Lots of target variance: An update of SRM using the HEXACO personality inventory

Three Nightmare Traits in Leaders

This review offers an integration of dark leadership styles with dark personality traits. The core of dark leadership consists of Three Nightmare Traits (TNT)—leader dishonesty, leader disagreeableness, and leader carelessness—that are conceptualized as contextualized personality traits aligned with respectively (low) honesty-humility, (low) agreeableness, and (low) conscientiousness. It is argued that the TNT, when combined with high extraversion and low emotionality, can have serious (“explosive”) negative consequences for employees and their organizations. A Situation-Trait-Outcome Activation (STOA) model is presented in which a description is offered of situations that are attractive to TNT leaders (situation activation), situations that activate TNT traits (trait activation), and the kinds of outcomes that may result from TNT behaviors (outcome activation). Subsequently, the TNT and STOA models are combined to offer a description of the organizational actions that may strengthen or weaken the TNT during six career stages: attraction, selection, socialization, production, promotion, and attrition. Except for mainly negative consequences of the TNT, possible positive consequences of TNT leadership are also explored, and an outline of a research program is offered that may provide answers to the most pressing questions in dark leadership research.

Self-other agreement in personality traits and profiles across cultures: A multirater, multiscale study in Blacks and Whites in South Africa

OBJECTIVE

Despite the importance of self-other agreement for the validity of trait models, few studies have assessed cultural differences systematically. We examined self-other agreement in traits and profiles in the more collectivistic Black group and the more individualistic White group in South Africa.

METHOD

Participants were 172 Black and 198 White students, and one relative and one friend of each student. Participants completed a behavior-based and a trait-adjective-based inventory.

RESULTS

Aggregated across traits and raters, there were no cultural differences in trait agreement. However, agreement was stronger for social-relational concepts in Blacks and for personal growth concepts in Whites, providing moderate support for the hypothesis of stronger agreement on culturally more salient traits. Trait agreement was stronger in Blacks' relatives and Whites' friends, but there was no such interaction in profile agreement. The differences in profile agreement (higher in Whites than in Blacks) involved normative agreement and were mediated by dialecticism (higher in Blacks) and social desirability (higher in Whites). Results with the two inventories were similar.

CONCLUSIONS

In the framework of trait consistency research, cultural differences in self-other agreement may be limited compared to differences in perceived trait consistency, although sizable compared to differences in actual behavior consistency.

Perceptions of Vocational Interest

The current study investigated how self- and other-ratings of vocational interests converge among student–parent dyads. Using the Personal Globe Inventory–Short, we obtained data from a pooled sample of 271 (high school senior and university) student–parent dyads. Participants rated their own vocational interests and those of the other dyad member. First, profile correlations revealed high levels of self-other agreement, moderate levels of assumed similarity, and low levels of similarity and reciprocity in vocational interests. These correlations are highly similar to those found in personality research. Second, profile elevation showed a reversed pattern compared to interest perceptions, with high levels of self-other agreement and moderate levels of assumed similarity, indicating that profile elevation may mostly be an artifact/rater bias and not a substantive factor. Ipsatization of the vocational interest scales somewhat reduced profile elevation bias. Third, same-gender dyads overestimated their similarity in vocational interests more than different-gender dyads.

A Review and Critique of Partner Effect Research in Small Groups

The purpose of this review is to discuss the ways in which partner effects are examined in group contexts. We focus on social influence, as it is a common theme in group research from cognate fields such as communication, psychology, family studies, social psychology, and business. We elaborate on different conceptions of partner effects in our discussion of the social relations model (SRM), the actor–partner interdependence model (APIM), and the group actor–partner interdependence model (GAPIM), and provide a comprehensive review of the studies that have utilized these models to study groups. Following that, we discuss the ways in which partner effects research can improve our theoretical and empirical understanding of group processes.