Emerging research has highlighted the utility of measuring individual differences in decision-making competence (DMC), showing that consistently following normatively rational principles is associated with positive psychosocial and health behaviors. From another level of analysis, functional theories of personality suggest that broad trait dimensions represent variation in underlying self-regulatory systems, providing a mechanistic account for robust associations between traits and similar life outcomes. Yet, the degree to which broad dispositional personality dimensions predict global tendencies to respond rationally is less understood. In (...) a large online community sample (N = 804), we tested the associations between HEXACO personality dimensions, a 6-factor structural trait model, and a subset of DMC indicators (Applying Decision Rules, Resistance to Framing, Recognizing Social Norms, and Consistency in Risk Perception). Additionally, we examined gender differences across the DMC, first considering the potential for measurement non-invariance across groups for the DMC. We observed partial measurement invariance between men and women; only the Applying Decision Rules scale showed evidence of differential functioning across groups. Controlling for these differences, analyses revealed that higher Conscientiousness, Honesty/Humility, and Openness were associated with higher DMC scores. In contrast, Emotionality and Extraversion demonstrated gender-specific associations. Speci... (shrink)

Given the growing number of remote and hybrid working arrangements, this research investigates the process and outcomes of proactivity during remote work. We approach proactivity during remote working as a resource-building process and integrate self-leadership and job crafting literature. We propose that employees’ self-leadership allows them to regulate their resources optimally, enabling resource availability that can be used to arrange remote working demands and resources proactively. We collected three-wave data from remote workers and tested our hypotheses using multilevel analyses. Results (...) differed by level of analysis. Specifically, at the between level, comparing behaviors between participants, social expansion mediated the relationship between self-goal setting and task significance. In contrast, at the within level, social expansion mediated the relationship between self-goal setting and work engagement. Overall, these findings suggest that self-leadership allows higher availability of resources enabling the proactive initiation of social interactions, which, at the within level enhance work engagement, and at the between level improve task significance during remote work. We discuss these findings considering the implications for interventions to foster more positive remote-work experiences. (shrink)