The influence of personality traits on airport public transport access mode choice: A hybrid latent class choice modeling approach

Many objective and subjective factors affect individual tendencies. Such subjective factors include personality traits, attitudes, identities, perceptions, and feelings. The choice of transportation mode is an individual tendency that is considered important in policy-making decisions, and it can affect sustainable transportation, particularly in metropolitan areas. The present study’s main aim is to determine the impact of the Big Five Personality Factors on individual preferences toward public transportation modes. We use data from a survey conducted in January and February of 2015 at Imam Khomeini International Airport (IKIA). Passengers were asked to indicate their preferred mode of transportation to access the IKIA and to respond to questions on the NEO Five-Factor Inventory. Based on 557 valid responses, hybrid discrete latent class modeling was conducted to understand the heterogeneity in the respondents’ individual preferences regarding the Big Five Personality Factors and their preferences toward public modes of transportation. The results indicated that individuals who display neuroticism were more likely than the others to be concerned about carrying heavy luggage and about inclement weather conditions when using public transportation. In addition, interesting results indicated that conscientious individuals likely paid more attention to travel cost than to any other attribute of public transportation, and the model of the conscientious latent personality trait was a better fit to the data. Finally, this paper examined the taste heterogeneity of each personality trait and the results indicate the usefulness of considering personality traits in mode choice models for richer insights toward sustainable transportation.     

Revisit and satiation patterns: Are your restaurant customers satiated?

This study was designed based on the notion that when people visit a restaurant repeatedly their overall enjoyment of the dining experience may decrease due to the nature of satiation. Thus, this study set out to understand the effect of repeated experiences on consumers’ affective responses. Specifically, this study examined whether or not repeated visits contribute to diners’ satiation and, if so, to identify patterns of satiation. To fulfill these objectives, this study randomly distributed questionnaires to customers of upscale and casual dining restaurants in the U.S. The results of this study suggested that consumers’ satiation levels increase according to the frequency of visits over both two- and six-week periods. However, satiation patterns differ over the two periods. Upscale restaurant customers feel satiated more quickly than casual dining restaurant customers when they revisit the same restaurant more often. Further, customers with more self-control feel less satiated after repeated dining experiences than customers with less self-control. However, customers with different optimal stimulation levels did not show a difference in satiation patterns after repeated dining experiences. Detailed findings and implications are provided in the main body of this study.     

Managing millennials: Embracing generational differences

The topic of the Millennial Generation in the workplace drives much business conversation, as members of this generation form a growing percentage of the employee base. Both popular media and scholarly literature have painted the population of younger workers in an uncharitable light. The goals of this article are to contextualize the results of a large, empirical study in a more favorable manner and to suggest that embracing generational differences provides an opportunity as well as a challenge. This article examines traits of the different generations, in addition to the relationship between organizational commitment and workplace culture. We present findings that show millennials (also known as Generation Y, or Gen Y) as the only generational group that does not conceptually link organizational commitment with workplace culture. This group also thinks of work differently than members of the other generations, yet these differences can be understood through a managerial lens focusing on qualities such as duty, drive, and reward. We argue that by changing performance evaluation metrics to encompass a greater variety of measures, managers can provide a more detailed picture of the employee's work, and thus impact the worker's sense of duty. Additionally, by providing a more transparent workplace, employers can increase the employee's drive and clearly demonstrate the reward that workers will receive. Finally, changes that help newer employees adjust to the workplace can also allow the organization to operate more efficiently, benefiting employees of all generations.     

A tale of two tails: peakedness properties in inheritance models of evolutionary theory

In this paper, we study transmission of traits through generations in multifactorial inheritance models with sex- and time-dependent heritability. We further analyze the implications of these models under heavy-tailedness of traits’ distributions. Among other results, we show that in the case of a trait (for instance, a medical or behavioral disorder or a phenotype with significant heritability affecting human capital in an economy) with not very thick-tailed initial density, the trait distribution becomes increasingly more peaked, that is, increasingly more concentrated and unequally spread, with time. But these patterns are reversed for traits with sufficiently heavy-tailed initial distributions (e.g., a medical or behavioral disorder for which there is no strongly expressed risk group or a relatively equally distributed ability with significant genetic influence). Such traits’ distributions become less peaked over time and increasingly more spread in the population. The proof of the results in the paper is based on the general results on majorization properties of heavy-tailed distributions obtained recently in Ibragimov (Econom Theory 23: 501–517, 2007) and also presented in the author’s Ph.D. dissertation (Ibragimov, New majorization theory in economics and martingale convergence results in econometrics. Yale University, 2005) and several their extensions derived in this work.      

