Noneconomic goals of investors

• This study adopts a consumer perspective and explores investors' noneconomic goals. This approach shifts the focus from the investment vehicle and its performance to the investor and her/his investing goals. We explore the influence of religiosity, environmental attitude, materialism, collectivism, risk tolerance, and social investing efficacy on investors' noneconomic goals. We find that social investing efficacy mediates the relationships between the aforementioned variables and noneconomic goals. Implications for managerial practice are discussed.

Copyright © 2009 John Wiley & Sons, Ltd.     

Achieving relationship harmony in groups and its consequence for group performance

Relationships are formed to meet individual goals, and one consequence of this joint effort towards mutual goal fulfillment will be a level of relationship harmony achieved between the interaction partners. The present study investigated the personality correlates associated with the achievement of relationship harmony in a group setting and its consequences for group performance. Students from a social psychology course formed groups for completing task assignments. After a 3-month collaboration, each student evaluated his or her level of relationship harmony attained with each of his or her other group members. It was found that a member's agreeableness positively predicted his or her achievement of relationship harmony in the group, but that conscientiousness and openness to experience had detrimental effects on the relationship harmony achieved with other group members. A group whose members attained higher relationship harmony performed better on its group assignments, suggesting that relationship harmony among members of a group might have beneficial effects on group processes like performance focus and shared exchange at least in a collectivist, Chinese culture.     

Social cognitive career theory, conscientiousness, and work performance: A meta-analytic path analysis

We performed a meta-analytic path analysis of an abbreviated version of social cognitive career theory's (SCCT) model of work performance (Lent, Brown, & Hackett, 1994). The model we tested included the central cognitive predictors of performance (ability, self-efficacy, performance goals), with the exception of outcome expectations. Results suggested that a slightly modified version of the model, incorporating a path between ability and goals, provided adequate fit to the data. In addition, we examined alternative pathways through which conscientiousness, a Big 5 personality variable, might operate in concert with the social cognitive variables in predicting work performance. Good fit was found for a model in which conscientiousness is linked to performance both directly and indirectly via self-efficacy and goals. The implications of these results for SCCT, future research, and practical efforts to facilitate work performance are discussed.     

Look who's talking! Facial appearance can bias source monitoring

When we see a stranger's face we quickly form impressions of his or her personality, and expectations of how the stranger might behave. Might these intuitive character judgements bias source monitoring? Participants read headlines “reported” by a trustworthy- and an untrustworthy-looking reporter. Subsequently, participants recalled which reporter provided each headline. Source memory for likely-sounding headlines was most accurate when a trustworthy-looking reporter had provided the headlines. Conversely, source memory for unlikely-sounding headlines was most accurate when an untrustworthy-looking reporter had provided the headlines. This bias appeared to be driven by the use of decision criteria during retrieval rather than differences in memory encoding. Nevertheless, the bias was apparently unrelated to variations in subjective confidence. These results show for the first time that intuitive, stereotyped judgements of others' appearance can bias memory attributions analogously to the biases that occur when people receive explicit information to distinguish sources. We suggest possible real-life consequences of these stereotype-driven source-monitoring biases.     

Understanding Marital Satisfaction and Couple Type as Functions of Relational Expectations

The present study examined the role played by relational expectations in determining marital satisfaction and in discriminating between married couple types. The discrepancy between one's expectations for his or her spouse's relational behavior and one's perceptions of his or her spouse's actual behavior significantly predicted marital satisfaction. Discrepancy scores for the relational dimensions of intimacy, distance, equality/ trust, dominance, and noncomposure/arousal appear to be most central in predicting satisfaction. While agreement between spouses on relational expectations significantly predicted satisfaction, expectation/perception discrepancies were revealed to be stronger predictors than agreement scores. There were no differences in relational expectations when compared across couple type; however, intimacy and noncomposure/arousal displayed significant differences when compared across wives’ individual marital type. Overall, intimacy, noncomposure/arousal, and equality/trust played central roles in understanding marital satisfaction.     

