Managing Personality Conflicts in Soccer: Strategies for Amateur and Professional Clubs
Simo Idrissi
Soccer Tactical, Technical, and Physical Performance Analyst; Player and Game Development Coach
Note: This week, we’ll be sharing our study on "Managing Personality Conflicts in Soccer: Strategies for Amateur and Professional Clubs"
Table of Contents
----: Variations in Human Behavior and Conflict.
----: Definition of Conflicting Personalities.
----: Types of High-Conflict Personalities.
-----: All-or-nothing thinking.
-----: Unmanaged emotions.
-----: Extreme behavior or threats.
-----: Preoccupation with blaming others.
----: Neuroticism.
----: Agreeableness.
----: Extraversion.
----: Conscientiousness.
----: Openness to experience.
----: Openness to Experience.
----: Conscientiousness.
----: Extraversion.
----: Agreeableness.
----: Neuroticism.
----: Understanding and communicating effectively.
----: Resolving conflicts and building stronger relationships.
----: Effects of conflicts on team performance.
----: Managing conflicts in professional soccer.
Simo Idrissi
Master in Sports and Health Science
American Military University
Leadership and Sport’s Psychology
August 01, 2023
Abstract
This research journal, written by an expert in soccer, examines the impact of conflicting personalities on human behavior within soccer teams. The journal explores various types of high-conflict personalities and common personality conflicts arising from differences in the Big 5 personality traits. Using examples from soccer teams, the journal provides insights into how effective leadership and communication can resolve conflicts and strengthen relationships among soccer players. Additionally, the journal discusses conflicts in amateur and professional soccer and provides strategies for managing conflicts in professional teams. By offering a comprehensive understanding of conflicting personalities and practical solutions for managing conflicts and building stronger relationships, this research journal contributes to the ongoing discourse on human behavior, leadership, communication, and conflict in soccer teams.
Introduction
Managing a soccer team requires sensitive leadership (Zaccaroa et al., 2001), particularly when coaching highly intelligent players due to their proactive behavior (Teques et al., 2019). Coaching energetic soccer players who are both intelligent and mature can be enjoyable. However, if they perceive an instruction from a facilitator or coach to be too easy or predictable, they may disregard it due to their high emotional intelligence (Vestberg et al., 2020). Balancing cognitive and human development with individual interests and team performance can be challenging. Conflicting personalities, a topic of interest in psychology, can arise despite established social organizations and regulations (Romain, 2005). This research journal examines conflicting personalities, types of high-conflict personalities, and common personality conflicts resulting from differences in the Big 5 personality traits (Shi et al., 2018). Using examples from soccer teams, this journal offers insights into how effective leadership and communication can resolve conflicts and strengthen relationships among players, particularly when coaches exhibit strong and determined leadership (Chandolia at la., 2020). Additionally, this journal discusses conflicts in amateur and professional soccer and provides strategies for managing conflicts in professional teams. By offering a comprehensive understanding of conflicting personalities and practical solutions for managing conflicts and building stronger relationships, this research journal contributes to the ongoing discourse on human behavior, leadership, communication, and conflict in the context of soccer teams.
Study Objectives
Study Aims
Conflicting Personalities
Variations in Human Behavior and Conflict
Human beings exhibit significant variation in aspects such as hormonal reactions, muscle/bones strength and brain functionality. These variations influence individual stress perception and cortisol production (Heckman, 2020, Posadzki at al., 2020). For instance, differences in testosterone levels between men and women can lead to varying responses to stress (van Anders et al., 2015, Verma et al., 2011). Similarly, an individual with a stronger skeletal system may have an advantage in physical activities (Kranioti et al., 2019).
This behavioral diversity is not exclusive to humans but extends to the animal kingdom. A cheetah, for example, leverages its speed to hunt gazelles, while a slower but stronger hyena may use intimidation tactics against the cheetah (Packer et al., 2009).
In human societies, despite the establishment of social organizations and regulations that aim to simplify life, conflict remains inevitable. An example of this can be seen when two young boys fight over a pillow, each claiming ownership. The intervention of an authority figure, like a father, may resolve the immediate conflict but doesn’t eliminate the underlying issue due to its nature realistic. according to Coser, conflict is essential for identity development, and sports provide a nonviolent way to engage in this process (The Psychology Behind Conflict—and When It Can Be Harnessed for Good, 2020).
