臺大管理論叢 NTU Management Review VOL.29 NO.3

197 NTU Management Review Vol. 29 No. 3 Dec. 2019 People with the trait of openness to experience are creative, artistic, and curious (Tupes and Christal, 1961). Openness to experience is related to intellectual capability, and people in this category are artistic, intelligent, open-minded, and creative (Barrick and Mount, 1991). Open-minded individuals are more capable of adapting and understanding new perspectives of life and the external environment (Judge and Bono, 2000). Openness to experience is the only Big Five personality trait that is linked to intelligence (Judge and Bono, 2000). People with less openness to experience are conventional and traditionally comfort-oriented, which results in low creativity and intelligence (Tupes and Christal, 1961). People high in agreeableness are warm, cooperative, and trustworthy (Tupes and Christal, 1961). Agreeableness includes kindness, sensitivity, modesty, care, and respect (Bernerth et al., 2007). People who possess the personality trait of agreeableness are respectful, tactful, kind, and good-natured. Research has suggested that agreeableness is positively related to interactions with the team and performance (Kichuk and Wiesner, 1997). On the other hand, people with low agreeableness are not cooperative. Rather, they prefer to compete (Costa Jr and McCrae, 1992). People with low agreeableness are cold, antagonistic, and disagreeable (Tupes and Christal, 1961). The agreeableness trait may lead to sacrificing career goals due to conflict avoidance and care for other people (Judge et al., 1999). Conscientiousness is a measure of reliability. Conscientious people are organized, responsible, persistent, and dependable (Tupes and Christal, 1961). People possessing the personality trait of conscientiousness are categorized as hardworking, consistent, actively responsible, good planners, and well organized (Barrick and Mount, 1991). Researchers have also mentioned that people with the conscientiousness trait tend to avoid path divergence and are willing to indulge themselves in a task (Barry and Stewart, 1997). Conscientiousness is observed as one of the most reliable factors related to job performance (Barrick, Mount, and Judge, 2001). 3. Glass Ceiling Effect The concept of the glass ceiling effect is well known worldwide. This effect refers to how career paths of female employees are hindered in the workplace through artificial barriers when being compared to those of male employees (Davidson and Cooper, 1992). The glass ceiling effect is a phenomenon in which women are discriminated against in terms of reaching higher management positions as a consequence of artificial barriers