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Liu J, Cao C, Zhang Y. Understanding COVID-19-Related Behaviors, Worries, and Attitudes among Chinese: Roles of Personality and Severity. Behav Sci (Basel) 2024; 14:482. [PMID: 38920814 PMCID: PMC11201275 DOI: 10.3390/bs14060482] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/12/2024] [Revised: 05/27/2024] [Accepted: 05/30/2024] [Indexed: 06/27/2024] Open
Abstract
During the COVID-19 pandemic, people exhibited various forms of adjustments. This study examines how situational factors (i.e., the severity of COVID-19) and individual differences (i.e., the HEXACO traits) affect one's COVID-19-related responses regarding behaviors (i.e., mask-wearing and hoarding), worries (i.e., worrying about infecting and spreading COVID-19), and attitudes (i.e., discrimination and empathy toward people infecting COVID-19) in China. With a sample of 927 participants, our results show that the severity of COVID-19 was predictive of all the responses, and its predictive value was more pronounced relative to personality traits. Concerning the association between personality traits and responses, Honesty-Humility and Conscientiousness were predictive of one's behaviors, Emotionality was predictive of one's worries, and almost all the HEXACO traits were associated with one's attitudes toward people infected with COVID-19. This study sheds some light on understanding how situations and individual differences shape one's responses in a time of emergency.
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Affiliation(s)
- Jie Liu
- Faculty of Education, Northeast Normal University, Changchun 130024, China; (J.L.); (C.C.)
| | - Chun Cao
- Faculty of Education, Northeast Normal University, Changchun 130024, China; (J.L.); (C.C.)
| | - Yanyan Zhang
- School of Philosophy and Sociology, Jilin University, Changchun 130012, China
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2
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Howard MC. The Importance of Context-Relevance: Entrepreneurial Personality Relates to Entrepreneurial Outcomes Beyond the HEXACO and Dark Triad. THE JOURNAL OF PSYCHOLOGY 2024:1-23. [PMID: 38830232 DOI: 10.1080/00223980.2024.2347616] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/07/2023] [Accepted: 04/16/2024] [Indexed: 06/05/2024] Open
Abstract
Entrepreneurial Personality (EP) is a collection of traits that causes someone to be entrepreneurial, including both an attraction to and success in entrepreneurial activities. Although EP and its inclusion criteria is defined by its relevance to entrepreneurship, research has yet to support that it relates to entrepreneurial outcomes more strongly than extant frameworks of personality, causing uncertainty regarding its theoretical rationale and conceptual foundation. Applying the bandwidth-fidelity dilemma as our theoretical lens, the current article reports two studies to test whether EP relates to entrepreneurial outcomes beyond the HEXACO and Dark Triad dimensions. Using a sample of non-business owners, Study 1 supports that EP explains both more variance than and variance beyond the HEXACO and Dark Triad in outcomes associated with the earlier phases of the entrepreneurial process, such as entrepreneurial goal setting, goal striving, and goal achievement. Using a sample of business owners, Study 2 supports that EP explains both more variance than and variance beyond the HEXACO and Dark Triad in outcomes associated with the later phases of the entrepreneurial process, including entrepreneurial performance and well-being. These results encourage future research on EP by supporting the validity of the personality framework, and we suggest several directions for future research, such as broader applications of the bandwidth-fidelity dilemma.
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Affiliation(s)
- Matt C Howard
- The University of South Alabama, Mitchell College of Business
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3
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Shang Z, Zuo C, Shi Y, Zhou T. Does Overqualification Play a Promoting or a Hindering Role? The Impact of Public Employees' Perceived Overqualification on Workplace Behaviors. Behav Sci (Basel) 2024; 14:48. [PMID: 38247700 PMCID: PMC10812830 DOI: 10.3390/bs14010048] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/19/2023] [Revised: 01/07/2024] [Accepted: 01/10/2024] [Indexed: 01/23/2024] Open
Abstract
Drawing upon the conservation of resource theory, we offer a framework for understanding the mechanism underlying the effect of public employees' overqualification on their cognitive and behavioral outcomes, through both positive and negative paths. We propose that perceived overqualification elicits two subjective cognitions, namely, perceived control and psychological entitlement, which further lead to public employees' behaviors through approach (organizational citizenship behavior) and avoidance (workplace deviance behavior) tendencies. A total of 421 public employees participated in the three-stage time-lag investigation. The findings indicated that public employees' perceived overqualification is positively related to perceived control, and perceived control is positively related to organizational citizenship behavior. Perceived control completely mediates the relationship between perceived overqualification and organizational citizenship behavior. Perceived overqualification is positively related to psychological entitlement, and psychological entitlement is positively related to workplace deviance behavior. Psychological entitlement completely mediates the relationship between perceived overqualification and workplace deviance behavior. This study constructed a double-edged sword model of perceived overqualification based on the public sector, discussing the influence of public employees' perceived overqualification on their workplace behaviors from the perspective of resource assessment and self-evaluation, and providing theoretical guidance for the practice of human resource management within the public sector.
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Affiliation(s)
- Zhe Shang
- School of Government, Beijing Normal University, Beijing 100875, China; (Z.S.); (C.Z.); (Y.S.)
| | - Chenhui Zuo
- School of Government, Beijing Normal University, Beijing 100875, China; (Z.S.); (C.Z.); (Y.S.)
| | - Yan Shi
- School of Government, Beijing Normal University, Beijing 100875, China; (Z.S.); (C.Z.); (Y.S.)
| | - Ting Zhou
- Department of Medical Psychology, School of Health Humanities, Peking University, Beijing 100191, China
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4
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Zhang S, O'Connor P, Gardiner E. Some rules should be broken: Developing a measure of constructive rule beliefs. PERSONALITY AND INDIVIDUAL DIFFERENCES 2023. [DOI: 10.1016/j.paid.2023.112145] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 03/10/2023]
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5
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George L, Wallace JC, Snider JB, Suh H. Self-Compassion, Performance, and Burnout: Surfacing an Unknown Work Construct. GROUP & ORGANIZATION MANAGEMENT 2023. [DOI: 10.1177/10596011231161123] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/15/2023]
Abstract
Research on self-compassion across various disciplines has consistently demonstrated numerous self-regulatory benefits associated with the construct. Despite the increasing interest, theory-driven research on self-compassion in the workplace has only begun to emerge recently. In the present research, we introduce the construct of work self-compassion ( WSC). Building on Neff’s definition of self-compassion, we submit that WSC is comprised of work self-kindness, common work challenges, and work-specific mindfulness. Across two studies, we develop a scale to measure WSC and test its place within the larger nomological network of organizational constructs. Specifically, by integrating COR theory with prior research on self-compassion, in Study 1, we test the incremental validity of WSC beyond general self-compassion in predicting job performance. In Study 2, we further demonstrate that WSC is an important mediating mechanism that bridges the association between honesty-humility, namely the H-factor, and job performance and burnout, respectively. We discuss theoretical and practical implications of our findings and conclude with limitations and future research directions.