Several theoretical perspectives on human behavior and conflict exist. The functionalist perspective views society as a complex system working together for stability and social order. The symbolic interactionist perspective emphasizes interpersonal interactions and the meanings derived from them. The behavioral perspective focuses on how behaviors are learned and reinforced through environmental interactions (Beck et al., 2021, Carter et al., 2019, Gardner et al., 2019). Each perspective provides a unique lens for understanding human behavior and conflict.
Definition of Conflicting Personalities
When two or more individuals experience conflict, not because of a specific event or disagreement, but due to fundamental differences in their personalities, approaches, or lifestyles, it is known as a personality clash (Personality Clash?, 2020).
Types of High-Conflict Personalities
All-or-nothing thinking: This cognitive distortion is characterized by the tendency to view situations in absolute, binary terms, such as black or white, good or bad, success or failure. This type of thinking can lead to negative emotions and behaviors and is often associated with negative thinking, anxiety, and low mood (Katharina, 2023).
Unmanaged emotions: Individuals with high-conflict personalities may struggle to manage their emotions effectively, leading to additional stress and potential health issues. Effective emotion management involves acknowledging and understanding one’s emotions, determining their underlying causes, and taking appropriate action to address them (Scott, 2018).
Extreme behavior or threats: High-conflict personalities may exhibit extreme behavior or make threats towards others. This can include explosive temper tantrums, physical aggression, fighting, use of weapons, cruelty towards animals, fire setting, intentional destruction of property, and vandalism. Such behavior can be harmful to both the individual exhibiting it and those around them (Smith et al., 2020).
Preoccupation with blaming others: High-conflict personalities may exhibit a preoccupation with blaming others for their problems. They may speak negatively of others and attribute their own difficulties to external factors rather than taking responsibility for their actions. This behavior can be detrimental to relationships and can escalate conflicts rather than reducing or resolving them (Lozano et al., 2019, Mary, 2016).
Common Personality Conflicts
Differences in the Big 5 personality traits
The Five Factor Model, commonly referred to as the Big Five personality traits, is a widely recognized and accepted framework for understanding personality. Each of the FFM dimensions is composed of several facets or traits that are believed to represent the underlying characteristics of an individual’s personality (Nie?en et al., 2020). These traits are not considered to be defects or indicative of dullness, but rather they represent a range of normal human behavior and can be influenced by a variety of factors, including an individual’s background and experiences. Neuroticism, for example, is associated with a tendency to experience negative emotions and may be influenced by factors such as stress or difficult life events. However, it is important to note that all of the Big Five traits can have both positive and negative aspects, depending on the context and how they are expressed.
Neuroticism: Neuroticism is a personality trait that reflects a tendency towards anxiety, depression, self-doubt, and other negative feelings. It exists on a spectrum and can be managed through various methods such as building self-esteem, practicing self-care, and seeking therapy (Graham et al., 2020).
Agreeableness: Agreeableness is a personality trait that reflects an individual’s tendency towards cooperation and social harmony. It is characterized by traits such as trust, affection, and altruism and can be measured through self-report inventories (University of Arkansas, 2022).
Extraversion: Extraversion is a personality trait characterized by outgoingness, high energy, and talkativeness. It refers to a state of being where someone draws energy from being with other people and can be managed in the workplace by understanding the needs of high-extraversion employees (Lai et al., 2018).
Conscientiousness: Conscientiousness is a personality trait that reflects the tendency to be responsible, organized, hard-working, goal-directed, and to adhere to norms and rules. It influences long-range goal setting, decision making, and behavior and is a key ingredient for success (Wang et al., 2019).
Openness to experience: Openness to experience is a personality trait characterized by a willingness to engage in new experiences and ideas. Individuals with high levels of openness tend to seek diverse experiences, are comfortable with unfamiliarity, and exhibit high levels of curiosity (Nie? et al., 2015).
