Conceptual and Statistical Interactions: An Illustration with the AB5C and CWBs

Purpose

The purpose of this study was to compare the criterion validity of conceptual interactions between the Big Five traits of agreeableness, conscientiousness, and emotional stability to the statistical interactions between these traits. For illustration purposes we focus on linking these interactions to counterproductive work behaviors (CWBs).

Design/Methodology/Approach

Data for Study 1 was obtained from 196 employed students and focuses on the interaction between agreeableness and conscientiousness. Data for Study 2 was obtained from 220 employees and expanded the interaction space examined to include emotional stability.

Findings

All of the circumplex traits representing conceptual interactions were related to CWBs but only the traits most closely associated with conscientiousness showed incremental validity beyond their associated Big Five traits. Dominance analysis highlights increased concurrent validity of the circumplex traits compared to the Big Five statistical interactions in relation to CWBs.

Implications

Understanding the unique circumplex blends of the Big Five traits offers opportunities to enhance the criterion validity of Big Five measures. Results question the similarity between the AB5C circumplex traits and Big Five interactions, with their contributions appearing to be unique but their justification drastically different.

Originality/Value

The validity of the AB5C circumplex traits are relatively unknown. The current results expand this knowledge and directly compare the circumplex traits to interaction terms between agreeableness, conscientiousness, and emotional stability.     

Validation Studies on a Measure of Overall Managerial Readiness for the Chinese

The Overall Managerial Readiness (OMR) scale was first developed as a simple measure of managerial potential for the Chinese workforce. OMR purports to predict managerial performance by assessing a person's attitudes and intention to engage in managerial practices. It consists of 28 forced‐choice statements most of which refer to attitudes and behaviors in a work setting. Three studies together showed that OMR was correlated negatively with neuroticism, and positively with conscientiousness, agreeableness, openness to experience, and extraversion. Notwithstanding, OMR was distinct from the Big Five, and had incremental predictive power on work performance (Study 3). Besides, OMR alone predicted bank managers' productivity (Study 4). Finally, internal consistency and concurrent validity of a Likert version of OMR was ascertained (Study 5).     

Knowing and Faking One's Five-Factor Personality Score

This article reports on 2 studies, both concerned with the validity of the NEO Five-Factor Inventory (NEO-FFI). The first study, replicated over 3 samples, concerned the validity of the measure as determined by self-ratings. Results indicated that participants were able to predict their extraversion, conscientiousness, and neuroticism scores with reasonable accuracy, but agreeableness and openness-to-experience less so. In addition, participants were not very reliable in predicting others' test scores, although they believed themselves to have scores moderately similar to the other, self-nominated person. The second study showed that the NEO-FFI was highly susceptible to faking, although the all-important fake good versus control comparisons were significant only for agreeableness, conscientiousness, and neuroticism. The implications of these studies for applied personality measurement are considered.     

Personality development in old age relates to physical health and cognitive performance: Evidence from the Berlin Aging Study II

We examine how late-life personality development relates to overall morbidity as well as specific performance-based indicators of physical and cognitive functioning in 1,232 older adults in the Berlin Aging Study II (aged 65–88 years). Latent growth models indicated that, on average, neuroticism and conscientiousness decline over time, whereas extraversion and openness increase and agreeableness remains stable. Higher morbidity and worse grip strength were associated with higher neuroticism. Lower grip strength was further associated with lower openness, attenuated increases in extraversion, decreases in agreeableness and accelerated declines in conscientiousness. Moreover, those with poor perceptual speed reported higher neuroticism and lower conscientiousness. We also found age- and gender-differential associations between physical health and cognitive performance with levels of and changes in personality.     

