Psychology Commons^™

Hidden Framings And Hidden Asymmetries In The Measurement Of Personality: A Combined Lens-Model And Frame-Of-Reference Perspective, Julian Schulze, Stephen G. West, Jan-Philipp Freudenstein, Philipp Schaepers, Patrick Mussel, Michael Eid, Stefan Krumm

Research Collection Lee Kong Chian School Of Business

Objective: The symmetry principle and the frame-of-reference perspective have each made contributions to improving the measurement of personality. Although each perspective is valuable in its own right, we argue that even greater improvement can be achieved through the combination of both. Therefore, the goal of the current article was to show the value of a combined lens-model and frame-of-reference perspective. Method We conducted a literature review to summarize relevant research findings that shed light on the interplay of both perspectives and developed an integrative model. Results: Based on the literature review and on theoretical grounds, we argue that a basic …

Serve-Specific Core Self-Evaluations: A Predictive Validation Study, Brandi Renee Forgione

Masters Theses & Specialist Projects

Core Self-Evaluations (CSE) is a broad personality trait used by industrial organizational psychologists to predict important organizational outcomes such as job performance and employee satisfaction. CSE comprises four elements: generalized self-efficacy, self-esteem, locus of control, and neuroticism. Task-specific versions of CSE have been proposed to better predict task-specific performance than general CSE. Accordingly, Serve-Specific Core Self- Evaluations (SS-CSE) was adapted specifically to predict serve performance of intercollegiate volleyball players. In this study, I explored the predictive validity of SS-CSE for serve performance by expanding a previous study that used a concurrent validation approach. Results indicated that SS-CSE scores collected pre-season …

Pay For Performance, Satisfaction And Retention In Longitudinal Crowdsourced Research, Elena M. Auer, Tara S. Behrend, Andrew B. Collmus, Richard N. Landers, Ahleah F. Miles

Psychology Faculty Publications

In the social and cognitive sciences, crowdsourcing provides up to half of all research participants. Despite this popularity, researchers typically do not conceptualize participants accurately, as gig-economy worker-participants. Applying theories of employee motivation and the psychological contract between employees and employers, we hypothesized that pay and pay raises would drive worker-participant satisfaction, performance, and retention in a longitudinal study. In an experiment hiring 359 Amazon Mechanical Turk Workers, we found that initial pay, relative increase of pay over time, and overall pay did not have substantial influence on subsequent performance. However, pay significantly predicted participants' perceived choice, justice perceptions, and …

The Effects Of Individual Differences On Employment Incentives, Andrew J. Laginess

FIU Electronic Theses and Dissertations

This dissertation sought to examine the interaction between employment incentives and various individual differences. The main objectives were to create a taxonomy of incentives, explore how personal characteristics influence individuals’ attraction to different types of incentives, and shed light on how individual differences affect preferences for incentive systems that are tied to performance versus those that are independent of performance. Four studies were conducted to achieve those objectives, utilizing expert ratings and data from over 800 undergraduate students. A preliminary categorization system with 14 types of incentives was developed, which served as a framework for the subsequent exploration of incentive–individual …

The Impact Of Stress On Episodic Memory In The Workplace, Jennifer Houston

FIU Electronic Theses and Dissertations

The purpose of this dissertation was threefold: to identify the relationship between experience of stress and episodic memory encoding and retrieval, to examine the interpersonal factors of personality and psychopathology that impact how individuals cope with or mitigate workplace stress, and to pinpoint how interpersonal differences and memory processes impact the workplace outcomes of job satisfaction and motivation. The results suggest that the relationship between work stressors and memory processes does exist, that personality and psychopathology play a significant role in the relationship between stress and memory, and that the experience of negative memories moderates the relationship between work stress …

Future Directions In Personality, Occupational And Medical Selection: Myths, Misunderstandings, Measurement, And Suggestions, Eamonn Ferguson, Filip Lievens

Research Collection Lee Kong Chian School Of Business

This paper has two objectives: (1) presenting recent advances in personality theory whereby personality traits are conceptualized within a framework that focuses on the dynamic interactions of behaviour, biology, context, and states, and (2) discussing the implications of these developments for measurement and medical selection. We start by presenting evidence that traits are no longer regarded as stable deterministic predictors of behaviour. Instead, traits are found to change across generations, the life span, and in response to environmental contingencies. Thus, there is an urgent need to explore how traits change as function of medical education. Second, drawing on recent theory …

Creative Confidence In Organizational Knowledge Creation: A Synthesis Of The Literature, Elnaz Dario, Rafael Landaeta, Resit Unal, E.H. Ng. (Ed.), B. Nepal (Ed.), E. Schott (Ed.)