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6
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Rawat S, Deshpande AP, Predoiu R, Piotrowski A, Malinauskas R, Predoiu A, Vazne Z, Oliveira R, Makarowski R, Görner K, Branet C, Ciuntea ML, Marineanu DV, Vicente-Salar N, de Gennaro D. The Personality and Resilience of Competitive Athletes as BMW Drivers—Data from India, Latvia, Lithuania, Poland, Romania, Slovakia, and Spain. Healthcare (Basel) 2023; 11:healthcare11060811. [PMID: 36981468 PMCID: PMC10048407 DOI: 10.3390/healthcare11060811] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/09/2023] [Revised: 03/03/2023] [Accepted: 03/07/2023] [Indexed: 03/12/2023] Open
Abstract
Background: Individual differences in personality and resilience are related to a variety of social behaviors. The current study sought to answer the question of whether BMW drivers exhibit different personality profiles and resilience levels compared with drivers of other car brands. Participants and procedure: An international study was carried out in India, Latvia, Lithuania, Poland, Romania, Slovakia, and Spain on a sample of 448 athletes using the 20-item Mini-IPIP and the Resilience Scale. The results of BMW drivers (n = 91) were compared with the results of drivers of other German car brands (n = 357). Results: BMW drivers were characterized by higher neuroticism compared with drivers of other German car brands. They also showed higher resiliency, both in terms of total score and scores on the subscales of: personal coping competences and tolerance of negative emotions, tolerance of failures and perceiving life as a challenge, and optimistic attitude towards life and capacity for self-mobilization in difficult situations. The greatest difference was observed for the factor of tolerance of failures and perceiving life as a challenge. Using the Dwass-Steel-Critchlow-Fligner (DSCF) pairwise comparison test, gender differences between athletes (as BMW drivers and drivers of other German car brands, respectively) were discussed. Additionally, the results of the main logistic regression analyses emphasized that neuroticism represents a better predictor of BMW preference in the case of athletes (as drivers) than the scores obtained for resilience. Conclusions: BMW drivers differed from drivers of other German car brands only with regard to neuroticism. A higher level of neuroticism can affect mental health and the overall quality of life in athletes; aggression and distress management are essential. Athletes (as BMW drivers) also showed differences in resiliency levels. Understanding the mechanisms of behavior among BMW drivers is possible through considering their personality and individual differences.
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Affiliation(s)
- Samir Rawat
- Faculty of Management Sciences, Symbiosis International (Deemed University), Lavale, Pune 412115, India
| | - Abhijit P. Deshpande
- MBA (Sports Management) Program, Symbiosis School of Sports Sciences and Board of University Development, Symbiosis International (Deemed University), Lavale, Taluka Mulshi, Pune 412115, India
| | - Radu Predoiu
- Faculty of Physical Education and Sport, National University of Physical Education and Sports, 060057 Bucharest, Romania
| | - Andrzej Piotrowski
- Institute of Psychology, University of Gdańsk, Jana Bażyńskiego 4 St., 80-309 Gdańsk, Poland
- Correspondence:
| | - Romualdas Malinauskas
- Department of Physical and Social Education, Lithuanian Sports University, Sporto g. 6, 44221 Kaunas, Lithuania
| | - Alexandra Predoiu
- Faculty of Physical Education and Sport, National University of Physical Education and Sports, 060057 Bucharest, Romania
| | - Zermena Vazne
- Department of Sport and Training Theory, Latvian Academy of Sport Education, Brivibas gatve 333, LV-1006 Riga, Latvia
| | - Rafael Oliveira
- Sports Science School of Rio Maior—Polytechnic Institute of Santarém, 2040-413 Rio Maior, Portugal
- Research Centre in Sport Sciences, Health Sciences and Human Development, 5001-801 Vila Real, Portugal
- Life Quality Research Centre, 2040-413 Rio Maior, Portugal
| | - Ryszard Makarowski
- Faculty of Administration and Social Sciences, Academy of Applied Medical and Social Sciences in Elbląg, 82-300 Elblag, Poland
| | - Karol Görner
- Department of Sports Education and Humanistics, Faculty of Sports, University of Presov, St. 17. novembra n., 08001 Presov, Slovakia
| | - Camelia Branet
- Faculty of Medical Engineering, Politehnica University of Bucharest, Splaiul Independentei 313, 060042 Bucharest, Romania
| | - Mihai Lucian Ciuntea
- Faculty of Movement, Sport and Health Sciences, Vasile Alecsandri University of Bacău, Calea Mărășești 157, 600115 Bacău, Romania
| | - Doru Vasile Marineanu
- Department of Psychology and Cognitive Sciences, Faculty of Psychology and Educational Sciences, University of Bucharest, 050663 Bucharest, Romania
| | - Néstor Vicente-Salar
- Department of Applied Biology—Nutrition, Institute of Bioengineering, Miguel Hernández University (UMH), 03202 Elche, Spain
- Institute for Health and Biomedical Research (ISABIAL), 03010 Alicante, Spain
| | - Davide de Gennaro
- Department of Management and Innovation Systems, University of Salerno, Via Giovanni Paolo II 132, 84084 Fisciano, Italy
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Dunlop PD, de Vries RE, Jolly AA, Parker SK. Three Nightmare Traits (TNT) and the Similarity Effect Determine which Personality Traits we Like and Dislike. JOURNAL OF RESEARCH IN PERSONALITY 2023. [DOI: 10.1016/j.jrp.2023.104358] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/19/2023]
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8
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Tuli N, Shrivastava K, Khattar D. Understanding equity sensitivity through the lens of personality: a review of associations and underlying nature. MANAGEMENT RESEARCH REVIEW 2023. [DOI: 10.1108/mrr-10-2021-0739] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/20/2023]
Abstract
Purpose
This study aims to clarify the ambiguous nature of equity sensitivity and understand the associations between equity perceptions and the personality domain in organizational behaviour.
Design/methodology/approach
The study reviews 56 articles that rendered associations between different HEXACO personality domains and equity sensitivity and proposed a possibility of equity sensitivity being a situation-activated trait.
Findings
The domains of Honesty-humility, Conscientiousness and Agreeableness are predominantly associated with equity sensitivity. The domain of Emotionality is also associated but not as significant as the aforementioned domains. Unexpectedly, Extraversion, the domain of social interactions, and Openness to experience showed little to no associations. The transient nature of equity sensitivity has been proposed that postulates that such nature might help predict an individual’s personality characteristics in a given context.
Originality/value
This review is one of the first, to the best of the authors’ knowledge, to describe the associations between equity sensitivity and the HEXACO personality domains. Additionally, the situational nature of equity sensitivity and relationship with the personality traits is proposed.
