothesized, compared to non-managers, managers had significantly higher scores across nine traits, all of which correlated significantly with managerial career satisfaction. Research limitations/implications – Although job tenure and managerial level are not examined, the findings align with managerial competence models, the Attraction-Selection-Attrition model, and vocational theory and raise questions for research on the adaptive value of these traits for managers’ satisfaction and effectiveness. Practical implications – The results carry practical implications for selection, placement, training, career planning for managers, and particularly for their professional development. Social implications – A distinctive personality profile for managers clarifies the occupational identity of managers, which contributes to public and professional understanding of managers and their roles. Originality/value – This study is original in reporting an empirical, theoretically grounded personality profile of managers that includes both Big Five and narrow traits.

Journal

Journal of Managerial PsychologyEmerald Publishing

Published: Mar 14, 2016

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