Examples of conflicts arising from personality differences
Openness to Experience: Individuals high in this trait are open to change and can positively perceive changes in tactics, formation, playing roles, and leadership/communication approaches. They are also open to accepting new positions and substitution methods and can adapt to meet training demands. These individuals are highly curious and focused on team goal-setting and accomplishment, often engaging in positive self-talk as a team. They are also open to forming friendships and creating healthy social relationships with teammates, coaches, and others in the club (Nie? et al., 2015).
Conscientiousness: Individuals high in this trait tend to be punctual and organized. With early notification, they can positively perceive changes in tactics, formation, playing roles, and leadership/communication approaches. They are also open to accepting new positions and substitution methods and can adapt to meet training demands. These individuals are focused on team goal-setting and accomplishment, often engaging in positive self-talk as a team. They are also open to forming friendships and creating healthy social relationships with teammates, coaches, and others in the club (Tim at al., 2013).
Extraversion: Individuals high in this trait are energetic and thrive in high-intensity atmospheres when among people. They tend to be talkative and assertive, easily energized and excited among friends. These individuals do not require early notification to positively perceive changes in tactics, formation, playing roles, leadership/communication approaches, or substitution methods. They can adapt to meet training demands by relying on past experiences, coping skills, and support systems. These individuals are focused on team goal-setting and accomplishment, often engaging in positive self-talk as a team. They rely on their friendships to create healthy social relationships with teammates, coaches, and others in the club (Lai et al., 2018).
Agreeableness: Individuals high in this trait tend to be energetic but may not be as active due to their quiet nature. They may not be highly talkative or assertive due to their tendency to back up quickly and prefer peaceful resolutions. These individuals do not require early notification to accept changes in tactics, formation, playing roles, leadership/communication approaches or substitution methods but may find it burdensome if they feel they have to give up their own things for the sake of agreement. They rely on past experiences, coping skills, and support systems to enhance their behavior that aims to please everyone. These individuals are focused on team goal-setting and accomplishment, often engaging in positive self-talk as a team. They rely on their friendships to create healthy social relationships with teammates, coaches, and others in the club (University of Arkansas, 2022).
Neuroticism: Individuals high in this trait tend to be negative and may prefer high-intensity atmospheres when they feel respected and accepted among people. They can easily become anxious or angry if they perceive something as unfair and tend to complain a lot and blame others for their failures. These individuals require respectful early notification before accepting changes in tactics or formation but may have difficulty accepting changes in playing roles, positions, leadership/communication approaches, or substitution methods. They may rely on past experiences, coping skills, and support systems to enhance their behavior. These individuals may struggle with team goal-setting and accomplishment due to their tendency towards negative self-talk. They may rely on their self-talk, which can shift negatively when orders are not clear and precise, and may only form relationships with a few teammates, coaches, or others in the club. Individuals high in neuroticism are more prone to experiencing negative emotions such as anxiety, anger, fear, and sadness. They may have a more difficult time coping with stress and may perceive ordinary situations as being overwhelmingly challenging (Shokrkon et al., 2021).
Managing Conflicts
Understanding and communicating effectively
Conflict management refers to the process of balancing mutual interests to prevent conflicts from escalating. For instance, in a soccer game with 22 players, two players occupy each position. The challenge lies in ensuring that both individuals who meet the requirements for the same role can benefit from it equally and simultaneously. A study published in The Journal of Applied Laboratory Medicine found that effective communication is crucial for leaders and educators, and some of the most valuable and formative communication will be in the form of feedback (Baumann et al., 2017).
Another study published in Health Education Research found that communication involves the transmission of verbal and non-verbal messages, and it is important to understand the behaviors associated with the sender and receiver, as well as any possible barriers that may exist (Munodawafa, 2008).
To elaborate, conflict management involves recognizing and managing the instinct of possessive power that can lead to conflict. It entails selecting a fair method to determine when actions between two parties are in conflict, preventing escalation and potential negative impacts on team performance and goal achievement. A study published in StatPearls found that conflict management seeks to resolve disagreements or conflicts with positive outcomes that satisfy all individuals involved or are beneficial to the group (Gossman et al., 2022).
?The focus is on achieving true justice rather than pursuing positive or negative goals. If conflict management escalates, it means that one party has become angry and has resorted to using force to take what they believe belongs to them. In such cases, conflict management is no longer applicable, and the situation becomes one of anger management (Goodman et al., 2020). The party involved in anger management should address the situation based on regulations that govern such behavior.
