Discussion

This review synthesizes key findings focused on introversion in the workplace based on

past studies. The review critically examines the perception of introversion, its evaluation

and definition of introversion, its prevalence, strategies for inclusion in the workplace,

the impact of the COVID-19 pandemic, and future research directions.

Introversion is described as “an orientation toward the internal private world of oneself

and one’s inner thoughts and feelings rather than the outer world of people and

things”(VandenBos, 2020, p.22). Extraversion is described as “an orientation of one’s

interests and energies toward the outer world of people and things rather than the inner

world of subjective experience” (VandenBos, 2020, p.22). The review discovered that

previous personality assessments and definitions of introversion frequently emphasized

negative characteristics. The HEXACO-60 personality test, for example, linked

agreement with negative statements to introversion (Ashton & Lee, 2009). Furthermore,

most assessments were based on Eysenck's outdated personality theory, focused mostly

on evaluating extraversion, with introverts scoring low on extroversion scales (Aaron &

Lipton, 2018; Barrett et al., 2017). Recently, Blevins et al. (2022) conducted ten

commonly employed personality assessments that evaluate extraversion and introversion

traits. The findings revealed that attributes linked to introversion were represented

through the use of negative adjectives, including terms such as shy, lacking confidence,

and possessing low self-esteem. The evaluation of certain positive attributes, such as

introspection, independence, and solitude, was not readily evaluated using the available

measurement tools. According to Hirsch (2022), employers may favour individuals who

score as extroverts based on these adjectives, since they use personality evaluations in
recruiting. Additionally, extroverted candidates could be given preference depending on

their interview skills.

Moreover, one widely recognized theory is referred to as the Big Five model (Costa and

McCrae, 1992a, 1992b; Muchinsky & Howes, 2019). It examined the five personality

traits of agreeableness, openness, conscientiousness, neuroticism, and extraversion.

Agreeable individuals are kind, trustworthy, and willing to help others. On the other

hand, openness means the capacity to dream, be creative, and keep an open mind

(Muchinsky & Howes, 2019). Being conscientious means being thoughtful and

controlling your impulses. On the other hand, neuroticism means being emotionally

stable and knowing how to deal with stress and feelings (Stein & Howard, 2011).

Insufficient empirical evidence exists to establish a definitive prevalence of introversion

across many demographic categories, including age, race, gender, and occupation. The

lack of available data signifies a broader constraint within the current collection of

literature concerning introverted individuals. Further investigation into introversion at the

population level should be undertaken to understand better introverts and their specific

needs within the professional environment.

There is a significant knowledge gap because no studies have directly tested or explained

strategies for promoting introverted individuals at work. According to the study,

introverts do better at work with access to a network, less rapid workload changes, social

support, an excellent work-life balance, and no distracting stimuli. Giving introverts quiet

places and time with few distractions may benefit them. It was also suggested that

flexible work settings and time for recovery could help employers deal with the different

personalities of their employees.

of these changes was the relocation of many meetings and workplaces online, where

executives and colleagues frequently convene virtually. The pandemic essentially

changed the way people communicated to create less stimulating settings. Emails, chats,

and other written formats are the norm in these settings, giving introverts a fair chance to

participate online. Perhaps in less stimulating environments, introverts are less likely to

feel awkward and more valued as employees. Further study needs to be done to

determine if introverts are seen as more helpful in the workplace and less shy in these

low-stimulation environments (Barnes & Stewart, 2022). The transition to remote work

due to the COVID-19 pandemic has presented unique challenges and prospects for

individuals with introverted tendencies. Additional research is required to

comprehensively understand the exact impacts of those changes on individuals who

indicate introverted tendencies.

We recommend that researchers examine the list of introverted characteristics and

personality evaluations provided by Blevins et al. (2022) to better capture the

introversion construct. It is highly suggested that more up-to-date standardized tools for

assessing and defining introversion are needed. There exist notable deficiencies in the

available evidence about the link between introversion and work productivity and

innovation. Future research should be performed using reliable methodologies and

updated theories of personality to investigate successful approaches for promoting the

inclusion of diverse personalities within workplace settings. These research investigations

should be carried out in real-world scenarios to ensure the practical applicability of the

methods developed.
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