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Watrin L, Weihrauch L, Wilhelm O. The criterion‐related validity of conscientiousness in personnel selection: A meta‐analytic reality check. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2022. [DOI: 10.1111/ijsa.12413] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/31/2022]
Affiliation(s)
- Luc Watrin
- Department of Individual Differences and Psychological Assessment, Institute of Psychology and Education Ulm University Ulm Germany
| | - Lucas Weihrauch
- Department of Individual Differences and Psychological Assessment, Institute of Psychology and Education Ulm University Ulm Germany
| | - Oliver Wilhelm
- Department of Individual Differences and Psychological Assessment, Institute of Psychology and Education Ulm University Ulm Germany
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10
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Ścigała KA, Ruhara N, Nitschke J, Pfattheicher S. Honesty-humility and criminal behavior among imprisoned criminal offenders. JOURNAL OF RESEARCH IN PERSONALITY 2022. [DOI: 10.1016/j.jrp.2022.104289] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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11
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Exposing the darkness within: A review of dark personality traits, models, and measures and their relationship to insider threats. JOURNAL OF INFORMATION SECURITY AND APPLICATIONS 2022. [DOI: 10.1016/j.jisa.2022.103378] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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12
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Dai Y, Jayaratne M, Jayatilleke B. Explainable Personality Prediction Using Answers to Open-Ended Interview Questions. Front Psychol 2022; 13:865841. [PMID: 36467183 PMCID: PMC9716880 DOI: 10.3389/fpsyg.2022.865841] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/30/2022] [Accepted: 04/19/2022] [Indexed: 09/19/2023] Open
Abstract
In this work, we demonstrate how textual content from answers to interview questions related to past behavior and situational judgement can be used to infer personality traits. We analyzed responses from over 58,000 job applicants who completed an online text-based interview that also included a personality questionnaire based on the HEXACO personality model to self-rate their personality. The inference model training utilizes a fine-tuned version of InterviewBERT, a pre-trained Bidirectional Encoder Representations from Transformers (BERT) model extended with a large interview answer corpus of over 3 million answers (over 330 million words). InterviewBERT is able to better contextualize interview responses based on the interview specific knowledge learnt from the answer corpus in addition to the general language knowledge already encoded in the initial pre-trained BERT. Further, the "Attention-based" learning approaches in InterviewBERT enable the development of explainable personality inference models that can address concerns of model explainability, a frequently raised issue when using machine learning models. We obtained an average correlation of r = 0.37 (p < 0.001) across the six HEXACO dimensions between the self-rated and the language-inferred trait scores with the highest correlation of r = 0.45 for Openness and the lowest of r = 0.28 for Agreeableness. We also show that the mean differences in inferred trait scores between male and female groups are similar to that reported by others using standard self-rated item inventories. Our results show the potential of using InterviewBERT to infer personality in an explainable manner using only the textual content of interview responses, making personality assessments more accessible and removing the subjective biases involved in human interviewer judgement of candidate personality.
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13
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Sawhney G, McCord MA, Cunningham A, Adjei K, Young H, Glerum D. Good and Bad Influences: A Meta-Analysis of Leader Behavior on Followers’ Experienced and Perpetrated Deviance. HUMAN PERFORMANCE 2022. [DOI: 10.1080/08959285.2022.2142228] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
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14
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Wille B, Heyde F, Vergauwe J, De Fruyt F. Understanding dark side personality at work: Distinguishing and reviewing nonlinear, interactive, differential, and reciprocal effects. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2022. [DOI: 10.1111/ijsa.12407] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
- Bart Wille
- Department of Developmental, Personality and Social Psychology Ghent University Ghent Belgium
| | - Fien Heyde
- Department of Developmental, Personality and Social Psychology Ghent University Ghent Belgium
| | - Jasmine Vergauwe
- Department of Developmental, Personality and Social Psychology Ghent University Ghent Belgium
- Work and Organizational Psychology Vrije Universiteit Brussel Belgium
| | - Filip De Fruyt
- Department of Developmental, Personality and Social Psychology Ghent University Ghent Belgium
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15
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Barends AJ, de Vries RE. Construct validity of a personality assessment game in a simulated selection situation and the moderating roles of the ability to identify criteria and dispositional insight. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2022. [DOI: 10.1111/ijsa.12404] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Affiliation(s)
- Ard J. Barends
- Department of Criminology, Institute for Criminal Law and Criminology, Leiden Leiden University Leiden The Netherlands
- Department of Experimental and Applied Psychology, Institute for Brain and Behavior Amsterdam Vrije Universiteit Amsterdam Amsterdam The Netherlands
| | - Reinout E. de Vries
- Department of Experimental and Applied Psychology, Institute for Brain and Behavior Amsterdam Vrije Universiteit Amsterdam Amsterdam The Netherlands
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16
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Personality and socio-demographic variables in teacher burnout during the COVID-19 pandemic: a latent profile analysis. Sci Rep 2022; 12:14272. [PMID: 35995840 PMCID: PMC9395542 DOI: 10.1038/s41598-022-18581-2] [Citation(s) in RCA: 10] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/07/2022] [Accepted: 08/16/2022] [Indexed: 11/08/2022] Open
Abstract
Although it is well-known that teaching is one of the most stressful jobs, teacher burnout during the COVID-19 pandemic has not been thoroughly investigated. The main aims of this study were to identify distinct teacher burnout profiles and examine their association with HEXACO personality factors and sociodemographic variables. Data were collected from 522 teachers (77% women; Mage = 37.45 years, SD = 9.28) in November 2021. Latent profile analysis (LPA) identified five latent profiles: "No burnout risk" (41.3%), "Low burnout risk" (21.9%), "Cynics" (7.7%), "Exhausted and cynics" (16.1%), and "High burnout risk" (13%). Our results showed a significant correlation between all six HEXACO personality traits and teacher burnout based on the variable-centered method, but the LPA highlighted that only the emotionality trait was antecedent of profile membership. In terms of sociodemographic variables, gender and rural/urban teaching environment did not have significant impact on teacher burnout profiles, but professional experience did. This study is the first to explore teacher burnout during the COVID-19 pandemic in relation to dispositional traits based on the HEXACO model using a person-centered approach. Our results can inform specialists about the role of emotionality in the occurrence of teacher burnout and the greater vulnerability of experienced teachers in the context of remote learning. Tailored programs of intervention are necessary.
