Reciprocal relationships between narcissism and agentic versus communal work activities across the first 6 years of the career

The vast majority of studies on trait narcissism have adopted a static unidirectional approach, documenting the mainly detrimental effects of this trait on a variety of work outcomes. The present study contributes to this literature by adopting a novel bidirectional perspective, investigating how trait narcissism shapes and is shaped by our experiences at work. Specifically, this study examines how trait narcissism develops during the first 6 years after the transition from college to work, and how agentic versus communal work demands may either enhance or diminish the development of this trait. Reciprocal relationships between narcissism and subjective and objective work activities are examined in a sample of 1,513 college alumni who were assessed four times across a time period of 6 years. Both selection (i.e., narcissism shapes work activities) and socialization effects (i.e., narcissism is shaped by work activities) were examined using bivariate latent change score models. Results showed that trait narcissism prior to the college-to-work transition positively predicted the selection of agentic work activities at the beginning of the career, but not future changes in these activities. Importantly, the results regarding socialization effects indicated that engagement in communal activities, particularly those that require relating with others at work (e.g., to help them), diminished trait narcissism over time. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Within-person personality variability in the work context: A blessing or a curse for job performance?

Only recently, the question whether within-person personality variability is a blessing or a curse for job performance has reached the agendas of industrial and organizational (I-O) psychology researchers. Yet, this limited stream of research resulted in inconsistent findings, and only little understanding exists about the role of rater source and mean-level personality in this relationship. Broadly following socioanalytic theory, the present study examined the extent to which self- and other-rated within-person personality variability predicts self- and other-rated job performance, and whether this is moderated by mean-level personality. Within-person personality variability indices and job performance evaluations were obtained from an experience sampling study including N = 166 teachers, N = 95 supervisors, and N = 69 classes (including 1,354 students). Results showed that-above and beyond the effects of mean-level personality-self-rated within-person variability was positively associated with self-rated job performance, while other-rated within-person variability was negatively associated with other-ratings of performance. Many interactions with mean-level personality were found, mainly demonstrating negative effects of variability for those with a less adaptive personality profile (cf. variability as a "curse"), while showing positive effects of variability for those with a more adaptive trait profile (cf. variability as a "blessing"). Importantly, however, additional analyses provided little evidence for associations across type of rater source. These findings contribute to the field of I-O psychology by highlighting that perceptions of within-person personality variability may impact performance evaluations beyond personality traits, although its desirability seems to depend on individuals' personality trait level. Implications and limitations are discussed. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Personality Profile of the Self-Identified Highly Sensitive Person

Abstract. The current paper presents a detailed examination of a lay theory perspective on the Sensory-Processing-Sensitivity (SPS) personality profile within the Five-Factor Model (FFM) of personality. The lay SPS personality profile was assessed by asking self-identified highly sensitive people to rate themselves on a Five-Factor Model questionnaire (NEO-PI-3). We applied the NEO-PI-3 norms (domains and facets) and examined the inter-rater agreement of the facets. The sample consisted of 560 (female: 86.43%, Mage = 37.36 years, SDage = 6.64 years, 18.17–47.42 years) self-identified highly sensitive adults. Six facets, in particular, stood out with good and very good inter-rater agreement: participants fell within the highest 23% of the population on facets Fantasy, Aesthetics, Feelings (Openness to Experience); Anxiety, Depression (Neuroticism); and the lowest 23% of the population on the facet Gregariousness (Extraversion).

