What interventions improve employment outcomes by influencing conscientiousness?

From the Guidelines

To improve employment outcomes by influencing conscientiousness, implementing workplace interventions such as open discussions and providing a nap station can be beneficial, as they have been shown to increase happiness and life satisfaction among workers. According to a recent study 1, an intervention where supervisors stepped aside and invited open discussion among team members for 6 weeks resulted in increased happiness among workers, although the difference did not reach significance due to the small number of teams. Another study found that providing a fully equipped nap station at the office produced the most reliable increases in happiness and life satisfaction 1.

Some key points to consider when implementing these interventions include:

• Providing a supportive work environment that encourages open discussion and teamwork
• Offering resources such as nap stations or education on sleep and stress management
• Encouraging workers to prioritize their well-being and take breaks when needed
• Fostering a sense of community and social connection among workers

It's also important to note that while these interventions show promise, more research is needed to fully understand their effects on conscientiousness and employment outcomes. However, based on the available evidence, implementing workplace interventions that prioritize worker well-being and happiness is a promising approach to improving employment outcomes. Additionally, studies have shown that promoting psychological well-being in community-based contexts, including workplaces, can have numerous benefits, including improved quality of life, emotional well-being, and personal growth 1.

In terms of specific strategies, cognitive-behavioral therapy (CBT) and mindfulness-based interventions have been shown to be effective in improving psychological well-being and can be integrated into workplace programs 1. These interventions can help workers develop greater self-awareness, self-regulation, and resilience, all of which are essential for conscientious behavior. By prioritizing worker well-being and providing evidence-based interventions, employers can create a supportive work environment that fosters conscientiousness and improves employment outcomes.

From the Research

Interventions to Improve Employment Outcomes by Influencing Conscientiousness

• Cognitive-behavioral, metacognitive, and cognitive remediation interventions have the potential to influence conscientiousness, as suggested by 2
• These interventions may promote healthy aging in the general population and ultimately lead to desirable behaviors and outcomes associated with higher levels of conscientiousness
• Executive functioning, particularly mental set shifting, is positively associated with conscientiousness, as found in 3
• Interventions targeting mental set shifting may be effective in improving conscientiousness and subsequent employment outcomes

Interaction with Other Personality Traits

• The relationship between conscientiousness and job performance is stronger for individuals high in agreeableness, as shown in 4
• Highly conscientious workers who lack interpersonal sensitivity may be ineffective, particularly in jobs requiring cooperative interchange with others
• Interventions aimed at improving conscientiousness should consider the interaction with other personality traits, such as agreeableness

Contextual Factors

• Situational strength, such as work context and supervision, can moderate the relationship between conscientiousness and job outcomes, as demonstrated in 5
• Changes in situational strength, such as those caused by the COVID-19 pandemic, can lead to a stronger positive effect of conscientiousness on performance, but also increased strain and decreased satisfaction
• Interventions should take into account the contextual factors that may influence the relationship between conscientiousness and employment outcomes

Stress Appraisal and Conscientiousness

• Conscientiousness can moderate the relationship between challenge and hindrance stressors and appraisals, as found in 6
• Highly conscientious employees may be more prone to appraise challenge and hindrance stressors in a way that exacerbates their effects on work motivation and job strain
• Interventions aimed at improving conscientiousness should consider the potential impact on stress appraisal and subsequent employment outcomes