Longitudinal associations of cognitive ability,personality traits and school grades with antisocial behaviour

This study investigated the role of adolescents' cognitive ability, personality traits and school success in predicting later criminal behaviour. Cognitive ability, the five‐factor model personality traits and the school grades of a large sample of Estonian schoolboys (N = 1919) were measured between 2001 and 2005. In 2009, judicial databases were searched to identify participants who had been convicted of misdemeanours or criminal offences. Consistent with previous findings, having a judicial record was associated with lower cognitive ability, grade point average, agreeableness, and conscientiousness and higher neuroticism. In multivariate path models, however, the contributions of cognitive ability and conscientiousness were accounted for by school grades and the effect of neuroticism was also accounted for by other variables, leaving grade point average and agreeableness the only independent predictors of judicial record status. Copyright © 2011 John Wiley & Sons, Ltd.     

Incremental Validity of Locus of Control After Controlling for Cognitive Ability and Conscientiousness

This research examined the criterion-related validity of work-specific locus of control in predicting job performance, including incremental validity after controlling for cognitive ability and conscientiousness. Data from a student sample and from a large employee sample were used to evaluate the scale properties of measures of locus of control, conscientiousness, and cognitive ability. Two concurrent criterion-related validation studies were then conducted to evaluate the incremental validity of locus of control. In both validation studies, locus of control demonstrated overall and incremental relationships with performance after controlling for ability and conscientiousness, such that employees with higher internal locus of control performed more effectively than externals.     

Examining the Incremental Validity and Adverse Impact of Cognitive Ability and Conscientiousness on Job Performance

Using archival data from a large home improvement organization, the current study examined the incremental validity of conscientiousness over cognitive ability in predicting different performance criteria. Also, the study examined the effects of conscientiousness and cognitive ability on adverse impact. Results indicated that conscientiousness provided incremental validity over cognitive ability in the prediction of several performance criteria. Specifically, conscientiousness had the highest increases in validity over cognitive ability in the prediction of contextual performance factors (e.g., contextual performance, customer service orientation, dealing with others). However, the addition of conscientiousness failed to ameliorate the adverse impact associated with cognitive ability. In addition, limitations of the study and future directions of research are addressed.     

Uncovering the Motivational Core of Traits: The Case of Conscientiousness

Knowledge of the motivational bases of conscientiousness would be crucial for disentangling competing explanations about the processes underlying this trait. Thereby, building on the results of a previous investigation identifying 21 goal classes connected to conscientiousness, we performed three studies aimed at clarifying the full spectrum of goals and motives underlying this trait. In Study 1 (N = 299), we conceptually replicated the original associations between goal classes and conscientiousness poles, and we identified nine goal classes that individuals ascribe to conscientious profiles more than to other profiles. In Study 2 (N = 329), we examined the associations between the subjective importance of conscientious and unconscientious goal classes and personality traits, as well as the role of goals for the desire to change one's conscientiousness. In Study 3 (N = 432), we developed a 72-item assessment of nine goal classes and explored their connections with the most important facets of conscientiousness, self-control, future orientation, and the consideration of future consequences, using network analysis. We discuss the relevance of our results for research on conscientiousness and its underlying processes. © 2020 European Association of Personality Psychology     

Personality and High-Maintenance Employee Behavior

We applied the Abridged Big Five Dimensional Circumplex (AB5C) model (Hofstee, de Raad, & Goldberg, 1992; Johnson & Ostendorf, 1993) to examine the intertwined influence of conscientiousness and agreeableness on high-maintenance employee behavior. Specifically, we investigated whether these two traits help to mutually paint a portrait of individuals who engage in chronic and annoying behavioral responses in the workplace. Results of hierarchical regression analyses on matched data collected from 338 clerical workers indicated, as hypothesized, that among highly conscientious employees, those low in agreeableness received higher supervisory ratings of high-maintenance behavior than workers high in agreeableness. Implications for research and practice are highlighted.     

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.     

Examining the Role of Applicant Faking in Hiring Decisions: Percentage of Fakers Hired and Hiring Discrepancies in Single- and Multiple-Predictor Selection

Purpose  

The purpose of this study was to examine the impact of applicant faking on personnel selection outcomes (fakers hired and hiring discrepancies) across single-predictor (conscientiousness alone) and multiple-predictor (combinations of conscientiousness and cognitive ability) selection methods.     

Employees High in Personal Intelligence Differ From Their Colleagues in Workplace Perceptions and Behavior

Personal intelligence (PI) involves the ability to recognize, reason, and use information about personality to understand oneself and other people. Employees in two studies (Ns = 394, 482) completed the Test of Personal Intelligence (TOPI; e.g., Mayer, Panter, & Caruso, 2017a) and assessments of workplace perception and behavior. Higher PI was associated with higher perceived workplace support and lower counterproductive work behavior. These relationships continued to hold after controlling for other key variables. The results indicate the TOPI, although still in research trials, shows promise as a screening device for selecting employees and targeting individuals for training.     

