What Is Engagement? Proactivity as the Missing Link in the HEXACO Model of Personality

We tested the hypothesis that proactivity represents the engagement vector in the HEXACO model of personality. Questionnaire data were obtained in five studies, three of which consisted (mostly) of students: Study 1 (N = 188, M_age = 20.0, 89.4% women), Study 3 (N = 315, M_age = 20.4, 80.6% women), and Study 4 (N = 309 self‐ratings, M_age = 20.0, 78.3% women; N = 307 other‐ratings, M_age = 24.5, 62.2% women). Participants in the other two studies came from an ISO‐certified representative community panel: Study 2 (N = 525, M_age = 51.2, 52.0% women) and Study 5 (N = 736, M_age = 42.2, 48.0% women). Proactive Personality and Proactivity were positively related to Extraversion, Conscientiousness, and Openness to Experience, but only weakly related or unrelated to Honesty‐Humility, Emotionality, and Agreeableness, supporting the alignment of Proactive Personality/Proactivity with the hypothesized HEXACO engagement vector. Additionally, Proactivity explained incremental variance in self‐rated job performance on top of the HEXACO facets that were most closely associated with Proactive Personality/Proactivity, that is, Social Boldness (an Extraversion facet), Diligence (a Conscientiousness facet), and Creativity (an Openness to Experience facet), but not in entrepreneurship and intrapreneurship. Proactivity is the missing engagement link in the HEXACO model of personality. The results are discussed in light of higher‐order factors (e.g., general factor of personality and Alpha and Beta) of personality and bandwidth‐fidelity controversies.     

Personality and prejudice: Extension to the HEXACO personality model

We modelled the associations between the HEXACO dimensions of personality, Social Dominance Orientation (SDO), Right‐Wing Authoritarianism (RWA) and prejudice towards dangerous, derogated and dissident groups (N = 454 undergraduates). Consistent with a Big‐Five model, low Openness to Experience predicted RWA and therefore dangerous and dissident group prejudice. As predicted, low Emotionality (and Openness) rather than Agreeableness predicted SDO and therefore derogated and dissident group prejudice. Comparison with meta‐analytic averages of Big‐Five data supported expected similarities and differences in the association of Big‐Five and HEXACO models of personality with ideology. Finally, Honesty‐Humility simultaneously predicted increases in RWA but decreases in SDO, and thus opposing effects on prejudice. These opposing effects have gone unidentified in research employing Big‐Five models of personality structure. Copyright © 2010 John Wiley & Sons, Ltd.     

Moral foundations tell us why guilt induces unfair allocation in multi‐party interactions

Previous studies have demonstrated that a sense of guilt promotes and maintains social fairness in two‐party interactions (Psychological Bulletin, 115, 1994 and 243). However, the situation is much more complex in three‐party or multi‐party interactions. De Hooge et al. (Journal of Personality and Social Psychology, 100, 2011 and 462) found that guilt could not only induce pro‐social behaviour towards the victim, but also have a disadvantageous impact on a third party. In the present study, we attempt to explain how guilt promotes unfair allocations from a moral foundations perspective. We conducted two experiments using a ‘three‐party dictator game’ paradigm. Firstly, it was repeatedly verified that guilt could induce unfair allocations in three‐party interactions. Secondly, five moral foundations (harm, fairness, ingroup, hierarchy and purity) were measured. Then the moderating and main effects of these five indices on how guilt affects the fair allocation of resources were explored using regression analysis. The results show that competition between harm and fairness in individual traits can explain the disadvantageous effect of guilt on fair allocations: the fairness foundation promoted equality in allocation, while the harm foundation promoted victim compensation.     

