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Full APA Reference Citation

Woods, S., Mustafa,

M., Anderson, N. and Sayer,
B. (2018), "Innovative work Woods,
behavior and personality S., Mustafa,
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Psychology, Vol. 33 No. 1, pp. N. and Sayer,
29- B. (2018)
42. https://doi.org/10.1108/JM
P-01-2017-0016

Jeromy Anglim, Peter O’Connor

(2018),"Measurement and Jeromy Anglim,
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0
 Article Title Journal Name

"Innovative work behavior and personality

Journal of Managerial Psychology
traits

Measurement and research using the Big

Five, HEXACO, and narrow traits: A primer The Australian Psychological Society
for researchers and practitioners

The SAGE encyclopedia of lifespan

Big Five personality traits
human development

The Effect of Personality on Motivation and Psychology and Behavioral Science

Organisational Behaviour International Journal
PERSONALITY CHANGE: IMPLICATIONS
Academy of Management Annals
FOR ORGANIZATIONAL BEHAVIOR

The Contributions of Personality to

Organizational Behavior and Psychology: Social and Personality Psychology
Findings, Criticisms, and Future Research Compass
Directions

Predicting Employee Attitudes to Workplace

Diversity from Personality, Values, and Journal of Research in Personality
Cognitive Ability
 Findings

Creativity and innovation at work have been

considered as important determinants of
organizational performance and success. Also,
IWB is related to “Creativity and innovation at
work are the process, outcomes, and products of
attempts to develop and introduce new and
improved ways of doing things.

Workplace diversity has become an increasingly

important topic for both organizational
researchers and practitioners. For organizations to
achieve their goals around fostering diversity, they
need to understand the cross-national, macro-
economic, social, organizational, team-level, and
personal factors that influence workers’ attitudes
towards workplace diversity.

A personality trait is a characteristic pattern of

thinking, feeling, or behaving that tends to be
consistent over time and across relevant situations.
The Big Five traits namely Extraversion,
Agreeableness, Conscientiousness, Neuroticism
and Openness to Experience are a set of five broad
dimensions that constitute the most widely used
model of personality structure. A considerable
body of research has examined personality stability
and change across the life span, as well as the
influence of personality traits on important life
outcomes , in an organisation, in terms of the Big
Five.

The nature and scope of antecedents of motivation

are wide ranging, and so effects of personality may
interact in various ways with other individual
and contextual variables. Researchers argued that
job variables such as industry sector and task
characteristics are likely to impact on the scope of
self motivation in specific job roles.
Drawing on the trait theory, various authors have
proposed that individuals vary in their potential to
innovate. Studies examining the effects of the
changes in Big Five personality factors
(extraversion, agreeableness, conscientiousness,
neuroticism and openness) on the organisational
work.

The literature focuses on individual differences in

innovative work behavior (IWB) reveals
inconsistencies in the relations of personality traits
and tenure on innovation at work. To provide
greater clarity about the effects of these
antecedents, the purpose of this paper is to report a
study of the moderating effects of tenure on the
associations of traits and IWB, and apply a
theoretical lens based on the trait-activation theory.

The study assessed the predictive validity of broad

and narrow measures of personality, values, and
cognitive ability on employee attitudes to
workplace diversity. Valuing power, security, and
tradition more, and valuing universalism less was
associated with more negative attitudes to
workplace diversity.