Exploiting Connections among Personality, Job Position, and Work Behavior: Evidence from Joint Bayesian Learning

Background: The subjects of work behaviour and work perception research of hospital employees are often limited to medical care personnel. While the hospital management system is getting more and more complicated, the hospital supervisors ought to pay more attention to the work perception and turnover intention of the hospital administrative staff as well.Objectives: This study aimed at exploring the organizational commitment, job satisfaction, turnover intention, and other associated factors of medical records room staff in public hospitals, as well as the correlations among those factors. The medical record room staffs of ten public hospitals were selected for the study.Methods: A structural questionnaire was formulated and used for a cross-sectional analysis. In addition to personal characteristics, Meyer and Allen's scales were adopt to measure organizational commitment, while the short form of Minnesota Satisfaction Questionnaire was adopted to measure job satisfaction, and the study of Mobley et al was adopt to gauge turnover intention. In this study, 243 of 402 questionnaires were the effective collected. The effective response rate was 60.45%.Results: According to the results of the multiple regression models, after controlling other variable, family support was the only variable that significantly associated with overall organizational commitment and its three dimensions. Age, educational level and family support were significantly associated with job satisfaction. As to turnover intention, the results showed age is negatively correlated; unmarried employees or employees with Health Care Management degree have stronger turnover intention than those married or employees without such degree. Moreover, stronger family support leads to weaker turnover intention. The same models of the three organizational commitment dimensions showed that affective commitment was the only one significantly negatively associated with turnover intention. The regression models also showed that both intrinsic and extrinsic satisfactions were significantly negatively associated with turnover intention; and only affective commitment was significantly negatively associated with turnover intention, when both organizational commitment and job satisfaction were taken into account.Conclusions: According the results, affective commitment was the most powerful predictor for turnover intention. That is, hospital administrative staff members will be retained and devoted to their works if they have established belonging and affection with their hospitals. The satisfaction with working environment was an important factor for the staff member to decide to stay or resign. Therefore, hospital supervisors must build positive working atmosphere and provide adequate incentives for the staff to create a good working environment. To retain highly educated staff members or those with Health Care Management degree, hospital administrators should offer diversified incentives to promote the staff member's sense of achievement and reduce his/her turnover intention.

This study explores the impact of workplace exclusion on employee work behavior in the Chinese context. By employing the doctrine of the mean value orientation and self-consistency theory, the study aims to enhance the understanding of local workplace exclusion in China and its effects on employees' work behavior. Furthermore, the study investigates the moderating role of employee types, data collection points, and data sources. Our meta-analysis included 24,662 participants from 72 independent samples. The findings indicate that workplace exclusion significantly influences employees' positive work behavior negatively and their negative behavior positively. Moreover, the study identifies a moderating effect based on employee type (knowledge vs. non-knowledge type), revealing a stronger relationship between workplace exclusion and employee work behavior among knowledge employees. Examining the data collection point (cross-sectional vs. non-cross-sectional) as another moderating factor, the study demonstrates a stronger relationship between workplace exclusion and employee work behavior in the cross-sectional mode. Additionally, the data source (self-evaluation vs. superior evaluation plus self-evaluation) plays a moderating role, with employee self-evaluation strengthening the relationship between workplace exclusion and employee work behavior.

This study aimed to analyze organizational culture, the work behavior of production employees, and the relationship between organizational culture and employees' work behavior in coffee production. Determining the research location was purposely done considering that the factory is an active factory operating in producing and processing agricultural products. Respondents in this study used the survey method, in which collect 101 sample of field labors from the population. Data collection was done by interview using a questionnaire. Analysis of the data used is a correlation. The organizational culture analyzed here includes the production process, payment of employee salaries, the value of the type of work, rules, beliefs held in work, decision-making processes, and taboos. The results showed that organizational culture in the form of rules, payment of employee salaries, work beliefs adopted at work, decision-making processes, and taboos simultaneously affected employee work behavior. In contrast, the value of work type had no relationship to employee work behavior. The company should provide training and rewards for employees to improve employee work behavior and enhance employee performance.

This study aims to analyze the influence of intrinsic motivation on performance, the relationship between intrinsic motivation and work behavior, the impact of work behavior on performance, and the relationship between intrinsic motivation and performance through work behavior. The population in this study was all Civil Servants at the Papua Provincial Health Office. The research sample was 146 employees. The sampling technique employed in this study utilized a probability sample with a cluster sampling method. The analysis technique used was the Structural Equation Modeling (SEM) with the assistance of the Moment of Structure Analysis (AMOS) version 26 program. The results of the study indicate that intrinsic motivation has a positive and significant influence on employee performance, intrinsic motivation has a positive and significant impact on employee work behavior, work behavior has a positive and important influence on employee performance and intrinsic motivation has a positive and significant influence on employee performance through employee work behavior.