Development and Validation of Research Scales for the Leadership Multi‐rater Assessment of Personality (LMAP)

This article presents large‐sample developmental and validation research for a set of research scales of an existing 360‐degree personality measure, the LMAP 360 (Leadership Multi‐rater Assessment of Personality). In Study 1 (N = 1,771), we identified 6 broad domains underlying LMAP item clusters: Neuroticism, Dominance, Enthusiasm, Openness, Agreeableness, and Conscientiousness. Scales measuring these broad domains and their constituent facets showed strong internal consistency, inter‐rater reliability, and self‐informant correlations. In Study 2 (N = 729 and N = 694), we examined LMAP research scales’ convergent and discriminant validity against three well‐validated personality inventories (Goldberg's adjectives, the Big Five Inventory, and the Big Five Aspects Scales) and one measure of cognitive ability (the International Cognitive Ability Resource). LMAP research scales correlated strongly with corresponding scales from other inventories and were distinct from cognitive ability.     

Dispositional Attachment Orientations,Contextual Variations in Attachment Security,and Compassion Fatigue Among Volunteers Working With Traumatized Individuals

In the present article, we report a series of studies examining the links between attachment orientations and compassion fatigue among volunteers working with traumatized individuals. Participants were volunteers in several trauma‐related organizations, ranging in age from 18 to 69 years. In Study 1 (N = 148), we examined associations between self‐reports of attachment insecurities and compassion fatigue. In Study 2 (N = 54), we used a diary design to assess attachment‐related differences in emotional reactions to actual helping encounters over a 2‐month period. In Study 3 (N = 108), we examined the effects of the experimental enhancement of attachment security (security priming) on reactions to a hypothetical helping encounter. As expected, attachment insecurities, either anxiety or avoidance, were associated with heightened compassion fatigue. Moreover, security priming reduced compassion fatigue in response to a hypothetical helping encounter. These findings underscore the relevance of attachment theory for understanding and preventing compassion fatigue.     

Profiling the "pro-environmental individual": a personality perspective

There is considerable scientific interest in the psychological correlates of pro‐environmental behaviors. Much research has focused on demographic and social‐psychological characteristics of individuals who consistently perform such actions. Here, we report the results of 2 studies in which we explored relations between broad personality traits and pro‐environmental actions. Using a wide variety of behavior and personality measures, we consistently found moderate positive relations between Openness to Experience and pro‐environmental activities in both a community sample (Study 1: N = 778) and an undergraduate student sample (Study 2: N = 115). In Study 2, we showed that the effect of Openness on pro‐environmental behaviors was fully mediated by individuals’ environmental attitudes and connection to nature. Our findings suggest that high levels of aesthetic appreciation, creativity, and inquisitiveness, but not personality traits associated with altruism, may have motivated the performance of pro‐environmental actions among our respondents. Implications for intervention development are discussed.     

Instructed faking of the HEXACO reduces facet reliability and involves more Gc than Gf

Research on the role of intelligence in the capacity to fake personality tests tends to use the Big Five and g-factor models of personality and intelligence. The current study (N = 185 university students) examines instructed faking on the HEXACO and separately considers the role of fluid intelligence (Gf) and crystallized intelligence (Gc). Results demonstrate that: (a) participants can fake the HEXACO domains and facets to about the same extent as the Big Five; (b) faking has little effect on domain reliability but reduces facet reliability; and (c) faking involves Gc to a much greater degree than Gf. Results are discussed in terms of practical applications of facet scores, and process models of faking.     

More than the Big Five: Egoism and the HEXACO model of personality

Egoism is a personality trait that is associated with self‐enriching and self‐centred behaviours. Research has suggested that egoism lies beyond the Big Five personality factors. Recently, the HEXACO model of personality has been proposed as an alternative to the Big Five model. In three studies, the relation between the HEXACO Personality Inventory and egoism, conceptualized using three different questionnaires (DPQ Egoism, SPI Egotism and the Egoism Scale), is investigated. In all three studies, the HEXACO Honesty–Humility factor scale was the most important predictor of egoism. Additionally, in two studies in which FFM measures were used, the HEXACO Personality Inventory explained more variance in egoism than did the FFPI (Study 2) and the NEO‐PI‐R (Study 3). Copyright © 2009 John Wiley & Sons, Ltd.     

