The Role of Personality and Feedback Acceptance

Previous research has identified links between the Big Five traits of openness to experience, conscientiousness, and agreeableness, and employees' receptivity and feedback acceptance. Most studies examined these traits independently, which offers only a partial view of how personality influences feedback acceptance. The unexplored relationship of how these traits interact with psychological resilience may explain why some employees constructively engage with feedback and others disengage. The current study proposes to investigate the combined influence of personality traits and psychological resilience on feedback acceptance in the workplace. Employing a correlation design, researchers will recruit full-time employees from various industries in the United States to complete measures of personality, resilience, and feedback acceptance. It is hypothesized that employees with higher scores on openness to experience, conscientiousness, and agreeableness, as well as greater levels of resilience, will report greater feedback acceptance. Findings will provide valuable insights into how individual differences affect feedback processing, with implications for organizational practices in performance management and employee development. By integrating personality and resilience factors, organizations can better foster a culture of continuous learning, improve retention, and enhance overall organizational effectiveness.