Both scholars and the popular press have expressed concern regarding the potential prevalence of individuals with psychopathic tendencies in corporate leadership positions and the negative effects ...they may have on both individual workers and their organizations as a whole. However, research to date has been inconclusive as to whether such individuals are more likely to emerge as leaders or whether they are (in)effective leaders. To clarify the state of the literature, we conducted a meta-analysis on the association between psychopathic personality characteristics and leadership emergence, leadership effectiveness, and transformational leadership. Our results, based on data from 92 independent samples, showed a weak positive correlation for psychopathic tendencies and leadership emergence, a weak negative association for psychopathic tendencies and leadership effectiveness, and a moderate negative correlation for psychopathic tendencies and transformational leadership. Subgroup analyses on methodological factors did not indicate any differences from the main results. However, moderator analyses showed a gender difference in these associations such that psychopathic tendencies in men were weakly positively correlated with leadership emergence and effectiveness and negatively correlated with transformational leadership, while psychopathic tendencies in women were negatively associated with effectiveness and transformational leadership, and largely unassociated with emergence. In addition, small but consistent curvilinear associations were found for all leadership criteria. Overall, these results suggest that concern over psychopathic tendencies in organizational leaders may be overblown, but that gender can function to obscure real effects.
Personality psychology, which seeks to study individual differences in thoughts, feelings, and behaviors that persist over time and place, has experienced a renaissance in the last few decades. It ...has also not been reviewed as a field in the
Annual Review of Psychology
since 2001. In this article, we seek to provide an update as well as a meta-organizational structure to the field. In particular, personality psychology has a prescribed set of four responsibilities that it implicitly or explicitly tackles as a field: (
a
) describing what personality is-i.e., what the units of analysis in the field are; (
b
) documenting how it develops; (
c
) explaining the processes of personality and why they affect functioning; and (
d
) providing a framework for understanding individuals and explaining their actions, feelings, and motivations. We review progress made over the last 20 years to address these four agendas and conclude by highlighting future directions and ongoing challenges to the field.
Researchers and practitioners have long been interested in the relations of basic personality domains with health. Whereas previous meta-analyses have focused on the Big Five traits, we provide the ...first meta-analysis of the relations between the HEXACO domains, as assessed by HEXACO Personality Inventories, and various health outcomes (k = 276, N = 92,319). In general, relations of the HEXACO domains were strongest with mental health, followed by health behavior, whereas relations with physical health outcomes were weak and largely non-significant. All HEXACO domains were significantly linked to mental health and health behavior outcomes. Extraversion exhibited the strongest correlation with mental health (
ρ
¯
= .48), whereas Honesty-Humility (
ρ
¯
= .31), Agreeableness versus Anger (
ρ
¯
= .25), and Conscientiousness (
ρ
¯
= .31) were most predictive of health behavior. Physical health was only significantly associated with Emotionality (
ρ
¯
= −.14) and Conscientiousness (
ρ
¯
= .10). Honesty-Humility explained incremental variance over the Big Five in several health behavior outcomes, whereas it had little incremental validity for mental and physical health outcomes. Finally, comparing the variance that the HEXACO and the Big Five domains explained in specific health outcomes demonstrated that each personality model occasionally exhibited superior criterion-related validity. Hence, the choice of the more useful personality model could be outcome-dependent.
Abstract
The current study aimed to expand our knowledge regarding social work students’ willingness to engage in policy practice (EPP). A theoretical model integrating the Big Five personality ...framework with the ‘Civic Voluntarism Model’ (CVM) was examined, using a sample of 160 social work students in Israel. Findings revealed a moderate level of EPP willingness. Among the CVM predictors, political skills, political knowledge and political interest were significantly positively associated with social work students’ EPP willingness. Among the Big Five traits, extroversion, conscientiousness and openness to experience were significantly associated with EPP willingness. Path analysis showed that political skills were the strongest predictor of EPP willingness and that political skills and extroversion had a direct effect on EPP willingness. The significant mediation paths demonstrated the dynamics by which the study predictors interacted in explaining 49 per cent of the variance in EPP willingness. The study concluded that the examination of a model incorporating the Big Five personality traits and modified CVM predictors provided a comprehensive understanding of EPP willingness and, therefore, should be adopted to explain social workers’ actual engagement in policy practice.
