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Dispositional Influences (dispositional + influence)

Distribution by Scientific Domains

Psychology	66%
Business, Economics, Finance and Accounting	33%

Selected Abstracts

DISPOSITIONAL INFLUENCES ON TRANSFER OF LEARNING IN MULTISTAGE TRAINING PROGRAMS

PERSONNEL PSYCHOLOGY, Issue 4 2002
DAVID M. HEROLD
The training effectiveness literature has paid little attention to the potentially dynamic interaction of individual differences with various phases of training in determining ultimate training success. This study investigates the role of individual differences in explaining the transfer of learning from 1 phase of training to another among pilot trainees in a multistage, aviation training program. Using 3 of the Big Five factors (Conscientiousness, Emotional Stability, Openness to Experience), the results showed these measures to contribute to the prediction of the number of hours it took for trainees to attain their private pilot's license. Significant interactions between some of these measures and success on an earlier, simulator phase of the training program were also found. The results are discussed in terms of both the role of individual differences in training research as well as the broader issue of transfer of learning between phases of training. [source]

LONGITUDINAL ANALYSIS OF DISPOSITIONAL INFLUENCES AND SEXUAL HARASSMENT: EFFECTS ON JOB AND PSYCHOLOGICAL OUTCOMES

PERSONNEL PSYCHOLOGY, Issue 1 2000
LIBERTY J. MUNSON
Research consistently demonstrates that sexual harassment is related to a variety of negative outcomes. Negative outcomes, however, may be influenced by respondents' dispositions or response biases rather than by their sexual harassment experiences alone. This study investigates relationships between negative outcomes and sexual harassment over time in an attempt to assess this possibility. Further, little empirical research on sexual harassment has explored the impact of various coping strategies on experiences of harassment over time. Sexual harassment experiences, job-related and psychological outcomes, and coping responses were obtained from 216 female faculty and staff members at a midwestern university at 2 times, 24 months apart. Patterns of results suggests that sexual harassment has important effects on job-related and psychological outcomes that operate independently of dispositional influences or response biases. Results also indicate that sexual harassment at Time 1 is a better predictor of harassment at Time 2 than are coping strategies. [source]

The impact of personality on training-related aspects of motivation: Test of a longitudinal model

HUMAN RESOURCE DEVELOPMENT QUARTERLY, Issue 1 2007
Jens Rowold
A model that proposed dispositional influences on training-related aspects of motivation was developed. More specifically, the model predicted influences of the Big Five personality variables on motivation to learn and transfer motivation, while controlling for general attitudes toward training. The model was tested empirically, drawing on a sample of ninety-four employees from call centers who participated in a training program. Results indicated that motivation to learn was predicted by extraversion and agreeableness, and transfer motivation was predicted by motivation to learn, extraversion, and emotional stability. The impact of extraversion on transfer motivation was partially mediated by motivation to learn. In sum, the importance of dispositional factors in training research was explored and clarified. Implications for theory and practice are discussed. [source]

Predicting General Well-Being From Emotional Intelligence and Three Broad Personality Traits

JOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 3 2008
Malika Singh
This paper examined the joint predictive effects of trait emotional intelligence (trait-EI), Extraversion, Conscientiousness, and Neuroticism on 2 facets of general well-being and job satisfaction. An employed community sample of 123 individuals from the Indian subcontinent participated in the study, and completed measures of the five-factor model of personality, trait-EI, job satisfaction, and general well-being facets worn-out and up-tight. Trait-EI was related but distinct from the 3 personality variables. Trait-EI demonstrated the strongest correlation with job satisfaction, but predicted general well-being no better than Neuroticism. In regression analyses, trait-EI predicted between 6% and 9% additional variance in the well-being criteria, beyond the 3 personality traits. It was concluded that trait-EI may be useful in examining dispositional influences on psychological well-being. [source]

Job satisfaction: a meta-analysis of stabilities

JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 5 2001
Christian Dormann
Evidence suggesting that job satisfaction is caused by individual dispositions is reviewed, and stability coefficients for job satisfaction in previous studies are analysed with a meta-analytic procedure. Previous longitudinal studies analysing job changer samples imply an upper limit estimate of 0.51 for direct dispositional influences on job satisfaction. A study of job changers considering the stability of working conditions suggests that this estimate has to be considerably corrected downwards. At present, it is concluded that it is more likely that dispositions indirectly affect job satisfaction via selection and self-selection processes. Implications for job satisfaction as a tool for organizational assessment are discussed. Copyright © 2001 John Wiley & Sons, Ltd. [source]