SENNA Inventory for the Assessment of Social and Emotional Skills in Public School Students in Brazil: Measuring Both Identity and Self-Efficacy

Responding to the need for school-based, broadly applicable, low-cost, and brief assessments of socio-emotional skills, we describe the conceptual background and empirical development of the SENNA inventory and provide new psychometric information on its internal structure. Data were obtained through a computerized survey from 50,000 Brazilian students enrolled in public school grades 6 to 12, spread across the entire State of São Paulo. The SENNA inventory was designed to assess 18 particular skills (e.g., empathy, responsibility, tolerance of frustration, and social initiative), each operationalized by nine items that represent three types of items: three positively keyed trait-identity items, three negatively keyed identity items, and three (always positively keyed) self-efficacy items, totaling a set of 162 items. Results show that the 18 skill constructs empirically defined a higher-order structure that we interpret as the social-emotional Big Five, labeled as Engaging with Others, Amity, Self-Management, Emotional Regulation, and Open-Mindedness. The same five factors emerged whether we assessed the 18 skills with items representing (a) a trait-identity approach that emphasizes lived skills (what do I typically do?) or (b) a self-efficacy approach that emphasizes capability (how well can I do that?). Given that its target youth group is as young as 11 years old (grade 6), a population particularly prone to the response bias of acquiescence, SENNA is also equipped to correct for individual differences in acquiescence, which are shown to systematically bias results when not corrected.

A teacher like me? Different approaches to examining personality similarity between teachers and students

Research suggests that people tend to like others more if they are similar rather than dissimilar to themselves. Likewise, students may tend to prefer teachers with whom they share similar personality characteristics. To test this hypothesis, we examined the role of personality similarity between students and teachers in predicting how much students liked their teachers. Secondary school students ( N = 634) provided self-reports and reported on their teachers’ personality using a Big Five personality scale. Their teachers ( N = 31) also provided self-reports. These reports were then used to compute three indices of similarity; i.e. perceptual similarity, actual similarity, and perceptual accuracy which were used to explain teacher liking. Multilevel linear models showed that perceptual similarity (computed as the profile agreement across student self- and teacher-ascribed Big Five traits) had the largest effect on teacher liking. Teachers described as more agreeable and conscientious were liked by their students more. Findings highlight the importance of considering students’ perceptions of personality similarity with their teachers for understanding how students feel “connected” to their teachers and positively interact with them.

What are agile, flexible, or adaptable employees and students? A typology of dynamic individual differences in applied settings

The applied psychology literature has discussed and used a variety of different definitions of dynamic individual differences. Descriptions like dynamic, agile, adaptive, or flexible can refer to a variety of different types of constructs. The present article contributes to the literature by presenting an organizing typology of dynamic constructs. We also conducted a literature review of four major applied journals over the last 15 years to validate the taxonomy and to use it to map what type of dynamic individual differences constructs are typically studied in the applied psychology literature. The typology includes six basic conceptualizations of dynamic individual differences: Variability constructs (inconsistency across situations), skill acquisition constructs (learning new skills), transition constructs (avoiding “loss” in behavior/skill after unforeseen change), reacquisition constructs (relearning after change), acceleration/deceleration constructs (losing or gaining energy by displaying the behavior), and integration/dissolution constructs (behavior becomes more or less uniform). We provide both verbal and statistical definitions for each of these constructs, and demonstrate how these conceptualizations can be operationalized in assessment and criterion measurement using R code and simulated data. We also show how researchers can test different dynamic explanations using likelihood-based R2 statistics.

Person-situation dynamics in educational contexts: A self- and other-rated experience sampling study of teachers’ states, traits, and situations

The situations people find themselves in and how they experience them is fundamental to a host of life and work outcomes. However, most research has so far only relied on self-reports and is thus not able to disentangle different situation components. The present study therefore examined the dynamics between self- and other-rated situation characteristics, personality traits, and personality states in an educational setting. One hundred and seventy-three student teachers ( n = 2244–2261 observations) and 94 supervisors ( n = 1110–1122 observations) participated in a 13- or 14-day experience sampling study during student teachers’ internships and rated situations and teachers’ personality states twice daily. Answering three research questions yielded that (1) self-rated traits were mostly not associated with self- or supervisor-rated situation characteristics; (2) self- and supervisor-rated situation characteristics predicted self- and supervisor-rated personality state expressions (although effects were largest for same-rater associations); and (3) there were no interaction effects of traits and situation characteristics on personality state expressions. These results have important theoretical and applied implications as they advance our understanding of person-situation dynamics in an applied setting and suggest that associations between situations and personality states are not solely attributable to common rater effects.

