Industrial and Organizational Psychology Commons^™

Behind The Curtain: A Literature Review Of Personal And Ecological Risk Factors And Current Multi-Level Interventions For Performing Artists, Christopher A. Robles

Social Work Theses

Performing artists experience psychological distress, including anxiety, depression, burnout, and substance use disorders, at rates significantly exceeding those of the general population. Guided by Bronfenbrenner’s Ecological Systems Theory (EST) and the Person-in-Environment (PIE) perspective, this structured literature review synthesizes research published between 2010 and 2026 to examine individual personality traits, environmental stressors across meso- and macro-systems, and existing multi-level mental health interventions for performing artists. Findings reveal that while traits such as high openness to experience, sensory processing sensitivity, and perfectionism foster artistic expression, they also heighten vulnerability to occupational stressors, financial precarity, social isolation, and venue-based substance exposure. Current …

Personality And Personnel Selection: Going Beyond Self-Reports And Linear Relationships, Filip Lievens, Jinyan Fan, Jingyi Li

Research Collection Lee Kong Chian School Of Business

The study of personality in selection and assessment represents one of the most longstanding and voluminous literature in industrial and organizational psychology. In this paper, we review two important recent research streams. First, we review studies on alternatives to self-report personality inventories, namely the use of Situational Judgment Tests (SJTs), assessment center (AC) exercises, and a multi-rater framework. Second, we review studies that go beyond linear relationships between personality and job performance. Generally, our review reveals that these alternative approaches show promises in better understanding personality and how personality relates to performance.

Understanding The Stereotypes, Emotions, And Behaviors Towards Introverts In The Workplace, Kristen M. Fisher

Psychology Theses & Dissertations

The present study utilizes the SCM and the BIAS Map to understand perceptions of introverts within the workplace and highlight potential approaches to mitigate introversion mistreatment. It was hypothesized that, when compared to extraverted employees, introverted employees would be perceived as lower in warmth and competence, receive more emotional responses of contempt, more behavioral responses of passive harm, and that contempt would mediate the relationship between competence and passive harm. Conversely, it was hypothesized that extraverts would be perceived as higher in warmth and competence, receive more emotional responses of admiration, more behavioral responses of active facilitation, and that admiration …

A Head-To-Head Comparison Of Situational Judgment Tests And Assessment Centers For Measuring And Predicting The Same Performance Dimensions, Iman Shakeri, Filip Lievens

Research Collection Lee Kong Chian School Of Business

To date, a limited set of studies have compared the criterion-related validity of low-fidelity (SJT) versus high-fidelity (AC) simulations for predicting job performance. Unfortunately, these studies validated these simulations through the overall assessment rating (OAR) instead of on the basis of specific dimensions. Given SJTs and ACs were compared that measured different dimensions, our understanding of the relative and comparative validity of these assessment approaches in measuring the same set of dimensions is still limited. Therefore, this study aims to conduct a head-to-head comparison of the criterion-related validity of the AC and the SJT (and their incremental validity) while keeping …

The Moderating Role Of Personality In The Relationship Between Cognitive Ability And Counterproductive Work Behaviors, Sarah Jacobsen

Theses and Dissertations

Counterproductive work behaviors (CWBs) are negative behaviors that detract from an organization’s goals and cause harm to the organization and to those involved. The current study investigated cognitive ability and personality as predictors of CWB and explored a moderating role of personality on the cognitive ability-CWB relationship. The results found no significant relationships for cognitive ability and personality with self-reported CWBs. Additionally, personality did not moderate the cognitive ability-CWB relationship. An exploratory analysis revealed significant relationships between personality and supervisor-rated CWBs, but no significant relationship for cognitive ability nor significant cognitive ability-personality interactions were found. The current study challenged previous …

Implicit Trait Policies And Situational Judgment Tests: How Personality Shapes Judgments Of Effective Behavior, Alexander Edward Johnson

Industrial-Organizational Psychology Dissertations

The Situational Judgment Test (SJT) is a popular selection tool used by employers to

make hiring decisions due to their strong predictive validity. SJTs present job candidates with

hypothetical scenarios, asking them to choose the responses that best fit those situations. SJTs

have been used to measure a range of knowledge, skills, and abilities, but what they measure and

why they predict performance remains unclear. Lievens and Motowidlo (2016) called for a

reframing of the SJT as a measure of general domain knowledge. According to their theory, SJTs

measure procedural knowledge, which is composed of general domain knowledge—

operationalized as …

Effects Of Background Cues On Videoconference Interview Ratings, Deborah M. Powell, Maria V. Kavanagh, Bethany E. Wiseman, Audrey Hodgins

