| Abstrakt: |
Objective: An auditor's responsibility to society is undeniable, so understanding more aspects of job success and factors affecting it can help auditors and stakeholders better understand the auditor's role in society. This study examines auditors' professional success by evaluating the five-factor theory (FFT) to determine how auditors' personality traits can predict professional success. The present study attempts to address multiple gaps and, in doing so, makes significant contributions. First, the study extends the limited research on understanding the five-factor theory and auditor's professional success. Our study is among the first to consider the five-factor theory essential to achieving auditors' endogenous and exogenous success. Second, this study assesses the auditors' personality traits (neuroticism, extraversion, openness to experience, agreeableness, conscientiousness) with their endogenous and exogenous success. Thus, this explains the mechanism through which personality traits can influence success. Third, to the best of the author's knowledge and through search in peer-reviewed databases, no previous study has empirically explored the effects of auditors' endogenous and exogenous success. Fourth, this study provides insight into this research for regulatory bodies, including the Iranian Association of Certified Public Accountants, about the importance of cognitive components and auditors' personalities. Based on this, the research hypotheses are presented in the following order: H1: A significant relationship exists between neuroticism and the auditors’ endogenous success. H2: A significant relationship exists between neuroticism and the auditors’ exogenous success. H3: A significant relationship exists between extraversion and the auditors’ endogenous success. H4: A significant relationship exists between extraversion and the auditors’ exogenous success. H5: A significant relationship exists between openness to experience and the auditors’ endogenous success. H6: A significant relationship exists between openness to experience and the auditors’ exogenous success. H7: A significant relationship exists between agreeableness and the auditors’ endogenous success. H8: A significant relationship exists between agreeableness and the auditors’ exogenous success. H9: A significant relationship exists between conscientiousness and the auditors’ endogenous success. H10: A significant relationship exists between conscientiousness and the auditors’ exogenous success. Method: This study employed a descriptive-correlational approach, utilizing Structural Equation Modeling (SEM) to examine the relationships between latent and manifest variables. Conducted during the summer of 2023, this field study aimed to test theoretical frameworks. Given the nature of the variables and the study's objectives, an electronically constructed questionnaire was deemed the most effective data collection method. The target population consisted of members of the Iranian Association of Certified Public Accountants, with a sample size of 348 participants determined using Cochran's formula at a 95% confidence level. Two standardized questionnaires were employed for data collection: NEO Personality Inventory (NEO-PI-R): Developed by McCrae and Costa in 1985, this tool assesses personality traits based on the Five-Factor Model (FFM). The NEO-PI-R includes 60 questions, measuring five main personality factors and six characteristics within each factor. Job Success Questionnaire: Adapted from Nabi (2001), this instrument evaluates both endogenous and exogenous job success. Endogenous success pertains to individual perceptions of success in their roles, while exogenous success is measured through objective indicators such as financial achievements and promotions. Data were analyzed using IBM SPSS Statistics (version 26.0) and LISREL (version 10.20), allowing for a comprehensive evaluation of the proposed conceptual model and the testing of research hypotheses. Results: According to result, the significance levels for extroversion, openness to experience, agreeableness, and conscientiousness in relation to auditors' subjective (endogenous) success are 7.52, 7.90, 8.65, and 10.34, respectively. At a 95% confidence level, these personality traits significantly influence auditors' subjective success. Auditors who are extroverted, flexible, and conscientious report higher personal satisfaction, optimism, and better interpersonal relationships. All four personality dimensions also impact objective (exogenous) success, with higher income, promotions, and benefits linked to those who are extroverted, adaptable, open-minded, and conscientious. Among the five personality traits, conscientiousness (0.86) has the strongest correlation with objective success, indicating that auditors with leadership skills, long-term planning, technical expertise, and self-control tend to earn higher salaries and benefits. Conversely, extroversion (0.20) shows the weakest relationship with objective success but significantly affects subjective success. Extroverted auditors, characterized by positive emotions and social activity, report greater personal satisfaction, though they may not achieve high income or promotions. Overall, all personality dimensions, except neuroticism, positively correlate with subjective success, suggesting that auditors with these traits are more likely to find personal and professional fulfillment. The findings align with existing research, reinforcing the importance of NEOAC components in auditors' career success. Conclusion: The results of this research showed that personality traits affect the career success of auditors; Explaining the results of this study, it can be said that with the increasing complexity of the business world, the decrease in social trust in auditing services, and the disregard for social benefits in recent financial crises, auditors should use their psychological concepts to promote work success in the workplace. Accordingly, independent auditors who have spent a lifetime in the profession are encouraged to take an essential step in further understanding their behavioral characteristics. The findings of this study inform regulatory bodies, including the Iranian Association of Certified Public Accountants, about the importance of cognitive components and auditors' personalities. Based on these study findings, audit institutions and organizations should educate their members about the importance of their attitudes and behavior in the workplace. Ultimately, these results extend beyond the confines of the audit profession. They serve as valuable information for individuals, shareholders, and potential investors, underscoring the significant role that auditors play in shaping social performance. Given that the present study provides evidence that the components of personality traits have a significant relationship with the professional success of auditors, it should be noted that this study considers only some aspects of practical psychology. Other researchers could be interested in exploring different psychological subsets, such as accuracy and focus, auditors' personality traits, and personality types on the professional success of auditors. [ABSTRACT FROM AUTHOR] |
