Predictors of Managerial Performance: More Than Cognitive Ability

This study investigated the discriminant validity of cognitive ability, managerial potential, fear of negative evaluation, interaction anxiousness, and audience anxiousness as predictors of managerial performance. As hypothesized cognitive ability significantly predicted only thinking and knowledge criteria. However, managerial potential was significantly correlated with all the criteria. As predicted, fear of negative evaluation predicted thinking and knowledge criteria, interaction anxiousness, and audience anxiousness. In turn, as predicted, interaction anxiousness significantly predicted interpersonal behavior and audience anxiousness significantly predicted communication behavior. Managerial potential and fear of negative evaluation were the only two predictors that were significantly correlated with overall performance.     

Introduction to the Special Issue: Personality and the Prediction of Job Performance: More Than the Big Five

The effects of motivated distortion on forced-choice (FC) and normative inventories were examined in three studies. Study 1 examined the effects of distortion on the construct validity of the two item formats in terms of convergent and discriminant validity. The results showed that both types of measures were susceptible to motivated distortion, however the FC items were better indicators of personality and less related to socially desirable responding when participants were asked to respond as if applying for a job. Study 2 considered the criterion-related validity of the inventories in terms of predicting supervisors' ratings of job performance, finding that distortion had a more deleterious effect on the validity of the normative inventory with some enhancement of the validity of the FC inventory being observed. Study 3 investigated whether additional constructs are introduced into the measurement process when motivated respondents attempt to increase scores on FC items. Results of Study 3 indicated that individuals higher in cognitive ability tend to have more accurate theories about which traits are job-related and therefore are more successful at improving scores on FC inventories. Implications for using personality inventories in personnel selection are discussed.     

Cognitive and Personality Predictors of Training Performance

This study evaluated the usefulness of personality measures as supplements to cognitive measures in predicting success in Naval basic electricity and elec- tronic training. All students (N = 155) who entered training over a 2-month period completed a personality inventory (Hogan Personality Inventory). Scores on the Armed Services Vocational Aptitude Battery (ASVAB) were obtained from their service records. Students were followed through a self- paced, 26-module training course, and criterion data were collected for both academic (e.g., grades) and nonacademic (e.g., military infractions) perfor- mance. The predictor-academic criterion relations indicated that, although per- sonality variables predicted academic criteria, they contributed no variance in addition to the ASVAB. Infractions were unrelated to cognitive measures but were predicted by personality variables. These results suggest that although cognitive tests are reliably associated with learning ability and academic perfor- mance, personality assessment predicts attitudinal and motivational factors that also affect training success.     

Conscientiousness and Ability as Predictors of Accounting Learning

Whereas research documents the relation between conscientiousness and performance criteria, little research has studied the temporal stability of that relation. We address the stability of the conscientiousness-performance relations in a learning environment, as well as address the relation of conscientiousness with learning after removing the effects of ability and prior learning. We predicted that the strength of the relation between conscientiousness and performance would increase over time. Data from 274 students enrolled in an accounting course reveal a Time ? Conscientiousness interaction. Although conscientiousness was not related to initial performance, it predicted later performance. Other findings show that conscientiousness added unique performance variance above and beyond the effects of ability and prior learning. These data support theory implying that a single correlation coefficient between a noncognitive predictor and a performance criterion may not capture the nature of the relation between the two variables.     

Personality and Communication Skills as Predictors of Hospice Nurse Performance

Based on a detailed job analysis, job-related personality dimensions and communication skills were used as predictors of hospice nurse performance. In particular, it was predicted that communication/social competence and certain dimensions of empathy (empathic concern, perspective-taking) would be positively related to hospice nurse performance, and that another type of empathy, personal distress, and trait dogmatism would be negatively associated with performance. Ninety-two hospice nurses were administered the battery of tests, and file drawer assessments of their performance were obtained. Possession of communication/social competence and certain dimensions of empathy led to good prediction of job performance. Implications for personnel screening and selection are discussed.     

More Than Words: Response to Phelan

Studies in Philosophy and Education -     

Cognitive and Personality Predictors of Leader Performance in West Point Cadets

The question of how to develop effective leaders is one of major importance to military organizations. This study, which examines a large cohort of U.S. Military Academy cadets over time, tests the influence of cognitive and personality variables on military leadership performance over a 4-year period. Hierarchical multiple regression procedures are used to identify factors at entry into the Academy that successfully predict military development grades as upperclassmen, 3 to 4 years later. A moderately stable cross-validated model reveals cognitive factors (college entrance scores, social judgment skills, and logical reasoning) and personality factors (agreeableness and conscientiousness) that contribute to later leader performance. A main effect for gender on leader performance was also identified, with women performing better than men. The amount of variance in leader performance scores accounted for by variables examined here, although modest, is notable considering the time interval involved. Nevertheless, future studies should explore additional factors, particularly personality ones, that may influence leader performance in developing leaders.     

