Core personality traits of managers

摘要

Purposen – The purpose of this paper is to empirically compare managers with employees in other occupations on Big Five and narrow personality traits to identify a distinctive personality profile for managers. nDesign/methodology/approachn – An archival data set representing employees in a wide range of business sectors and organizations was utilized to compare trait scores of 9,138 managers with 76,577 non-managerial employees. Profile analysis (PA) with MANOVA and analysis of covariance was used to compare managers and non-managers on Big Five traits Openness, Conscientiousness, Extraversion, Agreeableness, and Emotional Stability; and narrow traits Assertiveness, Optimism, Work Drive, and Customer Service Orientation. nFindingsn – As hypothesized, compared to non-managers, managers had significantly higher scores across nine traits, all of which correlated significantly with managerial career satisfaction. nResearch limitations/implicationsn – Although job tenure and managerial level are not examined, the findings align with managerial competence models, the Attraction-Selection-Attrition model, and vocational theory and raise questions for research on the adaptive value of these traits for managers’ satisfaction and effectiveness. nPractical implicationsn – The results carry practical implications for selection, placement, training, career planning for managers, and particularly for their professional development. nSocial implicationsn – A distinctive personality profile for managers clarifies the occupational identity of managers, which contributes to public and professional understanding of managers and their roles. nOriginality/valuen – This study is original in reporting an empirical, theoretically grounded personality profile of managers that includes both Big Five and narrow traits.