Insufficient effort responding (IER) to surveys, which occurs when respondents fail to carefully read questionnaire instructions or item content, has recently gained attention as a source of ...inaccuracy in self-report data (Huang, Curran, Keeney, Poposki, & DeShon, 2012; Johnson, 2005; Maniaci & Rogge, 2014; Meade & Craig, 2012). Whereas previous studies have focused on IER as a methodological nuisance, the current studies examined IER as a substantive variable. Specifically, we hypothesized that IER is a reflection of enduring individual differences. In Study 1, we found that IER displayed rank-order consistency over the course of 13 months; in Studies 2 and 3, we found that IER displayed rank-order consistency across multiple research situations; in Study 4, we found that acquaintance-reported conscientiousness, agreeableness, extraversion, and emotional stability were each negatively related to IER; and in Study 5, we found that IER was related to college grade point average and class absences. Together, these 5 studies suggest that IER is in part a manifestation of enduring individual differences.
This study integrates leadership process models with process models of personality and behavioral personality science to examine the behavioral-perceptual pathways that explain interpersonal ...personality traits' divergent relation to group leadership evaluations. We applied data from an online group interaction study (
= 364) alternately assigning participants as leaders conducting brief tasks. We used four variable types to build the pathways in multiple mediator models: (a) Self-reported personality traits, (b) video recordings of expressed interpersonal behaviors coded by 6 trained raters, (c) interpersonal impressions, and (d) mutual evaluations of leadership emergence/effectiveness. We find interpersonal big five traits to differently relate to the two leadership outcomes via the behavioral-perceptual pathways: Extraversion was more important to leadership emergence due to impressions of assertiveness evoked by task-focused behavior being strongly valued. Agreeableness/emotional stability were more important to leadership effectiveness due to impressions of trustworthiness/calmness evoked by member-focused/calm behavior being stronger valued.
Prevailing wisdom paints the impostor phenomenon as detrimental. I seek to rebalance the existing conversation around this phenomenon by highlighting that it may also have interpersonal benefits. To ...identify these benefits, I revisit seminal theorizing to advance the construct of workplace impostor thoughts which I define as the belief that others overestimate one's competence at work. Incorporating theory on contingencies of self-worth, I present an integrative model that outlines why such thoughts may be positively associated with other-perceived interpersonal effectiveness and why they may not be. I test my theory across four studies (n = 3,603) that feature survey, video, and pre-registered experimental data. I find that employees who more frequently have such thoughts are evaluated as more interpersonally effective because they adopt a more other-focused orientation. I do not find that this interpersonal benefit comes at the expense of competence-related outcomes (i.e., performance, selection)-a point I revisit in my future directions. When examining my theorized competing pathway, I find that, whereas workplace impostor thoughts do encourage those who have them to self-handicap-consistent with prevailing wisdom-such thoughts do not operate through self-handicapping to harm other-perceived interpersonal effectiveness. I conclude by situating my findings alongside prior work.
Previous research investigated only the intrapersonal effects of personality traits on mate retention behaviors. The current study is the first to implement a dyadic perspective to explore ...interpersonal effects of personality traits on mate retention. We investigated actor and partner effects of the five-factor personality traits on mate retention using actor–partner interdependence modeling with data secured from both members of 190 heterosexual romantic couples. In a round-robin design, each participant rated their own and their partner's personality traits, and their own mate retention behaviors. Our results demonstrated the largest actor and partner effects of neuroticism on mate retention, particularly on cost-inflicting behaviors, showing that individuals higher on neuroticism reported their more frequent use. Smaller and opposite effects of agreeableness and conscientiousness were found, with higher levels of these traits related to less frequent use of cost-inflicting behaviors. Several effects of these “Big Three” personality traits generalized across self- and partner-reports, indicating that they were not the artifacts of common method variance. The effects of openness were much weaker and none generalized across both data sources. Extraversion did not demonstrate any significant effects. Discussion comments on limitations of the current research and suggests directions for future research.
