Using Personality Constructs to Predict Performance: Narrow or Broad Bandwidth

One factor that can influence the magnitude of predictive validity of personality tests for selection is the bandwidth of the constructs measured (Ashton, Jackson, Paunonen, Helmes, & Rothstein, Journal of Research in Personality, 29, 432–442 (1995)). In addition, certain personality characteristics have been shown to be more prevalent in an occupational category (Barrick & Mount, Personnel Psychology, 44, 1–26 (1991)). The results of this study suggest the necessity to perform personality based job analysis within a specific occupational category to properly select a personality measure. Criterion validity coefficients of broad constructs were non significant. However, specific facets identified in a personality based job analysis demonstrated moderate significant correlations. In addition, applicants prefer a more narrowly defined selection test.     

大学生主动性人格对学业成绩的影响:学业自我效能感和学习适应的中介作用

以388名大学生为研究对象,考察大学生主动性人格对学业成绩的影响,以及学业自我效能感和学习适应在其中的中介作用。结果发现：（1）主动性人格、学业自我效能感、学习适应与学业成绩四个变量相互之间存在显著正相关。（2）学业自我效能感在主动性人格对学业成绩的影响中起完全中介作用,但学习适应并不在主动性人格与学业成绩之间起显著的中介作用;学业自我效能感在主动性人格对学习适应的影响中起部分中介作用。     

Dichotomous Thinking and Personality Traits: From the Viewpoints of the Big Five and HEXACO1,2

Dichotomous thinking is a feature of certain personality traits, such as the Dark Triad and Cluster B personality disorders, which commonly reflect a fast life history strategy. The Big Five and HEXACO personality models are useful for understanding the personality structure and individual differences in life history strategy. Our study aimed to shed light on the propensity for dichotomous thinking using the framework of the Big Five and HEXACO personality models. Participants (n = 229) completed the Dichotomous Thinking Inventory, the 60-item HEXACO Personality Inventory – Revised, and the Ten-Item Personality Inventory. We examined correlations between dichotomous thinking and each domain of the Big Five and HEXACO personality models, and then computed multiple correlations predicting total and dimensional scores on the propensity for dichotomous thinking with scores on the Big Five and HEXACO personality traits. Results indicated that dichotomous thinking tendency is characterized by the set of low Agreeableness and Honesty–Humility. This study suggests that dichotomous thinking has antagonistic characteristics and a linkage to the fast life history strategy.     

Managerial Personality and Performance: A Semi-idiographic Approach

Understanding the relationship between personality and behavior requires accounting for a broad set of traits within each person and the demands of a specific role or situation. To address these requirements, we assessed the relevance or ordering of traits within an individual (an idiographic approach) and compared these orderings across individuals occupying similar organizational situations (a nomothetic approach). We illustrate the utility of this semi-idiographic approach with a longitudinal study of Masters of Business Administration (MBA) students. The MBAs whose personalities were more similar to a template of the successful young manager received more job offers upon graduating and, subsequently, earned higher salaries, were more likely to be working full-time, and had changed jobs less often than did those who fit the managerial template less well.     

A sixth personality domain that is independent of the Big Five domains: The psychometric properties of the HEXACO Personality Inventory in a Japanese sample

We investigated the reliability of the HEXACO‐Personality Inventory (HEXACO‐PI) using the NEO Five‐Factor Inventory (NEO‐FFI) and the International Personality Item Pool (IPIP) Big Five scales in a Japanese sample of 492 respondents (mean age = 20.4 years). The psychometric properties of the HEXACO‐PI were examined and found to be satisfactory. The results of the factor analysis showed that the six hypothesized personality domains were found independently. A total of 307 participants responded to the NEO‐FFI and the IPIP Big Five scales. The results showed that the five domains of the HEXACO model corresponded to the Five‐Factor domains and were relative to the Big Five personality domains as a whole, but the sixth domain, Honesty‐Humility, showed weak to moderate correlations with some factors of the NEO‐FFI and the IPIP Big Five scales. These results suggest that the Honesty‐Humility domain is independent of the five fundamental personality factors and that the HEXACO‐PI is a useful and reliable questionnaire for investigating personality structure in cross‐cultural and other context.     

A Psychometric Examination of the Pathological Obsessive Compulsive Personality Scale (POPS): Initial Study in an Undergraduate Sample

Obsessive-compulsive personality disorder (OCPD) has been subject to numerous definition and classification changes, which has contributed to difficulties in reliable measurement of the disorder. Consequently, OCPD measures have yielded poor validity and inconsistent prevalence estimates. Reliable and valid measures of OCPD are needed. The aim of the current study was to examine the factor structure and psychometric properties of the Pathological Obsessive Compulsive Personality Scale (POPS). Participants (N = 571 undergraduates) completed a series of self-report measures online, including the POPS. Confirmatory factor analysis was used to compare the fit of unidimensional, five factor, and bifactor models of the POPS. Convergent and divergent validity were assessed in relation to other personality dimensions. A bifactor model provided the best fit to the data, indicating that the total POPS scale and four subscales can be scored to obtain reliable indicators of OCPD. The POPS was most strongly associated with a disorder-specific measure of OCPD, however there were also positive associations with theoretically disparate constructs, thus further research is needed to clarify validity of the scale.     