Comparing Five Sets of Five–Factor Model Personality Disorder Counts in a Heterogeneous Sample of Psychiatric Patients

The research agenda for DSM–5 emphasizes the implementation of dimensional trait models into the classification of personality disorders (PDs). However, because assessment psychologists may still want to recover the traditional DSM–IV categories, researchers developed a count technique that uses sums of selected Five–Factor Model facets to assess the DSM–IV PDs. The presented study examined the convergent and divergent validity of different linear combinations of trait facets to describe specific DSM–IV PDs in a heterogeneous clinical sample (N = 155) with sufficient prevalence of all PDs, using semi–structured interviews to obtain all diagnostic information, and comparing alternative counts from five different sources for each PD. The results show that none of the schizotypal, antisocial, and dependent counts succeeded in combining good convergent with adequate divergent validity. However, the original counts could be optimized for five of the seven remaining PDs by using alternative Five–Factor Model prototypes. The diagnostic and taxonomic implications of these findings are discussed. Copyright © 2012 John Wiley & Sons, Ltd.

Assessing personality at risk in personnel selection and development

This paper demonstrates the validity and usefulness of a count technique to screen for potential personality dysfunctioning in NEO‐PI‐R ratings obtained in selection and professional development assessments. The usefulness of this screening technique for Industrial, Work and Organizational (IWO) psychologists is demonstrated in five different samples that were administered the NEO‐PI‐R for selection or development purposes. Three additional samples served as normative data to compute FFM PD count cut‐offs that can be used for selection and career development decisions. Evidence for the construct validity of 6 out of 10 FFM PD counts was provided, and all FFM PD compound scales were significantly related to important criteria, including the final selection decision, the results of a behaviourally oriented selection interview and self‐rated work competencies. The practical utility and limitations of this count technique for personnel selection and development are discussed. Copyright © 2008 John Wiley & Sons, Ltd.

Recommendations for Increasing Replicability in Psychology

Replicability of findings is at the heart of any empirical science. The aim of this article is to move the current replicability debate in psychology towards concrete recommendations for improvement. We focus on research practices but also offer guidelines for reviewers, editors, journal management, teachers, granting institutions, and university promotion committees, highlighting some of the emerging and existing practical solutions that can facilitate implementation of these recommendations. The challenges for improving replicability in psychological science are systemic. Improvement can occur only if changes are made at many levels of practice, evaluation, and reward. Copyright © 2013 John Wiley & Sons, Ltd.

The consistency of personality type classification across samples and five‐factor measures

Caspi (1998), Asendorpf and Van Aken (1999), and Asendorpf et al. (2001) described three personality types derived from Q‐factor analysis of Q‐sorts or cluster analysis of multiple trait ratings. The types were labelled as resilients, undercontrollers, and overcontrollers and they were described in terms of averaged Five‐Factor Model (FFM) scores. The present study aimed to investigate the consistency and replicability of these prototypes across different FFM measures (i.e. HiPIC and NEO PI‐R) and ages (children and adolescents). In addition, the stability of prototype classification across a 3 year interval was examined. The types described by Caspi and Asendorpf and colleagues were only partially replicable and consistent across ages starting from HiPIC ratings, but not for NEO‐PI‐R ratings. Prototype classification was not stable across a 3 year interval. It is concluded that cluster replicability, consistency, and stability depend on sample characteristics and the multiple trait measures, although these difficulties do not necessarily limit the usefulness of the types for applied purposes. Copyright © 2002 John Wiley & Sons, Ltd.

Applied personality psychology: lessons learned from the IWO field

The industrial, work, and organizational (IWO) psychology domain might corroborate on new insights developed within the fundamental personality area, but also, vice versa, the personality field should also build upon applied research on individual differences. It is our conviction that these two fields developed too independently in the past. A selective number of issues and themes that cross the personality–IWO bridge are discussed that can be addressed in future research or implemented in professional practice, including processes explaining trait–performance relationships, trait assessment in the workplace, variable versus person centred approaches towards personality description, personality of teams and groups, and finally maladaptive personality functioning. Copyright © 2003 John Wiley & Sons, Ltd.

