Peaks and Valleys: Predicting interests in leadership and managerial positions from personality profiles

This study investigates the relationship between personality and leadership and managerial interests at different levels of the vocational interest taxonomy. Personality scale scores from four different inventories were used to predict vocational interests of 574 adults. Influencing/enterprising interests, leadership and supervisory interests, and job‐specific managerial interests (e.g., CEO, Media Executive, Human Resources Director) served as criterion measures. A multiple regression‐based pattern recognition procedure recently devised by Davison and Davenport was applied to identify configurations of personality scores relating to these interest criteria. The personality profile pattern predictive of influencing and leadership interests was stable across different managerial domains. Results indicate that personality profile patterns drive the predictive power of personality scores, and that they explain a larger proportion of the variance in influencing and leadership interests compared with individuals' absolute trait levels.     

Personality profiles of effective leadership performance in assessment centers

Most research examining the relationship between effective leadership and personality has focused on individual personality traits. However, profiles of personality traits more fully describe individuals, and these profiles may be important as they relate to leadership. This study used latent class analysis to examine how personality traits combine and interact to form subpopulations of leaders and how these subpopulations relate to performance criteria. Using a sample of 2,461 executive-level leaders, six personality profiles were identified: Unpredictable Leaders with Low Diligence (7.3%); Conscientious, Backend Leaders (3.6%); Unpredictable Leaders (8.6%); Creative Communicators (20.8%); Power Players (32.4%); and Protocol Followers (27.1%). One profile performed well on all criteria in an assessment center; remaining profiles exhibited strengths and weaknesses across criteria. Implications and future directions for research are highlighted.     

Personality change profiles and changes in cognition among middle-aged and older adults

Research on the relationship between personality traits and cognitive abilities has primarily used cross-sectional designs and considered personality traits individually in relation to cognitive dimensions. This study (N = 2652) examined the relationship between Big Five personality change profiles and change in cognitive factors, episodic memory and executive functioning. Latent profile analysis was used to capture patterns of change across the Big Five traits. Three profiles of personality change were defined: Decreasers, Maintainers, and Increasers. The Decreasers declined more in episodic memory compared to the Increasers and Maintainers. Also, the Decreasers declined more in executive functioning compared to the Increasers, but not the Maintainers. The findings advance our understanding of the links between patterns of personality change and cognitive aging.     

BARBARA STRUDLER WALLSTON

The death of Barbara Strudler Wallston on January 3, 1987, brought to a sudden end the rich and diverse life of a complex personality, who combined scholarship, leadership, and advocacy with a zest for living. A highly productive scholar, inspiring teacher, and feminist leader who loved dancing and music, Barbara Wallston translated her compassion for disadvantaged individuals and commitment to social justice into direct and constructive action. In her too brief 15-year career, she generated more than 70 publications and 94 professional presentations spanning such areas as health, gender, sex roles, sexuality, and social issues. Her extraordinary leadership and scholarly achievements led to her election to Fellow in recognition of "outstanding and sustained national contributions" in five APA divisions. In 1986 she was awarded Division 35's Carolyn Wood Sherif Memorial Lectureship for contributions that continue to enrich and inform the lives of her colleagues, students, and friends, and that have earned her recognition as a pioneer in contemporary feminist psychology.     

Anaïs Nin: A case study of personality disorder and creativity

Anaïs Nin, diarist and author of autobiographical novellas and erotica, and gregarious socialite, was known for her exotic persona and stormy personal life. The concept of personality disorder and the underlying assumption of the buffering capacity that personality affords to stressors are discussed. Against this background, evidence drawn from Nin’s diaries, short stories and two biographies suggests that she conformed to the diagnostic criteria of histrionic personality disorder (HPD), with comorbid borderline and narcissistic features, and numerous Axis I symptoms. The proposed origin of the overall dysfunctional histrionic pattern is attributed to her early developmental history, and the maladaptive cognitive mechanisms of dissociation and repression inferred from her writings and shown to conform to the HPD pattern. Finally, it is argued that while Nin may not have displayed the classic divergent cognitive style thought to underlie the association between schizotypy and creativity, her HPD psychopathology was pivotal in shaping her creative products, most famous of which is her diary.     

Observed Leadership Potential of Personnel in a Team Setting: Big Five traits and proximal factors as predictors

The authors explored implications of Big Five traits and proximal factors for the observed leadership potential of personnel in newly formed teams. Big Five traits were designated as distal factors having indirect links to observed leadership potential via three proximal factors: individual perception of team cohesion, team‐oriented proactivity, and teamwork knowledge. Drawing from implicit personality theory, the authors introduced a team‐leader personality profile as a higher‐order construct for explaining covariation among extraversion, conscientiousness, and emotional stability. A structural analysis of data from 472 personnel supported hypothesized relationships. Specific findings included validation of a team‐leader personality profile and preliminary support for the measure of team‐oriented proactivity that was developed for this study. Implications of the various findings are discussed.     

