Personality traits and perceptions of organisational justice.
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| Title: | Personality traits and perceptions of organisational justice. |
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| Authors: | Törnroos, Maria, Elovainio, Marko, Hintsa, Taina, Hintsanen, Mirka, Pulkki‐Råback, Laura, Jokela, Markus, Lehtimäki, Terho, Raitakari, Olli T., Keltikangas‐Järvinen, Liisa |
| Source: | International Journal of Psychology. Jun2019, Vol. 54 Issue 3, p414-422. 9p. 2 Charts. |
| Subjects: | Personality, Five-factor model of personality, Neuroses, Procedural justice, Sensory perception, Distributive justice, Judges |
| Abstract: | This study examined the association between five‐factor model personality traits and perceptions of organisational justice. The sample for the study comprised 903 participants (35–50 years old; 523 women) studied in 2007 and 2012. Measures used were the Neuroticism, Extraversion, Openness, Five‐Factor Inventory questionnaire and the short organisational justice measure. The results showed that high neuroticism was associated with low distributive, procedural and interactional justice. Furthermore, high agreeableness was associated with high procedural and interactional justice and high openness with high distributive justice. This study suggests that neuroticism, agreeableness and openness are involved in perceptions of organisational justice and that personality should be considered in research and in practices at the workplace. [ABSTRACT FROM AUTHOR] |
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| Database: | Psychology and Behavioral Sciences Collection |
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| Abstract: | This study examined the association between five‐factor model personality traits and perceptions of organisational justice. The sample for the study comprised 903 participants (35–50 years old; 523 women) studied in 2007 and 2012. Measures used were the Neuroticism, Extraversion, Openness, Five‐Factor Inventory questionnaire and the short organisational justice measure. The results showed that high neuroticism was associated with low distributive, procedural and interactional justice. Furthermore, high agreeableness was associated with high procedural and interactional justice and high openness with high distributive justice. This study suggests that neuroticism, agreeableness and openness are involved in perceptions of organisational justice and that personality should be considered in research and in practices at the workplace. [ABSTRACT FROM AUTHOR] |
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| ISSN: | 00207594 |
| DOI: | 10.1002/ijop.12472 |
