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Yang H, Weng Q, Li J, Wu S. Exploring the relationship between trait emotional intelligence and adaptive performance: the role of situational strength and self-efficacy. PERSONALITY AND INDIVIDUAL DIFFERENCES 2022. [DOI: 10.1016/j.paid.2022.111711] [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: 11/16/2022]
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Ramos-Villagrasa PJ, Fernández-del-Río E, Castro Á. Analysis of a brief biodata scale as a predictor of job performance and its incremental validity over the Big Five and Dark Tetrad personality traits. PLoS One 2022; 17:e0274878. [PMID: 36178891 PMCID: PMC9524660 DOI: 10.1371/journal.pone.0274878] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/25/2022] [Accepted: 09/06/2022] [Indexed: 11/17/2022] Open
Abstract
The collection of biographical information (biodata) through CVs and application forms has many advantages, namely easiness of collection, acceptable validity, less prone to faking, and the fulfilment of legal requirements. However, its systematic use among practitioners is scarce. Two of the mains reasons is the overlap with other constructs like personality and the lack of validated biodata scales in articles and public repositories. Aimed to fill this gap, García-Izquierdo and colleagues developed an 8-item scale able to generate positive applicant reactions, but they did not provide empirical evidence that their scale is able to predict job performance. The present paper was developed for this purpose, investigating the scale’s relationship with four different dimensions of job performance (i.e., task performance, contextual performance, counterproductive behaviors, and adaptive performance) and its incremental validity with respect to Big Five and Dark Tetrad personality traits. The study comprises 528 employees from different organizations (Mage = 39.51, SD = 14.25; 52.8% women, Mexperience = 17.06, SD = 13.27) which voluntarily agreed to participate filling a questionnaire with the variables of interest. Results provide evidence of the predictive validity of the biodata scale in a multi-occupational sample; identify that these biodata contribute to predicting two specific types of job performance: contextual performance and adaptive performance; shows that a brief job-related biodata scale achieves results comparable to those of most personality traits in predictive models of job performance dimensions; and provide evidence of the incremental predictive validity of biodata over the Big Five and the Dark Tetrad. As a whole, these results provide support for the use of the scale in researcher and applied settings, and contributes to the advance the knowledge of biodata for personnel selection.
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Affiliation(s)
- Pedro J. Ramos-Villagrasa
- Department of Psychology and Sociology, Faculty of Labour and Social Sciences, University of Zaragoza, Zaragoza, Spain
- * E-mail:
| | - Elena Fernández-del-Río
- Department of Psychology and Sociology, Faculty of Labour and Social Sciences, University of Zaragoza, Zaragoza, Spain
| | - Ángel Castro
- Department of Psychology and Sociology, Faculty of Social and Human Sciences, University of Zaragoza, Teruel, Spain
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Mukaram AT, Rathore K, Khan MA, Danish RQ, Zubair SS. Can adaptive–academic leadership duo make universities ready for change? Evidence from higher education institutions in Pakistan in the light of COVID-19. MANAGEMENT RESEARCH REVIEW 2021. [DOI: 10.1108/mrr-09-2020-0598] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
In rapidly changing global village, individuals, organizations and the society are faced with various unforeseen challenges every day, and these challenges continuously trigger and test the instincts for survival, and higher education is of no exception. In the context of today’s most critical uncertainty, i.e. COVID-19, the purpose of this study is to highlight the significance of two leadership styles, i.e. adaptive and academic leadership, and assessing readiness for change among higher education institutions (HEIs) of Punjab, Pakistan.
Design/methodology/approach
An online survey was conducted to collect data from 404 permanent faculty members in the public sector universities identified using stratified random sampling. The hypotheses developed were tested using co-variance-based structural equation modeling.
Findings
As per the findings, both leadership styles as exogenous constructs and the presence of organizational learning capability as mediators contributed positively in crafting organizational readiness for change (ORC) among HEIs in the course of unpredictable circumstances.
Practical implications
The COVID-19 episode globally has reiterated the importance of change, and the role of leadership in this regard cannot be undermined. This study, for that matter, stresses on the importance and benefits of academic and adaptive leadership dealing with uncertainties or change and the readiness of HEIs for change. Several institutions faced challenges in doing so, and the transition was not smooth, except for institutions where leaders were the differentiating factor. On top of it, institutions that had timely invested in digital systems and had enhanced organizations learning capacity survived in these turbulent times.
Originality/value
COVID-19 has placed tremendous challenges on HEIs to adapt with the rapidly changing conditions. Hence, this study is unique in understanding the academic and adaptive leadership styles in context of ORC. This study further helps in understanding that how public sector universities that are already influenced by stringent bureaucratic structures react to change.