Identification and goal choice of managerial candidates–organizational and individual perspectives

Abstract

Goal-setting theory and organizational culture research both emphasize that correspondence of individual and organizational goals is important, especially for executives and managerial candidates. The formerly dominating perspective of a passive individual eager to adopt organizational goals has recently been contrasted by a perspective of an active individual trying to pursue his/her own personal work goals in the organization. In a longitudinal study, 904 German academic managerial candidates were surveyed in order to investigate the causes of their identification with organizational goals, their expectations of advancement and their choice of personal work goals. The influence of organizational characteristics, i.e. number of employees, sector, and organizational culture, as well as the influence of individual job orientations were examined. Results show, that on the one hand organizational culture influenced managerial candidates' identification with organizational goals and their expectations of advancement, but had hardly any impact on their personal work goals. On the other hand, job orientations of managerial candidates affect both their identification with the organization and their personal work goals beyond organizational characteristics. Implications for selection and development of managerial candidates are discussed.     

人格测验在人事测评中的应用

在人事测评过程中,利用成熟的人格测验方法对管理者或应聘人员的人格特征进行诊断,可以为合理利用人力资源提供参考依据。文章首先强调了人格测验在人事测评中的必要性,在此基础上介绍了四种经典人格测验和三种管理情境中的人格测验,分析了人格测验在预测个体未来工作表现、工作风格以及实现人岗匹配方面所发挥的作用。最后,文章提出:加入社会评价性维度的人格测验可以鉴别个体是否具有健康人格,更好地发挥人格测验的三大功能。有助于企业在人事测评中合理使用人格测验。     

male self-control and sexual aggression

This study examines judgments of male self-control regarding sexual aggression in dating situations. A survey was conducted using vignettes that described situations where a hypothetical man attempts to have intercourse with his female date, she resists, and he considers various ways of overcoming her resistance. Survey respondents judged these vignettes. The goals of the study were to estimate the prevalence of beliefs about low male self-control, and to examine how contextual information affects these assessments. Contrary to expectations derived from the literature, the large majority of respondents attributed high levels of self-control to men across a wide range of scenarios. As expected, the man's alcohol intoxication reduced perceived control. Against expectations, consensual foreplay and prior sex did not affect ratings. Implications for social learning and rational choice theories of sexual aggression are discussed, with particular emphasis on Ajzen's (1988) theory of planned behavior.     

Spontaneous Goal Inference (SGI)

When people learn about or observe the behaviors of others, they tend to make implicit inferences from these behaviors (e.g., Uleman, Saribay, & Gonzalez, 2008). Such inferences are an essential part of a person's ability to understand his/her environment and to prepare appropriate behavior within that environment. In the present paper, we review the conditions under which people are more likely to make implicit goal inferences versus implicit trait inferences. The distinction between these two ways of understanding the behavior we observe has important consequences for how we make predictions about future behavior, set expectations for our interaction partners, and how we choose to behave. It can determine when we stereotype. However, until now, the literature has focused on trait inference as the dominant way perceivers make sense of their environment, with little discussion of inferences concerning a person's goals.     

The Impact of Feedback Diagnosticity and Performance Expectations on Feedback Seeking Behavior

Research suggests that the decision to engage in feedback seeking behavior will depend both on the expected diagnosticity of the feedback message and on the seeker's expectations about his or her performance level. An experi- ment was conducted in which both of these factors were manipulated. It was predicted that poor performers would seek diagnostic feedback (feedback that could be used to improve future performance) more frequently than non- diagnostic feedback, whereas good performers would seek feedback regard- less of diagnosticity. The results suggest that individuals will be most likely to seek feedback when they expect it to be both diagnostic and favorable. Impli- cations of this finding are discussed.     

