• 한국융합학회논문지
• /
• 제10권10호
• /
• pp.143-151
• /
• 2019

장기 목표에 대한 열정과 인내를 의미하는 그릿(Grit)은 학업을 포함한 다양한 수행을 성공적으로 예측하는 변인으로 주목받고 있으나, 개념적으로 유사한 성실성과 어떤 관련성이 있는지에 대한 경험적 연구가 부족하다. 따라서 본 연구는 그릿과 성실성이 자기결정성 동기를 통해 학업수행에 미치는 영향을 검증하고자 하였다. 355명의 대학생을 대상으로 설문을 실시한 결과, 그릿과 성실성이 모두 학업성적을 예측하였으며 이 때 내적 동기의 매개효과가 나타났다. 그러나 그릿은 성실성을 통제했을 때도 동일한 매개효과가 나타난 반면, 성실성은 그릿을 통제했을 때 동기 및 학업성적에 유의한 영향을 미치지 못하였다. 이러한 결과는 두 개념이 서로 유사한 부분을 공유하지만, 공통적인 부분을 통제했을 때는 그릿이 보다 강력한 동기 및 행동을 유발하는 역할을 할 수 있음을 시사한다. 본 연구는 그릿과 성실성을 비교 관찰하여 그릿에 대한 이해를 확장했다는 점에서 의의가 있다. 향후 연구로서 그릿의 변별성 확립을 위한 그릿 척도의 재정비를 제안하였다.

• 공학교육연구
• /
• 제22권5호
• /
• pp.20-28
• /
• 2019

This study examined the relationships among grit, life goal, and conscientiousness of engineering students. In this study, students' goals were categorized into either achievement-oriented goals or life-oriented goals for analysis. A cluster analysis was conducted using students' grit and life goals to analyze their psychological characteristics focusing on conscientiousness A sample of 123 engineering college students participated in this study. Results of correlation analysis showed positive correlations among grit, life goals, and conscientiousness. Results of cluster analysis suggested that student could be categorized into three different groups: Low-grit and high-goals (Group 1), high-grit and high-goals (Group 2), and low-grit and low-goals (Group 3). Among those three groups significant group differences were found in several sub-scales of conscientiousness. Group 1 and 3 showed significant differences in industriousness from Group 2. Group 1 showed significant differences in perfectionism from Group 2 and 3. Based on the findings of this study, theoretical and practical implications were discussed.

• 가정간호학회지
• /
• 제23권2호
• /
• pp.177-185
• /
• 2016

Purpose: In this study, we sought to identify the impact of aging anxiety and successful aging on the personality traits of elderly. Method: Subjects were 108 elderly persons aged more than 65 years. Data collected from June to November 2015 were analyzed using descriptive statistics, t-tests, ANOVA, Pearson's correlation coefficients, and stepwise multiple regression. Results: With regard to the mean scores of personality traits, conscientiousness yielded the highest score, and neuroticism the lowest. The mean score on aging anxiety was below average, and that on successful aging was above average. Aging anxiety differed significantly according to age, present job, economic status, and health status. Successful aging differed significantly according to having a spouse, economic status, and health status. Significant correlations were found between anxiety and conscientiousness, extraversion, and neuroticism, and between successful aging and conscientiousness, agreeableness, extraversion, openness, and neuroticism. Conscientiousness and neuroticism had an effect on aging anxiety (23.2%), whereas conscientiousness, agreeableness, extraversion, openness, and neuroticism affected aging anxiety (45.3%). Conclusion: These findings indicate that personality traits reduce aging anxiety and lead to successful aging among elderly.