Personnel Assessment and Decisions

Interviewers regularly make personality-related attributions in interviews, whether purposefully or not. In this study, we examined whether changing a contextual cue in a videoconference interview (the cleanliness of the room where the interviewee is located) influenced interviewers’ ratings of interviewee conscientiousness and interview performance ratings. We conducted a between-subjects experiment (N = 389) and manipulated three factors: background cleanliness (clean vs. messy) x location (office vs. home) x gender of job candidate (man vs. woman). The dependent variables were conscientiousness ratings and interview performance ratings. There was a main effect of cleanliness on conscientiousness and on interview performance ratings; …

Patterns Of Risk Behaviors And Their Value: A Latent Class Growth Modeling Approach, Anthony Naranjo

Graduate Thesis and Dissertation 2023-2024

The current body of individual risk behavior research has been mainly driven by two streams of literature. Stable risk researchers propose individuals tend to display similar risk behaviors across time and situations due to individuals' underlying propensity to either engage in risk averse or risk seeking behaviors. Changeable risk researchers have sought out to examine variability in risk behaviors due to factors such as personality and contextual characteristics. However, might it be the case that there are subgroups of individuals who may be more prone to display static risk behaviors and other subgroup whose risk behaviors are more amendable? To …

The Effect Of Personality On Performance Under Change, Sydney Mazur

Honors Undergraduate Theses

The purpose of this thesis is to examine the relationship between personality and performance under changing circumstances. Specifically, this paper analyzes how the personality trait of optimism, and a moderator of ambiguity tolerance, affects performance under changes in an Air-Traffic Control Simulation. Previous studies have not examined the effect that optimism has on performance under change. Results indicated that personality does not correlate significantly with performance. This study was completed due to interest in a positive attitude and how it may relate to performing in the workplace

Establishing Roots Before Branching Out: Parameter Recovery In Item Response Tree Models, Tyler Ryan

Browse all Theses and Dissertations

Item Response Trees are a type of item response model that incorporates information about conditional responding to items using a rooted tree graph structure. Researchers have used item response trees for common measurement tasks and for testing novel hypotheses. Previous simulation studies investigating item response trees either lack generalizability to the broad domain of their use or lack thorough investigation and reporting of the results. I conducted a simulation study to explore how sample size, test length, item characteristics, and tree structure affect both item and person parameter recovery for 1PL and 2PL models. The results suggested that, as with …

Using Workplace Personality To Guide Improvement Of Law Enforcement Selection, Chase A. Winterberg, Michael A. Tapia, Bradley J. Brummel

Personnel Assessment and Decisions

Recurrent police-public conflict suggests misalignment in desired police behavior between police and the public. We explored differences in desired police characteristics between police and members of the American public. Although racial minorities endorsed more negative attitudes of police overall, we found no meaningful differences in desired police characteristics between police and the public or between racial minority and majority participants. Second, we combined multiple criterion-related validation studies in similar jobs via meta-analyses and synthetic validity analyses to identify personality predictors of police performance dimensions. Third, we assessed base rates and adverse impact of these personality characteristics in police. Incumbent officers …

Three Lenses Of Contrapower Sexual Harassment, Michael L. Ekema

Dissertations, Theses, and Capstone Projects

Contrapower sexual harassment refers to sexual harassment incidents where the perpetrator has less formal power within the organization than the person being victimized. Although the potential for inverse power dynamics were already identified in the early stages of sexual harassment research, the prevalence and antecedents of contrapower sexual harassment have rarely been examined. In addition, prior sexual harassment research has overwhelmingly prioritized gender as the focal variable of interest. This dissertation seeks to contribute to the literature on workplace incivility, organizational deviance, and counterproductive work behaviors by looking at contrapower harassment through three different lenses: The perspective of harassment targets, …

Risk-Taking And Career Achievement: The Moderating Role Of "Getting Along" Personality Traits, John-Luke Mccord

LSU Doctoral Dissertations

The current dissertation examined the moderating effects of personality traits on the relationship between risk propensity and career advancement. It was hypothesized that certain personalities that facilitate dependability and building support can impact the probability of successful risk-taking at work, resulting in greater career advancement. A nationally representative panel study of British households (n = 13,743) was used to examine the extent to which Big Five personality traits interact with risk propensity to predict career achievement. Results showed a strong, positive association between risk propensity and income growth over time. The “getting along” personality traits were not shown to have …

The Impact Of Personal Resources, Job Resources And Job Demands On Nurse Engagement, Michael J. Kern