In the context of a soccer team, each player has a specific role (Modric et al., 2020), and Soccer Coaches have the ability to make substitutions at any game if they feel that a player is not performing their role correctly (Hills et al., 2020). This method is fair, easy to understand, and transparent.
Conflict management and anger management are two distinct concepts. To effectively manage both conflicts and anger, an individual needs strong interpersonal skill and a good relationship with others to understand the real plan, measure their abilities, and fulfill the requirements of their role (Nalchi et al., 2022). Conflict management aims to clarify which skills serve tactical roles in achieving long-term goals in comparison with player capabilities.
A coach may choose to surprise their opponents by using different players in a game, instead of involving a faster player. In such situations, the faster player should have perceived respect and understand that the coach’s decision is based on long-term goals and tactical considerations (Zhao et al., 2022). However, measuring perceived respect and understanding what the coach wants takes time or needs time management to shorten the duration of the conflict (Lyons et al., 2021).
Players need to build responsibility, relationships, emotional behavior, and quality relationships with the coach. Players need to believe that the coach is doing their best to create a plan that can accomplish both short and long-term goals (Nicholls et al., 2016).
领英推荐
To prevent other manners of looking at a conflict in equal talent and age, for example, if two players have the same experience, talent, and age, what should be done to manage both of their interests? Always there is one thing in team performance, which is a long-term goal. In this or a similar situation, one player will be on the roster while the other will be a substitute. All players should understand team performance and adhere to tactics as well as understand team management leadership. It is more about trust and respect than regulation, and more about personality traits than organization. A study published in PLOS Computational Biology found that treating people with equality and respect is one of the ten simple rules for avoiding and resolving conflicts with colleagues (Lewitter et al., 2019).
Therefore, a coach should understand the Five Factor Model (FFM) in order to facilitate smooth and understandable communication. A high level of intelligence in all five factors of the FFM and effective leadership approaches can lead to fair and respectful management of both interests (Gossman et al., 2022).
It is important for both parties to be informed beforehand to prevent escalation to anger and violence within team regulations. Fair and respectful rules are also crucial in conflict management, such as every player on a team giving their all and respecting the coach’s decisions and the plan made for the team. If a player has difficulty accepting a decision made by a coach, they should feel free to ask for explanations at appropriate times. The coach will provide explanations based on game schedules, plans, and reports, clearly and fairly explaining their decision to players. This approach can help players feel responsible and understand that they are part of the team, with the ultimate goal being goal accomplishment rather than satisfying their own instinct of possessive power.
Resolving conflicts and building stronger relationships
Conflicts can persist even when things are clear, as long as the process of balancing mutual interests exists. It is not about democracy, but about role readiness versus individual interest. How much effort a player invested and how many mistakes a player made determine readiness or interest. A player may understand the organization, procedures, and regulations, but may have issues with trust towards a coach or other players. It seems that the topic of conflict management is more challenging for players, so coaches are responsible for creating a clear and transparent assessment of why one player should start and another should substitute. This is enough to be clear and to explain that players at this level should work hard on something.
A suitable leadership style can help players understand and trust the relationship when everything is transparent, and everyone feels responsible for the team performance. Conflicts can arise from uncontrolled issues, so learning to manage team progression can help if a player gets stuck in any impulsiveness.
Communication strategies such as listening and understanding can help resolve conflicts if the communication styles aim for understanding the core issue and not solving the problem quickly to end the meeting. In managing conflict between soccer players, it’s important to present program steps and requirements, use team empathy, compassion, and respect, and emphasize the team spirit. Sympathy or respect should be given collectively, not individually. The coach plays a crucial role in managing conflict by providing fairness and making correct decisions based on game schedules, plans, and reports.
