How are personality and workplace well-being related longitudinally? Investigating their between-person and within-person relationships in three representative samples
Chen, Lilang
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Permalink
https://hdl.handle.net/2142/125797
Description
Title
How are personality and workplace well-being related longitudinally? Investigating their between-person and within-person relationships in three representative samples
Author(s)
Chen, Lilang
Issue Date
2024-07-08
Director of Research (if dissertation) or Advisor (if thesis)
Zhang, Bo
Doctoral Committee Chair(s)
Zhang, Bo
Committee Member(s)
Alexander, Leo
Briley, Ava
Liu, Yihao
Newman, Daniel
Department of Study
Psychology
Discipline
Psychology
Degree Granting Institution
University of Illinois at Urbana-Champaign
Degree Name
Ph.D.
Degree Level
Dissertation
Keyword(s)
Personality development
Workplace well-being
Longitudinal analyses
Continuous-time modeling
Abstract
How are changes in personality traits and workplace well-being related? The current study investigated the dynamic relationships between personality traits and workplace well-being at both the between-person and the within-person levels. I drew data from three longitudinal panel studies: the Household Income and Labour Dynamics in Australia Study (HILDA, N = 20,445), the Longitudinal Internet Studies for the Social Sciences (LISS, N = 11,104), and the Health and Retirement Study (HRS, N = 14,497). Using the continuous-time latent curve model with structured residuals (CT-LCM-SR), I generally found evidence for correlated change between personality traits and workplace well-being at the between-person level. After controlling for the between-person variance, I found largely null findings on the dynamic relationships between changes in personality traits and workplace well-being at the within-person level, with a few exceptions. These exceptions indicated bidirectional relationships between certain traits and certain workplace well-being outcomes, yet they were generally limited to one sample and not generalizable to others. Also, when there were significant within-person relationships (albeit few), their directions were largely consistent with their between-person relationships, and the size of the within-person relationships were substantially smaller as compared to that of their between-person counterparts. Findings from this study highlight the importance of separating between-person and within-person effects when investigating the longitudinal relationships between personality traits and workplace well-being.
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