Interpersonal communication and personality: Self and other perspectives

This study was designed to examine the links between the personality of group members and their styles of communication in task groups meeting over a three-month period. Comprehensive measures of personality and of communication styles were taken from the perspectives both of the actor (the self) at the beginning of the group's life and his or her fellow group members (the others) at the end of the group's life. Even after extensive group interaction, these two sets of ratings converged only when observable characteristics were being measured (e.g., extraversion in personality or precision in communication). Self-rated personality across eight dimensions predicted two of the three self-rated dimensions of communication style (Verbal Engagement and Attentiveness to the Other) at only moderate levels; the actor's personality rated on the same eight dimensions by others predicted the actor's communication style as rated by these same others on all three dimensions (Verbal Engagement, Attentiveness to the Other, and Feelings versus Silence), and at much stronger levels than did self-ratings of personality. Both personality and communication styles as rated by others were able to predict the key social outcomes of the actor's likability and task contribution, whereas self-ratings were not. Ratings derived from the self and those derived from others about the self thus appear to develop from different sources of information and relate to different outcomes. The links between personality and communication style are largely confined to the perspective (self versus other) from which they were measured.     

Presidential Character Revisited

This study attempts to bring a fresh perspective to the study of presidential personality. Critics of the personality approach doubt that personality really has much impact on presidential leadership, and they question whether the approach will contribute to the development of a presidential leadership theory. Critics also see problems with the conceptualization of personality variables in particular studies, such as James David Barber's much-praised, much-maligned The Presidential Character . The study proposes the use of the Myers-Briggs Type Indicator (MBTI) to analyze the relationship between presidential personality and presidential leadership. Administered to about 1.7 million people annually by psychologists, career counselors, and business managers, the MBTI makes possible the classification of each president as one of 16 personality types, and it offers predictions about many characteristics of leadership style for each type. The study concludes with an extensive MBTI analysis of President Clinton's leadership style.     

父母教养方式的潜在类别:潜在剖面分析

采用问卷法,对764名青少年进行测试,首先采用潜在剖面分析模型探索了父母教养方式的潜在类别,然后通过青少年道德脱离、道德同一性的得分差异来确认潜在类别的效度。结果表明,从青少年的角度父母教养方式分为积极型、消极型和混合型三种,其中积极型人数最多、消极型人数最少。此外,青少年道德脱离、道德同一性的得分在这三种潜在类别上存在显著差异,表明本研究得到的三种潜在类别有较好的效度。积极型教养方式下青少年道德脱离的得分显著低于混合型和消极型的得分,混合型教养方式下道德脱离的得分显著高于消极型的得分;积极型教养方式下青少年道德同一性的得分显著高于混合型和消极型的得分,混合型教养方式下道德同一性的得分显著低于消极型的得分。     

Individual differences in type A behavior and cardiovascular responses to stress

The purpose of this study was to predict heart rate and blood pressure responses to a stressor task in 166 male and female university students using the multidimensional approach of the Survey of Work Styles. The Survey of Work Styles is comprised of scales for Impatience, Anger, Time Urgency, Work Involvement, Job Dissatisfaction, and Competitiveness. Systolic blood pressure, diastolic blood pressure, and heart rate were measured before and during a 5 min serial subtraction task. Three bipolar Survey of Work Styles profiles were identified for each sex. In males, similarity to each profile was uniquely related to one task cardiovascular measure. In females, two of the three profiles were uniquely related to one physiological measure assessed during the task. The data thus support separate treatment of male and female data. Consideration was given to the possible influence of TABP components, such as Anger, in the differences in the patterns of physiological responses for different Type A profile types. Implications of the physiological results for future studies on psychophysiological differences between Type A and B individuals, and the pathological links between Type A behavior and coronary heart diseases are discussed with emphasis on the recognition of the heterogeneity of personality profiles associated with Type A behavior.     

Leader personality and 360‐degree assessments of leader behavior

To investigate the relationship between personality and multi‐source feedback, we assessed 190 health care managers by applying the Understanding Personal Potential personality test, which provides comprehensive measurement of the Big Five dimensions and eight narrower personality traits. Managers' leadership behaviors were assessed by colleagues, supervisors, a random sample of each manager's subordinates as well as the managers themselves using a 360‐degree change, production, employee (CPE) instrument. Hierarchical multivariate regression analysis showed that the Big Five variables were significantly related to the Managers' leadership behavior in all CPE dimensions. Also, addition of narrow personality variables to the Big Five increased explained variance in leadership behavior. This study is the first of its kind to include the full range of viewpoints in a 360‐degree instrument, along with a large number of subordinate assessments. We found that both the strength of the relationship between personality and behavior and the configuration of different predictors varied depending on who did the rating and what leadership orientation was investigated, and this observation merits further investigation.     

From "Anna O." to Bertha Pappenheim: transforming private pain into public action

Bertha Pappenheim ("Anna O,") was treated for hysteria by Josef Breuer when she was a young adult. As a mature adult she became a leading social worker, writer, and feminist activist in the German Jewish community. This article examines her therapy with Breuer, her own struggle for recovery, and some links between her earlier and later life, in particular the lack of intimate relationships in her life and her work against the victimization of women. Throughout the article psychoanalytic interpretations, social history, and feminist analyses are integrated to provide a contextualized examination of Pappenheim's life.     