Conflict management involves focusing on the qualifications needed for a particular game. For example, if the tactical plan is to implement ball possession to penetrate from midfield, the coach may choose not to use a wing player’s speed in that game. Instead, the coach may choose to save that wing player’s speed for a different game on a specific date. For instance, if a physical report stated that the recovery procedure after an intense game is 72 hours, then a wing player should not get involved at all. This scientific report is transparent and respected by a player. Managing conflict in this way does not diminish the fast player’s capabilities, but rather emphasizes that the game will be played in a certain style and the coach does not want to reveal all their cards, including the player’s speed. It’s important for these matters to be clearly communicated and documented in a realistic program rather than being discussed casually. This is a serious matter that can affect trust among team members. If not handled properly, players may start doing what they want without consulting the coach especially if a team is playing at a professional level where most players are intelligent, strong, and can overcome their obstacles by their own force.
(This part is not yet shared)
Conflicts in Amateur vs Professional Soccer
Common conflicts in professional soccer teams
Effects of conflicts on team performance
Managing conflicts in professional soccer.
For linkedIn Newsletter Note: [As the article develops, more references will be added. Keep visiting the article to discover new information that has been included monthly.]
References
A.
B.
Baumann, N. A. (2017). The Importance of Effective Communication: Some Food for Thought.?The Journal of Applied Laboratory Medicine: An AACC Publication,?1(4), 460–461. https://doi.org/10.1373/jalm.2016.021865
Beck, L., & Grayot, J. D. (2021). New functionalism and the social and behavioral sciences.?European Journal for Philosophy of Science,?11(4). https://doi.org/10.1007/s13194-021-00420-2 ?
C.
Carter, M. J., & Montes Alvarado, A. (2019). Symbolic Interactionism as a Methodological Framework.?Handbook of Research Methods in Health Social Sciences, 169–187. https://doi.org/10.1007/978-981-10-5251-4_62
Chandolia, E., & Anastasiou, S. (2020). Leadership and Conflict Management Style Are Associated with the Effectiveness of School Conflict Management in the Region of Epirus, NW Greece.?European journal of investigation in health, psychology and education,?10(1), 455–468. https://doi.org/10.3390/ejihpe10010034
D. E. F.
G.
Gardner, B., & Rebar, A.??(2019,?April?26). Habit Formation and Behavior Change.?Oxford Research Encyclopedia of Psychology.?Retrieved 3 Sep. 2023, from https://oxfordre.com/psychology/view/10.1093/acrefore/9780190236557.001.0001/acrefore-9780190236557-e-129 .
Graham, E. K., Weston, S. J., Turiano, N. A., Aschwanden, D., Booth, T., Harrison, F., James, B. D., Lewis, N. A., Makkar, S. R., Mueller, S., Wisniewski, K. M., Yoneda, T., Zhaoyang, R., Spiro, A., Willis, S., Schaie, K. W., Sliwinski, M., Lipton, R. A., Katz, M. J., & Deary, I. J. (2020). Is Healthy Neuroticism Associated with Health Behaviors? A Coordinated Integrative Data Analysis.?Collabra: Psychology,?6(1). https://doi.org/10.1525/collabra.266
Goodman, H., Papastavrou Brooks, C., Price, O., & Barley, E. A. (2020). Barriers and facilitators to the effective de-escalation of conflict behaviours in forensic high-secure settings: a qualitative study.?International Journal of Mental Health Systems,?14(1). https://doi.org/10.1186/s13033-020-00392-5
Gossman, W., Ellis, V. L., & Toney-Butler, T. J. (2022, July 4).?Conflict Management. Nih.gov ; StatPearls Publishing. https://www.ncbi.nlm.nih.gov/books/NBK470432/
H.
Heckman, W. (2020, February 10).?How Does Stress Affect Your Body? The Latest Research Shows It Can Vary. The American Institute of Stress. https://www.stress.org/how-does-stress-affect-your-body-the-latest-research-shows-it-can-vary
Hills, S. P., Radcliffe, J. N., Barwood, M. J., Arent, S. M., Cooke, C. B., & Russell, M. (2020). Practitioner perceptions regarding the practices of soccer substitutes.?PloS one,?15(2), e0228790. https://doi.org/10.1371/journal.pone.0228790
I. J.
K.
Katharina, Star. (2023).?Overcoming All-Or-Nothing Thinking When You Have Anxiety Issues. Verywell Mind. https://www.verywellmind.com/all-or-nothing-thinking-2584173
Kranioti, E. F., Bonicelli, A., & García-Donas, J. G. (2019, July 25).?Bone-mineral density: clinical significance, methods of quantification and forensic applications. Research and Reports in Forensic Medical Science. https://www.dovepress.com/bone-mineral-density-clinical-significance-methods-of-quantification-a-peer-reviewed-fulltext-article-RRFMS
L.