A good fit between an individual's personality traits and job characteristics motivates employees, and thus enhances their work behavior. However, how nurses' personality traits and their environmental characteristics relate to nurses' engagement in workplace learning, which improves their competence, has not been investigated. The aim of this study was to investigate how nurses' personality traits, environmental characteristics, and workplace learning were related to nursing competence. A cross-sectional survey design was used. Questionnaires were distributed to 1167 Japanese registered nurses. Multiple regression analysis was used to examine the relationships between nurses' personality traits, the environmental characteristics, the nurses' engagement in workplace learning, and their competence. A total of 315 nurses returned questionnaires (i.e., a return rate of 27.0%). The results showed that both the personality traits (extraversion, conscientiousness, openness to experience) and environmental characteristics (autonomy at work and feedback given) were related to workplace learning and self-rated nursing competence. The results also showed that the relationship between extraversion (active, adventurous and ambitious dispositions of an individual) and self-rated nursing competence was moderated by environmental characteristics, and partially mediated by workplace learning. Positive personality traits, such as extraversion, conscientiousness, and openness to experience could enhance workplace learning and nursing competence. Moreover, environmental characteristics that allow nurses to express their personality traits have the potential to improve their learning and competence further.

<p>Job satisfaction of early-career employees has a significant effect on employee work behavior and work attitude. This study investigated the influence factors of job satisfaction and its relationship with turnover intention. Early-career employees were selected as the research subject. Questionnaires were distributed and the stratified random sampling method was used to analyze the 418 samples collected. The dimensions of job satisfaction were analyzed by exploratory factor analysis and confirmatory factor analysis, and a structural equation model was constructed to discuss the relationship between job satisfaction and turnover intention. First, for early-career employees, job satisfaction as a higher order factor consists of 6 first-order factors; personal growth’s influence on job satisfaction is the greatest, with a path coefficient reaching .918. Next come salary and welfare, work itself, interpersonal relationships and leader behavior. Additionally, job competency has a minimal effect on job satisfaction; its path coefficient is only .214. Second, job satisfaction has a significantly negative effect on turnover intention, indicating that the job satisfaction structure of early-career employees has its unique characteristics because they focus more on personal growth and development space. Through improving job satisfaction, turnover behavior of early-career employees can be effectively controlled.</p>

Regulatory focus theory (Higgins, 1997) has received growing attention in organizational psychology, necessitating a quantitative review that synthesizes its effects on important criteria. In addition, there is need for theoretical integration of regulatory focus theory with personality research. Theoretical integration is particularly relevant, since personality traits and dispositions are distal factors that are unlikely to have direct effects on work behaviors, yet they may have indirect effects via regulatory focus. The current meta-analysis introduces an integrative framework in which the effects of personality on work behaviors are best understood when considered in conjunction with more proximal motivational processes such as regulatory focus. Using a distal-proximal approach, we identify personality antecedents and work-related consequences of regulatory foci in a framework that considers both general and work-specific regulatory foci as proximal motivational processes. We present meta-analytic results for relations of regulatory focus with its antecedents (approach and avoid temperaments, conscientiousness, openness to experience, agreeableness, self-esteem, and self-efficacy) and its consequences (work behaviors and attitudes). In addition to estimates of bivariate relationships, we support a meta-analytic path model in which distal personality traits relate to work behaviors via the mediating effects of general and work-specific regulatory focus. Results from tests of incremental and relative validity indicated that regulatory foci predict unique variance in work behaviors after controlling for established personality, motivation, and attitudinal predictors. Consistent with regulatory focus theory and our integrative theoretical framework, regulatory focus has meaningful relations with work outcomes and is not redundant with other individual difference variables.

This study hypothesized that the Big Five personality traits predicted turnover intention, and that hospitality competency and job satisfaction mediated the relationship of the Big Five personality traits to turnover intention among 183 Thai hotel employees. Regression analysis with bootstrapping was used to test the direct and mediation effects. Results supported two hypotheses: the Big Five personality traits negatively predicted turnover intention and job satisfaction mediated the relationship of the Big Five personality traits to turnover intention while hospitality competency did not. Thai hotel employees’ Big Five personality traits were related to their job satisfaction to predict their turnover intention.

