Sensory Processing Sensitivity as a Predictor of Proactive Work Behavior and a Moderator of the Job Complexity–Proactive Work Behavior Relationship

High sensitivity groups with distinct personality patterns: a person-centered perspective

Introduction

Sensory-processing sensitivity (SPS) refers to interindividual differences in sensitivity to positive and negative environmental stimuli and reflects the concept of differential susceptibility. The Highly Sensitive Person Scale (HSPS) has been utilized to capture the multifaceted experiences of highly sensitive individuals. The scale's total score (i.e., the sum of the subfactors) is an indicator of high sensitivity. However, it cannot differentiate between the contributions of the specific subfactors. Consequently, interpreting the total score cannot help resolve the current theoretical debate about how individuals integrate the positive and negative aspects of sensitivity, whereas a multidimensional profile should be able to offer a more comprehensive understanding. Intriguingly, in variable-centered research, the subfactors' differential associations with external constructs in negative or positive trait spaces have suggested heterogeneity (i.e., interindividual differences) among highly sensitive individuals. Thus, person-centered approaches should be better suited to address this heterogeneity.

Methods

To explore heterogeneity within the highly sensitive population, we conducted a three-step Latent Profile Analysis in two independent German-speaking samples (N = 1,102; N = 526). Subsequently, we employed the Five-Factor Model of personality to provide a detailed description of the latent sensitivity groups.

Results

Beyond the frequently identified quantitative three-class differentiation of sensitivity groups, we obtained a four-class model that included two qualitatively different high-sensitivity groups, each displaying distinct HSPS subfactor and personality patterns that corresponded to prototypical personality profiles. Within these high sensitivity groups, (i) the Confident Sensitivity Group exhibited average Neuroticism, significantly above-average Openness, and slightly above-average Extraversion. By contrast, (ii) the Vulnerable Sensitivity Group displayed the typical personality pattern of significantly above-average Neuroticism, below-average Extraversion, and slightly above-average Openness. Personality analyses revealed that features such as passiveness, internalizing tendencies, giftedness, and aesthetics, often commonly ascribed to all highly sensitive individuals, are features that differ across distinct sensitivity groups.

Discussion

To avoid over- or underestimating sensitivity effects, future research should consider these interindividual differences in highly sensitive individuals. For instance, studies could focus on the different associations of sensitivity groups with abilities, health aspects, emotion regulation and intervention outcomes, taking into account the different environmental factors that shape the type of sensitivity.

Beliefs About the Malleability of Professional Skills and Abilities: Development and Validation of a Scale

The concept of a professional skills and abilities mindset denotes beliefs that professional skills and abilities are either malleable (growth mindset) or are uncontrollable and difficult to change (fixed mindset). Based on the career construction theory, we argue that employees’ professional skills and abilities mindset represents an indicator of adaptive readiness that predicts career adaptability and adaptive responses in terms of learning and career engagement. Across four studies (total N = 709), we developed the 6-item professional skills and abilities mindset scale. Study 1 establishes a two-factor structure, satisfactory psychometric properties, and convergent validity. Studies 2 and 3 provide evidence of the criterion validity of the growth but not the fixed mindset subscale for career engagement and learning through career adaptability. Study 4 establishes moderate retest reliability across four weeks. This research establishes a previously neglected predictor of career-related resources and behaviors. Findings can inform vocational consulting and coaching.