Intention and Expectation Measures as Predictors of Academic Performance1

The predictive validity of intention and expectation measures was examined by comparing subjects' intentions and expectations of their academic performance with their actual class performance. A total of 166 subjects were randomly assigned to respond to an intention or expectation version of a questionnaire. The instrument asked for intentions or expectations regarding performance on the next test, final examination, and final course grade. Expectations were found to be better predictors of academic performance. Expectation responses were also found to explain significant amounts of variance in the dependent measures after the effect of subjects' prior class performance (their first test score) had been taken into consideration. Additional types of outcomes and goals for which expectation measures are likely to provide more accurate prediction are discussed.     

Accuracy of interviewers and students in identifying the personality characteristics of personnel managers and computer programmers

In this article we discuss the employment interview as a method of studying the personality characteristics of job applicants. It is maintained that personality plays a role in job satisfaction and performance and that people in general, and employment interviewers in particular, know which personality types are typically represented in different jobs. We then describe two studies that indicate a substantial degree of agreement and accuracy in the conceptions held by students and by professional employment interviewers regarding the personality characteristics of personnel managers and computer programmers. The data and our logical analysis lead us to conclude that judgments of job candidates in the employment interview can accurately reflect the degree of congruence (a) between the applicant's personality and that of the typical job incumbent and (b) between applicant characteristics and job characteristics.     

Reaction to Gunnison's Article on the Similarities Between Erickson and Rogers

Rogers and Erickson had no direct contact with each other's work. Whatever similarities exist developed independently. Rogers stresses his reliance on an intuitive relationship to the client's inner core and discusses the basis for this intuition. He also relies on a fundamental directional tendency which exists in every person. He trusts the client to choose his or her own goals. In these respects he sees some similarities between himself and Erickson, confirming Gunnison's points and going beyond them.     

Seeking double personality: Nakamura Kokyō's work in abnormal psychology in early 20th-century Japan

This paper examines Nakamura Kokyō's study of a woman with a split personality who lived in his home as a maid from 1917 until her death in 1940. She was his indispensable muse and assistant in his efforts to promote abnormal psychology and psychotherapy. This paper first explores the central position of multiple personality in Nakamura's theory of the subconscious, which was largely based on the model of dissociation. It then examines how it became a central issue in Nakamura's disputes with religions including the element of spirit possession, which invoked Western psychical research to modernize their doctrines. While both were concerned with the subconscious and alterations in personality, Nakamura's psychological view was distinguished from those spiritual understandings by his emphasis on individual memories, particularly those that were traumatic, and hysteria. The remaining sections of the paper will examine Nakamura's views on memory and hysteria, which conflicted with both the academic mainstream and the established cultural beliefs. This conflict may partly explain the limited success of Nakamura's academic and social campaigns.     

Descriptive Study of the Socratic Method: Evidence for Verbal Shaping

In this study we analyzed 65 fragments of session recordings in which a cognitive behavioral therapist employed the Socratic method with her patients. Specialized coding instruments were used to categorize the verbal behavior of the psychologist and the patients. First the fragments were classified as more or less successful depending on the overall degree of concordance between the patient’s verbal behavior and the therapeutic objectives. Then the fragments were submitted to sequential analysis so as to discover regularities linking the patient’s verbal behavior and the therapist’s responses to it. Important differences between the more and the less successful fragments involved the therapist's approval or disapproval of verbalizations that approximated therapeutic goals. These approvals and disapprovals were associated with increases and decreases, respectively, in the patient’s behavior. These results are consistent with the existence, in this particular case, of a process of shaping through which the therapist modifies the patient’s verbal behavior in the overall direction of his or her chosen therapeutic objectives.     