Power law behavior and world system evolution: A millennial learning process

Is social change on the scale of the human species a millennial learning process? The authors answer in the affirmative, demonstrating that world system evolution, viewed as a cascade of multilevel, nested, and self-similar, Darwinian-like processes ranging in “size” from one to over 250 generations, exhibits power law behavior, which is also known as self-organized criticality. World social organization, poised as it is on the boundary between order and chaos, is neither subcritical nor supercritical, and that allows for flexibility, which is a necessary condition of evolution and learning, and these in turn account for the major transitions marking world history and serving as the general framework for long-range forecasting. A literature review confirms the close affinity between evolution and learning, mathematical analysis reveals the crucial role of the learning rate as pacemaker of evolutionary change, and empirical evidence supports the concept of a cascade of evolutionary processes. The general equation describing world system emergence shows it to be a project whose current period is now 80% complete, suggesting that its major features might now be in place.     

人格特质与职业成功的关系研究

论文首先对大五人格模型和职业成功的相关理论进行了简单的概述。之后对以前关于人格特质与职业成功的研究文献进行了回顾,并根据我国文化情境,对人格特质与主、客观职业成功的关系进行了分析和总结,提出了人格特质与职业成功之间的关系模型。最后简单介绍了研究这个问题的理论意义和实践意义。     

The mediating effects of cross-cultural dynamic competencies on the relationship between multicultural personality and cross-cultural adjustment

Although the mediating effects of dynamic competencies on the relationship between personality traits and cross-cultural adjustment have been conceptually judged by several scholars, none of them have been empirically validated. Consequently, this study examines the mediating effects of dynamic cross-cultural competencies including general self-efficacy, relational skills and non-ethnocentrism on the relationship between multicultural personality traits and cross-cultural adjustment. The empirical results provide some support that relational skills and general self-efficacy mediate the relationship between multicultural personality traits and certain facets of cross-cultural adjustment. Relational skills completely mediate either the relationship between social initiative and interaction adjustment or that of cultural empathy and interaction adjustment. General self-efficacy partially mediates the relationship between emotional stability and psychological adjustment. However, the results suggest that multicultural personality traits have direct effects on cross-cultural adjustment. The practical implications of these findings for dynamic and stable cross-cultural competencies are discussed.     

ACE-ing the Hiring Process

Abstract

Hotels and other hospitality organizations use customer service as a key indicator of operational performance. This paper explores the literature on customer service and presents a theoretical framework for measuring employee customer service orientation. The authors also offer recommendations for practical application using the personality traits of Agreeableness, Conscientiousness and Extroversion (ACE) as positive predictors of customer service orientation during the hiring process.     

Goodbye Germany! The influence of personality and cognitive factors on the intention to work abroad

The demand for internationally mobile employees is increasing with globalization. Being able to assess an employee's intention to work abroad already at the stage of hiring becomes an important criteria for employee selection. Cognitions specified by the theory of planned behavior (TPB) were examined as mediators of the relationship between individuals' personality traits and the intention to work abroad. Utilizing a sample of 518 German business students, mediation analysis suggests that the cognitive constructs contained within the TPB fully mediate the relationships between the personality traits of openness to experience and extraversions and the intention to work abroad.     

Servicescape moderation on personality traits, emotions, satisfaction, and behaviors

This study aims to extend the previous servicescape literature and to examine servicescapes as a moderating variable on a comprehensive model of individual personality traits, emotions, satisfaction, and approach-avoidance behaviors. The highlight of the present research is to incorporate the effects of different personality traits (i.e., extroversion, openness to experience, and arousal-seeking tendency) and moderation of different servicescape situations (i.e., Gestalt versus Non-Gestalt) on emotions, satisfaction, and approach-avoidance behavior. The value of assessing the effects of different personality traits with different settings is demonstrated. This study utilizes an experimental design with the appropriate manipulation of ambient stimuli of the combined colors and music to form differential servicescapes and participants were randomly assigned to these servicescapes. Survey data from 261 participants were then collected on personality traits, emotions, satisfaction and approach-avoidance behavior and the data were analyzed by structural equation modeling to test the present research framework. Results indicate that Gestalt versus Non-Gestalt servicescape situations moderated the relationship between arousal-seeking tendency and emotions. Pleasure was found to enhance satisfaction, and satisfaction was found to enhance approach-avoidance behaviors. Limitations, managerial and future implications are explained further in the content of the paper.