Evidence of Predictive and Incremental Validity of Personality Factors,Vocal Attractiveness and the Situational Interview

This study evaluates the impact of the situational interview, personality measures, vocal attractiveness, and interactions between personality and vocal attractiveness on job performance. In a concurrent validity study with 154 customer service employees, a structured, situational interview was conducted and three of the Big Five personality factors (agreeableness, conscientiousness, and extraversion) are measured with two different frames‐of‐reference: at‐work and typical. Among the results are the validity of the situational interview and at‐work personality measures is established; vocal attractiveness correlates with both interview ratings and job performance; and finally, agreeableness and conscientiousness are found to vary in a pattern related to levels of vocal attractiveness such that both personality factors predict performance more strongly for people with more attractive voices.     

Self-schema for assertiveness: Extending the validity of the self-schema construct

This research attempted to extend the validity of the self-schema concept by examining a previously untested self-attribute and by examining self-schema effects on the interpretation of more realistic stimulus situations than used in past studies. The attribute was a self-schema for assertiveness and the validity of this self-knowledge structure was evaluated in two studies. In Stuty 1 assertion schematics and aschematics were compared for retrieval of schema-relevant information on a laboratory task of incidental recall. In Study 2 schematics and aschematics were compared on five different tasks that required elaboration of information about rights assertion conflict situations. Study 1 results revealed that schematics as compared to aschematics recalled more assertion related adjectives but did not differ in recall of domain-irrelevant words. Results from Study 2 showed that schematics as compared to aschematics recalled more past instances of assertive behaviors when asked to elaborate why an assertion adjective was endorsed as “Like me”. Also, schematics were significantly more certain they would behave assertively both in situations where assertion was appropriate and in those where compromise was more appropriate. On two perceptual factors known to correlate with assertive behavior, schematics were more likely to judge moderately legitimate requests (i.e., ambiguous requests) as more unreasonable and when asked to generate expected consequences for assertive responses focused more on self rather than other person consequences. The consistency of the results with respect to various hypothesized functions of the self-schema construct are discussed.     

Comparison of EPI and psychoticism scales with measures of the five-factor model of personality

The need for a comprehensive model of personality traits acceptable to the entire community of personality researches has often been acknowledged. In this article, two such models are compared. Eysenck scales measuring neuroticism, extraversion, psychoticism and lie are correlated with self-report and peer-rating measures of the five-factor model—neuroticism, extraversion, openness to experience, agreeableness and conscientiousness—in a sample of adult men and women. Findings suggest that: (1) neuroticism and extraversion factors from the two systems match well; (2) sociability and impulsivity are distinguishable traits, but both fall within the broad domain of extraversion; (3) the EPI L scale measures aspects of several substantive traits rather than a response bias; (4) openness to experience is not well-represented in the Eysenck system; and (5) psychoticism corresponds most closely to the low poles of agreeableness and conscientiousness.     

性别、性别角色和性别观念对大学生人格特征的影响

通过对北京市5所大学552名大学生的调查,探讨性别、性别角色类型和性别观念类型对大学生人格特征的影响。结果表明:(1)性别角色和性别观念比生理性别对大学生人格特征的影响更大。(2)双性化大学生具有更多积极的人格特征;传统型大学生具有较高的面子;反传统型大学生具有较高的宜人性和较低的面子;冲突型大学生具有较高的神经质、防御性和较低的宜人性、灵活性;未分化型大学生具有较高的宜人性和较低的神经质。     

Five‐Factor Model of Personality and Job Satisfaction: The Importance of Agreeableness in a Tight and Collectivistic Asian Society

Results from predominantly US‐based research have shown that personality can partly explain job satisfaction. As the issue of globalisation grows in importance for organisations, I researched in this study whether meta‐analytic findings on the relationships between job satisfaction and the Big Five personality traits extraversion, conscientiousness, and neuroticism would hold in a tight and collectivistic Asian society. Additionally, I expected that in a tight and collectivistic society the personality trait agreeableness would have a strong positive relationship with job satisfaction. Study participants were 354 employees from organisations in Singapore. Results confirmed that extraversion, conscientiousness, non‐neuroticism (emotional stability), and also agreeableness were related to job satisfaction. The study advises scholars and practitioners that even in a tight and collectivistic Asian society—despite situations that demand abiding by norms and fulfilling obligations—job satisfaction is related to stable personality traits.     