The validity of FFM personality dimensions and maladaptive traits to predict negative affects at work: a six month prospective study in a military sample

The present work explores what the domain of maladaptive traits has to offer to the industrial and organizational (I/O) field investigating the incremental validity of maladaptive traits from DSM Axis II to predict negative emotions experienced at work, beyond Five‐Factor Model dimensions. This study was designed to examine the validity of adaptive and maladaptive traits to predict four negative affects (Anger, Fear, Sadness, and Shame) experienced at work in military personnel. The design was longitudinal, including two measurement moments, i.e. prior to and immediately after returning from a peace mission in a foreign country. The four negative affects were largely stable across a six month interval. FFM dimensions substantially explained negative affects experienced six months later, although the variance accounted for varied strongly across affects. In line with previous research, emotional stability was a consistent negative predictor of negative affects at both measurement moments. Two maladaptive traits derived from DSM Axis II (i.e. Borderline and Avoidant) were consistently related to specific negative affects experienced at work. Finally, maladaptive traits did not predict negative affect variance beyond FFM traits. These results are in line with robust findings suggesting that maladaptive trait patterns could be integrated in the five‐factor space, and as a consequence have little or no incremental utility over FFM dimensions. Copyright © 2003 John Wiley & Sons, Ltd.

A meta‐analysis of psychopathy‐, antisocial PD‐ and FFM associations

This research meta‐analytically summarizes the relationships of the Five‐Factor Model (FFM) with psychopathy and Antisocial Personality Disorder (APD). Effect sizes of the associations between psychopathy, APD and the FFM were compiled from 26 independent samples (N = 6913) for psychopathy and 57 independent samples (N = 16 424) for APD. The results revealed predominantly points of similarity and some differences in the FFM associations of both disorders. Symptoms of psychopathy and APD were negatively associated with Conscientiousness and Agreeableness facets and positively with scores on Angry–Hostility (N2), Impulsiveness (N5), Excitement Seeking (E5) and negatively with Warmth (E1). Only psychopathy had a small negative association with Anxiety (N1) and was characterized by stronger negative associations with Agreeableness and Straightforwardness (A2), Compliance (A4) and Modesty (A5) compared to APD. The moderator analyses showed that sample type, use of the NEO‐PI‐R and APD instrument moderated the APD FFM associations, while psychopathy instrument and age group were moderators in the psychopathy MA. Implications of this research for the assessment of APD and psychopathy relying on dimensional models of personality pathology are discussed. Copyright © 2009 John Wiley & Sons, Ltd.

Assessing Aberrant Personality in Managerial Coaching: Measurement Issues and Prevalence Rates across Employment Sectors

The convergent and discriminant validity of two methods to assess a broad spectrum of aberrant personality tendencies was examined in a large sample of managers who were administered the NEO–PI–R (N = 11 862) and the Hogan Development Survey (N = 6774) in the context of a professional development assessment. Five–Factor Model (FFM) aberrant compounds, defined as linear combinations of NEO–PI–R facets, converged for the antisocial, borderline, histrionic, avoidant and obsessive–compulsive tendencies with their respective Hogan Development Survey counterparts. Alternative linear FFM combinations did improve convergent results for the schizoid and obsessive–compulsive pattern. Risk for various aberrant tendencies was roughly equal across different employment sectors, with a higher prevalence of borderline, avoidant and dependent tendencies in the legal and more histrionic tendencies in the retail sector. Adopting FFM aberrant compound cut–offs developed for coaching purposes to flag at risk individuals showed that 20% to 25% of all managers qualified for at least one and 10% to 15% were flagged as at risk for two or more aberrant tendencies. The theoretical implications and the repercussions of this research for the design of professional development and coaching trajectories are discussed. Copyright © 2013 European Association of Personality Psychology