Engineering Management & Systems Engineering Faculty Publications

Creative confidence is a newly rising topic in the innovation study area. In a world where creativity has become a vital source of knowledge creation, not believing in one's own creative capacity could be a barrier. At the organizational level, many good ideas are disappearing before ever being written down or shared. Organizations may lose talented people who have great creative potential by either not giving them the opportunity to express their creative ideas or due to a lack of confidence from the employee side, in sharing these ideas. This paper will contribute to the research stream on the role …

Mapping Integrity In The Domain Of Trait Personality, Andrew J. Laginess

FIU Electronic Theses and Dissertations

This thesis was conducted to empirically examine and compare the different conceptualizations of the integrity test construct identified in previous research. The conceptualizations assert that integrity tests measure a major trait (i.e., Conscientiousness or Honesty-Humility), a combination of major traits, or a combination of minor traits (personality facets). The general fit and predictive validity (of counterproductive work behavior, or CWB) of each conceptualization was tested.

Psychology undergraduates (N = 436) participated via online surveys containing two personality scales, two integrity tests, and a CWB scale. The results most support the conceptualizations of integrity as either solely the broad trait …

Managing A Large Scale Project: Using Strengthsfinder In The Website Redesign, Laura Edwards, Cristina Tofan

EKU Faculty and Staff Scholarship

After doing a library-wide StrengthsFinder assessment that highlighted the strengths of its individuals, EKU Libraries decided to put this strategy into practice by applying it to one of the most complex projects in the life of an academic library: the website redesign. This decentralized approach allowed project managers to align strengths-based teams with phases of the redesign that would most benefit from that team’s unique strengths.

The Brief Aggression Questionnaire: Reliability, Validity, And Structure, Gregory D. Webster, C. Nathan Dewall, Richard S. Pond, Timothy Deckman, Peter K. Jonason, Bonnie M. Le, Austin Lee Nichols, Tatiana Orozco Schember, Laura C. Crysel, Benjamin S. Crosier, C. Veronica Smith, Elizabeth Layne Paddock

Research Collection Lee Kong Chian School Of Business

In contexts that increasingly demand brief self-report measures (e.g., experience sampling, longitudinal and field studies), researchers seek succinct surveys that maintain reliability and validity. One such measure is the 12-item Brief Aggression Questionnaire (BAQ; Webster et al., 2014), which uses 4 3-item subscales: Physical Aggression, Verbal Aggression, Anger, and Hostility. Although prior work suggests the BAQ's scores are reliable and valid, we addressed some lingering concerns. Across 3 studies (N = 1,279), we found that the BAQ had a 4-factor structure, possessed long-term test–retest reliability across 12 weeks, predicted differences in behavioral aggression over time in a laboratory experiment, …

Cultural Differences In Prioritizing Applicant Attributes When Assessing Employment Suitability, Serena Wee, Peter K. Jonason, Norman P. Li

Research Collection School of Social Sciences

We examined how culture influences perceptions of applicant attributes when assessing employment suitability. In two studies (N = 408), we compared members from a collectivistic society (Singapore) to two samples from individualistic societies (the United States and Australia) on their perceptions of applicant attributes across job contexts. For each job, participants either chose between candidates with different attribute profiles or created ideal candidates by allocating a fixed amount of percentile points across different attributes. More often than Australians, Singaporeans chose the candidate with higher levels of the trait (e.g., openness to experience) uniquely associated with the job (e.g., graphic designer). …

Thinking Bigger And Better About "Bad Apples": Evolutionary Industrial/Organizational Psychology And The Dark Triad, Peter K. Jonason, Serena Wee, Norman P. Li

Research Collection School of Social Sciences

The focal article by Guenole (2014) correctly contends that industrial–organizational (I–O) psychology has been overly reliant on the Big Five or the five-factor model (Benet-Martínez & John, 1998). Although popular and useful, the Big Five also tends to be limited in two important ways. The Big Five is a set of atheoretically derived, descriptive adjectives, and it tends to better tap “positive” aspects of people's personality over “negative” or “darker” sides. A number of authors have highlighted the importance of examining “darker” aspects of people's personality both outside (Jonason, Li, Webster, & Schmitt, 2009; Lee & Ashton, 2005; Paulhus & …