The IPIP–HEXACO scales: An alternative, public-domain measure of the personality constructs in the HEXACO model

Recently, Lee and Ashton (2004) described the HEXACO Personality Inventory (HEXACO-PI), a new instrument designed to assess the six dimensions observed in lexical studies of personality structure of various languages. Here, we describe the development of an alternative measure of the HEXACO factors and their facets, using the items of the International Personality Item Pool (IPIP). The scales of the resulting IPIP–HEXACO inventory showed satisfactory psychometric properties, as assessed by internal-consistency reliability, convergent and discriminant correlations with the original HEXACO-PI scales, and factor structure. We discuss the potential usefulness of the new IPIP–HEXACO inventory and its strengths and limitations.     

大五人格与绩效：团队水平的研究

众多研究表明,大五人格能够有效预测工作情境中的个体绩效。随着团队研究的广泛开展,团队人格特征与团队绩效的关系也得到了重视。本文在简单回顾个体水平的研究结果的基础上,着重介绍团队大五人格特征与团队绩效以及关系绩效之间关系的研究;阐述从个体特质到团队特征的整合方法和依据;最后指出现有研究存在的以及未来研究需要关注的四个问题     

大学生自我同一性状态与人格特征的相关研究

文章探讨了大学生自我同一性状态与人格变量之间的关系。通过相关分析发现,不同的自我同一性状态与不同的人格特征相联系,呈现不同的人格特征,四种自我同一性状态在每一人格维度上存在一定的差异,尤其是在成熟、高级的自我同一性和低级的自我同一性之间人格特征的差异更大。研究进一步证明自我同一性的形成是大学生发展追求的核心主题,它标志着人格的完善。     

主动性人格与工作绩效：个体-组织匹配的调节作用

本研究的目的：考察主动性人格在中国企业内对工作绩效的预测性及个体-组织匹配在其中的调节作用。方法：研究以三家中国本土企业的253名员工为被试,使用修订过的主动性人格量表。结果：（1）除了大五人格和社会赞许性之外,主动性人格还可以解释工作绩效8．5％的方差变异;（2）整体分析时只有团队导向因素显著,单独分析时高新独资企业中注重细节因素、团队导向因素和结果导向因素有显著的调节作用;民营企业中尊重员工因素有显著的调节作用;国有企业中革新性因素和团队导向因素有显著的调节作用。结论：主动性人格可以有效地预测工作绩效,个体-组织匹配则根据不同的企业组织,不同的因素在主动性人格和工作绩效的关系中起调节作用。关于本研究的贡献与不足以及未来的研究方向都有所讨论。     

医科大学生优秀学业表现的人格心理学分析及相关性研究

目的:探讨医科大学生优秀学业表现的特征人格以及学业成绩性别差异的人格心理学原因。方法:以卡特尔16PF个性测验为测试工具,应用Spearman相关系数对医科大学生人格特质与学业成绩综合得分进行相关分析。结果:医科大学男女生的开放性分别为5.80±0.89和4.47±1.41,差别有统计学显著性(p0.001)。大学生学业成绩的高低和大学生的自律性和稳定性的相关系数分别为0.271和0.263。结论:医科男女大学生学业成绩差异主要与其开放性大小有关,大学生在校期间学业成绩分值的高低与人格特质中的自律性和稳定性大小成正比,提示加强大学生自律性和稳定性的训练有助于塑造大学生良好的人格特质。     

Personality and team performance: a meta‐analysis

Using a meta‐analytical procedure, the relationship between team composition in terms of the Big‐Five personality traits (trait elevation and variability) and team performance were researched. The number of teams upon which analyses were performed ranged from 106 to 527. For the total sample, significant effects were found for elevation in agreeableness (ρ = 0.24) and conscientiousness (ρ = 0.20), and for variability in agreeableness (ρ = ?0.12) and conscientiousness (ρ = ?0.24). Moderation by type of team was tested for professional teams versus student teams. Moderation results for agreeableness and conscientiousness were in line with the total sample results. However, student and professional teams differed in effects for emotional stability and openness to experience. Based on these results, suggestions for future team composition research are presented. Copyright © 2006 John Wiley & Sons, Ltd.     