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Sinval J, Aragão e Pina J, Sinval J, Marôco J, Santos CM, Uitdewilligen S, Maynard MT, Passos AM. Development of the Referee Shared Mental Models Measure (RSMMM). Front Psychol 2020; 11:550271. [PMID: 33192798 PMCID: PMC7641634 DOI: 10.3389/fpsyg.2020.550271] [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: 04/08/2020] [Accepted: 08/28/2020] [Indexed: 11/17/2022] Open
Abstract
The concept of shared mental models refers to the shared understanding among team members about how they should behave in different situations. This article aimed to develop a new shared mental model measure, specifically designed for the refereeing context. A cross-sectional study was conducted with three samples: national and regional football referees (n = 133), national football referees and assistant referees and national futsal referees (n = 277), and national futsal referees (n = 60). The proposed version of the Referee Shared Mental Models Measure (RSMMM) has 13 items that are reflected on a single factor structure. The RSMMM presented good validity evidence both based on the internal structure and based on relations to other variables (presenting positive associations with team work engagement, team adaptive performance, and team effectiveness). Such promising psychometric properties point to an optimistic outlook regarding its use to measure shared mental models in futsal and football referee teams.
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Affiliation(s)
- Jorge Sinval
- Business Research Unit (BRU-IUL), Instituto Universitário de Lisboa (ISCTE-IUL), Lisbon, Portugal
- William James Center for Research, ISPA – Instituto Universitário, Lisbon, Portugal
- Faculdade de Medicina, Universidade de Lisboa, Lisbon, Portugal
- Faculty of Philosophy, Sciences and Languages of Ribeirão Preto, University of São Paulo, São Paulo, Brazil
| | - João Aragão e Pina
- ISCTE Business School (IBS), Instituto Universitário de Lisboa (ISCTE-IUL), Lisbon, Portugal
| | - João Sinval
- Faculty of Economics, University of Porto, Porto, Portugal
| | - João Marôco
- William James Center for Research, ISPA – Instituto Universitário, Lisbon, Portugal
| | - Catarina Marques Santos
- Organisation, Strategy, and Entrepreneurship, Maastricht University School of Business and Economics, Maastricht University, Maastricht, Netherlands
| | - Sjir Uitdewilligen
- Faculty of Psychology and Neuroscience, Maastricht University, Maastricht, Netherlands
| | - M. Travis Maynard
- Department of Management, College of Business, Colorado State University, Fort Collins, CO, United States
| | - Ana Margarida Passos
- Business Research Unit (BRU-IUL), Instituto Universitário de Lisboa (ISCTE-IUL), Lisbon, Portugal
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Zhang LM, Aidman E, Burns B, Kleitman S. Integrating self-report and performance-based assessment of adaptability in a university context. JOURNAL OF RESEARCH IN PERSONALITY 2020. [DOI: 10.1016/j.jrp.2020.103988] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/24/2022]
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Does Evil Prevail? The “Bright” and “Dark” Sides of Personality as Predictors of Adaptive Performance. SUSTAINABILITY 2020. [DOI: 10.3390/su12020474] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/27/2022]
Abstract
The turbulent context in which organizations operate today makes them search for adaptable workers. Previous studies have shown the predictive value of the “Big Five” personality traits on adaptive performance, but some authors suggest extending personality domain with the “dark” traits of personality, that is, Machiavellianism, narcissism, psychopathy (i.e., the “Dark Triad”), and sadism (which, along with the aforementioned traits, composes the “Dark Tetrad”). The present research investigates the incremental validity of the dark traits in the prediction of adaptive performance over the Big Five. The study follows a cross-sectional design with a convenience sample of 613 participants (46% women; mean age 38.78 years, SD = 14.05; mean job experience = 16.93 years, SD = 13.39) from different organizations who fill in a questionnaire with the variables. Our results showed that the Dark Triad improved the predictive model with respect to the Big Five (R2 = 0.202, ΔR2 = 0.030, p < 0.001). The statistically significant predictors were neuroticism (β = −0.127, p = 0.010), openness to experience (β = 0.155, p < 0.001), conscientiousness (β = 0.164, p = 0.001), narcissism (β = 0.134 p < 0.002), and psychopathy (β = −0.137, p = 0.005). The incorporation of sadism did not improve the Dark Triad model (R2 = 0.202, ΔR2= −0.001, p = 0.541).