Dissertations, Theses, and Capstone Projects

In today’s VUCA (Volatile, Complex, Uncertain, and Ambiguous) world, the more we understand about how individual differences interact with the work environment to impact employee engagement the greater our chances are of making changes to lead to positive work outcomes regardless of the profession. There is no profession better suited for this type of investigation than that of nursing. Previous research has shown that more highly engaged nurses are able to provide better care and thus increase the chances of a more favorable outcome. There are many factors that can impact work engagement and one accepted model that helps to …

“I Can See The Forest For The Trees”: Examining Personality Traits With Trasformers, Alexander Moore

All Dissertations

Our understanding of Personality and its structure is rooted in linguistic studies operating under the assumptions made by the Lexical Hypothesis: personality characteristics that are important to a group of people will at some point be codified in their language, with the number of encoded representations of a personality characteristic indicating their importance. Qualitative and quantitative efforts in the dimension reduction of our lexicon throughout the mid-20^th century have played a vital role in the field’s eventual arrival at the widely accepted Five Factor Model (FFM). However, there are a number of presently unresolved conflicts regarding the breadth and …

The Effect Of English Language Proficiency And Glossary Provision On Personality Measurement, Damian Canagasuriam, Sharmili Jong, Wendy Darr

Personnel Assessment and Decisions

Research on English language learners suggests that language proficiency can affect the validity of standardized test scores. This study examined whether the provision of a glossary as a test accommodation during personality test completion influences the measurement of personality. Using an experimental research design, participants recruited from Amazon Mechanical Turk and Prime Panels (n = 206) were first categorized as having limited or high English language proficiency and then randomly assigned to a glossary condition. The results indicate that providing a within-text glossary does not impact the construct validity and reliability of personality measures. The results also suggest that …

Using Metaperceptions To Evaluate Conscientiousness And Predict Gpa, Montana R. Woolley

Browse all Theses and Dissertations

Personality measures have been used for decades to predict many important workplace outcomes, however, the literature reveals weak predictive validities (Barrick et al., 2001; Morgeson et al., 2007). This study investigates metaperceptions, or an individual’s belief about how others perceive them (Laing et al., 1966), to determine if they are a more effective predictor of behavioral outcomes than the typical self-report measures used today. Metaperceptions capture a different perspective than classic self-reports and other-reports, and therefore may measure a different source of construct relevant variance. Using a student sample (N = 181), we tested three main hypotheses: (1) combining self-ratings, …

Using Survival Analysis Techniques To Examine The Relationship Between Personality Facets And Employee Turnover, Devon Kinsey

West Chester University Master’s Theses

Employee turnover continues to have severe monetary, time, performance, and human capital implications for organizations. Due to these implications, multiple areas of research have examined the possible predictors of employee turnover, such as personality factors and the narrow facets that comprise those factors. This study examines the facet-level scores of the conscientiousness and openness to experience factors as predictors of employee turnover using data from the ETS® WorkFORCE™ Assessment for Job Fit (Naemi et al., 2014), an assessment based on the Five Factor Model (FMM) of personality. Survival analysis techniques were used in addition to logistic regression analysis when …

Personality And Organizational Justice Effects On Counterproductive Work Behavior, Alec C. Drabish

Browse all Theses and Dissertations

Counterproductive work behavior (CWB) costs U.S. organizations billions annually (e.g., Bennett & Robinson, 2000). Any behavior that goes against the goals of an organization and is intended to harm either the organization or its members can fit the definition of CWB. To properly address these problems an accurate understanding of CWB and its’ determinants is necessary. Employee perceptions of fairness (organizational justice) is linked to CWB because employees reciprocate unfair treatment with CWB (e.g., Shaw et al., 2003), and the personality traits honesty-humility and self-control are also strong determinants of CWB because high levels of these traits will suppress the …

Understanding The Importance Of Ambition In The Workplace, Jeff Bean

Graduate Theses and Dissertations

Though a common term, ambition is a multifaceted concept that is vastly under researched despite it being labeled necessary for success in the workplace. Of even greater irony is that several sources indicate a significant majority of the reason that employees leave organizations is due to a perceived lack of career development or opportunity, a problem that speaks directly to talent management practices. In light the costly nature of this problem and the presence of sophisticated talent management professionals in large and medium-sized organizations which comprise half or more of the workforce, it causes one to question the assumptions that …

Profiles And Culture: Multi-Level Latent Profiles Based On Personality Traits And Facets And Profile Influences On Performance Outcomes Across Cultures, Weiwei Liu

