ABSTRACT
OBJECTIVE: People value solitude for themselves. Yet little is known about how people perceive dispositional preference for solitude in others. Does dispositional preference for solitude represent a protective factor from psychological distress during times of social distancing? And do laypeople have accurate beliefs about the role of preference for solitude? METHOD: To answer these questions, we conducted four studies (three preregistered, Ntotal = 1418) at the early and a later stage of the COVID-19 pandemic using experimental, longitudinal, and experience sampling designs. RESULTS: People expected targets with a higher solitude preference to be more resilient (e.g., less lonely, more satisfied with life) during social distancing, and consequently prioritize them less when allocating supportive resources for maintaining social connections (Studies 1 and 2). Compared to these beliefs, the actual difference between individuals with higher versus lower solitude preference was smaller (Study 2) or even negligible (Study 3). Did people form more calibrated beliefs two years into the pandemic? Study 4 suggested no. CONCLUSIONS: Together, these studies show that people overestimate the role of preference for solitude in predicting others' psychological experience. As a result, solitude-seeking individuals may miss out on supportive resources, leading to higher risks for mental health issues.
ABSTRACT
At the beginning of the COVID-19 pandemic, organizations around the world rapidly transitioned to enforced remote work. We examined the relationship between personality and within-person changes in five job outcomes (self-reported performance, engagement, job satisfaction, burnout, and turnover intentions) during this transition. We conducted a four-wave longitudinal study, from May to August 2020, of employees working from home due to COVID-19, N = 974. On average, self-reported performance decreased over the course of the study, whereas the other outcomes remained stable. There was also significant between-person variability in job outcomes. Extroversion and conscientiousness, two traits traditionally associated with desirable outcomes, were associated with deteriorating outcomes over time. Extroverted employees and conscientious employees became less productive, less engaged, and less satisfied with their jobs;and extroverted employees reported increasing burnout. These results add to our understanding of how personality predicts within-person changes in performance, well-being, and turnover intentions during the pandemic.