{"title":"The Emergence of Similar Personalities in Similar Occupations","authors":"Claudia Rossetti, Torsten Biemann, Katja Dlouhy","doi":"10.1002/job.2873","DOIUrl":null,"url":null,"abstract":"<p>Personality research suggests that individuals tend to develop more homogeneous—or similar—personalities within, rather than between, occupations due to attraction and selection, attrition, and socialization effects. We expand this perspective using a distance-based methodological approach that relates similarities between combinations of individuals' personality traits to similarities between their occupations. Leveraging German panel data tracing individuals' careers from 2005 to 2017, we test how attraction and selection, attrition, and socialization effects contribute to the emergence of similar personalities in similar occupations over time. Our results reveal that individuals with more similar Big Five personality traits join more similar occupations, whereas those with personalities less similar to those of other occupational incumbents are more likely to leave the occupation. Moreover, individuals staying in more similar occupations develop more similar personalities. These findings enhance our understanding of the intricate interplay between individuals' personalities and occupations, providing evidence that similar personality traits emerge not only within the same occupation but also between similar occupations over time.</p>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 8","pages":"1139-1157"},"PeriodicalIF":6.8000,"publicationDate":"2025-03-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2873","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Organizational Behavior","FirstCategoryId":"91","ListUrlMain":"https://onlinelibrary.wiley.com/doi/10.1002/job.2873","RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"BUSINESS","Score":null,"Total":0}
引用次数: 0
Abstract
Personality research suggests that individuals tend to develop more homogeneous—or similar—personalities within, rather than between, occupations due to attraction and selection, attrition, and socialization effects. We expand this perspective using a distance-based methodological approach that relates similarities between combinations of individuals' personality traits to similarities between their occupations. Leveraging German panel data tracing individuals' careers from 2005 to 2017, we test how attraction and selection, attrition, and socialization effects contribute to the emergence of similar personalities in similar occupations over time. Our results reveal that individuals with more similar Big Five personality traits join more similar occupations, whereas those with personalities less similar to those of other occupational incumbents are more likely to leave the occupation. Moreover, individuals staying in more similar occupations develop more similar personalities. These findings enhance our understanding of the intricate interplay between individuals' personalities and occupations, providing evidence that similar personality traits emerge not only within the same occupation but also between similar occupations over time.
期刊介绍：
The Journal of Organizational Behavior aims to publish empirical reports and theoretical reviews of research in the field of organizational behavior, wherever in the world that work is conducted. The journal will focus on research and theory in all topics associated with organizational behavior within and across individual, group and organizational levels of analysis, including: -At the individual level: personality, perception, beliefs, attitudes, values, motivation, career behavior, stress, emotions, judgment, and commitment. -At the group level: size, composition, structure, leadership, power, group affect, and politics. -At the organizational level: structure, change, goal-setting, creativity, and human resource management policies and practices. -Across levels: decision-making, performance, job satisfaction, turnover and absenteeism, diversity, careers and career development, equal opportunities, work-life balance, identification, organizational culture and climate, inter-organizational processes, and multi-national and cross-national issues. -Research methodologies in studies of organizational behavior.
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