What it takes: Ability, demographic, bright and dark side trait correlates of years to promotion

Motivational profiles and safety-related traits

This article is concerned with the relationship between the job motivational and preference profile of individuals and their engagement in safety behaviours. Studies have investigated personality traits but not motive and value correlates of risk-related behaviour. More than 25,000 Americans completed a questionnaire on safety-related competencies in the workplace that measured six different, but related, safety-related traits. They also completed a motivational measure of preferences and values used extensively in personnel assessment and selection. The six safety dimensions yielded two factors labelled observant and resilient that, along with the total score, were the criterion variables. Step-wise regressions indicated that those with high needs for affiliation, hedonism and recognition tended to be less safety conscious. The two different factors also showed a different pattern of demographic and motivational correlates. Problems of method invariance are discussed, as well the role of job motivation individual differences in safety-related traits and competencies.

Managers' and auditors' narcissism on the management team's stability and relative corporate performance

Purpose

Success in corporate relative performance is one of the factors for the growth and durability of firms. Since the relative performance is a function of managers' decisions and such decisions are under the influence of behavioral and psychological characteristics, this paper aims to assess the managers’ and auditors’ narcissism's effect on the management team's stability relative to corporate performance.

Design/methodology/approach

This paper has used the signature magnitude for examining narcissism and the regression model of Jenter and Kanaan (2015) for assessing relative corporate performance. The logistic regression is used to test the model of the management team's stability, and the multivariate regression is used to test the model of relative corporate performance. Research hypotheses were also examined using a sample of 768 listed year-companies on the Tehran Stock Exchange during 2012–2017 and by employing a panel data approach and fixed effects method.

Findings

The obtained results show a negative and significant relationship between managers' and auditors' narcissism and the management team's stability. The relationship between the narcissism of managers and auditors and relative corporate performance is positive and significant. Moreover, managers' narcissism positively and significantly impacts the relationship between auditors' narcissism and team management stability. A negative and significant relationship is evident between auditors’ narcissism and relative corporate performance.

Originality/value

This study's results can identify the effect of psychological components such as narcissism on people's performance by directing and influencing their decisions. Many studies have been conducted on narcissism, but none of them have examined the impact auditors’ and managers' narcissism has on the management team's stability and the corporate relative performance. Therefore, considering the importance of success in the corporate relative performance and benefits of the management team's stability, this study's results can reveal the importance of such features in accounting research. Also, the results of this research can make it important to know more about financial behavioral theory.

Intention to quit and the role of dark personality and perceived organizational support: A moderation and mediation model

This study investigated the role of individual differences (dark personality) and situational factors (perceived organisational support) in explaining intention to quit. Four hundred and fifty-one (50 of which females) ambulance personnel completed three questionnaires (Hogan Development Survey; Perceived Organisational Support Survey; and a single item Intention to Quit measure) as a part of a selection and development assessment. Employees high on Excitable, Sceptical, and Mischievous, but low on Colourful were found to have greater intentions to quit. Additionally, employees high on Excitable, Sceptical, Reserved, and Leisurely, but low on Dutiful and Diligent had lower perceptions of organisational support. Structural Equation Modelling revealed that perceived organisational support plays both a mediating and moderating role on dark personality and intention to quit. Theoretical implications of personality's role in perceived organisational support and intention to quit are discussed.

Mental health literacy, sub-clinical personality disorders and job fit

BACKGROUND

This study looked at lay theories of how people with sub-clinical personality disorders experience the world of work.

AIMS

The aim was to investigate the paradox that subclinical and clinical personality disorders are seen as beneficial for success, rather than a handicap in certain jobs.

METHODS

In all, 230 participants read 14 vignettes derived from Oldham and Morris's book describing DSMIII personality disorders for a popular audience. Participants were invited to suggest what type of work each disordered person may be successful at, as well as six ratings of their social adjustment.

RESULTS

There was a tendency for people to believe those with OCD to be suited to Accountancy, Narcissism and Paranoia to General Management, Histrionic PD to being an Actor and Schizotypal an Artist. Surprisingly Paranoid and Sadistic people were judged to be good managers and Histrionic, Passive Aggressive and Schizotypal the worst. People in Cluster C were judged as best managers, but those in Cluster B as better adjusted.