Police interview competencies: assessment and associated traits

The present study empirically examines the structure of police interview competencies in self‐reports of 230 police investigators suggesting five major underlying dimensions, that is, ‘Careful‐tenacious’, ‘Controlled‐non‐reactive’, ‘Dominant‐insisting’, ‘Communicative’ and ‘Benevolent’. These dimensions discriminate performance in a series of interview vignettes, grouped in terms of type of case (interviewing a suspect, a witness or a victim) and type of suspect. In addition self‐ratings on these dimensions are related to self‐estimated interview effectiveness in the same vignettes. Participants are further administered the NEO PI‐R (Costa, P. T., & McCrae, R. R. (1992). Professional manual: Revised NEO personality inventory (NEO‐PI‐R) and NEO five‐factor‐inventory (NEO‐FFI). Odessa, FL: Psychological Assessment Resources), enabling an examination of the relationship between the competence dimensions and their personality trait building blocks. The implications of this study for the development and coaching of police interview competencies are discussed. Copyright © 2006 John Wiley & Sons, Ltd.

Extending the spectrum idea: child personality, parenting and psychopathology

The spectrum hypothesis, postulating that differences between referred and non‐referred samples are confined to mean level differences, is elaborated by exploring whether the covariation between child problem behaviour and its predictors—child personality and parenting, rated by mothers—is similar in referred (N = 205) and non‐referred (N = 596) children and whether personality by parenting interactions can be generalized across samples. Results showed significant mean level differences for all the variables. Both personality and parenting explained problem behaviour, with some differences in strength of the effects across samples. Parenting by personality interactions mainly predicted externalizing behaviour, with benevolence and conscientiousness as the most prominent moderators. Results confirmed that moderators of problem behaviour operate similarly in the two samples, thus corroborating the spectrum hypothesis. Copyright © 2006 John Wiley & Sons, Ltd.

The five‐factor personality inventory: cross‐cultural generalizability across 13 countries

In the present study, we investigated the structural invariance of the Five‐Factor Personality Inventory (FFPI) across a variety of cultures. Self‐report data sets from ten European and three non‐European countries were available, representing the Germanic (Belgium, England, Germany, the Netherlands, USA), Romance (Italy, Spain), and Slavic branches (Croatia, Czech Republic, Slovakia) of the Indo‐European languages, as well as the Semito‐Hamitic (Israel) and Altaic (Hungary, Japan) language families. Each data set was subjected to principal component analysis, followed by varimax rotation and orthogonal Procrustes rotation to optimal agreement with (i) the Dutch normative structure and (ii) an American large‐sample structure. Three criteria (scree test, internal consistency reliabilities of the varimax‐rotated components, and parallel analysis) were used to establish the number of factors to be retained for rotation. Clear five‐factor structures were found in all samples except in the smallest one (USA, N = 97). Internal consistency reliabilities of the five components were generally good and high congruence was found between each sample structure and both reference structures. More than 80% of the items were equally stable within each country. Based on the results, an international FFPI reference structure is proposed. This reference structure can facilitate standardized communications about Big Five scores across research programmes. Copyright © 2003 John Wiley & Sons, Ltd.

Sex differences in school performance as a function of conscientiousness, imagination and the mediating role of problem behaviour

The roles of Conscientiousness and Imagination in explaining sex differences in school performance were examined in two Flemish samples of school children using parental and teacher ratings of school performance (N = 599) and school grades (N = 448). Both personality domains predicted parental ratings of school performance and grades. In one sample, girls received slightly higher parental ratings of language achievement and overall performance ratings by teachers. However, controlling for Conscientiousness and Imagination facets, boys scored slightly higher for math and history. In this sample, lower externalising behaviour partially mediated the relation between Conscientiousness facets and school performance in girls but not in boys, but this pattern was not replicated in the second sample. We concluded that sex differences in school performance were small and many could be accounted for by personality traits. In some cases, however, personality traits acted to amplify sex differences in school performance. Copyright © 2008 John Wiley & Sons, Ltd.