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Sawmong S. The role of personality traits and engagement factors towards the use of paid stickers in personal communication messages. F1000Res 2022; 11:915. [PMID: 36071709 PMCID: PMC9428498 DOI: 10.12688/f1000research.122623.1] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Accepted: 07/26/2022] [Indexed: 11/20/2022] Open
Abstract
Background: The research investigated the personality traits and engagement factors that influence the use of paid stickers in personal communication. The study was driven by the increasing significance of stickers such as emoticons and emojis in online dialogues. The study was hinged on the Theory of the big five personality traits; neuroticism, extraversion, openness to experience, agreeableness and conscientiousness. The study tested seven hypotheses to ascertain the effect of personality traits and engagement factors towards the utilization of paid stickers in personal communication. Methods: The research applied the quantitative survey research design, where primary data was collected from respondents that had experience in using emojis and emoticons in their communications. The data was collected from respondents in Bangkok, Thailand using a structured questionnaire between May 14, 2022, and May 31, 2022. Results: The results from 391 respondents indicated that conscientiousness, extraversion, openness, and neuroticism influence perceived enjoyment, while perceived enjoyment and perceived ease of use have a significant and positive influence on the intention to use paid stickers. Two elements of engagement, interactive engagement, and personal engagement were used to assess the influence of engagement parameters on the behavioral intention to use paid stickers. The intention to employ paid stickers in personal messages was found to be strongly and favorably influenced by these two engagement characteristics. Conclusions: The study recommends that the creators of stickers, emoticons, and emojis should consider user personality features, sticker engagement, sticker simplicity of use, and the personal delight of users in the creative and communication process. The study concludes that perceived enjoyment and perceived ease of use have a large and favorable impact on the use of paid stickers. The study's main limitation was that it focused on one area of social media. This must be taken into account when applying the findings.
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Affiliation(s)
- Sudaporn Sawmong
- KMITL Business School, King Mongkut's Institute of Technology Ladkrabang, Bangkok, 10520, Thailand
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18
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Steyn R, Ndofirepi TM. Structural validity and measurement invariance of the short version of the Big Five Inventory (BFI-10) in selected countries. COGENT PSYCHOLOGY 2022. [DOI: 10.1080/23311908.2022.2095035] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/17/2022] Open
Affiliation(s)
- Renier Steyn
- School of Business Leadership, University of South Africa, Midrand, South Africa
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Predicting Construction Workers’ Intentions to Engage in Unsafe Behaviours Using Machine Learning Algorithms and Taxonomy of Personality. BUILDINGS 2022. [DOI: 10.3390/buildings12060841] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/06/2023]
Abstract
Dynamic environmental circumstances can sometimes be incompatible with proactive human intentions of being safe, leading individuals to take unintended risks. Behaviour predictions, as performed in previous studies, are found to involve environmental circumstances as predictors, which might thereby result in biased safety conclusions about individuals’ inner intentions to engage in unsafe behaviours. This research calls attention to relatively less-understood worker intentions and provides a machine learning (ML) approach to help understand workers’ intentions to engage in unsafe behaviours based on the workers’ inner drives, i.e., personality. Personality is consistent across circumstances and allows insight into one’s intentions. To mathematically develop the approach, data on personality and behavioural intentions was collected from 268 workers. Five ML architectures—backpropagation neural network (BP-NN), decision tree, support vector machine, k-nearest neighbours, and multivariate linear regression—were used to capture the predictive relationship. The results showed that BP-NN outperformed other algorithms, yielding minimal prediction loss, and was determined to be the best approach. The approach can generate quantifiable predictions to understand the extent of workers’ inner intentions to engage in unsafe behaviours. Such knowledge is useful for understanding undesirable aspects in different workers in order to recommend suitable preventive strategies for workers with different needs.
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20
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Jin S, Zhu X, Fu X, Wang J. Family Supportive Leadership and Counterproductive Work Behavior: The Roles of Work-Family Conflict, Moral Disengagement and Personal Life Attribution. Front Psychol 2022; 13:906877. [PMID: 35693528 PMCID: PMC9184795 DOI: 10.3389/fpsyg.2022.906877] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/29/2022] [Accepted: 05/09/2022] [Indexed: 11/24/2022] Open
Abstract
Counterproductive work behavior (CWB) is one of the most common behavioral decisions of employees in the workplace that negatively impacts the sustainable development of enterprises. Previous studies have shown that individuals make CWB decisions for different reasons. Some individuals engage in CWB due to cognitive factors (i.e., perceived organizational justice and psychological contract breakdown), whereas others engage in CWB in response to leadership behaviors (i.e., abusive management). The conservation of resources (COR) theory holds that individuals have the tendency to preserve, protect and acquire resources. When experiencing the loss of resources, individuals will show irrational and aggressive behaviors in order to regain resources. When obtaining resources, individuals' tension and pressure will be relieved. To maintain or continue obtaining resources, individuals will show more positive work attitudes and behaviors. Therefore, using the COR theory as the main theoretical framework, this study explores a serial mediation model between family supportive leadership and CWB through work-family conflict and moral disengagement, moderated by personal life attribution. A three-wave survey of 251 medical workers from three hospitals found that family supportive leadership can reduce employees' perceived work-family conflict, which leads to less moral disengagement, resulting in lower CWB. Personal life attribution strengthens the negative indirect effect of family supportive leadership on CWB by reinforcing the negative association between family supportive leadership and work-family conflict. This study uses the COR theory to explore the mechanism and boundary conditions of family supportive leadership and CWB from the perspective of negative work-family relationship, which enrichis the research content of existing theories. Moreover, this study has important guiding significance for managers to take effective measures to reduce CWB.
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Affiliation(s)
- Shan Jin
- Business School, Central University of Finance and Economics, Beijing, China
| | - Xiji Zhu
- Business School, Central University of Finance and Economics, Beijing, China
| | - Xiaoxia Fu
- Business School, Central University of Finance and Economics, Beijing, China
| | - Jian Wang
- School of Information, Central University of Finance and Economics, Beijing, China
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Ye W, Zhao H, Song X, Li Z, Liang J. The Effects of Insecure Attachment Style on Workplace Deviance: A Moderated Mediation Analysis. Front Psychol 2022; 13:813708. [PMID: 35572281 PMCID: PMC9096559 DOI: 10.3389/fpsyg.2022.813708] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/12/2021] [Accepted: 03/21/2022] [Indexed: 11/25/2022] Open
Abstract
The purpose of this study is to explore why workplace deviance behavior among employees has increased during Corona Virus Disease 2019 (COVID-19) from the perspective of insecure attachment style. Based on attachment theory, we propose and test the effect of insecure attachment style (attachment anxiety, attachment avoidance) on deviance behavior (organizational deviance behavior, interpersonal deviance behavior) via organization-based self-esteem using 422 data from Chinese employees. And we further examine the moderating role of leader–member exchange in reducing workplace deviance behavior. The findings show that attachment anxiety and attachment avoidance are both positively related to workplace deviance behavior. Attachment anxiety and attachment avoidance both indirectly predict organizational deviance behavior through organization-based self-esteem. Moreover, leader–member exchange can moderate the indirect effects of both attachment anxiety and attachment avoidance on organizational deviance behavior via organization-based self-esteem. This research highlights the fact that employees with insecure attachment style need more care from the organization during the COVID-19 pandemic and demonstrates that one of the key ways in which insecure attachment style increases organization-based self-esteem is by facilitating the development of high-quality leader–member exchange.