This study investigates the collective influence of change management, leadership competence, and organizational culture on the work behavior of Tanggulangin sub-district office employees. Utilizing a descriptive quantitative research approach with purposive sampling, data was gathered from 100 employees in Sidoarjo Regency, East Java. Results indicate that while change management showed no significant impact, leadership competence and organizational culture significantly influenced work behavior. These findings highlight the crucial role of effective leadership and conducive organizational cultures in shaping employee behavior, particularly in local government settings. Efforts to enhance leadership competencies and foster positive organizational cultures can greatly improve employee performance and organizational effectiveness. Highlight: Leadership Impact: Competence shapes work behavior, crucial for organizational effectiveness. Cultural Influence: Organizational culture crucially affects employee behavior, fostering productivity. Local Government Implications: Findings guide leadership and culture initiatives for enhanced performance. Keywoard: Change management, leadership competence, organizational culture, work behavior, local government.

This study applies the viewpoint of Work Stress Theory to examine the influence among personality traits, job characteristics, organizational climate, work stress, social support and organizational commitment. This study use purposive sampling method selects from the employee of solar and LCD company in Tainan city. There are total 300 vaild samples and the effective response rate is 88.3%. Meanwhile, the empirical data was analyzed by descriptive statistics analysis, factor analysis, reliability analysis, validity analysis and regression analysis. The results of this study are as following: (1) The personality traits, job characteristics and organizational climate have a significant influence on the work stress. (2) The personality traits, job characteristics, organizational climate and work stress have a significant influence on the organizational commitment. (3) The mediating effects of work stress towards the personality traits can negatively affect organizational commitment. (4) The mediating effects of work stress towards the job characteristics can negatively affect organizational commitment.

Examining personality—Job characteristic interactions in explaining work outcomes

The dark triad personality traits and work behaviors: A person-centered approach

Safety performance in construction projects is attributed to many determinants (factors) in a safety system. This study identifies various directly or indirectly related determinants and their effects on safety performance of construction projects. Using structural equation modeling (SEM), this study empirically examines the effect of safety climate (SC), hazard management (HM), safety budget (SB), safety rules and regulations (SR), and safe work behavior (WB) of employees and workers on safety performance (SP) of projects. The unit of analysis of this study is a construction project. A questionnaire survey was conducted, and 230 responses were collected from different types of construction projects across India. The results provide evidence that safety climate, safety budget, and hazard management positively influence safe work behavior of employees and the safety performance of the project. Conversely, the SEM findings demonstrate that implementation of safety rules and regulations are positivel...

The concept of artificial intelligence (AI) refers to technologies that imitate human-like thinking, learning and decision-making abilities. While integrating AI into the workforce offers the potential to increase efficiency in organizational activities, it can lead to negative effects such as anxiety, uncertainty, and distrust among employees which results from not being able to understand these technologies, regarding them as alternatives for themselves, and the possibility of losing their organizational position. These effects can reduce employees' commitment at work and trigger negative organizational behaviors such as quiet quitting and turnover intention. Starting from this point, the present study aims to investigate the effect of AI anxiety on turnover intention and the mediating role of quiet quitting in this relationship. The study was conducted using a cross-sectional design with 457 people working in SMEs in Kırıkkale province. AI Anxiety, Quiet Quitting, and Turnover Intention Scales were utilized during the data collection process. The obtained data were analyzed through structural equation modeling. In addition to detecting significant relationships between concepts as a result of the analysis, it was realized that AI anxiety did not have a considerable effect directly on turnover intention; however, this effect occurred indirectly through quiet quitting. Accordingly, it is predicted that integrating AI technologies into business processes will increase the concerns about job security in employees, and this anxiety triggers the turnover intention by leading to a tendency toward quiet quitting for reasons such as loss of motivation and low organizational commitment.

This study aims to determine the effect of thinking style, integrity, and meaning of work on counterproductive work behavior in creative industries. The concept in explaining phenomenon start from elaboration from each of the keywords mentioned: thinking style, integrity, work meaning, and counterproductive behavior. The research method used in this research is explanatory research. The data used are primary. The population in this study is the entire creative industry sector in Indonesia. This research model is multivariate using SPSS as an analytical tool in this research. The results showed partially and simultaneously that the style of thinking, integrity, and meaning of work did not affect counterproductive behavior. So we can conclude that this study shows that if there is counterproductive behavior in employees in the creative industry who have a more open-minded pattern but no influence from thinking style, integrity, and work meaning.