New Directions in the Conceptualization and Assessment of Personality—A Dynamic Systems Approach

In this paper, we demonstrate how an integrative approach to personality—one that combines within–person and between–person differences—can be achieved by drawing on the principles of dynamic systems theory. The dynamic systems perspective has the potential to reconcile both the stable and dynamic aspect of personality, it allows including different levels of analysis (i.e. traits and states), and it can account for regulatory mechanisms, as well as dynamic interactions between the elements of the system, and changes over time. While all of these features are obviously appealing, implementing a dynamic systems approach to personality is challenging. It requires new conceptual models, specific longitudinal research designs, and complex data analytical methods. In response to these issues, the first part of our paper discusses the Personality Dynamics model, a model that integrates the dynamic systems principles in a relatively straightforward way. Second, we review associated methodological and statistical tools that allow empirically testing the PersDyn model. Finally, the model and associated methodological and statistical tools are illustrated using an experience sampling methodology data set measuring Big Five personality states in 59 participants ( N = 1916 repeated measurements). © 2020 The Authors. European Journal of Personality published by John Wiley & Sons Ltd on behalf of European Association of Personality Psychology

Quality of life and social participation in dental rehabilitation: A personality and multi-informant perspective

OBJECTIVES

Contemporary research on the impact of dental rehabilitation scarcely focuses on the role of personality and social relationships in QoL related to dental implant treatment. To overcome biases related to evaluation with self-reports, descriptions provided by informed external observers are recommended.

AIMS

To investigate the impact of implant-supported rehabilitation on quality of life and social participation taking into account patient's personality.

MATERIALS AND METHODS

Fifty-four patients were included in this study and assigned to either a single unit group (n = 15) or a complete jaw restoration group (n = 39). Of the 54 participants, 49 nominated an external observer who can evaluate the daily behavior of the patient. Before and after treatment patients and their external observer completed the OHIP-14, the NEO-FFI and the MSPP questionnaires respectively focusing on Oral Health related Quality of Life, Personality and Social participation.

RESULTS AND CONCLUSION

The correlations between self- and observer ratings on pre and post treatment outcomes on were insignificant (QoL pre: p = 0.086, post: p = 0.115, freq. soc. part pre: p = 0.944, post: p = 0.876, div. soc. part pre: p = 0.798, post: p = 0.167), suggesting considerable differences in observer perspectives. The traits Neuroticism, Extraversion and Agreeableness were associated with QoL. Openness, Conscientiousness and Agreeableness were associated with social participation. Patients in the complete jaw restoration group reported more impact of the implant treatment on quality of life as compared to the single unit group (p = 0.007). The complete jaw restoration group reported an improved quality of life after treatment and significant increases of both frequency (p = 0.001) and diversity of social participation (p = 0.036). In conclusion there was a minor impact of treatment with single crowns on quality of life and social participation compared to the full denture group. The role of personality and the use of multi-informants in evaluating dental treatment was found important.

Comparison of classical and modern methods for measuring and correcting for acquiescence

Likert-type self-report scales are frequently used in large-scale educational assessment of social-emotional skills. Self-report scales rely on the assumption that their items elicit information only about the trait they are supposed to measure. However, different response biases may threaten this assumption. Specifically, in children, the response style of acquiescence is an important source of systematic error. Balanced scales, including an equal number of positively and negatively keyed items, have been proposed as a solution to control for acquiescence, but the reasons why this design feature worked from the perspective of modern psychometric models have been underexplored. Three methods for controlling for acquiescence are compared: classical method by partialling out the mean; an item response theory method to measure differential person functioning (DPF); and multidimensional item response theory (MIRT) with random intercept. Comparative analyses are conducted on simulated ratings and on self-ratings provided by 40,649 students (aged 11-18) on a fully balanced 30-item scale assessing conscientious self-management. Acquiescence bias was explained as DPF and it was demonstrated that: the acquiescence index is highly related to DPF; balanced scales produce scores controlled for DPF; and MIRT factor scores are highly related to scores controlled for DPF and the random intercept is highly related to DPF.