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Affiliation(s)
- Weijiao Ye
- College of Business Administration, Capital University of Economics and Business, Beijing, China
| | - Huijun Zhao
- College of Business Administration, Capital University of Economics and Business, Beijing, China
| | - Xiaoxiao Song
- College of Business Administration, Capital University of Economics and Business, Beijing, China
| | - Ziqiang Li
- College of Economics and Management, Huazhong Agricultural University, Wuhan, China
| | - Jingxuan Liang
- Anxi College of Tea Science, Fujian Agriculture and Forestry University, Fujian, China
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22
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Harms PD. Bad Is Stronger Than Good. ZEITSCHRIFT FUR PSYCHOLOGIE-JOURNAL OF PSYCHOLOGY 2022. [DOI: 10.1027/2151-2604/a000496] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/23/2022]
Abstract
Abstract. Organizational scholars increasingly realize the importance of a dark personality in the workplace. Although a great deal has been learned in terms of the utility of dark personality for the prediction of workplace outcomes, the field has yet to consolidate in terms of which models and measures best reflect the nature of dark personality traits. To facilitate this discussion, the present review examines and evaluates both established and emergent models and measures of dark personality. Further, to inform future research, it also summarizes evidence concerning methodological issues that have been shown to impact levels of dark traits or to moderate their relationships with work outcomes. Finally, the paper considers the implications of widespread practices in the field of dark personality and makes recommendations for future theorizing, research practices, and implementation.
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Affiliation(s)
- P. D. Harms
- Management Department, University of Alabama, Tuscaloosa, AL, USA
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Holtrop D, Oostrom JK, van Breda WRJ, Koutsoumpis A, de Vries RE. Exploring the application of a text-to-personality technique in job interviews. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2022. [DOI: 10.1080/1359432x.2022.2051484] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/04/2022]
Affiliation(s)
- Djurre Holtrop
- Tilburg University, Department of Social Psychology, Simon Building, Tilburg, The Netherlands
- Curtin University, The Future of Work Institute, Faculty of Business and Law, Australia
| | - Janneke K. Oostrom
- School of Business & Economics, Department of Management & Organisation, Vrije Universiteit Amsterdam, The Netherlands
| | - Ward R. J van Breda
- NeedForward Research, The Netherlands
- Vrije Universiteit Amsterdam, Department of Experimental and Applied Psychology, The Netherlands
| | - Antonis Koutsoumpis
- Vrije Universiteit Amsterdam, Department of Experimental and Applied Psychology, The Netherlands
| | - Reinout E. de Vries
- Vrije Universiteit Amsterdam, Department of Experimental and Applied Psychology, The Netherlands
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24
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Paul A, Lee K, Ashtonb MC. Who Tells Prosocial Lies? A HEXACO Model Investigation. JOURNAL OF RESEARCH IN PERSONALITY 2022. [DOI: 10.1016/j.jrp.2022.104232] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
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25
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Janse van Rensburg YE, de Kock F, de Vries RE, Derous E. Measuring Honesty-humility with an Implicit Association Test (IAT): Construct and Criterion Validity. JOURNAL OF RESEARCH IN PERSONALITY 2022. [DOI: 10.1016/j.jrp.2022.104234] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
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26
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Wilmot MP, Ones DS. Agreeableness and Its Consequences: A Quantitative Review of Meta-Analytic Findings. PERSONALITY AND SOCIAL PSYCHOLOGY REVIEW 2022; 26:242-280. [DOI: 10.1177/10888683211073007] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/30/2022]
Abstract
Agreeableness impacts people and real-world outcomes. In the most comprehensive quantitative review to date, we summarize results from 142 meta-analyses reporting effects for 275 variables, which represent N > 1.9 million participants from k > 3,900 studies. Arranging variables by their content and type, we use an organizational framework of 16 conceptual categories that presents a detailed account of Agreeableness’ external relations. Overall, the trait has effects in a desirable direction for 93% of variables (grand mean [Formula: see text]). We also review lower order trait evidence for 42 variables from 20 meta-analyses. Using these empirical findings, in tandem with existing theory, we synthesize eight general themes that describe Agreeableness’ characteristic functioning across variables: self-transcendence, contentment, relational investment, teamworking, work investment, lower results emphasis, social norm orientation, and social integration. We conclude by discussing potential boundary conditions of findings, contributions and limitations of our review, and future research directions.
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Affiliation(s)
| | - Deniz S. Ones
- University of Minnesota Twin Cities, Minneapolis, USA
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27
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Chiu CM, Tan CM, Hsu JSC, Cheng HL. Employee deviance: the impacts of techno-insecurity and moral disengagement. INFORMATION TECHNOLOGY & PEOPLE 2022. [DOI: 10.1108/itp-03-2021-0198] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeEmployees may see technostress, that is, the stress experienced by individuals as a result of the use of Information and Communication Technology (ICT), as a threat to their jobs. In other words, employees may have a strong sense of job insecurity because of the ICT. This study aims to examine why and when employees might respond to technology-induced job insecurity (techno-insecurity) by engaging in workplace deviance – an activity that is costly for organizations.Design/methodology/approachThe authors apply partial least squares structural equation modeling to test the hypotheses, using a sample of 354 valid responses.FindingsThe authors found that job-related technostress creators and technology-related technostress creators are positively associated with techno-insecurity. Techno-insecurity affects deviant behavior by increasing employees' moral disengagement. The authors also found that informal sanctions moderated the relationship between techno-insecurity and moral disengagement, while formal sanctions moderated the relationship between moral disengagement and deviance.Originality/valueThis study contributes to a better understanding of employee techno-insecurity and deviance by expanding the technostress literature and applying moral disengagement theory.
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28
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To follow or not to follow? A person-centered profile of the perceived leader emotion management-followership associative patterns. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-021-02570-1] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/03/2022]
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29
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Zhao Y, Zhan J. Platform riders' occupational stigma consciousness and workplace deviant behavior: the mediating role of self-depletion. BALTIC JOURNAL OF MANAGEMENT 2022. [DOI: 10.1108/bjm-06-2021-0215] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe study aims to analyze how occupational stigma consciousness affects workplace deviant behavior.Design/methodology/approachThe authors used a time-lagged research design. Data from 354 riders working on the platform were gathered, and multiple regression and bootstrapping were used to test the hypotheses.FindingsBased on the ego depletion theory and resource perspective, the study explores the relationship between the occupational stigma consciousness and workplace deviant behavior of platform riders in China. Occupational stigma consciousness promotes workplace deviant behavior; self-depletion mediates the positive relationship between occupational stigma consciousness and workplace deviant behavior and workplace mindfulness exerts a negative moderating effect on the relationship between occupational stigma consciousness and self-depletion.Originality/valueThe study provides a resource perspective to understand how occupational stigma consciousness is related to workplace deviant behavior and how workplace mindfulness alleviates resource depletion caused by occupational stigma consciousness. The research results provide practical information for managers to reduce deviant behavior, which helps to promote riders' performance on the platform.