Lai, D. W. L., & Qin, N. (2018). Extraversion personality, perceived health and activity participation among community-dwelling aging adults in Hong Kong.?PLOS ONE,?13(12), e0209154. https://doi.org/10.1371/journal.pone.0209154
Lozano, E. B., & Laurent, S. M. (2019). The effect of admitting fault versus shifting blame on expectations for others to do the same.?PLOS ONE,?14(3), e0213276. https://doi.org/10.1371/journal.pone.0213276
Lewitter, F., Bourne, P. E., & Attwood, T. K. (2019). Ten Simple Rules for avoiding and resolving conflicts with your colleagues.?PLOS Computational Biology,?15(1), e1006708. https://doi.org/10.1371/journal.pcbi.1006708
Lyons, O., Forbat, L., Menson, E., Chisholm, J. C., Pryde, K., Conlin, S., Felton, V., Ingle, S., McKenzie, C., Ramachandran, R., Sayer, C., Snowball, C., Strachan-Gadsby, E., Tisovszky, N., & Barclay, S. (2021). Transforming training into practice with the conflict management framework: a mixed methods study.?BMJ paediatrics open,?5(1), e001088. https://doi.org/10.1136/bmjpo-2021-001088
M.
Mary, C. Lamia.(2016). Shame and the Pendulum of Blame. When things go wrong who is to blame? Psychology Today. https://www.psychologytoday.com/us/blog/intense-emotions-and-strong-feelings/201604/shame-and-the-pendulum-blame
Modric, T., Versic, S., & Sekulic, D. (2020). Position Specific Running Performances in Professional Football (Soccer): Influence of Different Tactical Formations.?Sports (Basel, Switzerland),?8(12), 161. https://doi.org/10.3390/sports8120161
Munodawafa, D. (2008). Communication: Concepts, practice and challenges.?Health Education Research,?23(3), 369–370. https://doi.org/10.1093/her/cyn024
N.
Nalchi, M., Daraei, M., & Pourhosseini, E. (2022). Analysis of the Components of the Conflict and Anger Control Model of the Managers of Medical Universities of Iran.?Razi Journal of Medical Sciences,?29(6), 48–59. https://rjms.iums.ac.ir/browse.php?a_code=A-10-6044-3&sid=1&slc_lang=en
Nie?en, D., Danner, D., Spengler, M., & Lechner, C. M. (2020). Big Five Personality Traits Predict Successful Transitions From School to Vocational Education and Training: A Large-Scale Study.?Frontiers in psychology,?11, 1827. https://doi.org/10.3389/fpsyg.2020.01827
Nie?, C., & Zacher, H. (2015). Openness to Experience as a Predictor and Outcome of Upward Job Changes into Managerial and Professional Positions.?PLOS ONE,?10(6). https://doi.org/10.1371/journal.pone.0131115
Nicholls, A. R., & Perry, J. L. (2016). Perceptions of Coach-Athlete Relationship Are More Important to Coaches than Athletes in Predicting Dyadic Coping and Stress Appraisals: An Actor-Partner Independence Mediation Model.?Frontiers in psychology,?7, 447. https://doi.org/10.3389/fpsyg.2016.00447
O.
P.
Packer, C., Kosmala, M., Cooley, H. S., Brink, H., Pintea, L., Garshelis, D., Purchase, G., Strauss, M., Swanson, A., Balme, G., Hunter, L., & Nowell, K. (2009). Sport Hunting, Predator Control and Conservation of Large Carnivores.?PLoS ONE,?4(6), e5941. https://doi.org/10.1371/journal.pone.0005941
Posadzki, P., Pieper, D., Bajpai, R., Makaruk, H., K?nsgen, N., Neuhaus, A. L., & Semwal, M. (2020). Exercise/physical activity and health outcomes: an overview of Cochrane systematic reviews.?BMC Public Health,?20(1). https://doi.org/10.1186/s12889-020-09855-3
The Psychology Behind Conflict—and When It Can Be Harnessed for Good. (2020, January 3). Kellogg Insight. https://insight.kellogg.northwestern.edu/article/psychology-behind-conflict-harnessed-for-good
Personality Clash??(2020, February 6). The British Association for Psychological Type. https://www.bapt.org.uk/articles/personality-clash/
Q.