• 아태비즈니스연구
• /
• 제14권4호
• /
• pp.217-231
• /
• 2023

Purpose - The purpose of this study is to determine the impact of workaholism according to personality on the job satisfaction of organizational members. Design/methodology/approach - Workaholism was defined as excessive working and compulsive work, suggesting a negative impact on job satisfaction, while predicting that conscientiousness would alleviate this effect and presented as a hypothesis. The unbalanced panel data constructed based on 19,283 samples of 6,863 people from the Korea Labor Institute's Korea Labor Panel Survey was used. Findings - Both excessive working and compulsive working were found to have a direct negative effect on job satisfaction. Additionally, as a result of verifying the interaction effect of conscientiousness, it was found that the negative impact of excessive work on job satisfaction was moderated and alleviated by conscientiousness. In other words, for employees with high conscientiousness, the negative impact of excessive work on job satisfaction is alleviated and the negative impact of overworking is offset, whereas for employees with low conscientiousness, the negative impact of overworking on job satisfaction is strengthened. Research implications or Originality - This study shows that the impact of workaholism on job satisfaction varies depending on personality. While existing research has treated personality only as a determinant of workaholism, this study contributes to previous research in that it expands the role of personality. In addition, in practical terms, it is suggested that differential treatment based on individual values or personality is necessary.

• 동아시아식생활학회지
• /
• 제23권4호
• /
• pp.508-518
• /
• 2013

In this study, the influence of sub-factors of Big Five personality (extraversion, agreeableness, conscientiousness, neuroticism, openness to experience) to job satisfaction and turnover intention, and mediating effect of job satisfaction between Big Five personality and turnover intention were empirically analysed. Also the relationship between job satisfaction and turnover intention was investigated. The sample of this study were customer-contact employees of restaurant among Youngnam province. 243 questionnaires were used for the empirical analyses. According to the empirical analysis results, openness to experience and conscientiousness respectively had positive influences to job satisfaction and turnover intention. Also neuroticism gave negative influence to turnover intention. Another research finding of this study was that mediating effect of job satisfaction existed in the causal relationship of 'openness to experience' and conscientiousness to turnover intention. Managerial implications of the research findings are that restaurant managers are recommended to select employees of having much of conscientiousness and 'openness to experience', and to employ those of having much of agreeableness. In the field of restaurant industry, training is very important for employees to foster these personalities, because this industry does not have environment of hiring employees of having much of these personalities. Also training can be applied to employees of having high neuroticism for minimizing their turnover intention.

• 한국안전학회지
• /
• 제29권2호
• /
• pp.68-75
• /
• 2014

The study examined the relationship between six broad personality traits(i.e., HEXACO; Honesty-humility, Emotionality, eXtraversion, Agreeableness, Conscientiousness, Openness to experience), safety job performance, and traffic accidents of Korean occupational bus drivers. Based on the job performance model, we included safety participation as well as safety compliance as safety job performance. Analyses on the data from a total of 492 bus drivers showed that all HEXACO personality traits except Honesty-humility, were valid predictors for both safety compliance and safety participation. Honesty-humility was only related to safety compliance. Among the six personality traits, high conscientiousness and low emotionality were best predictors of safety job performance. As for traffic accidents, conscientiousness was a sole significant predictor. Furthermore, the mediation analysis showed that the effect of conscientiousness on traffic accidents was completely explained by safety compliance and safety participation. The implications of the current findings for practice and future research as well as the limitations of the current study were discussed.

• 한국병원경영학회지
• /
• 제11권4호
• /
• pp.37-62
• /
• 2006

This study investigates the antecedents of knowledge sharing behavior focusing on the individual level factors in an assumption that the behavior is initiated from the individual level decisions. A hypothesis that the relation between personality trait and behavior is mediated by the social-cognitive constructs contained in the Theory of Planned Behavior(TPB) is tested. For the study, we suggest a TPB extended model that extends original TPB model by including conscientiousness facet of FFM(Five Factor Model). This study uses a cross-sectional design. Data were collected from a self-reported survey on 197 nurses in a tertiary hospital. The results showes a significant positive relationship between the conscientiousness facet of FFM and knowledge sharing behavior. In the TPB extended model, the conscientiousness facet has significant direct effects on all the constructs of original TPB model. Of the TPB exogenous constructs, the social norm construct alone has a significant effect on intention and the perceived behavioral has a direct significant effect on the knowledge sharing behavior. These results confirm the importance of conscientiousness in predicting knowledge sharing behavior and clarify the characteristics of knowledge sharing behavior as a contextual, job oriented behavior in a workplace. We conclude that personality trait as conceptualized in the FFM needs to be integrated into TPB model in explaining the knowledge sharing behavior. Based on these results theoretical and practical implications are discussed.