Personality Correlates of Workplace Anti-Social Behavior

La relation entre le comportement antisocial au travail (ASB) et des traits de personnalité généraux a étéétudiée sur un échantillon composé de 267 salariés coréens. L'ASB au travail a été conceptualiséà partir de deux dimensions, l'ASB dirigée contre les individues (ASBI) et l'ASB dirigée contre l'organisation (ASBO). La personnalité a étéévaluée grâce au Big Five et à un sixième facteur ≪honnêteté-humilité≫ ( Ashton & Lee, 2001 ). Les analyses de régression multiple indiquèrent que l'honnêteté-humilité et l'extraversion jouaient un rôle essentiel dans la prédiction de l'ASBI et de l'ASBO. De plus, Agreeableness était reliée à l'ASBI tandis que Conscientiousness l'était à l'ASBO. On parle aussi de la nécessité d'adopter un modèle optimal des traits de personnalité.
The relationship between workplace Anti-Social Behavior (ASB) and higher-order personality traits was investigated using a sample of 267 Korean employees. Workplace ASB was conceptualized as having two dimensions: ASB directed against individuals (ASBI) and ASB directed against the organization (ASBO). Personality was assessed using adjective measures of the Big Five factors and of a sixth factor, Honesty-Humility ( Ashton & Lee, 2001 ). Multiple regression analyses indicated that Honesty-Humility and Extraversion played prominent roles in predicting both ASBI and ASBO. Also, Agreeableness was related to ASBI, whereas Conscientiousness was related to ASBO. The importance of adopting an optimal framework of personality traits was discussed.     

Culturally Competent Assessment: More Than Nonbiased Tests

The persistent and unresolved issue of minority disproportionality in special education provides a strong rationale for ensuring that assessment is culturally appropriate and sensitive. An extensive literature on test bias has failed to find evidence of bias sufficient to fully explain disproportional representation of minorities in special education. Yet minorities in this nation, most especially African Americans, have been exposed to a long history of unequal opportunity and oppression, and these inequities continue to be played out in educational settings. In the face of inadequate cultural and educational opportunity, unbiased tests provide an accurate estimate not only of individual capability, but also of the inhospitable conditions that depress that capability. A failure to take differential educational opportunity into account when considering minority test performance may lead to serious errors of test score interpretation. In the face of unequal educational opportunity, culturally competent assessment thus means more than manipulating the content of tests. Rather, it represents a comprehensive process that uses the results of assessment to identify and remedy educational conditions that systematically disadvantage students of color.     

The Scientist-Practitioner Model: Now More Than Ever

The scientist-practitioner model has been fundamental to the field of professional psychology for over 50 years. Although other training models have been offered in an attempt to improve training or meet other needs, we view many of the changes suggested by these models as consistent with the original intent of scientist-practitioner training. We argue that the reciprocal effects of science and practice within this model, if appropriately integrated, remain an excellent fit for integrating science and practice and enhancing the quality of both the practice and science of psychology. We address some of the problems with how the model has been implemented and offer recommendations for ways to enhance science and practice integration. Finally, we describe some of the mechanisms we have used to put these principles into practice in our counseling psychology training program.     

Personality and Cognitive Ability as Predictors of Typical and Maximum Managerial Performance

Despite long-established distinctions between typical and maximum performance variables on both the predictor and criterion side, little previous research has directly addressed the extent to which these distinctions translate into differential predictor-criterion relationships. Using a sample of candidates for managerial positions, we examined relations of predictors conceptually linked to typical (i.e., broad, narrow, and compound personality traits) and maximum (i.e., broad and narrow cognitive abilities) performance with corresponding criterion measures (N = 84–873). Supervisory ratings of managerial performance served as the typical performance criterion, whereas maximum performance was assessed via an assessment center. Confirmatory factor analyses supported the distinction between typical and maximum performance. Results also confirmed our hypothesis that cognitive abilities are more strongly correlated with maximum performance than with typical performance and largely supported the expectation of the opposite pattern with personality traits as predictors.     