•We examined the effects of five-factor personality traits on mate retention.•A dyadic approach was used on heterosexual dating and cohabiting couples.•We secured self-reports and partner-reports to control for common method variance.•“Big Three”, especially neuroticism, predict own and a partner's mate retention.•Several actor and partner effects were obtained across both data sources.
This article discusses how women's authority to speak about religion is forged in digital media and builds on empirical work focusing on bloggers in a Swedish context and vloggers in a North American ...context. These studies show how women's self-performances in digital media are characterized by a communicative intention towards authentic self-expression. We argue that these self-performances also enable a particular form of authority to emerge, that is dependent on an individual's personal qualities and ability to inhibit and/or perform certain values; relational and co-effected, and forged in constant connectivity with audiences. Authenticity is a core characteristic of this form of authority in the sense of a connection between being true to your inner self and acknowledging your dependence on others. Finally, vulnerability is an intrinsic part as, on the one hand, a condition enhanced by the socio-technological affordances of digital media and, on the other, as a possibility to challenge stigma, open up spaces of inclusivity and enacting a different ideal of authority. Keywords: authority, authenticity, trust, vulnerability, women Resume : Cet article analyse la facon dont l'autorite feminine en matiere de parole religieuse est forgee dans les medias numeriques. Il s'agit d'un travail empirique centre sur les blogueurs dans le contexte suedois et sur les vloggeurs en contexte nord-americain. Cette etude montre que les performances de soi des femmes sur les medias numeriques sont caracterisees par l'intention de communiquer l'expression d'un soi authentique. Nous defendons l'idee que ces performances de soi permettent aussi a une forme particuliere d'autorite d'emerger, laquelle depend des qualites personnelles de l'individu et de sa capacite a inhiber et/ou incarner certaines valeurs. C'est une autorite a la fois relationnelle et coproduite, forgee en connexion constante avec les publics. L'authenticite est l'une des caracteristiques majeures de cette forme d'autorite, entendue dans le sens d'une association entre la fidelite a son for interieur et reconnaissance de sa dependance envers les autres. Au final, la vulnerabilite en est une partie intrinseque, d'une part, en tant que condition mise en lumiere par les capacites socio-technologiques offertes par les medias numeriques et, d'autre part, comme possibilite d'inverser le stigmate et d'ouvrir des espaces inclusifs ainsi que d'incarner un ideal different d'autorite. Mots-cles : autorite, authenticite, confiance, femmes, vulnerabilite
•We examined the interactive impact of host country context and expatriate personality traits on job satisfaction.•The theoretical framework was drawn from the cultural fit hypothesis.•Expatriates ...with high Cultural Empathy had higher job satisfaction in Japan than in Brazil; Social Initiative was more important in Brazil.
This study draws on the cultural fit hypothesis to examine interactive effects of host country context and four (Multicultural Personality Questionnaire) expatriate personality traits – Cultural Empathy, Social Initiative, Emotional Stability, and Open Mindedness – on job satisfaction. The cultural fit hypothesis maintains that it is not only the expatriate personality traits per se, but the cultural fit between expatriate personality traits and host country cultural values, norms, and prototypical personality traits that predict expatriate adjustment in host countries (Searle & Ward, 1990). Providing partial support for the cultural fit hypothesis, data derived from 191 expatriates in Brazil and Japan shows that the importance of two personality traits varies in these countries. Specifically, expatriates with high Cultural Empathy were more satisfied with their jobs in Japan than in Brazil, whereas Social Initiative was more important for expatriates in Brazil.