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30
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Rengifo M, Laham SM. Big Five personality predictors of moral disengagement: A comprehensive aspect-level approach. PERSONALITY AND INDIVIDUAL DIFFERENCES 2022. [DOI: 10.1016/j.paid.2021.111176] [Citation(s) in RCA: 6] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
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31
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Wang Y, Dunlop PD, Parker SK, Griffin MA, Gachunga H. The moderating role of honesty‐humility in the association of agreeableness with interpersonal competency: A study of managers in two countries. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2022. [DOI: 10.1111/apps.12318] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
- Ying Wang
- School of Management RMIT University Melbourne Victoria Australia
| | - Patrick D. Dunlop
- Future of Work Institute Faculty of Business and Law Curtin University Perth Western Australia Australia
| | - Sharon K. Parker
- Centre for Transformative Work Design Faculty of Business and Law Curtin University Perth Western Australia Australia
| | - Mark A. Griffin
- Future of Work Institute Faculty of Business and Law Curtin University Perth Western Australia Australia
| | - Hazel Gachunga
- Department of Entrepreneurship, Technology, Leadership and Management Jomo Kenyatta University of Agriculture and Technology Nairobi Kenya
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Horsten LK, Moshagen M, Zettler I, Hilbig BE. Theoretical and empirical dissociations between the Dark Factor of Personality and low Honesty-Humility. JOURNAL OF RESEARCH IN PERSONALITY 2021. [DOI: 10.1016/j.jrp.2021.104154] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
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33
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Pike MD, Powell DM, Bourdage JS, Lukacik ER. Why Not Interview? JOURNAL OF PERSONNEL PSYCHOLOGY 2021. [DOI: 10.1027/1866-5888/a000293] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/23/2022]
Abstract
Abstract. Honesty-Humility is a valuable predictor in personnel selection; however, problems with self-report measures create a need for new tools to judge this trait. Therefore, this research examines the interview as an alternative for assessing Honesty-Humility and how to improve judgments of Honesty-Humility in the interview. Using trait activation theory, we examined the impact of interview question type on Honesty-Humility judgment accuracy. We hypothesized that general personality-tailored questions and probes would increase the accuracy of Honesty-Humility judgments. Nine hundred thirty-three Amazon Mechanical Turk workers watched and rated five interviews. Results found that general questions with probes and specific questions without probes led to the best Honesty-Humility judgments. These findings support the realistic accuracy model and provide implications for Honesty-Humility-based interviews.
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34
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After-hours work-related technology use and individuals' deviance: the role of other-initiated versus self-initiated interruptions. INFORMATION TECHNOLOGY & PEOPLE 2021. [DOI: 10.1108/itp-03-2020-0136] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/21/2022]
Abstract
PurposeThe purpose of this study is to investigate the effect of after-hours work-related technology use on interpersonal, organizational and nonwork deviance through work–family conflict (WFC) by focusing on the moderating role of other- and self-initiated interruptions.Design/methodology/approachThe online survey included 318 valid samples from employees working in different organizations in the Anhui provinces of the People's Republic of China. The authors applied Statistical Package for Social Sciences (SPSS) process macros for testing mediation and moderated mediation analysis while conducting path analytic procedures and bootstrapping analysis.FindingsThis study found that after-hours work-related technology use is positively associated with interpersonal, organizational and nonwork deviance through WFC. This positive relationship strengthens in the presence of other-initiated interruptions compared with self-initiated interruptions. The results show that as compared to self-initiated interruptions, other-initiated interruptions strengthen the relationship between after-hours work-related technology use and its outcomes in the forms of WFC and deviance.Originality/valueAfter-hours work-related technology use is a ubiquitous phenomenon and got significant scholarly attention. However, its effect on WFC and individual deviant behaviors has never been studied. Moreover, the moderated-mediation role of self-initiated and other-initiated interruptions presents a unique and important development in the context of after-hours work-related technology use and deviant behavior.
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35
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Lee K, Ashton MC, Novitsky C. Academic Majors and HEXACO Personality. JOURNAL OF CAREER ASSESSMENT 2021. [DOI: 10.1177/10690727211044765] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
Self-reports on the HEXACO-PI-R scales were examined in relation to academic majors in post-secondary education ( N > 73,000). Openness to Experience showed the largest mean differences across academic major areas, with the Visual/Performing Arts and Humanities areas averaging higher and Health Sciences and Business/Commerce averaging lower. Emotionality showed the second largest differences, with the Engineering and Physical Sciences/Math areas averaging lower and Visual/Performing Arts averaging higher; these differences in Emotionality became smaller in within-sex analyses. In addition, Extraversion tended to be higher for Business/Commerce and lower for Physical Sciences/Math, while Honesty-Humility was lower for Business/Commerce. The facet-level analyses provided additional detail, as facet scales in the same domain sometimes showed considerably different means within a given academic major area. In one case, Visual/Performing Art majors averaged lower in Prudence, but higher in Perfectionism, even though both facets belong to the Conscientiousness domain.
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36
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García LF, Aluja A, Rossier J, Ostendorf F, Glicksohn J, Oumar B, Bellaj T, Ruch W, Wang W, Kövi Z, Ścigała D, Čekrlija Đ, Stivers AW, Di Blas L, Valdivia M, Ben Jemaa S, Atitsogbe KA, Hansenne M. Exploring the stability of HEXACO-60 structure and the association of gender, age, and social position with personality traits across 18 countries. J Pers 2021; 90:256-276. [PMID: 34328208 DOI: 10.1111/jopy.12664] [Citation(s) in RCA: 10] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/23/2020] [Revised: 07/09/2021] [Accepted: 07/23/2021] [Indexed: 11/30/2022]
Abstract
OBJECTIVES The present paper tests the cross-national stability of the HEXACO-60 structure across 18 countries from four continents. Gender and age differences across countries will be examined. Finally, this is the first study to explicitly analyze the relationships between the HEXACO and social position. METHOD Ten thousand two hundred and ninety eight subjects (5,410 women and 4,888 men) from 18 countries and 13 languages were analyzed. Confirmatory factor analysis techniques were used to test configural, metric and scalar invariance models. Congruence coefficients with the original structure of the HEXACO-60 were computed for every culture. Effect sizes of gender, age, and social position factors across countries were also computed. RESULTS HEXACO-60 demonstrates configural and metric invariance, but not scalar invariance. Congruence coefficients show a great equivalence in almost all countries and factors. Only Emotionality presents a large gender difference across countries. No relevant effect of age is observed. A profile of high scores on Honesty-Humility, Extraversion, Conscientiousness, and Openness to Experience, and low scores on Emotionality increases the likelihood of achieving a higher social position, although the effect sizes are small. CONCLUSIONS HEXACO-60 is a useful instrument to conduct personality trait research and practice around the world. Implications of gender, social position, and country differences are discussed.