Relating Neuroticism to Emotional Exhaustion: A Dynamic Approach to Personality

We build on a novel model of personality [PersDyn] that captures three sources of individual differences (here applied to neuroticism): (1) one’s baseline level of behavior, affect, and cognitions (baseline); (2) the extent to which people experience different neuroticism levels (variability); and (3) the swiftness with which they return to their neuroticism baseline once they deviated from it (attractor strength). To illustrate the model, we apply the PersDyn model to the study of the relationship between neuroticism and emotional exhaustion. In the first study, we conducted a 5-day experience sampling study on 89 employees who reported on their level of state neuroticism six times per day. We found that higher levels of baseline neuroticism and variability were related to increased emotional exhaustion. Furthermore, we found an interaction effect between baseline and attractor strength: people with a high baseline and high attractor strength tend to experience a high degree of emotional exhaustion, whereas people with low levels of baseline neuroticism are less likely to suffer from exhaustion if their attractor strength is high. In the second study, we conducted a laboratory experiment on 163 participants, in which we manipulated state neuroticism via short movie clips. Although the PersDyn parameters were not related to post-experiment emotional exhaustion, the interaction effect between baseline and attractor strength was replicated. It is concluded that a dynamic approach to neuroticism is important in understanding emotional exhaustion.

Structural alignment and its prosocial effects in first and second languages

The present study examined structural alignment (prepositional object dative and double object dative) and its prosocial effects in Spanish-English bilinguals (English L2) and native English speakers (English L1). A scripted picture description paradigm in which a confederate and participant alternately described pictures was used. L1 and L2 speakers of English displayed comparable levels of structural alignment. In a second phase of the experiment we show that after being exposed to structural alignment by the confederate, L1 but not L2 participants displayed an increase in prosocial behavior as reflected by the time they were willing to help with an extra task. Possible explanations and implications are then discussed.

The effects of vocational interest on study results: Student person - environment fit and program interest diversity

The extent to which a good person-environment (PE) interest fit between student and study program leads to better study results in higher education is an ongoing debate wherein the role of the study program environment has remained inadequately studied. Unanswered questions include: how diverse study programs are in the interests of their student populations, and how this program interest diversity influences study results, in comparison to individual PE fit? The present study addressed these questions in students (N = 4,635) enrolled in open-access university education. In such an open access system, students are allowed to make study choices without prior limitations based on previous achievement or high stakes testing. Starting from the homogeneity assumption applied to this open access setting, we propose several hypotheses regarding program interest diversity, motivation, student-program interest fit, and study results. Furthermore, we applied a method of measuring interest diversity based on an existing measure of correlational person-environment fit. Results indicated that interest diversity in an open access study environment was low across study programs. Results also showed the variance present in program interest diversity was linked to autonomous and controlled motivation in the programs’ student populations. Finally, program interest diversity better explained study results than individual student fit with their program of choice. Indeed, program interest diversity explained up to 44% of the variance in the average program’s study results while individual student-program fit hardly predicted study success at all. Educational policy makers should therefore be aware of the importance of both interest fit and interest diversity during the process of study orientation.

Social-emotional skill assessment in children and adolescents: Advances and challenges in personality, clinical, and educational contexts

The development and promotion of social-emotional skills in childhood and adolescence contributes to subsequent well-being and positive life outcomes. However, the assessment of these skills is associated with conceptual and methodological challenges. This review discusses how social-emotional skill measurement in youth could be improved in terms of skills' conceptualization and classification, and in terms of assessment techniques and methodologies. The first part of the review discusses various conceptualizations of social-emotional skills, demonstrates their overlap with related constructs such as emotional intelligence and the Big Five personality dimensions, and proposes an integrative set of social-emotional skill domains that has been developed recently. Next, methodological approaches that are innovative and may improve social-emotional assessments are presented, illustrated by concrete examples. We discuss how these innovations could advance social-emotional assessments, and demonstrate links to similar issues in related fields. We conclude the review by providing several concrete assessment recommendations that follow from this discussion. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Assessing meaningful within-person variability in Likert-scale rated personality descriptions: An IRT tree approach

