Although ambiguity aversion has been found to impede the process and outcome of career decision‐making, knowledge regarding the association between personality characteristics and ambiguity aversion is limited. Thus, the author examined the prediction of the Big Five personality traits for ambiguity aversion and the mediation of tolerance and confidence in ambiguity management. The results obtained with a U.S. sample (N = 239) revealed the following: (a) neuroticism positively predicted ambiguity aversion; (b) extraversion did not predict ambiguity aversion; (c) agreeableness, conscientiousness, and openness negatively predicted ambiguity aversion; and (d) confidence in ambiguity management mediated the relationships between agreeableness, neuroticism, and openness and ambiguity aversion. These findings highlight the differential roles of the Big Five personality traits in ambiguity management and the importance of confidence in ambiguity management. The theoretical and practical implications of this study are discussed along with the study's limitations and suggestions for future research.

中文翻译：

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职业决策中的五种人格特质和歧义管理

尽管发现歧义厌恶会阻碍职业决策的过程和结果，但是有关人格特征和歧义厌恶之间关联的知识仍然有限。因此，作者检验了五大人格特质对歧义厌恶的预测以及歧义管理中的容忍度和信心的中介作用。用美国样品获得的结果（N= 239）揭示了以下内容：（a）神经质学积极预测歧义厌恶；（b）外向性不能预测歧义性；（c）友善，尽责和开放会负面预测歧义厌恶；（d）对歧义管理的信心介导了认同感，神经质，开放性和歧义厌恶之间的关系。这些发现凸显了五种人格特质在歧义管理中的不同作用以及对歧义管理的信心的重要性。讨论了这项研究的理论和实践意义，以及研究的局限性和对未来研究的建议。