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dc.contributor.authorScheidegger, Nicoline-
dc.contributor.authorMüller, Frithjof-
dc.description.abstractPurpose: Our primary goal is to present data that permit conclusions about the relative importance of the Big Five facets for leadership positions in job ads and to compare different job families in respect of the relative importance of these Big Five facets. Accordingly, we use the Big Five framework to organize our investigations. Soft skills and social-emotional competencies are often either trait labels (e.g. cooperativeness) or behaviors (e.g. teamwork) that can be viewed as manifestations of these traits. Within the leadership literature, an organizing framework that provides a useful taxonomic structure for the thousands of trait adjectives is the five-factor model of personality: conscientiousness, agreeableness, emotional stability, extraversion and openness to experience (McCrae & Pals, 1997). Of these Big Five facets, conscientiousness is the best predictor for task performance and organizational citizenship behavior (T. A. Judge, Rodell, Klinger, Simon, & Crawford, 2013) and for leadership emergence (Timothy A. Judge, Bono, Ilies, & Gerhardt, 2002), whereas extraversion and openness to experience is a predictor for leadership effectiveness. Methodology: The present paper comparatively analyses job requirements of job ads posted on company websites. We analyse job skills for leadership positions in the Swiss job market that are requested in job postings. We use job ads collected by a web crawler who identifies all job postings in Switzerland, the best indicator of the Swiss labor market. A semantic analysis searches for adjectives representing the Big Five trait facets. Originality: There is a lot of empirical evidence concerning the Big Five Framework with respect to job performance, task performance, organizational citizenship behaviour, counterproductive work behavior and leadership emergence and success. Yet, there is only little knowledge of the extent to which employers seek and evaluate these personality attributes in hiring situations like the employment interview (e.g. Huffcutt, Conway, Roth, & Stone, 2001). Using job ads of an entire national job market assessing the extent of personality characteristics as a requirement for applicants is lacking so far. Findings: Our findings indicate that personal attributes are important for many leadership positions but that they vary highly between different job families. Practical implications: We’ll present practical implications for job seekers and for employers, as according to the job family different search and posting strategies will be of major importance in the job market.de_CH
dc.rightsLicence according to publishing contractde_CH
dc.subjectBig Fivede_CH
dc.subjectBig Fivede_CH
dc.subject.ddc658.3: Personalmanagementde_CH
dc.titlePersonality attributes of the big five framework in different job families : using online job postings to analyze skill requirements of leadership positionsde_CH
dc.typeKonferenz: Sonstigesde_CH
zhaw.departementSchool of Management and Lawde_CH
zhaw.organisationalunitInstitute for Organizational Viability (IOV)de_CH
zhaw.conference.detailsInternational Conference of Applied Business and Management (ICABM), Porto, Portugal, 22-23 June 2016de_CH
zhaw.publication.reviewNot specifiedde_CH
zhaw.title.proceedingsAbstracts of Papers presented at the International Conference of Applied Business and Managementde_CH
Appears in collections:Publikationen School of Management and Law

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