Personality researchers and clinical psychologists have long been interested in within-person variability in a given personality trait. Two critical methodological challenges that stymie current research on within-person variability are separating meaningful within-person variability from (a) true differences in trait level; and (b) careless responding (or person unreliability). To partly avoid these issues, personality researchers commonly only study within-person variability in personality states over time using the standard deviation (SD) across repeated measurements of the same items (typically across days)-a relatively resource-intensive approach. In this article, we detail an approach that allows researchers to measure another type of within-person variability. The described approach utilizes item-response theory (IRT) on the basis of Böckenholt's (2012) three-process model, and extracts a meaningful variability score from Likert-ratings of personality descriptions that is distinct from directional (trait) responding. Two studies (N = 577; N = 120-235) suggest that IRT variability generalizes across traits, has high split-half reliability, is not highly correlated with established indices of IRT person unreliability for directional trait responding, and correlates with within-person SDs from personality inventories and within-person SDs in a diary study with repeated measurements across days 20 months later. The implications and usefulness of IRT variability from personality descriptions as a conceptually clarified, efficient, and feasible assessment of within-person variability in personality ratings are discussed. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Syntactic chameleons: Are there individual differences in syntactic mimicry and its possible prosocial effects?

This study investigated whether syntactic mimicry leads to prosocial effects and whether any such effects are modulated by personality traits. Participants and a confederate of the experimenters took turns describing simple scenes. Target scenes could be described using either a prepositional object or a double object dative structure and we tested whether the participants mimicked the structure used by the confederate (Experiments 1A and 2A), whether mimicry of the participant's sentence structure (Experiments 1B and 2B) made the participant act in a more prosocial manner, and whether any such effects vary with Big Five traits. Participants displayed significant syntactic mimicry, which was additionally negatively related to levels of Extraversion. Syntactic mimicry did not lead to more prosocial behavior, as gauged by the time spent on an extra task (Experiment 1B). This conclusion was confirmed in Experiment 2B, which used a slight adaptation of the task that prevented a ceiling effect. However, a positive relation between prosocial behavior and levels of Conscientiousness was observed in the mimicry condition, which appeared to invert in the non-mimicry condition. We discuss several potential reasons for the absence of prosocial effects of syntactic mimicry and provide suggestions for future research.

18REST: a short RIASEC-interest measure for large-scale educational and vocational assessment

The construction of the 18REST, a short 18-item inventory to describe students’ position on John Holland’s RIASEC interest types, is documented. The instrument is meant to be used in large-scale assessment in education and on the labor market, supplementing information on school achievement and social-emotional skills. This research was carried out in Brazil, initially with two independent samples composed by adolescents and adults. The 18REST’s psychometric properties are compared to those of the more extended RIASEC item pool and confirmed in a new independent undergraduate sample. Despite differences between genders were found as expected, invariance measurement across gender was indicated. Different ways to use the 18REST in large-scale assessment are discussed.

Developmental pathways of childhood dark traits

The dark triad of personality has traditionally been defined by 3 interrelated constructs, defined as Narcissism, Machiavellianism, and Psychopathy. Although the content of each of these constructs is clearly represented in childhood maladaptive trait measures, no studies have jointly addressed the prospective developmental course of this core set of maladaptive characteristics throughout childhood and adolescence. The current study uses latent growth modeling to explore how early dark traits develop over time, relying on a selected set of 6 childhood maladaptive traits that conceptually cover the adult dark triad. Across a 5-wave multi-informant design spanning 10 years of childhood, adolescence, and emerging adulthood (Nwave 1 = 717, 54.4% girls, age range T1 = 8-14.7 years, mean age = 10.73), results indicate that childhood dark traits show to some extent shared growth across time, although notable unique growth variance was also observed. Early dark traits further demonstrate significant association patterns with an adult dark triad measure across informants and are increasingly able to discriminate among more and less prototypical profiles of adult dark triad scores. Findings are discussed from a developmental psychopathology framework, underscoring that the proposed set of childhood dark traits represents a meaningful developmental precursor of the adult dark triad. (PsycINFO Database Record