2026-09-25T08:08:39Z https://www.ideals.illinois.edu/oai-pmh

oai:www.ideals.illinois.edu:2142/125797 2026-02-03 col_2142_5131 col_2142_11614 com_2142_5130 com_2142_11613 com_2142_8903

application/pdf en text Submission published under a 24 month embargo labeled 'Closed Access', the embargo will last until 2026-08-01 The student, Lilang Chen, accepted the attached license on 2024-07-08 at 10:35. The student, Lilang Chen, submitted this Dissertation for approval on 2024-07-08 at 10:35. This Dissertation was approved for publication on 2024-07-08 at 16:07. DSpace SAF Submission Ingestion Package generated from Vireo submission #20978 on 2025-02-04 at 21:25:41 How are personality and workplace well-being related longitudinally? Investigating their between-person and within-person relationships in three representative samples Chen, Lilang 2024-07-08 Zhang, Bo Zhang, Bo Alexander, Leo Briley, Ava Liu, Yihao Newman, Daniel Personality Development Workplace Well-being Longitudinal Analyses Continuous-time Modeling eng 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. 2024-08 Thesis https://hdl.handle.net/2142/125797 Copyright 2024 Lilang Chen Psychology Psychology University of Illinois at Urbana-Champaign Ph.D. Dissertation