Training Evaluation In Virtual Worlds: Development Of A Model, Richard N. Landers, Rachel C. Callan

Psychology Faculty Publications

Many organizations have adopted virtual worlds (VWs) as a setting for training programs; however, research on appropriate evaluation of training in this new setting is incomplete. In this article, we address this gap by first exploring the unique issues relevant to evaluation faced by training designers working in VWs. At the macro-organizational level, the primary issue faced is an organizational culture unreceptive to or otherwise skeptical of VWs. At the micro-organizational level, two major issues are identified: individual trainees unreceptive to VWs and general lack of experience navigating VWs. All three of these challenges and their interrelationships may lead to …

Should You Hire Blazinweedclown@Mail.Com?, Evan Blackhurst, Pamela Congemi, Jolene Meyer, Daniel Sachau

Psychology Department Publications

When a person applies for a job online, one of the first things a recruiter learns about the applicant is the applicant’s e-mail address. So what might a recruiter think about an applicant who refers to himself as DemonSeed420@ mail.com or FluffyBunny@mail.com? That is, would job applicants with unprofessional e-mail addresses behave less professionally than applicants with more appropriate addresses? Will CrzyBioch@mail.com be as unstable as she claims to be? Should an employer take a chance on LittleBabyLazy@mail.com? Managers often make snap judgments about job candidates (Howard & Ferris, 1996) and do so using whatever information is available to them …

Self-Monitoring Personality At Work Revisited: A Comparative Meta-Analysis, Michael P. Wilmot

Department of Agricultural Leadership, Education and Communication: Dissertations, Theses, and Student Scholarship

The validity of self-monitoring personality in work and organizational settings was reexamined. Comparative meta-analyses using both random-effects and fixed-effects models were conducted (349 total samples; N = 75,811) to test the relationship between self-monitoring personality and work-related and demographic correlates, as well as the reliability of the self-monitoring measures. Contributions were made to the literatures of self-monitoring and meta-analysis. Self-monitoring: Results indicated that self-monitoring related to a number of relevant organizational outcomes, including job effectiveness and success, leadership, and ingratiation. Some results ran contrary to the prior meta-analysis (Day, Shleicher, Unckless, & Hiller, 2002). Meaningful differences were found between the …

Conscientiousness Is Not Always A Good Predictor Of Performance: The Case Of Creativity, Roni Reiter-Palmon, Jody J. Illies, Lisa M. Kobe-Cross

Psychology Faculty Publications

Meta-analyses investigating the relationship between Conscientiousness and performance suggest a positive relationship for a variety of criteria. However, recently it has been argued that Conscientiousness is not always a good predictor of performance, particularly for creative performance. Additionally, it has been suggested that Conscientiousness includes two distinct components, achievement and dependability, which may have different relationships with criterion measures. Two studies were conducted to determine whether the components of Conscientiousness predict creativity better than the full factor. Students in each study completed a measure of the Five Factor Model and a measure of creative performance. In the first study, creative …

Emotional Intelligence And Leadership In Organization: A Meta-Analytic Test Of Process Mechanisms, Daniel S. Whitman

FIU Electronic Theses and Dissertations

The present study – employing psychometric meta-analysis of 92 independent studies with sample sizes ranging from 26 to 322 leaders – examined the relationship between EI and leadership effectiveness. Overall, the results supported a linkage between leader EI and effectiveness that was moderate in nature (ρ = .25). In addition, the positive manifold of the effect sizes presented in this study, ranging from .10 to .44, indicate that emotional intelligence has meaningful relations with myriad leadership outcomes including effectiveness, transformational leadership, LMX, follower job satisfaction, and others. Furthermore, this paper examined potential process mechanisms that may account for the EI-leadership …

Medical Students' Personality Characteristics And Academic Performance: A Five-Factor Model Perspective, Filip Lievens, Pol Coetsier, Filip De Fruyt, Jan De Maeseneer

Research Collection Lee Kong Chian School Of Business

Objectives: This study investigates: (1) which personality traits are typical of medical students as compared to other students, and (2) which personality traits predict medical student performance in pre-clinical years. Design: This paper reports a cross-sectional inventory study of students in nine academic majors and a prospective longitudinal study of one cohort of medical students assessed by inventory during their first pre-clinical year and by university examination at the end of each pre-clinical year. Subjects and methods: In 1997, a combined total of 785 students entered medical studies courses in five Flemish universities. Of these, 631 (80.4%) completed the NEO-PI-R …