The current proposal offers the ability to bridge advances in Honesty decision-making and some individual differences, such as personality traits (i.e., Grit and Humility) and inclinations toward the development of personal resources (i.e., Resilience) with research investigating job performance and well-being in individuals. This proposal represents a significant extension of past research of understanding the etiology of suboptimal decision-making and the connected role of individual differences. Although we have evidence that individuals who demonstrate lower Decision-Making Competency (DMCy) or in Grit and Resilience engage in more hamstrung behaviors, less is known about how this individual approach affects workable models, such as the JD-R model. Though a robust literature exists on individual differences and decision-making, this research is largely confined to group-level differences observed in psychology laboratories.
Summarizing, this purpose aims to bridge this gap in knowledge. When individuals present poor DMCy levels, low Grit and lack of some personal resources (i.e., Resilience) present the likelihood of unfavorable long-run consequences (i.e., managing poorly job demands, developing inconsistently personal resources, etc.) and this might also be considered an indicator of poor job performance in organizations.
In conclusion, by integrating these research perspectives, we can better conceptualize the antecedents of the development of advantageous behavior in work placements. Regarding the implications of the research, within this frame, the project will help to better analyze the psychological facets of a correct assessment in organizations.
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