Comparing domain- and facet-level relations of the HEXACO personality model with workplace deviance: A meta-analysis

A multi-study investigation assessing the potential redundancy among the Dark Tetrad using a narrowband trait approach

We investigated the putative redundancy of the Dark Tetrad (specifically, Machiavellianism-psychopathy and sadism-psychopathy) through an examination of the differences between correlations with self-reported narrowband personality traits. In addition to measures of the Dark Tetrad, participants in four studies completed measures of various narrowband traits assessing general personality, aggression, impulsivity, Mimicry Deception Theory, and Reinforcement Sensitivity Theory. Results generally supported empirical distinctions between Machiavellianism and psychopathy, and between sadism and psychopathy. Machiavellianism significantly differed from psychopathy across correlations for nine of 10 traits (Study 1), 8 of 25 facets (Study 2), aggression (Study 3), 12 of 25 facets (Study 3), four of five facets (Study 4), impulsivity (Study 4), and five of six facets (Study 4). Sadism significantly differed from psychopathy across correlations with five of 10 traits (Study 1), eight of 25 facets (Study 2), reactive aggression (Study 3), 10 of 25 facets (Study 3), three of six facets (Study 4), impulsivity (Study 4), and three of six facets (Study 4). Our findings challenge the claims that Machiavellianism and psychopathy, as well as sadism and psychopathy, as currently measured, are redundant.

Prediction of self-efficacy in recognizing deepfakes based on personality traits

Background: While deepfake technology is still relatively new, concerns are increasing as they are getting harder to spot. The first question we need to ask is how good humans are at recognizing deepfakes - the realistic-looking videos or images that show people doing or saying things that they never actually did or said generated by an artificial intelligence-based technology. Research has shown that an individual's self-efficacy correlates with their ability to detect deepfakes. Previous studies suggest that one of the most fundamental predictors of self-efficacy are personality traits. In this study, we ask the question: how can people's personality traits influence their efficacy in recognizing deepfakes? Methods: Predictive correlational design with a multiple linear regression data analysis technique was used in this study. The participants of this study were 200 Indonesian young adults. Results: The results showed that only traits of Honesty-humility and Agreeableness were able to predict the efficacy, in the negative and positive directions, respectively. Meanwhile, traits of Emotionality, Extraversion, Conscientiousness, and Openness cannot predict it. Conclusion: Self-efficacy in spotting deepfakes can be predicted by certain personality traits.

The Effect of Deviant Workplace Behavior on Job Performance: The Mediating Role of Organizational Shame and Moderating Role of Perceived Organizational Support

It is not uncommon for employees to engage in deviant workplace behavior. Several studies have been conducted on its antecedent variables and negative effects on the organization and its members. However, the effects on employees' emotions and behavior have been ignored. According to the affective events theory and framework of organizational shame, this study examined how deviant workplace behavior affects employee performance, explored how organizational shame mediates, and investigated the role of perceived organizational support moderators. This study was completed by 435 Chinese employees in total. The results showed the following. (1) Deviant workplace behavior significantly positively predicted organizational shame and negatively predicted job performance. Organizational shame positively predicted job performance. (2) Organizational shame mediated the relationship between deviant workplace behavior and job performance, and there were gender differences in this mediating role. (3) Perceived organizational support weakened the negative effect of deviant workplace behavior on job performance. As a result, this study proves the applicability of the framework of organizational shame in a Chinese context and provides support for the affective events theory, from the perspective of actors. Furthermore, this study offers insight into how to ameliorate the negative effects of deviant workplace behavior.

Understanding equity sensitivity through the lens of personality: a review of associations and underlying nature

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.

Impact of abusive leader behavior on employee job insecurity: A mediating roles of emotional exhaustion and abusive peer behavior

Based on the social exchange theory, the present study aimed to investigate the association between abusive leader behavior and job insecurity while considering the serial intervention of abusive peer behavior and emotional exhaustion. Abusive leader behavior triggers abusive peer behaviors, emotional exhaustion, and job insecurity. Results from the data of 323 final responses indicated support for all the hypothesized relationships. Moreover, the findings also reported sequential mediation of abusive peer behavior and emotional exhaustion in the association between abusive leader behavior and job insecurity. The results indicate that mistreatment by an immediate boss can encourage peers to engage in similar unethical behaviors, leading to employees feeling emotionally exhausted, which ultimately results in job insecurity concerns. The study hopes that the findings will help practitioners dedicate more efforts to curtailing abusive behaviors that lead to several unintended consequences at work.

The Effects of Insecure Attachment Style on Workplace Deviance: A Moderated Mediation Analysis

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.