The combined effects of goal type and cognitive ability on performance

We tested the combined effects of goal type and cognitive ability on task performance using a moderately complex task. Business students (N = 105) worked on a 24 min class scheduling task. The results showed that participants with higher cognitive ability benefited more from the setting of a performance goal as opposed to a learning goal. The reverse pattern was true for participants with lower cognitive ability. Performance goals were more effective for participants with higher cognitive ability vis-à-vis those with lower cognitive ability. The correlation between goal commitment and performance was positive and significant as was the correlation between cognitive ability and performance.     

Utility of self-report and performance-based measures of risk for predicting driving behavior in young people

Road-traffic injuries are the single biggest killer of young people worldwide. Our study sought to determine whether self-report and performance-based measures of risk could be administered online to predict driving risk in young people (aged 18–25, n = 102). We used a retrospective approach and compared self-reported driving behavior with outcomes on Eysenck's Impulsivity Inventory Impulsiveness subscale, Multidimensional Personality Questionnaire Harm Avoidance subscale, Iowa Gambling Task (IGT), and Balloon Analog Risk Task (BART). As hypothesized, higher levels of driving risk were associated with higher levels of impulsivity (p < .001), and lower levels of harm avoidance (indicating fearlessness; p = .025). These personality measures can be readily incorporated into an online tool for predicting driving risk. An unexpected finding was that the IGT and BART did not significantly predict driving risk (p = .627 and .379). This study contributes to the development of an online tool for predicting driving risk. In order to further develop this tool, future research should assess the utility of other performance-based measures in online driving assessment. Identifying cognitive and psychological characteristics that can predict driving behavior will help direct prevention efforts, such as added driver safety opportunities for youth at the highest crash risk.     

The Validity of Conscientiousness for Predicting Job Performance: A meta‐analytic test of two hypotheses

This study examined two hypotheses regarding the moderating effects of job characteristics on the validity of personality. Using meta‐analytic techniques, the authors explored the extent to which the structural characteristics and cognitive ability requirements of jobs influence the role of conscientiousness in predicting performance. The results suggest that conscientiousness is a stronger predictor of performance in jobs that are highly routinized, and a weaker predictor of performance in jobs with high levels of cognitive ability requirements. Implications for theory and future research are discussed.     

The impact of error training and individual differences on training outcomes: an attribute-treatment interaction perspective

The authors examined the effectiveness of error training for trainees with different levels of cognitive ability, openness to experience, or conscientiousness. Participants (N = 181) were randomly assigned to control, error-encouragement, or error-avoidance conditions and trained to perform a decision-making simulation. Declarative knowledge, task performance, and self-efficacy were measured posttraining. Findings suggest the effectiveness of error training is dependent on the cognitive ability or dispositional traits of trainees. High cognitive ability or more open individuals benefit more from error-encouragement training than low cognitive ability or less open individuals. Conscientiousness has a negative effect on self-efficacy when trainees are encouraged to make errors.     

Childhood cognitive ability,education, and personality traits predict attainment in adult occupational prestige over 17 years

This study explored a longitudinal data set of nearly 5000 adults examining the effects of childhood cognitive ability (measured at age 11), parental social class (measured at birth), and personality on current occupational prestige (all measured at age 50), taking account the effects of education and the previous occupational levels (both measured at age 33). Participants' levels of occupational attainment significantly went up from age 33 to age 50. Correlational analysis showed childhood cognitive ability, parental social class, education and occupation, and personality traits (openness, conscientiousness, extraversion, emotional stability) were all significantly associated with current occupational prestige. The strongest correlates of current occupational levels were educational qualifications, followed by childhood cognitive ability, parental social class, and personality traits. Structural equation modelling showed that for the change of occupation over 17 years, the strongest predictor was education, followed by childhood intelligence. Personality traits (extraversion, conscientiousness, and openness) had modest but significant influence in the upgrading of occupational attainment over the period of time, and parental social status predicted occupational change mediated through education and initial occupational levels. Education and childhood intelligence are more powerful predictors of current occupational prestige than personality factors or family social background. The implications for policy making and equal opportunities for education are discussed.     

Different Worldviews Explain Perceived Effectiveness of Different Employment Tests

A representative sample of (n = 439) adults in the United States responded to questions about the usefulness of tests of cognitive ability and conscientiousness, along with questions about their beliefs in free will and (scientific) determinism. As hypothesized, belief in scientific determinism predicted perceived usefulness of a cognitive ability test and belief in free will predicted the perceived usefulness of a test of conscientiousness. In a subsequent experiment (n = 337), people watched TED‐style talks emphasizing either the importance of talent or the importance of hard work for success. People who watched the talk emphasizing talent scored higher on scientific determinism. Those who watched the talk emphasizing hard work scored both higher on free will and lower on scientific determinism.     

When openness to experience and conscientiousness are related to creative behavior: an interactional approach.