More Than Peaks and Valleys: Introduction to the Special Issue on Typical and Maximum Performance

Studies on the effect of enforced waiting periods in human-computer interac- tion caused by system response times (SRTs) have shown that work style and psychophysiological stress level are markedly influenced by the mean SRT length but hardly by SRT variability, although the latter is supposed to induce temporal uncertainty which is well known as a potent stressor. Hence, this study tests the hypothesis that temporal uncertainty can be induced by SRTs without any variability when their duration is so large that the user cannot ac- curately anticipate the next work step because of his or her limited temporal sensitivity. Reaction time (RT) measures on simulated system breakdowns show that accuracy of temporal anticipation of the next work step under SRTs between 2 and 8 sec is much worse than results of psychophysical stud- ies on time perception would predict, and deteriorates deviating from Weber's Law when SRT length exceeds 6 sec. Completion time of work steps, varied as a second factor, shows no significant main effects on predictability. The result suggests that predictability of work flow is markedly affected by long SRTs leading to changes in work style as shown by performance measures.     

Applications of Personality Assessment to the Workplace: A Review

Our review of the relevant research literature in the recent past strongly supports the view that personality assessment has high utility in the workplace. We review the evidence that personality assessment measures, especially those based upon the Big Five factors of personality, can effectively predict job performance and thus can be used for personnel selection. The validity of integrity testing in predicting counterproductivity on the job has been demonstrated both for overt measures of integrity and, to a lesser degree, for more general (subtle) measures of personality. We also found good evidence of validity for measures of (supervisory) management and (transformational) leadership, a complex field which includes a number of multidimensional instruments each built around its own theory. Finally, we review the empirical literature that supports the use of assessment centers and the use of personality assessment in training and development.     

Cognitive Ability and Personality Predictors of Training Program Skill Acquisition and Job Performance

Two important issues in the training process concern (1) the relative impact of cognitive ability and personality traits on the ability to acquire skills, and (2) whether training skill acquisition predicts subsequent job performance. We used a sample of 9,793 trainees to address these questions and were able to compare those who succeeded on the job with those who did not succeed on the job. We found that some personality factors positively correlate with skill acquisition and that skill acquisition can predict the level of subsequent job performance.     

Beauty is More Than Skin Deep: Components of Attractiveness

This study examined the complex interrelationships among various static and dynamic components of physical attractiveness and their contributions to overall ratings of attractiveness and to the favorability of initial impressions. Two separate groups of undergraduate students completed a self-report measure of social and communication skills and were videotaped and photographed during initial encounters in a laboratory setting. The videotape segment or photographs were then shown to independent groups of judges who made multiple ratings of subjects' physical attractiveness, initial likability, and attractiveness as a dating partner. A series of structural equation models were fitted to the data. The model that provided the best fit to the data indicated that facial beauty and dynamic components of attractiveness were the most important contributors to overall evaluations of attractiveness, and that overall attractiveness in turn affected the positivity of initial impressions and desirability as a potential dating partner.     

Arendt and Augustine: More Than One Kind of Love

Although Hannah Arendt is not usually read as a philosopher of religion, her political philosophy is noticeably filled with references to religious figures and thinkers, including Jesus of Nazareth, Augustine and Duns Scotus. Also notable is the implicit centrality in her thought of amor mundi, or love of the world. The difficulty is that although she spoke to her students about it, she rarely wrote about amor mundi. In this article, I seek to provide a plausible explanation of the meaning of amor mundi in Arendt’s thought, drawing in particular upon the influence of Augustine on Arendt’s unique development of the ethical and political principle of love for the world. Specifically, through a close reading of Arendt’s doctoral dissertation, Love and Saint Augustine, I identify the relationship between Augustine’s conception of cupiditas and Arendt’s conception of amor mundi.     

Workplace Helping: Interactive Effects of Personality and Momentary Positive Affect

We investigated interactions between positive affect and personality (empathy and altruism) as predictors of workplace helping. We conducted an experience sampling study with 80 participants, each of whom completed personality instruments and responded to a maximum of 5 electronic surveys per day for 5 workdays. This approach allowed us to study relationships over time between momentary positive affect and workplace helping behavior. We found that affect's relationship with later helping depended on the personality trait of altruism. We also found evidence that the relationship was reciprocal—helping others lead to increased positive affect, but again the relationship depended on altruism.     

Cognitive Sciences Research: More Than Thinking About Drug Abuse

On May 23, 1997, the National Institute on Drug Abuse and the American Psychological Society co-sponsored a conference titled "Cognitive Sciences Research: More Than Thinking About Drug Abuse." The conference highlighted important lines of research, both within and outside of drug abuse, that may elucidate the relationships between substance abuse and cognitive processes. This Special Section of Psychological Science presents a compilation of articles from that conference by scientists who are working in the forefront of this exciting new research area. The research questions posed by these articles take the following forms: What are the cognitive and developmental effects (i.e., the consequences) of substance abuse? What are the antecedents or precursors of drug use that render persons vulnerable to taking drugs? How do the effects of drugs, in turn, become antecedents for changes in perception, behavior, and cognition that further enhance vulnerability to drugs?