What is cross-situational consistency of traits?

Entrepreneurial intention plays a key role in entrepreneurship. Over the years, scholars have explained it using personality traits, cognitive models and, to a lesser extent, the role of social environment. Since this role has been underestimated, we build on trait activation theory to explore how social networks are especially relevant and can trigger the activation of individuals’ need for achievement to predict entrepreneurial intention. We test our hypotheses on a sample of 597 university students from Spain using partial least squares (PLS). Our results confirm that social network size positively influences the entrepreneurial information obtained in social networks, which in turn, positively impacts entrepreneurial intention. Additionally, we found that need for achievement is activated in the context of social networks, enhancing the influence of this information on entrepreneurial intention. Through fuzzy-set qualitative comparative analysis (fsQCA), we also identify alternative configurations of the previous variables that lead to greater entrepreneurial intention.

Disruptions to where hospitality work is performed has been caused by the COVID-19 pandemic. The COVID-19 spread urged hospitality organizations to apply digital technologies for undertaking work from home. Nevertheless, little is understood about how hospitality employees cope with stress linked with the use of digital technologies. The aim of this study is to examine how hospitality employees' core beliefs challenge can foster their proactive coping for technostress in the forms of positive reinterpretation and information technology (IT) control. The data were obtained from 427 employees in 28 hotels that applied digital technologies during the COVID-19 pandemic. The data were processed through multilevel structural equation modeling (MSEM). The results revealed that hospitality employees' core beliefs challenge was positively associated with positive reinterpretation and IT control. Promotion focus served as a mediation mechanism for such positive associations. The results provided support for the role of job insecurity as a moderator to attenuate the positive effects of promotion focus on both positive reinterpretation and IT control. While technostress enhanced the positive effect of promotion focus on positive reinterpretation, it demonstrated a non-significant moderating effect on the positive association of promotion focus with IT control. The findings advance the understanding of the roles of core beliefs challenge and promotion focus in leveraging proactive coping for technostress, as well as provide practical implications for hospitality managers to foster employees’ proactive coping for technostress while employees are engaging with digital technologies to work from home during a crisis such as COVID-19 pandemic.

This study explores the influence of owner chief executive officer (CEO) narcissism on the market spreading strategy of exporting small-to-medium enterprises (SMEs). Combining insights from the literature on CEO narcissism and trait activation theory, it is argued that SMEs with narcissistic owner CEOs are more likely to prefer a market spreading strategy, depending on firm-level asset-specific investments and exporting experience. The empirical analysis of a sample of 248 exporting SMEs in China supports the theoretical prediction that owner CEO narcissism has a positive impact on the preference toward a market spreading strategy. In addition, the results show that asset-specific investments weaken the positive influence of owner CEO narcissism on the preference of a market spreading strategy, but this negative moderating effect becomes less significant as SMEs gain more exporting experience. This paper contributes to the emerging research on the role of owner CEO narcissism in firm internationalization decisions, offering a more complete understanding of the extent to which owner CEO narcissism can influence exporting SMEs' tendency toward market spreading, and delineating how such influence may be dependent on organizational-level situational factors.

Relying on the trait activation theory and socioanalytic theory, this study investigate conditions that activate or restrain a manager's dark triad, which can predict exploitative leadership. First, we examine the interacting effect of narcissism, Machiavellianism, and psychopathy with deceptive situation cues at work. Then, we investigated the effect of a manager's political skill - into the emergence of exploitative leadership. A multisource data were collected across two studies administered first to employees then to their corresponding managers (N = 150). Structural equation modeling were used to test hypothesis. The study's findings show that the interaction of deceptive conditions with the dark triad is the most predictive of exploitative leadership, while managers' political skill was found to have a neutralize effect. The present study provides an effort to identify a potential cause and a solution to manager's exploitative behavior at work. Implications for the dark triad literature, theories underlying it, and exploitative leadership are discussed.

Drawing from a social information processing perspective, we investigate promotive and prohibitive voice as pro-organizational mechanisms mediating the relationship between proactive personality and supervisor-rated promotability. Moreover, we predict that organizational politics and leader-member exchange (LMX) moderate the first and second stages of the mediation processes, respectively. Findings from two multi-wave, multi-source field studies show that 1) proactive personality was positively related to both forms of voice, 2) promotive voice was positively related to promotability and mediated the proactive personality–promotability relationship, 3) the positive relationships between proactive personality and the two forms of voice were stronger when organizational politics were higher, and 4) the positive relationship between promotive voice and promotability was stronger in a low-LMX context. The relationship between prohibitive voice and promotability was non-significant in Study 1 but positive in Study 2. The moderating effect of LMX on this relationship was non-significant in both studies.

Drawing upon the trait activation theory, this paper explains team performance from a mediating perspective of knowledge application, which represents a teamwork process of knowledge management. The empirical results of this study reveal that knowledge application mediates the negative relationship between power distance and team performance and the positive relationship between flexibility orientation and team performance. Teamwork engagement moderates the relationship between learning goal orientation and knowledge application and the relationship between flexibility orientation and knowledge application. Finally, team familiarity moderates the relationship between flexibility orientation and knowledge application. Research implications and limitations are also discussed herein.

The population of elderly patients is rapidly increasing in the United States and worldwide, leading to an increased prevalence of osteoporosis and a concurrent rise in fragility fractures. Fragility fractures are defined as fractures involving a low-energy mechanism, such as a fall from a standing height or less, and have been associated with a significant increase in the risk of a future fragility fracture. Distal radius fractures in the elderly often present earlier than hip and vertebral fractures and frequently involve underlying abnormalities in bone mass and microarchitecture. This affords a unique opportunity for upper extremity surgeons to aid in the diagnosis and treatment of osteoporosis and the prevention of secondary fractures. This review aims to outline current recommendations for orthopedic surgeons in the evaluation and treatment of upper extremity fragility fractures.

The present study examined processes underlying training individuals to accurately identify personality in the interview context. Specifically, 144 undergraduate students were assigned to one of four conditions informed by the Realistic Accuracy Model: (a) control, (b) detection, (c) utilization, and (d) detection and utilization combined. After training, students watched 5 videos containing interviews, and rated the Big Five personality traits of each interviewee. Accuracy was determined relative to (a) self-reports from the interviewee, and (b) expert ratings (i.e. the average of ratings provided by 10 “expert” judges). Results indicated that across both self-ratings and expert ratings, the overall profile accuracy of participants did not improve over the control group when “detection” training was provided, but did improve after training targeted at enhancing the “utilization” stage. Training combining both detection and utilization did not lead to a significant increase in profile accuracy above utilization training alone. Findings were more variable at the “trait” level, with detection of Extraversion being most amenable to training. Supplementary analyses indicated those with higher Dispositional Intelligence were more accurate at the profile level, while analyses on a subset of participants (N = 70) indicated that those high on Emotionality were more accurate at evaluating specific traits.

From its emergence at the beginning of the 20th century, personality scientists pursued two goals—a nomothetic approach that investigated the structure of individual differences between people in a population and an idiographic approach that explored variation within a person relative to him or herself. In this chapter, we first track the how the history of these two perspectives impacted the study of within-person variability. Next, we review findings and unanswered contemporary questions regarding within-person variability. Finally, we conclude by providing questions for future research, some of which were proposed by early personality theorists but progressed slowly due to a lack of adequate methods. We outline cutting-edge statistical models and idiographic techniques to move the study of within-person variability—and personality science—forward.