Theses and Dissertations

Personality research has traditionally adopted a variable-centric approach but recently more studies have adopted a person-centric approach. A person-centric approach can provide additional insights in that it explores for multiple unobserved subgroups within a population and examines the extent to which relationships may differ across subgroups. The current study adds to this growing area in four ways. First, studies have attempted to identify common personality profiles, but results have been inconsistent and very few studies have examined work-relevant samples. The current study addresses this issue based on a large sample that is diverse in terms of industries, occupations, and countries. …

Impact Of Warnings On Gamified Personality Assessments, Sabrina Yu

Student Theses and Dissertations

Over the past several years, there has been a growing interest in using gamified and game-based assessments to measure individual differences (e.g., cognitive ability, personality) in both research and selection contexts. This interest, in part, stems from the research showing that gamified assessments are associated with more positive candidate reactions to selection processes and the potential to mitigate faking on personality assessments. To date, little research has examined the impact of gamification on faking overall and little research has combined gamification with a more traditional method of mitigating faking on personality assessments such as warnings. The purpose of this study …

Job Seekers’ Impression Management On Facebook: Scale Development, Antecedents, And Outcomes, Vanessa Myers, Jennifer P. B. Price, Nicolas Roulin, Alexandra Duval, Shayda Sobhani

Personnel Assessment and Decisions

Many organizations rely on social media like Facebook as a screening or selection tool; however, research still largely lags behind practice. For instance, little is known about how individuals are strategically utilizing their Facebook profile while applying for jobs. This research examines job seekers’ impression management (IM) tactics on Facebook, personality traits associated with IM use, and associations between IM and job-search outcomes. Results from two complementary studies demonstrate that job seekers engage in three main Facebook IM tactics: defensive, assertive deceptive, and assertive honest IM. Job seekers lower in Honesty–Humility use more Facebook IM tactics, whereas those higher in …

The Effect Of Organizational Culture On Faking In The Job Interview, Damian Canagasuriam, Nicolas Roulin

Personnel Assessment and Decisions

Deceptive impression management (i.e., faking) may alter interviewers’ perceptions of applicants’ qualifications and, consequently, decrease the predictive validity of the job interview. In examining faking antecedents, research has given little attention to situational variables. Using a between-subjects experiment, this research addressed that gap by examining whether organizational culture impacted both the extent to which applicants faked and the manner in which they faked during a job interview. Analyses of variance revealed that organizational culture did not affect the extent to which applicants faked. However, when taking into account applicants’ perceptions of the ideal candidate, organizational culture was found to indirectly …

Identifying Faking On Forced-Choice Personality Items Using Mouse Tracking, Irina Kuzmich, Charles Scherbaum

Personnel Assessment and Decisions

This research utilizes mouse tracking as a potential behavioral method to examine cognitive processes underlying faking on forced-choice personality inventories. Mouse tracking is a method from social categorization research that captures a variety of metrics related to motor movements, which are linked to cognitive processing. To explore the utility of this method, we examined differences in the mouse tracking metrics of those instructed to respond honestly or to fake. Our findings show that there is a distinguishable difference in the behavioral response of those who are faking when responding to pairs of personality descriptors presented in a forced-choice format compared …

A New Investigation Of Fake Resistance Of A Multidimensional Forced-Choice Measure: An Application Of Differential Item/Test Functioning, Philseok Lee, Seang-Hwane Joo

Personnel Assessment and Decisions

To address faking issues associated with Likert-type personality measures, multidimensional forced-choice (MFC) measures have recently come to light as important components of personnel assessment systems. Despite various efforts to investigate the fake resistance of MFC measures, previous research has mainly focused on the scale mean differences between honest and faking conditions. Given the recent psychometric advancements in MFC measures (e.g., Brown & Maydeu-Olivares, 2011; Stark et al., 2005; Lee et al., 2019; Joo et al., 2019), there is a need to investigate the fake resistance of MFC measures through a new methodological lens. This research investigates the fake resistance of …

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 …

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 …

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 …

Is It Complicated? Validity Of Personality Interactions For Predicting Performance, Jacob C. Bradburn, Ann Marie Ryan, Anthony Boyce, Tamera Mckinniss, Jason Way

Personnel Assessment and Decisions

Research on personality within the organizational sciences and for employee selection typically focuses on main effects, as opposed to interactive effects between personality variables. Large, multi-organizational datasets involving two different measures of personality were examined to test theoretically driven trait by trait interactions in predicting job performance. Interactive effects of Agreeableness and Conscientiousness, Agreeableness and Extraversion, Extraversion and Conscientiousness, and Emotional Stability and Conscientiousness were hypothesized as predicting overall job performance. However, these hypothesized effects were generally not supported. Implications for personality assessment are discussed.