Exploring the relationship between the Five-Factor Model of personality,social factors and self-reported delinquency

The ‘Big Five’ is one of the predominant models of personality structure but relatively little research has focussed on how the five factors might be related to self reported offending separately for males and females. This is problematic for understanding the relationship between personality and offending as females and males typically have different personality profiles and differ considerably in self-reported offending. In this research 720 adolescents (376 males and 344 females) completed a Big Five personality measure along with measures of self-reported offending, socioeconomic status and family structure. The results suggested that low agreeableness and low conscientiousness were independently related to the prevalence of self-reported offending for males and that low agreeableness was independently related to frequent male offending. Low conscientiousness was independently related to female offending, but so too were interactions between disrupted family and extraversion and disrupted family and openness. The interaction between extraversion and a disrupted family was also independently related to frequent female offending. Limitations and directions for future research are discussed.     

大学生创业意向与人格关系中创业自我效能感作用的路径模型*

采用大五人格量表、创业意向量表和创业自我效能感量表对2161名在校大学生进行了调查。采用回归分析及结构方程建模等方法,考察大五人格和创业意向之间的关系和创业自我效能感的中介作用。研究发现：（1）大五人格中外向性、宜人性对创业意向有显著的预测作用,神经质、严谨性对创业执行意向有显著的正向预测作用;（2）创业自我效能感对创业意向有显著的正向预测作用,大五人格中外向性、严谨性、宜人性对创业自我效能感有显著的预测作用（3）创业自我效能感在外向性与创业意向之间、宜人性与创业意向之间、严谨性与创业执行意向之间起部分中介作用;创业自我效能感在严谨性与创业目标意向之间起完全中介作用。     

Personality characteristics that are valued in teams: Not always “more is better”?

This study investigates the relationships between personality traits and contributions to teamwork that are often assumed to be linear. We use a theory‐driven approach to propose that extraversion, agreeableness and conscientiousness have inverted U‐shaped relationships with contributions to teamwork. In a sample of 220 participants asked to perform a creative task in teams, we found that extraversion, agreeableness and conscientiousness were curvilinearly associated with peer‐rated contributions to teamwork in such a way that the associations were positive, with a decreasing slope, up to a peak, and then they became negative as personality scores further increased. We replicated the results concerning the non‐linear association between extraversion, conscientiousness and peer‐rated contributions to teamwork in a sample of 314 participants engaged in a collaborative learning exercise. Our results support recent claims and empirical evidence that explorations of personality–work‐related behaviours relationships should move beyond the linearity assumptions. We conclude by discussing the implications of our research for personnel selection.     

Reciprocal relationships between personality traits and psychological well-being

This study used an American sample collected over a period of approximately 2 decades (at 3 time points) to examine the temporal relationships between psychological well-being and personality traits (i.e., neuroticism, extraversion, agreeableness, conscientiousness, and openness to experience). The random-intercept cross-lagged panel model was used to separate between-person and within-person sources of variation. Between-person correlations were comparable to those of previous studies. New insights were gained at the within-person level. There were reciprocal relationships between psychological well-being and openness and extraversion, suggesting the joint development of plasticity-related traits and well-being over time. The relationships between psychological well-being and conscientiousness and agreeableness were unidirectional, with psychological well-being preceding these traits. Despite a strong between-person association between neuroticism and psychological well-being, the two were not related at the within-person level.     