Personality in a naturally occurring strong situation: Unique effects of HEXACO traits on COVID-19 mitigation

The first Italian lockdown during COVID-19 pandemic constituted an example of strong situation. Under this context, we investigated associations of HEXACO personality with COVID-19 mitigation behaviors (self-reported hygiene, distancing, going out). We tested unique associations through regularized regressions and out-of-sample prediction after establishing the best level of analysis (HEXACO traits, facets, items). Personality always explained out-of-sample variance over and above demographics, COVID-related knowledge, concern, impacts, and goals. Hygiene and distancing were best predicted by HEXACO traits, whereas facets constituted the best level for the prediction of going out. In general, honesty-humility (trait or facets) was the clearest predictor of safer behaviors. Results corroborate the relevance of personality even in strong situations, as well as its importance for COVID-19 mitigation.

Agreeableness and Its Consequences: A Quantitative Review of Meta-Analytic Findings

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.

Current Approaches, Typologies and Predictors of Deviant Work Behaviors: A Scoping Review of Reviews

This study provides a scoping review of the recent conceptual developments about the deviant work behavior and counterproductive work behavior constructs. It also examines the specific types of deviant work behavior that have been more consistently investigated in the last decade, and whether they cover the interpersonal or organizational type of deviant behavior. In addition, individual, group, and organizational predictors of deviant work behaviors are examined. A scoping review of reviews was conducted on Scopus and Web of Science databases and 54 studies published from 2010 to June 2021 were taken into account. Results show that more recent conceptualizations are based on well established models in the literature and consider the hierarchical structure of these two constructs. Recent reviews examine the relationships of deviant work behavior with job performance and ethical behavior constructs, the multilevel nature of deviant work behavior, and the consequences for the actor of the deviance. The specific types of deviant work behavior more frequently reviewed in the last decade are workplace abuse, incivility, ostracism, bullying and sexual harassment, and abusive and destructive leadership; this evidence suggests a much greater attention to interpersonal, rather than organizational, forms of deviant work behavior. Regarding antecedents, results show the continuing prevalence of personality factors antecedents. Limitations of the study and theoretical and practical implications for the field are also provided.

Associations Between Openness Facets, Prejudice, and Tolerance: A Scoping Review With Meta-Analysis

The personality factor of openness to experience, which encompasses curiosity, imagination, and a desire for new experiences, has been associated negatively with prejudice and positively with the closely related value of tolerance. While these relationships have been reviewed at the factor level, there has been no review of research at the lower facet level. This review aims to uncover the relationships between the facets of openness and the constructs of prejudice and tolerance. We conducted a preregistered scoping review with meta-analysis following the recommended guidelines from Joanna Briggs Institute. A total of 2,349 articles were reviewed, with 16 primary research articles (or 17 studies) meeting the criteria for inclusion. Aggregated effect sizes via random-effect meta-analysis revealed that all revised neuroticism-extraversion-openness personality inventory (NEO-PI-R) and international personality item pool (IPIP)-based facets of openness significantly predicted prejudice and tolerance. Out of the three measures [i.e., NEO-PI-R, IPIP-NEO, and honesty-humility, emotionality, extraversion, agreeableness, conscientiousness, and openness to experience personality inventory (HEXACO-PI), and the facets of openness examined], the NEO-PI-R facet of value was most strongly associated with prejudice. In contrast, the NEO-PI-R facet of aesthetics was the facet most strongly associated with tolerance. However, these results should be treated as preliminary in light of the small number of meta-analyzed studies and more primary research studies are needed to confirm the trends found in this review. This review represents the first step in the systematic investigation of the link between the facets of openness and components of prejudice and tolerance and contributes toward explaining prejudice and tolerance.

A glimpse into prosociality at work

Prosociality is an important part of the work context. Employees, leaders, and organizations show various forms of prosocial behavior such as supporting colleagues suffering from heavy workload, voluntarily organizing social events fostering a good organizational climate, or providing goods and services that benefit society at large. From the plethora of constructs related to prosociality at work, I herein provide a brief introduction to the currently most prominent ones with regard to organizational members in general (organizational citizenship behavior) and leaders (servant leadership), respectively. Moreover, I briefly sketch how research on prosociality at work would likely profit from a stronger integration of research from related fields, within and beyond the organizational literature.

On the Comparability of Basic Personality Models: Meta-Analytic Correspondence, Scope, and Orthogonality of the Big Five and HEXACO Dimensions

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.

Depletion of psychological, financial, and social resources in the hospitality sector during the pandemic

This study details how psychological, financial, and social factors shape employee deviant interpersonal behaviors during a pandemic. Data were collected with a survey of 372 front-line employees of hotels and analyzed with PLS-SEM. The findings showed social disconnectedness and perceived risk of unemployment leads to perceived isolation, which further creates depression in employees. The findings also showed that depression is positively related to employee deviance. Financial strain is a major cause of perceived isolation, depression, and deviant behaviors among front-line employees. Results also proved that social support reduces fear of isolation, depression, and employee deviance. This study provides guidelines that hotels need to understand the psychological stance of employees and design policies to overcome employee perceived fears and psychological disorders.

Construct and Predictive Validity of an Assessment Game to Measure Honesty-Humility

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.

Who influences employees’ dark side: A multi-foci meta-analysis of counterproductive workplace behaviors

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.