Personality Disorders and Treatment: A Therapeutic Conundrum

Of challenge to developmental psychologists and mental health practitioners is the importance of temperament, the intractable nature of personality, the complex psychodynamics of personality disorders, the fragile features of the therapeutic alliance, and the selection of appropriate therapy techniques. The intent of this article is to provide specific information pertinent to understanding personality disorders and to offer recommendations for effective treatment strategies.     

Observed Personality in Childhood: Psychometric and Behavioural Genetic Evidence of Two Broad Personality Factors

We examined broad dimensions of children's personalities (total n = 1056; age = 3.5 to 12 years) based on observers' perceptions following a few hours of structured interaction. Siblings' behaviours during a 2‐hour cognitive assessment in the home were rated separately by two different observers. Exploratory and confirmatory factor analyses clearly revealed a two‐factor solution in three different samples. There was correspondence between parent‐rated temperament and observer‐rated factors. Cross‐sectional analyses indicated lower Plasticity among older children and higher Stability among older children. Sex differences were negligible. Plasticity and Stability were correlated in the .2 to .3 range. Most of the sibling similarity in the Plasticity was due to additive genetic influences, whereas most sibling similarity in Stability was attributable to shared environmental influences. The findings implicate a biometric factor structure to childhood personality that fits well with emerging biosocial theories of personality development. Copyright © 2012 John Wiley & Sons, Ltd.     

本土化人格特质与工作绩效的关系：线性与非线性

采用跨文化（中国人）个性测量表（Cross-Cultural [Chinese] Personality Assessment Inventory, 简称CPAI-2）对182名服务企业员工进行本土化人格特质测查,并同时获得其直接上级主管对他/她工作绩效的评定。目的是探讨本土化人格特质与工作绩效之间的关系模式（线性或非线性）。结果表明：和谐性与工作绩效具有正向的线性关系;面子与工作绩效具有倒U曲线关系;人情与工作绩效具有正U曲线关系;其他本土化人格特质与工作绩效的关系均不显著。     

Stress and Student Job Design: Satisfaction, Well-Being, and Performance in University Students

It is imperative that the university environment be supportive and capable of nurturing optimal learning and performance in students. Using job design and work stress theories, the study assessed relationships between psychosocial work characteristics, well-being and satisfaction, and performance in a random sample survey of Australian university students (N = 176). Methodological improvements were a time lag between survey and performance measures, an objective measure of performance, and LISREL structural equation modeling. Results showed high levels of psychological distress and low levels of satisfaction, both linked to high demands combined with low control. In accord with the happy-productive student hypothesis, satisfaction mediated the impact of the work environment on performance. Reengineering the design of the student work environment may therefore improve performance outcomes (student grades) through enhancing satisfaction.     

Hypermaturity and Immaturity of Personality Profiles in Adolescents

Five‐year longitudinal data on a cohort of early to middle adolescents (N = 923) and a cohort of middle to late adolescents (N = 390) were used to examine the correlates of hypermaturity (i.e. 12‐year‐olds with a personality profile resembling the profile of an average 20‐year‐old) and immaturity (i.e. 20‐year‐olds with a personality profile resembling the profile of an average 12‐year‐old) of personality. Analyses revealed that girls with high levels of hypermaturity exhibited high levels of internalizing problem behaviour and conflict with parents, while hypermaturity in boys was only associated with internalizing problems. Immature girls had low levels of anxiety and high levels of minor delinquency, whereas immature boys reported low levels of anxiety and high levels of physical maturity. These findings suggest that off‐time personality development is an interesting concept deserving further exploration. Copyright © 2011 John Wiley & Sons, Ltd.     

Personality and Integrative Negotiations: A HEXACO Investigation of Actor,Partner, and Actor–Partner Interaction Effects on Objective and Subjective Outcomes

The present study sought to expand the literature on the relations of major dimensions of personality with integrative negotiation outcomes by introducing the HEXACO model, investigating both effects of the negotiators' and their counterparts' personality traits on objective and subjective negotiation outcomes, and investigating two interactions between the negotiators' and counterparts' personalities. One hundred forty‐eight participants completed the HEXACO‐100 measure of personality. Participants then engaged in a dyadic negotiation task that contained a mix of distributive and integrative elements (74 dyads). Measures of subjective experience and objective economic value were obtained, and actor–partner interdependence models were estimated. Personality was generally a better predictor of subjective experience than objective economic value. In particular, partner honesty‐humility, extraversion, and openness predicted more positive negotiation experiences. An actor–partner interaction effect was found for actor‐agreeableness by partner‐honesty‐humility on economic outcomes; agreeable actors achieved worse (better) economic outcomes when negotiating with partners that were low (high) on honesty‐humility. © 2018 European Association of Personality Psychology