Did you know that the Big Five personality traits may differ between occupational roles? A study based on Understanding Society: the UK Household Longitudinal Study (UKHLS) analyzed 19,580 participants to compare differences in the Big Five traits of Neuroticism, Openness, Agreeableness, Dutifulness and Extraversion between employees, supervisors, managers and entrepreneurs. The results of the study revealed some revealing findings.
- Differences in Neuroticism: Entrepreneurs and managers show lower levels of neuroticism and higher levels of emotional stability than employees, which helps them cope with stress and uncertainty.
2. Impact of affinity: Research shows that affinity is critical to the success of entrepreneurs, especially in establishing and maintaining business relationships. However, managers are generally less approachable than other positions, which may prevent them from protecting their interests during difficult negotiations and decisions.
3. Differences in openness: Entrepreneurs are significantly more open than other positions, which helps them to innovate and adapt to fast-changing environments. In contrast, managers are less open, reflecting their greater focus on control and goal achievement.
4. Importance of responsibility: Entrepreneurs, managers and supervisors generally have a higher sense of responsibility than ordinary employees, which helps them to plan and achieve their goals in the long run.
5. The role of extroversion: Entrepreneurs and managers are significantly more extroverted than supervisors and employees, suggesting that extroverted personalities may be associated with leadership positions and occupations that require a high degree of social skills.
Finally, the study points to a significant association between personality traits and employment status, a finding that may help individuals and organizations better understand the dynamics of career choice and career development. The study also mentioned the limitations of using cross-sectional data and suggested that future research should explore more specific causal relationships between personality traits and occupational performance.
Ref: https://doi.org/10.3389/fpsyg.2023.976022
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