Entrepreneurial activities of college students have received unprecedented attention under the “mass entrepreneurship and innovation” program. This program encourages individuals to start their own businesses and stimulate the entrepreneurial spirit and innovative genes of the nation. Sustainable entrepreneurship is a new form of entrepreneurship that plays an important role in addressing the employment problems of college students, promoting sustainable social and economic development, and alleviating China’s environmental problems. Based on the platform of the China College Students’ “Internet Plus” Innovation and Entrepreneurship Competition (CSIPC) organized by the Ministry of Education of People’s Republic of China, we investigated the specific paths of personality trait influence on sustainable entrepreneurial intention of college students with entrepreneurial alertness and opportunity recognition as mediating variables. We conducted an empirical analysis based on 316 data collected from CSIPC participants. Results of data analysis show that personality traits had a significantly effect on sustainable entrepreneurial intention of college students, and entrepreneurial alertness and opportunity recognition played a mediating role between personality traits and sustainable entrepreneurial intention of college students. This study contributes to research on sustainable entrepreneurship and the practices of colleges to foster sustainable entrepreneurs.

https://www.mdpi.com/2071-1050/10/9/3335/pdf

Fostering Sustainable Entrepreneurs: Evidence from China College Students’ “Internet Plus” Innovation and Entrepreneurship Competition (CSIPC)

The purpose of this research was to explore the effect that the environment, specifically workplace culture, can have on the expression of the personality trait of extraversion. Participants were employees at a major Canadian department store which has a workplace culture directed toward active engagement with customers and which appears to reward outgoing behaviours in staff. Participants completed the extraversion section of the Big Five Factor Markers Questionnaire (Goldberg, 1990) in both the workplace environment as well as in their own home. In addition, participants were asked to respond to several open-ended questions regarding their perceived behaviour. It was hypothesized that participants would report a more extraverted personality while at work due to the reinforcers in the workplace culture. Though the data was in the direction of the hypothesis, there was no significant effect to report. Interestingly, participants did not feel represented within the over-arching workplace culture and identified participating in smaller subcultures within the workplace. This lack of identification may explain patterns observed in the quantitative data. This study suggests a need for future research on the interaction between the person, situation, and environment.

https://ojs.lib.uwo.ca/index.php/wupj/article/download/1584/969

Targeting Extraversion and Introversion in the Workplace

The world is currently in an era of great turmoil, from the increase in sudden changes such as industrial accidents and terrorist threats to the global spread of the COVID-19, thus showing that the volatility, uncertainty, complexity and ambiguity characteristic of the market environment has become a norm. The personal traits and abilities of the entrepreneur determine the survival and success or failure of the company, and it is only by choosing a more appropriate leadership style according to the time and the right changes that one can seek opportunities in the crisis. Leadership style affects the work atmosphere and morale of the entire organization, and plays an important role in work performance, and how to use leadership theory to improve employee performance is attracting more and more attention from scholars at home and abroad. In this paper, based on a review of related studies at home and abroad, and from the perspectives of social exchange theory, upper echelons theory and leadership-member exchange theory, the mechanisms and relationships between transformational leadership and employee performance are organized based on a review of the conceptual structure, influencing factors and mechanisms of action of related concepts. At the same time, the more complex influence relationship between the two is also sorted out to reveal the impact path of transformational leadership on employee performance. In addition, we summarize the shortcomings of the existing research results and propose the future outlook, so as to provide some reference value for future scholars who study transformational leadership and employee performance.

Transformational Leadership Influences Employee Performance: A Review and Directions for Future Research

Over the past century, researchers and practitioners adopted a variety of personality tests in personnel selection, expecting that personality tests could accurately select employees with high-quality and high-performance. In order to verify the validity of personality tests used in personnel selection, the research hotspots focused on the relationship between personality traits and job performance. Due to the lack of a unified universal model of personality traits, personality traits did not predict job performance significantly in previous studies. With general acceptance of Big Five Personality theory, Big Five Personality was widely used in personnel evaluation and personnel selection, which consequently promoted researches to explore therelationship between personality traits and job performance. Numerous studies demonstrated that personality traits under the theoretical framework of Big Five Personality could predict job performance, meanwhile researchers proposed that perhaps there might be some kind of moderator in the impacts of personality traits on job performance.By questionnaire, this research studied correlations between Big Five Personality and job performance under the influences of work attitude. In previous studies, self-report questionnaire was applied in the assessment of job performance more frequently. With a variety of objective job performance data of frontline production staff working as the criterion, this research probed into the impacts of personality traits on job performance, assuming that work attitude was the moderator.The results of surveying 1,277 frontline staff members in public transportation illustrate that personality traits are significantly related to job performance, with work attitude acting as a moderator in this relationship.Among frontline staff members in public transportation, conscientiousness is a good predictor of task performance, while extraversion predicts contextual performance well. As a consequence, priority should be given to the candidates with high conscientiousness and low extraversion. Candidates with high neurotic tendencies should be avoided. With high work attitude, personality traits have closer contacts with task performance, Conscientiousness and extraversion are good predictors of job performance; While with low work attitude, personality traits are more closely related to contextual performance, agreeableness and openness predict job performance well. The completion of work is emphasized in the high-attitude environment, while coordination of relations is more valued in the low-attitude environment. Work attitude as a moderator affects the requirements of job performance of personality traits.

An Empirical Analysis of Influences of Personality Traits on Job Performance for Frontline Staff in Public Transportation Industry: With Work Attitude Acting as a Moderator

Miao Qunying

Papers

An Empirical Analysis of Influences of Personality Traits on Job Performance for Frontline Staff in Public Transportation Industry: With Work Attitude Acting as a Moderator