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Marques-Quinteiro P, Santos CMD, Costa P, Graça AM, Marôco J, Rico R. Team adaptability and task cohesion as resources to the non-linear dynamics of workload and sickness absenteeism in firefighter teams. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2019. [DOI: 10.1080/1359432x.2019.1691646] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/25/2022]
Affiliation(s)
| | - Catarina Marques Dos Santos
- Organization, Strategy, and Entrepreneurship, Maastricht University, School of Business and Economics, Maastricht, The Netherlands
| | - Patrícia Costa
- Human Resources and Organizational Behavior, ISCTE—Instituto Universitário de Lisboa, Lisboa, Portugal
| | - Ana Margarida Graça
- Henley Centre for Leadership; Leadership, Organisations and Behaviour, Henley Business School at The University of Reading Greenlands Campus, Henley on Thames, Oxfordshire, United Kingdom
| | - João Marôco
- William James Center for Research, ISPA - Instituto Universitário, Lisboa, Portugal
| | - Ramón Rico
- Business School, The University of Western Australia, Perth, Australia
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Abstract
Abstract. This research tested whether observing members of a dyad behave in synchrony influences observers’ expectations and intentions about that dyad. In four studies, participants observed a dyad move in synchrony and were asked to make inferences about them. Results suggest that interpersonal synchrony serves as a social cue, such that observers expect the members of the dyad to work well together. Moreover, synchrony makes observers more likely to want to affiliate with the dyad. These findings shed light on how the social function of synchrony extends beyond the people who experience it to those who observe it.
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Affiliation(s)
| | - André Mata
- Centro de Investigação em Ciência Psicológica (CICPSI), Faculdade de Psicologia, Universidade de Lisboa, Portugal
| | - Cláudia Simão
- CUBE – Católica Lisbon School of Business and Economics, Lisboa, Portugal
| | - Rui Gaspar
- Catolica Research Center for Psychological, Family and Social Wellbeing (CRC-W), Universidade Católica Portuguesa, Lisboa, Portugal
- Departamento de Psicologia e Ciências da Educação, Universidade do Algarve, Faro, Portugal
| | - Ana Rita Farias
- Catolica Research Center for Psychological, Family and Social Wellbeing (CRC-W), Universidade Católica Portuguesa, Lisboa, Portugal
- Center for Economics and Finance, Faculty of Economics, Universidade do Porto, Porto, Portugal
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Park S, Park S. Employee Adaptive Performance and Its Antecedents: Review and Synthesis. HUMAN RESOURCE DEVELOPMENT REVIEW 2019. [DOI: 10.1177/1534484319836315] [Citation(s) in RCA: 29] [Impact Index Per Article: 5.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
The purpose of this article is to critically review current studies on employees’ adaptive performance and to integrate the findings to provide insights on how to develop employees’ adaptability. It also aims to identify gaps in the research to guide future studies on adaptive performance in the field of human resource development. By reviewing 34 empirical studies on adaptive performance published between 1999 and 2016, we identified 22 antecedents of adaptive performance at the individual (nine), job (six), group (three), and organizational (four) levels. Our analyses reveal that a significant amount of research has focused more on individual characteristics than on other aspects affecting employees’ high adaptive performance. Discussion, implications, and recommendations for future research are elaborated.
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Marques-Quinteiro P, Vargas R, Eifler N, Curral L. Employee adaptive performance and job satisfaction during organizational crisis: the role of self-leadership. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2018. [DOI: 10.1080/1359432x.2018.1551882] [Citation(s) in RCA: 26] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/27/2022]
Affiliation(s)
| | - Ricardo Vargas
- CICPSI, Faculdade de Psicologia, Universidade de Lisboa, Lisboa, Portugal
- Consulting House, Lisboa, Portugal
| | | | - Luís Curral
- CICPSI, Faculdade de Psicologia, Universidade de Lisboa, Lisboa, Portugal
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Ramos-Villagrasa PJ, Passos AM, García-Izquierdo AL. From Planning to Performance: The Adaptation Process as a Determinant of Outcomes. JOURNAL OF APPLIED BEHAVIORAL SCIENCE 2018. [DOI: 10.1177/0021886318807484] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Currently, teams require adaptation to deal with work demands successfully. However, research concerning team adaptation should necessarily involve a greater empirical effort in defining under which conditions teams prove more adaptable. This article seeks to contribute to the literature by linking plan formulation, plan execution, and team learning behaviors with team outcomes (i.e., team-adaptation perception and objective performance). Participants formed 142 teams, which were involved in structured-problem solving task (i.e. a simulated management competition). Conditional process analysis was used to test a double-mediated relationship. Results show that, although not all parts of the model are directly associated, there is an indirect link from plan formulation to team outcomes through plan execution and team learning behaviors. Our results support the idea of adaptation as a process, providing four ways in which organizations can elicit changes in teams: increasing plan execution, promoting team learning, improving team adaptive behaviors themselves, and building teams composed of members who demonstrate individual adaptability.
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Affiliation(s)
| | - Ana M. Passos
- Instituto Universitário de Lisboa (ISCTE–IUL), Lisbon, Portugal
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Christian JS, Christian MS, Pearsall MJ, Long EC. Team adaptation in context: An integrated conceptual model and meta-analytic review. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2017. [DOI: 10.1016/j.obhdp.2017.01.003] [Citation(s) in RCA: 35] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
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