R.
Romain P. L. (2015). Conflicts of interest in research: looking out for number one means keeping the primary interest front and center.?Current reviews in musculoskeletal medicine,?8(2), 122–127. https://doi.org/10.1007/s12178-015-9270-2
S.
Scott, E. (2018, February 12).?How negative emotions affect us and how to embrace them. Verywell Mind. https://www.verywellmind.com/embrace-negative-emotions-4158317
Smith, K. E., & Pollak, S. D. (2020). Early life stress and development: potential mechanisms for adverse outcomes.?Journal of Neurodevelopmental Disorders,?12(1). https://doi.org/10.1186/s11689-020-09337-y
Shi, J., Yao, Y., Zhan, C., Mao, Z., Yin, F., & Zhao, X. (2018). The Relationship Between Big Five Personality Traits and Psychotic Experience in a Large Non-clinical Youth Sample: The Mediating Role of Emotion Regulation.?Frontiers in psychiatry,?9, 648. https://doi.org/10.3389/fpsyt.2018.00648
Shokrkon, A., & Nicoladis, E. (2021). How personality traits of neuroticism and extroversion predict the effects of the COVID-19 on the mental health of Canadians.?PLOS ONE,?16(5), e0251097. https://doi.org/10.1371/journal.pone.0251097
T.
Teques, P., Duarte, D., & Viana, J. (2019). Coaches' Emotional Intelligence and Reactive Behaviors in Soccer Matches: Mediating Effects of Coach Efficacy Beliefs.?Frontiers in psychology,?10, 1629. https://doi.org/10.3389/fpsyg.2019.01629
Tim, Bogg, Brent, W., Roberts. (2013). The Case for Conscientiousness: Evidence and Implications for a Personality Trait Marker of Health and Longevity,?Annals of Behavioral Medicine, Volume 45, Issue 3, June 2013, Pages 278–288,?https://doi.org/10.1007/s12160-012-9454-6
U.
University of Arkansas. (2022). Agreeableness a helpful trait for general success in life, study finds: After examining the effect of 'Big 5' personality traits in many kinds of occupations, researchers focus on one trait helpful to general life success..?ScienceDaily. Retrieved September 3, 2023 from www.sciencedaily.com/releases/2022/03/220303191459.htm
V.
van Anders, S. M., Steiger, J., & Goldey, K. L. (2015). Effects of gendered behavior on testosterone in women and men.?Proceedings of the National Academy of Sciences of the United States of America,?112(45), 13805–13810. https://doi.org/10.1073/pnas.1509591112
Vestberg, T., Jafari, R., Almeida, R., Maurex, L., Ingvar, M., & Petrovic, P. (2020). Level of play and coach-rated game intelligence are related to performance on design fluency in elite soccer players.?Scientific Reports,?10(1). https://doi.org/10.1038/s41598-020-66180-w
Verma, R., Balhara, Y. P., & Gupta, C. S. (2011). Gender differences in stress response: Role of developmental and biological determinants.?Industrial psychiatry journal,?20(1), 4–10. https://doi.org/10.4103/0972-6748.98407
W.
Wang, S., Zhao, Y., Li, J., Wang, X., Luo, K., & Gong, Q. (2019). Brain structure links trait conscientiousness to academic performance.?Scientific Reports,?9(1). https://doi.org/10.1038/s41598-019-48704-1
?X. Y.
Z.
Zaccaroa, S. J., Rittmana, A. L., & Marksb, M. A. (2001). Team leadership - queen’s University Belfast. Queen’s University Belfast. https://www.qub.ac.uk/elearning/media/Media,264498,en.pdf
Zhao, L., Liu, P., Zhang, F., Xu, S., & Liu, Y. (2022). How does perceived respect affect innovative behavior? The role of thriving at work and spiritual leadership.?Frontiers in psychology,?13, 978042. https://doi.org/10.3389/fpsyg.2022.978042