Disentangling the Effects of Self Leader Perceptions and Ideal Leader Prototypes on Leader Judgments Using Loglinear Modeling With Latent Variables

This study clarifies the relationships among self leader perceptions, ideal leader prototypes, and leader judgments among college students using latent profile analysis (LPA) and log-linear modeling. LPA was used to identify subgroups of individuals with unique patterns of attributes for self and ideal leaders, providing a holistic view of leadership and how multiple attributes work together within individuals. LPA was also used to identify subgroups of individuals with unique patterns of judgments of leader effectiveness. After identification of subgroups (i.e., profiles), log-linear modeling was used to test 1 baseline model and 5 sets of hypothesized associations among self leader profiles, ideal leader profiles, and leader judgment profiles. Results suggest that self leader profiles are related to ideal leader profiles, which in turn are related to leader judgment profiles, but that there is no direct relation between self leader profiles and leader judgment profiles.     

领导领域中归因理论的研究述评

领导领域中的归因研究对于把握领导过程、组织绩效评估以及领导成员关系等问题均具有重要的理论与实际意义。文章回顾了自领导归因理论提出以后,领导归因领域中包括有关模型构建、验证与发展、内隐归因在内的相关研究;同时,对归因偏差、归因风格、领导成员关系、人格特质、领导类型、情绪、文化及相关人口学变量等因素与领导归因的关系研究进行了系统梳理;最后,分析、总结了该领域以往研究的不足及今后的研究趋势     

Use of the Millon Clinical Multiaxial Inventory in the psychological assessment of domestic violence: A review

An Millon Clinical Multiaxial Inventory (MCMI)-based literature review found that the personality disorders of antisocial, aggressive–sadistic, passive–aggressive (negativistic), and, to some extent, narcissistic are more prevalent in the MCMI profile codes of male spouse abusers. There is a relative absence of Axis I syndromes, although substance abuse of moderate intensity was also extant in these profiles. Some patients produced a normal profile on the MCMI, and their domestic violence may not be a product of a personality disorder. We conclude that the MCMI may be a useful instrument to assess the personality of males in treatment for domestic violence. Elevations of these defined scales may be used as markers to evaluate personality styles at risk for domestic abuse.     

The moderator role of followers’ personality traits in the relations between leadership styles,two types of task performance and work result satisfaction

Authentic leadership is changing our understanding of what makes good leadership. However, few studies have explored how followers’ individual differences and the nature of the task they perform affect its relation to followers’ work outcomes. We examine the moderator role of two core task types (intellective vs. generative) and two personality traits (conscientiousness and emotional stability) in the relationship between two leadership feedback styles (authentic vs. transactional) and task performance or work result satisfaction in a two-wave experiment. The sample consisted of 228 participants enrolled in an organizational psychology course, 34% of whom had work experience. Our results show that over time the effect of an authentic feedback style on task performance became stronger for those participants who previously scored very low on intellective tasks or very high on generative tasks. Furthermore, a significant three-way interaction between these two traits and our leadership feedback styles indicates that the effect of authentic feedback conforms different patterns depending on the followers’ personality traits and the type of task they perform. Moreover, authentic feedback had a stronger effect on participants’ work result satisfaction. Participants with low levels of either conscientiousness or emotional stability displayed higher levels of satisfaction in the authentic feedback condition.     

Character Attacks and Their Effects on Perceptions of Male and Female Political Candidates

The study examined the perceptions of political candidates (male and female) who make negative statements about the personality and integrity of their political opponents. Male and female participants (Sex of Participant factor) indicated their impressions of a male or female political candidate (Sex of Candidate factor) who either attacked or did not attack the character of his/her opponent (Attack factor) in a political leadership debate. Participants who read a speech given by a candidate of their own gender tended to rate the candidate as having greater integrity when the candidate attacked his/her opponent than when he/she did not. When judging a candidate of the opposite gender, participants tended to rate the candidate who attacked his/her opponent as having less integrity than a candidate who did not attack his/her opponent. Results are discussed with regard to the impact that aggressive campaign tactics can have on voter perceptions, and how similarity between voters and candidates may affect perceptions of such tactics.     

Commitment,intimacy, and women's perceptions of premarital sex and contraceptive readiness

A person-perception study was conducted to examine the influence of intimacy and commitment on the acceptability of premarital sex and contraceptive preparedness. Ninety-six women rated a female target's personality and behavior after reading a diary entry describing a couple's initial sexual encounter. The nature of the couple's relationship and who provided the condom were manipulated between participants. Women inferred a committed relationship when intimacy was present. Women rated the target, and her behavior, as more acceptable when she had sex in a relationship with commitment. When she provided a condom, the target was perceived as less nice in the noncommitted than in the committed relationship. When her partner provided the condom, however, commitment level did not influence personality ratings.