This study adopted an interactional approach to understanding how 2 of the Five-Factor traits, openness to experience and conscientiousness, are related to creative behavior in the workplace. Openness to experience is theorized to result in high levels of creative behavior and conscientiousness is theorized to result in low levels of creative behavior when the situation allows for the manifestation of the trait influences. More specifically, the authors hypothesized that openness to experience would result in high levels of creative behavior if feedback valence were positive and job holders were presented with a heuristic task that allowed them to be creative. The authors also hypothesized that conscientiousness would result in low levels of creative behavior if supervisors engaged in close monitoring and coworkers were unsupportive. The authors tested their hypotheses in a sample of office workers, and 5 out of the 6 hypotheses were supported.     

Three-way interaction of neuroticism,extraversion, and conscientiousness in the internalizing disorders: Evidence of disorder specificity in a psychiatric sample

It is well-established that neuroticism, extraversion, and conscientiousness are individually associated with internalizing disorders, but research suggests that these main effects may be qualified by a three-way interaction when predicting depression. The current study was the first to examine this three-way interaction in a psychiatric sample (N = 463) with a range of internalizing symptoms as the outcomes. Using two omnibus personality inventories and a diagnostic interview, the expected three-way interaction emerged most consistently for symptoms of major depression, and there was also evidence of synergistic effects for post-traumatic stress disorder and generalized anxiety disorder. Findings indicate that, even in a clinically-distressed and currently-disordered sample, high levels of extraversion and conscientiousness protect against distress disorders for those with high levels of neuroticism.     

The associations between Self-Criticism and Dependency and incidental learning of interpersonal and achievement words

Personality trait-congruent implicit content processing was studied experimentally. In Experiment-1 (N = 132), individual differences in Self-Criticism were most strongly associated with incidental learning of negative achievement words, whereas individual differences in Dependency were most strongly associated with incidental learning of negative interpersonal words. In Experiment-2 (N = 172), individual differences interacted with processing tendencies in predicting negative affect. Highly dependent and highly self-critical individuals experienced higher negative affect if they were low in incidental learning of positive interpersonal words. Overall, these findings indicate that Self-Criticism and Dependency have significantly differential impacts on implicit cognitive processes.     

Predicting counterproductive work behaviors with sub-clinical psychopathy: Beyond the Five Factor Model of personality

Organizational psychologists examining personality’s relation to work behavior have focused largely on the “normal” traits comprising the Five Factor Model (FFM). However, given the aversive nature of sub-clinical psychopathy (e.g., callous affect, impulsivity), we posit that this toxic personality profile will enhance the prediction of negative work outcomes, namely forms of counterproductive workplace behavior (CWB). Study 1 (N = 193) examined the value of sub-clinical psychopathy and the FFM in predicting intentions to engage in CWB; results support prior research indicating that both agreeableness and conscientiousness significantly correlated with CWB. In addition, sub-clinical psychopathy predicted CWB above and beyond the FFM. Study 2 (N = 360) extended the findings of Study 1 by examining interpersonally deviant behavior in a team context. While agreeableness was significantly related to interpersonal deviance in Study 2, conscientiousness was not. Results from Study 2 replicate Study 1, suggesting that sub-clinical psychopathy accounted for the majority of the explained variance in interpersonal deviance. Overall, the results support the value of using sub-clinical psychopathy to predict CWB.     

Personality as a moderator between emotional exhaustion and workplace deviance among teachers

This study investigated the moderating role of personal factors of agreeableness and conscientiousness in the relationship between emotional exhaustion and workplace deviance. The sample comprised 200 teachers from nine schools in the south-eastern part of Nigeria (females = 85%; married = 85%; age range 20–59 years; organisational tenure = 8.04 years, SD = 7.44 years; senior staff = 55%). The teachers completed measures of self-reported agreeableness, conscientiousness, emotional exhaustion, workplace deviance, and demographics. Hierarchical moderated regression analysis was utilised to predict workplace deviance from agreeableness, conscientiousness, and emotional exhaustion. The results showed that agreeableness and conscientiousness negatively predicted workplace deviance, whereas emotional exhaustion positively predicted it. In addition, individuals who are low in agreeableness were more likely to indulge in workplace deviance, whereas those high in this trait were more likely to refrain from it. Managing personal workplace deviance may sap resources for work productivity.     

Unfounded beliefs among teachers: The interactive role of rationality priming and cognitive ability

Previous research suggests that unfounded beliefs (UB)—such as conspiracist beliefs and beliefs in the supernatural—stem from similar cognitive and motivational mechanisms. More specifically, it has been demonstrated that cognitive ability is negatively associated with UB but only among individuals who value epistemic rationality. The present study goes beyond previous correlational studies by examining whether the negative association between cognitive ability and UB can be strengthened through a subtle rationality prime. In a large scale online experiment (N = 762 French teachers), we demonstrate that priming rationality (vs. control) does enhance the negative relationship between cognitive ability and adherence to supernatural beliefs, as well as conspiracy mentality (d = 0.2). This effect was not obtained for illusory pattern perception. This study's usefulness as a “proof of concept” for future interventions aimed at reducing UB prevalence among the general public is discussed.