CONCLUSIONS

Results show that lay people believe that certain "dark-side" traits associated with personality disorders, particularly dependency and OCD, are thought to be beneficial for success, rather than failure, in many jobs.

Factors affecting adult trait Neuroticism in a nationally representative sample

This study explores factors in childhood and adulthood that affect adult trait Neuroticism in a large, nationally representative sample. 5785 participants provided information on family social background measured at birth; Intelligence assessed at 11 years; Behavioural problems measured at 11 years; Malaise assessed at 23 years; Educational qualifications obtained at 33 years; Occupational levels at 42 years, and personality trait Neuroticism measured at 50 years. Structural equation modelling showed that sex, childhood Behavioural Problems, childhood Intelligence, Malaise in early adulthood, and Occupation were all significant and independent predictors of adult trait Neuroticism. Parental social status was significantly and negatively associated with Malaise at age 23, but was not a significant predictor of trait Neuroticism at age 50 years. Education predicted Neuroticism mainly through occupation. The strongest predictor of trait Neuroticism at 50 years was Malaise measured at 23 years, with a corrected correlation of r = .42 over the 27 year period. The results suggest some underlying biological/genetic mechanism.

The higher you climb: Dark side personality and job level

The purpose of this study was to explore the idea that there are dark side personality differences in the profiles of people at different levels in organizations. This study replicates and extends existing leadership research by focusing on self-defeating behavioral tendencies. A Danish consultancy provided data on 264 adults based on assessment reports. This paper explored linear and quadratic relationships between personality and de facto job level. More senior managers scored high on Cluster B/Moving Against Others scales of Bold, Colorful and Imaginative, and low on Cautious and Dutiful. These Danish data are compared to data from Great Britain and New Zealand which show very similar findings. Practice should take into account that dark side personality traits associated with an assertive, sometimes hostile, interpersonal orientation, predict leadership level up to a point.

Personality correlates of passive-aggressiveness: a NEO-PI-R domain and facet analysis of the HDS Leisurely scale

BACKGROUND

This study looked at the relationship between "bright-side" and "dark-side" personality variables by focusing on the controversial trait of Passive-Aggressiveness. Around 4800 British adults completed the NEO-PI-R which measures the Big Five Personality factors at the Domain and the Facet level, as well as the Hogan Development Survey (HDS) which has a measure of Passive-Aggressiveness called Leisurely.

AIM

To determine to what extent the well-established Big Five traits measured at both domain and facet level can account for the variance in a measure of passive-aggressiveness.

FINDINGS

Correlations and regressions indicated that Leisurely individuals are introverted, closed-minded Neurotics, with particular needs for order and deliberation. Neuroticism facets accounted for most of the variance. Overall, the Big Five measured at Domain and Facet level accounted for relatively small amounts of variance, suggesting the divergent validity of this measure of PAPD.

CONCLUSIONS

This scale measures something that is not captured by comprehensive taxonomies of personality. Limitations and implications for clinical practice are noted.

Why do different people choose different university degrees? Motivation and the choice of degree

Different people choose undergraduate degrees to study at university for different reasons. To date, there have been limited attempts to identify individual differences in motivation that drive undergraduate degree choice. We identified that people choose university degrees for four reasons: career concerns (Career), intrinsic interest in the subject (Interest), an opportunity to help others (Helping) and because they are looking for an easy option to get into higher education (Loafing). We investigated whether these motivations apply to the choice of undergraduate degree in two samples: (1) undergraduate (N = 989) and (2) prospective (N = 896) students. We developed the Motivations Influencing Course Choice (MICC) questionnaire to measure these motivations. Scales of Helping, Career, Loafing, and Interest showed good psychometric properties, showed validity with respect to general life goals and personality traits, and predicted actual and prospective degree choices. We demonstrated that medical degrees were chosen due to a mixture of Helping and Career, while engineering degrees were associated with Career and low Interest in the degree. The choice of arts and humanities degrees was driven by Interest and low concern about future career, accompanied with high Loafing. We also demonstrated gender differences: females were high in Helping (both samples) and Interest (only in the undergraduate sample) motivation, while males scored higher in Career (only in the undergraduate sample) and Loafing (both samples). The findings can feed into both theoretical accounts of proximal motivation as well as provide help to improve degree programmes at universities and support better career advice.