Supervisors' Attitudes About the Early Retirement of Subordinates1

This article presents the results of a study among 273 supervisors regarding the early retirement of older subordinates. The assumption is that attitudes of supervisors will stimulate early retirement in downsizing organizations and organizations where the employees are exposed to physical pressures. Next, the performance of older employees and supervisors' expectations regarding future performance are deemed important. The results show that supervisors are not in favor of encouraging large numbers of older employees to continue working until official retirement age (65 years). The results suggest that supervisors' attitudes are only weakly influenced by overall corporate goals, such as achieving a younger work force and decreasing employment, and that expectations regarding the loss of human capital and health and sickness absenteeism are important in retirement/retention recommendations.     

The person as co-investigator in personality research

In this paper, arguments are presented for considering the subject as co-investigator in personality research. A review of current research methods suggests that personality psychology is well on its way to recognizing the individual as an expert on his or her own self and situation. This means that the subject should also be allowed to take a much more active role in psychological research. It is argued that the ideal methodology for accomplishing this integration of the individual into psychological research is to establish a dialogue between psychologist and subject, allowing each to contribute to the scientific process from his or her own perspective and on the basis of his or her own expertise. The present approach calls for greater emphasis on the organization and coherence of personality as a system, greater openness and sensitivity to the particular world of the individual, and an even more dynamic conception of individuality than is currently found in our field. An important implication of the open system approach advocated in this article, the reduced role of prediction in personality research, is discussed and, finally, a preliminary list of expected gains and losses is presented.     

Can I leave my hat on? A cross-level study of multiple team membership role separation

This article conceptualizes role separation in multiple team membership (MTM) (i.e., the extent to which a multiteamer's role within a focal team is different from his/her role in another team) as a key predictor of individual and team outcomes. Existing literature on MTM focuses primarily on the total number of concurrent teams that an individual contributes to, and thus largely ignores the potential diversity that may characterize MTM. In Study 1, we develop and validate a measure of MTM role separation that reflects differences in (a) expected work results; (b) team collaboration; (c) leader expectations; and (d) client and/or customer characteristics. In Study 2, we use field data to examine the cross-level implications of MTM role separation. As expected, we find that MTM role separation is positively related to a multiteamer's role ambiguity within a focal team and, by extension, harms the performance of the entire focal team. This indirect relationship is not observed when a focal team's teamwork quality (TWQ) is high. We discuss how these findings advance our understanding of the multifaceted and multi-level nature of MTM and help multiteamers, team leaders, and organizations deal with MTM's challenges.     

WHY DOES PROACTIVE PERSONALITY PREDICT EMPLOYEE LIFE SATISFACTION AND WORK BEHAVIORS? A FIELD INVESTIGATION OF THE MEDIATING ROLE OF THE SELF-CONCORDANCE MODEL

We integrated the proactive personality and the self-concordance model literatures to hypothesize and test a model that explicates the processes through which proactive personality relates to employee life satisfaction, in-role performance, and organizational citizenship behaviors (OCBs). Across 3 time periods, data were collected from 165 employees and their supervisors. Results indicated that more proactive individuals were more likely to set self-concordant goals and attain their goals, which in turn predicted psychological need satisfaction. Psychological need satisfaction subsequently predicted employee life satisfaction, in-role performance, and OCBs. Further, goal attainment directly predicted employee life satisfaction. Our results also indicated that proactive personality's relations with employee life satisfaction, in-role performance, and OCBs were entirely indirect through goal self-concordance, goal attainment, and psychological need satisfaction.     

Emotional Attention: Uncovering the Mechanisms of Affective Biases in Perception

ABSTRACT— The emotional significance of sensory events may influence attention in a reflexive manner, but these effects vary across paradigms and participants. Recent research indicates that specific circuits in the brain may serve to amplify neural responses to emotional stimuli, a modulation similar to attentional effects usually driven by endogenous goals. However, this modulation involves distinct sources in emotional systems such as the amygdala, and may thus operate partly independent of top-down control by attentional systems in frontoparietal cortices. It remains to be clarified to what degree these emotional effects are influenced by specific perceptual and emotional dimensions, automaticity and attentional resources, task goals or expectations, and individual personality traits.