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Affiliation(s)
- Luis F García
- Department of Biological and Health Psychology, Autonomous University of Madrid, Madrid, Spain
| | - Anton Aluja
- Institute of Biomedical Research of Lleida, University of Lleida, Lleida, Spain
| | | | | | | | | | | | | | - Wei Wang
- Zhejiang University School of Medicine, Hangzhou, China
| | | | - Dawid Ścigała
- The Maria Grzegorzewska University in Warsaw, Warsaw, Poland
| | - Đorđe Čekrlija
- University of Banja Luka, Banja Luka, Bosnia-Herzegovina
| | | | | | | | | | - Kokou A Atitsogbe
- University of Lomé, Lome, Togo.,University of Lausanne, Lausanne, Switzerland
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37
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Ružojčić M. PUT DO MRAČNE STRANE POSLA:. PRIMENJENA PSIHOLOGIJA 2021. [DOI: 10.19090/pp.2021.2.189-210] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/22/2022] Open
Abstract
Nepoželjna organizacijska ponašanja (NOP) štetna su ponašanja koja donose milijunske gubitke organizacijama, a ujedno škode psihološkoj dobrobiti i produktivnosti zaposlenika. Ličnost je jedna od glavnih determinanti NOP-a, no istraživanja odnosa ličnosti i NOP-a uglavnom su se fokusirala na svjesni aspekt ličnosti, tzv. eksplicitnu ličnosti i tek su u manjem broju razmatrala psihološke mehanizme putem kojih ličnost djeluje na NOP. Ovaj rad uključuje pregled istraživanja odnosa ličnosti i NOP-a pri čemu, u odnosu na ranije preglede, razmatra i kako nesvjesni aspekti ličnosti (tzv. implicitna ličnost) mogu pomoći u objašnjavanju NOP-a. U radu se fokusiram se na dvije metode koje pokazuju najveći potencijal za predviđanje radnog ponašanja – Test uvjetovanog rezoniranja i Test implicitnih asocijacija. Nakon toga, razmatram psihološke mehanizme putem kojih eksplicitna i implicitna ličnost djeluju na NOP, koristeći stavove prema poslu i organizaciji i emocije na radnom mjestu kao varijable koje objašnjavaju odnos ličnosti i NOP-a. Konačno, na temelju pregleda istraživanja odnosa ličnosti, stavova, emocija i NOP-a, razvijam teoretski model odnosa ove četiri varijable, koji olakšava razumijevanje složenih psiholoških mehanizama putem kojih implicitna i eksplicitna ličnost dovode do NOP-a.
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Thielmann I, Moshagen M, Hilbig B, Zettler I. On the Comparability of Basic Personality Models: Meta-Analytic Correspondence, Scope, and Orthogonality of the Big Five and HEXACO Dimensions. EUROPEAN JOURNAL OF PERSONALITY 2021. [DOI: 10.1177/08902070211026793] [Citation(s) in RCA: 7] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/30/2022]
Abstract
Models of basic personality structure are among the most widely used frameworks in psychology and beyond, and they have considerably advanced the understanding of individual differences in a plethora of consequential outcomes. Over the past decades, two such models have become most widely used: the Five Factor Model (FFM) or Big Five, respectively, and the HEXACO Model of Personality. However, there is no large-scale empirical evidence on the general comparability of these models. Here, we provide the first comprehensive meta-analysis on (a) the correspondence of the FFM/Big Five and HEXACO dimensions, (b) the scope of trait content the models cover, and (c) the orthogonality (i.e., degree of independence) of dimensions within the models. Results based on 152 (published and unpublished) samples and 6,828 unique effects showed that the HEXACO dimensions incorporate notable conceptual differences compared to the FFM/Big Five dimensions, resulting in a broader coverage of the personality space and less redundancy between dimensions. Moreover, moderator analyses revealed substantial differences between operationalizations of the FFM/Big Five. Taken together, these findings have important theoretical and practical implications for the understanding of basic personality dimensions and their assessment.
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Affiliation(s)
- Isabel Thielmann
- Department of Psychology, University of Koblenz-Landau, Landau, Germany
| | | | - BenjaminE. Hilbig
- Department of Psychology, University of Koblenz-Landau, Landau, Germany
| | - Ingo Zettler
- Department of Psychology, University of Copenhagen, Copenhagen, Denmark
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Holtrop D, Oostrom JK, Dunlop PD, Runneboom C. Predictors of faking behavior on personality inventories in selection: Do indicators of the ability and motivation to fake predict faking? INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2021. [DOI: 10.1111/ijsa.12322] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/05/2023]
Affiliation(s)
- Djurre Holtrop
- Future of Work Institute Faculty of Business and Law Curtin University Bentley WA Australia
- Department of Social Psychology Tilburg School of Social and Behavioral Sciences Tilburg University Tilburg The Netherlands
| | - Janneke K. Oostrom
- Department of Management and Organization School of Business and Economics Vrije Universiteit Amsterdam Amsterdam The Netherlands
| | - Patrick D. Dunlop
- Future of Work Institute Faculty of Business and Law Curtin University Bentley WA Australia
| | - Cecilia Runneboom
- Future of Work Institute Faculty of Business and Law Curtin University Bentley WA Australia
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40
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Antecedents and outcomes of authentic leadership across culture: A meta-analytic review. ASIA PACIFIC JOURNAL OF MANAGEMENT 2021. [DOI: 10.1007/s10490-021-09762-0] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
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41
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Pletzer JL. Why older employees engage in less counterproductive work behavior and in more organizational citizenship behavior: Examining the role of the HEXACO personality traits. PERSONALITY AND INDIVIDUAL DIFFERENCES 2021. [DOI: 10.1016/j.paid.2020.110550] [Citation(s) in RCA: 9] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
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Schröder VS, Heimann AL, Ingold PV, Kleinmann M. Enhancing Personality Assessment in the Selection Context: A Study Protocol on Alternative Measures and an Extended Bandwidth of Criteria. Front Psychol 2021; 12:643690. [PMID: 33776868 PMCID: PMC7987665 DOI: 10.3389/fpsyg.2021.643690] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/18/2020] [Accepted: 02/15/2021] [Indexed: 11/13/2022] Open
Abstract
Personality traits describe dispositions influencing individuals' behavior and performance at work. However, in the context of personnel selection, the use of personality measures has continuously been questioned. To date, research in selection settings has focused uniquely on predicting task performance, missing the opportunity to exploit the potential of personality traits to predict non-task performance. Further, personality is often measured with self-report inventories, which are susceptible to self-distortion. Addressing these gaps, the planned study seeks to design new personality measures to be used in the selection context to predict a wide range of performance criteria. Specifically, we will develop a situational judgment test and a behavior description interview, both assessing Big Five personality traits and Honesty-Humility to systematically compare these new measures with traditional self-report inventories regarding their criterion-related validity to predict four performance criteria: task performance, adaptive performance, organizational citizenship behavior, and counterproductive work behavior. Data will be collected in a simulated selection procedure. Based on power analyses, we aim for 200 employed study participants, who will allow us to contact their supervisors to gather criterion data. The results of this study will shed light on the suitability of different personality measures (i.e., situational judgment tests and behavior description interviews) to predict an expanded range of performance criteria.