• 한국식생활문화학회지
• /
• 제39권1호
• /
• pp.38-52
• /
• 2024

This study investigated relationships between personality types and job satisfaction, and performance among school food service dietitians. An online survey was conducted on 200 school dietitians from March 1 to 31, 2022. Of the personality type factors, extraversion, openness, agreeableness, and conscientiousness were positively correlated with job satisfaction, whereas neuroticism was negatively correlated. Extraversion, openness, agreeableness, and conscientiousness were positively correlated with job performance, whereas neuroticism was negatively correlated. Regression analysis conducted to determine the effects of personality types on job satisfaction revealed conscientiousness predicted satisfaction with items of the job, agreeableness predicted satisfaction with supervisor's supervision, and extraversion predicted satisfaction with colleagues. On the other hand, neuroticism was a negative predictor of satisfaction with the job, supervisor's supervision, colleagues, and work environment items. Analysis of the effects of personality types on job performance established that openness was a positive predictor of satisfaction with roles of the organization and team, and of conscientiousness for the job, innovator, and organizational roles. In contrast, neuroticism negatively predicted satisfaction with job role items. Further studies are required to explore these relationships more closely by incorporating other major factors related to personality characteristics, job satisfaction, and job performance of dietitians working in various fields.

• 한국농공학회지
• /
• 제14권2호
• /
• pp.2649-2653
• /
• 1972

Many empirical research surveys have supported that Organizational Citizenship Behavior (OCB) is influnced by or closely related with leadership styles. The first purpose of this study is to review the relationship between 2 leadership styles(employee-centered style, job-centered style) and 2 OCB factors(altruism, conscientiousness) as a criterion variable, and the second and primary purpose is to test the moderating effects of structural factors(formalization, centralization) and personal factors(growth needs, sex, age, tenure, rank, occupation, school career) between 2 leadership styles and 2 OCB factors. For the analytical purpose of this article, Fisher's Z-transformation and SGC(split groups correlations) methods were introduced. Generally 2 leadership styles are found to influence on altruism and conscientiousness respectively. Out of 36 cases, only 2 cases were significant in moderating effects. Based on empirical results, there is no moderating effects in conscientiousness. But altruism is found to more closely related with employee-centered leadership in low centralized group than on high centralized group, and more closely related with job-centered leadership in low growth-needs group than in high growth-needs group.

• 산업경영시스템학회지
• /
• 제21권47호
• /
• pp.11-23
• /
• 1998

Many empirical research surveys have supported that Organizational Citizenship Behavior (OCB) is influnced by or closely related with leadership styles. The first purpose of this study is to review the relationship between 2 leadership styles(employee-centered style, job-centered style) and 2 OCB factors(altruism, conscientiousness) as a criterion variable, and the second and primary purpose is to test the moderating effects of structural factors(formalization, centralization) and personal factors(growth needs, sex, age, tenure, rank, occupation, school career) between 2 leadership styles and 2 OCB factors. For the analytical purpose of this article, Fisher's Z-transformation and SGC(split groups correlations) methods were introduced. Generally 2 leadership styles are found to influence on altruism and conscientiousness respectively. Out of 36 cases, only 2 cases were significant in moderating effects. Based on empirical results, there is no moderating effects in conscientiousness. But altruism is found to more closely related with employee-centered leadership in low centralized group than on high centralized group, and more closely related with job-centered leadership in low growth-needs group than in high growth-needs group.