Purpose

This study examines the role of Big Five personality traits namely openness to experience, conscientiousness, extraversion, agreeableness and neuroticism in regulatory-focused job crafting, i.e. promotion- and prevention-focused job crafting and their inter-relationships.

Design/methodology/approach

Survey data collected from 444 executives of Indian public sector energy companies were analysed using structural equation modelling.

Findings

Big Five personality traits differentially influence individuals' ways of managing job demands through promotion- and prevention-focused job crafting. These influences are easily identifiable in case of openness to experience, conscientiousness and neuroticism.

Practical implications

Findings of the study may help organizations in developing an effective recruitment, job designing and job allocation process, devise a framework for uncertainty management, encourage their employees to undertake personality-aligned job crafting to manage their ever-emerging jobs and enhance person–job fit.

Originality/value

This study, for the first time, provided a comparative influence of Big Five personality traits on both forms of regulatory-focused job crafting. These findings may be relevant for job demand management in a dynamic business environment.

中文翻译：

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大五人格特质在以监管为重点的工作塑造中的作用

目的

本研究考察了大五人格特质，即对经验的开放性、尽责性、外向性、宜人性和神经质在以监管为重点的工作塑造中的作用，即以促进和预防为重点的工作塑造及其相互关系。

设计/方法/方法

使用结构方程模型分析了从印度公共部门能源公司的 444 名高管收集的调查数据。

发现

大五人格特质通过以促进和预防为重点的工作塑造对个人管理工作需求的方式产生不同的影响。在对经验持开放态度、认真负责和神经质的情况下，这些影响很容易识别。

实际影响

研究结果可能有助于组织制定有效的招聘、工作设计和工作分配流程，设计不确定性管理框架，鼓励员工进行个性化的工作塑造以管理他们不断涌现的工作并增强人与工作的契合度.

原创性/价值

这项研究首次提供了大五人格特质对以监管为中心的工作塑造的两种形式的比较影响。这些发现可能与动态商业环境中的工作需求管理有关。