The five factor model of personality and alexithymia: A meta-analysis

The main objective of the study was to examine the relationship between the Five Factor Model of Personality and alexithymia. Data were collected from 25 studies, which included 30 independent samples, 1384 effect sizes, and 7440 participants. All analyses were conducted with random effects models. Greater neuroticism and lower extraversion, openness to experience, agreeableness, and conscientiousness were associated with higher cognitive alexithymia. Greater neuroticism and openness to experience were linked to lower affective alexithymia. Additionally, age moderated the relationship between the Five Factor Model of Personality and cognitive alexithymia, in that the association between neuroticism and alexithymia became stronger with age whereas the relations of extraversion, openness to experience, agreeableness, and conscientiousness with alexithymia became weaker with age.     

青少年外向／宜人性人格、互联网服务偏好与“网络成瘾”的关系

该研究采用问卷法,以481名中学生为被试,通过无约束结构方程模型分析方法探讨了外向性、宜人性人格特征与互联网服务偏好的交互作用对网络成瘾的影响。研究发现在对网络成瘾的影响上,青少年宜人性人格特征与互联网社交服务偏好存在显著的交互作用,但与互联网娱乐、信息和交易服务偏好的交互作用不显著。外向性人格特征与互联服务偏好不存在显著的交互作用。(1)从平均影响来看,外向性、宜人性、互联网社交、娱乐和交易使用偏好能够正向预测网络成瘾,互联网信息使用偏好对网络成瘾没有显著的预测效果;(2)在宜人性高分组中,互联网社交服务偏好与PIU的正向关系要强于宜人性低分组。斜率检验表明对于低宜人性人格的青少年来说,互联网社交服务偏好不易导致其成瘾,而对高宜人性人格的青少年而言,互联网社交服务偏好反而容易导致其成瘾。     

A behavior genetic analysis of personality and loneliness

The phenotypic, genetic, and environmental correlations between the Big Five factors of personality and loneliness were examined. At the phenotypic level, loneliness had a strong significant positive correlation with neuroticism, significant moderate negative correlations with agreeableness, conscientiousness, and extraversion, and a small positive correlation with openness. Both loneliness and personality were found to be heritable. Bivariate genetic analyses resulted in significant positive genetic correlations between loneliness and neuroticism and openness, and significant negative genetic correlations with agreeableness, conscientiousness, and extraversion. Significant unique environment correlations were found between loneliness and four of the five personality factors (all negative except neuroticism) and a non-significant correlation with openness. The results suggest common genetic and unique environmental factors play a role in personality and loneliness.     

Why extraverts are happier than introverts: the role of mood regulation

Three studies tested the hypotheses that extraverts demonstrate better mood maintenance abilities than introverts and that these mood regulation abilities can account for the higher habitual happiness of extraverts. Using self- and peer-rated trait measures, Study 1 provided multimethod evidence that mood maintenance, but not mood repair, accounted for the link between extraversion and pleasant-unpleasant trait mood. Study 2 replicated this finding in a different sample of self-reports. Using a within-subjects design, Study 3 demonstrated that when confronted with an affectively ambivalent situation, extraverts maintained a more positive affect balance than introverts. Habitual mood maintenance mediated the effect of extraversion on pleasant-unpleasant affect change. Taken together, the findings support a self-regulation explanation of the extraversion-pleasant affect link.     

Predicting proactive behaviour at work: Exploring the role of personality as an antecedent of whistleblowing behaviour

This paper reports on the role of personality as an antecedent of proactive behaviour at work in the form of whistleblowing. In the interest of triangulation, two studies were used, along with two personality measures. The results of Study 1, conducted among 503 municipality employees, show that the NEO Five‐Factor Inventory dimensions of extraversion and agreeableness are significantly associated with whistleblowing, with odds ratios of 1.13 and 0.91, respectively. The result from Study 2, conducted among a representative sample of employees, shows that the circumplex of interpersonal problems dimension domineering was significantly associated with whistleblowing, with an odds ratio of 1.66. The results suggest that personality, in the form of high extraversion and dominance and low agreeableness, do play a role as antecedents of whistleblowing.