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Pletzer JL, Oostrom JK, de Vries RE. HEXACO Personality and Organizational Citizenship Behavior: A Domain- and Facet-Level Meta-Analysis. HUMAN PERFORMANCE 2021. [DOI: 10.1080/08959285.2021.1891072] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
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Barends AJ, de Vries RE, van Vugt M. Construct and Predictive Validity of an Assessment Game to Measure Honesty-Humility. Assessment 2021; 29:630-650. [PMID: 33430617 PMCID: PMC9047109 DOI: 10.1177/1073191120985612] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/18/2022]
Abstract
Research on commercial computer games has demonstrated that in-game behavior is related to the players’ personality profiles. However, this potential has not yet been fully utilized for personality assessments. Hence, we developed an applied (i.e., serious) assessment game to assess the Honesty–Humility personality trait. In two studies, we demonstrate that this game adequately assesses Honesty–Humility. In Study 1 (N = 116), we demonstrate convergent validity of the assessment game with self-reported Honesty–Humility and divergent validity with the other HEXACO traits and cognitive ability. In Study 2 (N = 287), we replicate the findings from Study 1, and also demonstrate that the assessment game shows incremental validity—beyond self-reported personality—in the prediction of cheating for financial gain, but not of counterproductive work and unethical behaviors. The findings demonstrate that assessment games are promising tools for personality measurement in applied contexts.
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Affiliation(s)
- Ard J Barends
- Vrije Universiteit Amsterdam, Amsterdam, Netherlands
| | | | - Mark van Vugt
- Vrije Universiteit Amsterdam, Amsterdam, Netherlands
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45
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Predicting counterproductive work behavior: Do implicit motives have incremental validity beyond explicit traits? JOURNAL OF RESEARCH IN PERSONALITY 2020. [DOI: 10.1016/j.jrp.2020.104019] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/18/2022]
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Liao EY, Wang AY, Zhang CQ. Who influences employees’ dark side: A multi-foci meta-analysis of counterproductive workplace behaviors. ORGANIZATIONAL PSYCHOLOGY REVIEW 2020. [DOI: 10.1177/2041386620962554] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
We adopt a multi-foci perspective to provide a theory-driven quantitative review of employee counterproductive workplace behaviors (CWBs) by meta-analyzing the relationships between CWB and four groups of antecedents. Specifically, CWB antecedents stemming from four sources—supervisors, organization, coworkers, and private life—were included to investigate differences in their relationships with employee CWB. Based on the Conservation of Resources Theory, we argue that favorable and unfavorable correlates relate to employee CWB to different degrees. The meta-analysis included 181 field studies with 223 independent samples. Results indicated that unfavorable antecedents correlate more strongly with CWB than favorable antecedents. We also found that supervisor- and organization-related antecedents have stronger relationships with CWB than those from the two other groups. Implications include a deeper understanding of which situational factors relate the most—or least—to CWB which can help better address CWB in the workplace.
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Affiliation(s)
- Eko Yi Liao
- The Hang Seng University of Hong Kong, Hong Kong
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Bill B, Melchers KG, Buehl AK, Wank S. An Investigation of Situational and Dispositional Antecedents of Faking Intentions in Selection Interviews. Front Psychol 2020; 11:2034. [PMID: 32973619 PMCID: PMC7481461 DOI: 10.3389/fpsyg.2020.02034] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/11/2020] [Accepted: 07/22/2020] [Indexed: 11/16/2022] Open
Abstract
Applicants use faking in selection interviews to create a favorable impression and to increase their chances for a job offer. Theoretical models assume that such a behavior is influenced by situational and dispositional variables. However, previous research has mainly focused on dispositional variables whereas research about situational variables is sparse. To address this gap, we conducted three studies in which we examined how competition for a job and warning interviewees that information from their answers will be verified can influence faking intentions. Furthermore, we wanted to know whether these situational variables are able to explain additional variance in faking intentions beyond dispositional variables and whether there are interactions between situational and dispositional variables. In Study 1, we only found that high competition led to slightly higher faking intentions than low competition in a student sample. In Study 2, only a warning about the verification of applicants’ answers led to slightly lower faking intentions compared to no warning concerning verification in a working sample. Furthermore, faking intentions were lower in Study 2 than in the student sample in Study 1. In Study 3, we found no impact of our situational variables in a combined sample of students and non-students. We only found slightly higher honest impression management intentions in the high competition and the verification warning condition. We also found hardly any support for interaction effects between the situational and dispositional variables. Furthermore, the situational variables did not explain additional variance beyond the dispositional variables in any of the three studies. Possible reasons for the non-significant or small effect sizes for the situational variables can be found in a qualitative analysis of answers to an open-ended question in Study 3. However, we found that Honesty-humility und all facets of the Dark Triad were related to faking intentions. These results indicate that dispositional variables in particular have an impact on faking intentions.
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Affiliation(s)
- Benedikt Bill
- Institut für Psychologie und Pädagogik, Universität Ulm, Ulm, Germany
| | - Klaus G Melchers
- Institut für Psychologie und Pädagogik, Universität Ulm, Ulm, Germany
| | - Anne-Kathrin Buehl
- Institut für Psychologie und Pädagogik, Universität Ulm, Ulm, Germany.,Carl Zeiss, Oberkochen, Germany
| | - Sabine Wank
- Institut für Psychologie und Pädagogik, Universität Ulm, Ulm, Germany
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Howard MC, Van Zandt EC. The discriminant validity of honesty-humility: A meta-analysis of the HEXACO, Big Five, and Dark Triad. JOURNAL OF RESEARCH IN PERSONALITY 2020. [DOI: 10.1016/j.jrp.2020.103982] [Citation(s) in RCA: 12] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/14/2022]
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49
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Linking personality traits to objective foul records in (semi-)professional youth basketball. JOURNAL OF RESEARCH IN PERSONALITY 2020. [DOI: 10.1016/j.jrp.2020.103987] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/19/2022]
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50
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Agreeableness and the common core of dark traits are functionally different constructs. JOURNAL OF RESEARCH IN PERSONALITY 2020. [DOI: 10.1016/j.jrp.2020.103986] [Citation(s) in RCA: 17] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/15/2022]
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