About Some Personality Misfortunes of Opportunists: The Negative Correlation of Economic Defection With Autonomy,Agreeableness, and Well‐Being1

This research contributes to progress in comprehension of the construct of opportunism and defection through investigation of some personality correlates of opportunism. It reports the results of 3 studies that aim to explore the relationships between economic opportunism and autonomy, agreeableness, and well‐being. The first 2 studies (Ns = 193 and 169) examined the correlation between opportunistic propensity, as measured by an economic opportunism scale with measures of autonomy, control, impersonal orientation, Big Five, and psychological well‐being. Consistent with predictions, opportunism was positively correlated with control and impersonal orientations; and negatively correlated with autonomy, agreeableness, and psychological well‐being. Study 3 (N = 61) showed that the level of cooperation in a trust game was negatively correlated with control orientation.     

When happiness makes us selfish, but sadness makes us fair: Affective influences on interpersonal strategies in the dictator game

Does temporary mood influence how fair or selfish we are in interpersonal situations? These three experiments predicted and found that when people have the power to allocate scarce resources between themselves and others in the dictator game, positive mood increased selfishness, and sad mood produced greater fairness. In a public setting (Experiment 1), happy persons kept more raffle tickets to themselves when making allocations, and Experiment 2 confirmed this effect in the laboratory. Experiment 3 showed that mood effects on selfishness were strongest when the external norms for fairness were relaxed. The results are discussed in terms recent affect-cognition theories, suggesting that positive mood recruits more assimilative, internally focused processing, while negative affect promotes more externally oriented, accommodative processing and thus greater concern with social norms. The implications of the findings for everyday interpersonal decisions are considered.     

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.     

The personality basis of justice: The five‐factor model as an integrative model of personality and procedural fairness effects on cooperation

Building upon the self‐based model of cooperation (De Cremer & Tyler, 2005 ), the present study investigates the relationship between the five‐factor model (FFM) and cooperation. Study 1 (N = 56), an experiment conducted in the laboratory, and Study 2 (N = 116), a field study conducted in an organisational context, yielded a moderator effect between neuroticism and procedural fairness in explaining cooperation. Study 3 (N = 177) showed that this moderator effect was mediated by the self‐uncertainty and relational variables proposed by the self‐based model of cooperation. It is concluded that the FFM is useful in explaining cooperation and contributes to a better understanding of (procedural) fairness effects. Moreover, the necessity to build integrative, multi‐level models that combine core and surface aspects of personality to explain the effects of fairness on cooperation is elaborated upon. Copyright © 2008 John Wiley & Sons, Ltd.     

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.     

It takes two: Honesty–Humility and Agreeableness differentially predict active versus reactive cooperation

Recently, similar six-factor solutions have emerged in lexical studies across languages, giving rise to the HEXACO model of personality. As a core extension of its most well-known predecessor, the five-factor model, the HEXACO model distinguishes between two factors predicting complimentary aspects of prosocial behavior or, more specifically, reciprocal altruism: Honesty–Humility (the tendency toward active cooperation, i.e. non-exploitation) and Agreeableness (the tendency toward reactive cooperation, i.e. non-retaliation). However, this dissociation has not yet been tested to its full extent. To this end, we herein present re-analyses of published studies (N = 1090), showing that Honesty–Humility, but not Agreeableness, indeed predicts active cooperation. More importantly, in a new experiment (N = 410), we found a pattern of two concurrent selective associations, supporting the theoretical distinction between the two factors: Honesty–Humility (but not Agreeableness) predicted active cooperation (non-exploitation in the dictator game), whereas Agreeableness (but not Honesty–Humility) was linked to reactive cooperation (non-retaliation in the ultimatum game).     

Filipino Personality Structure and the Big Five Model: A Lexical Approach

ABSTRACT In lexically based studies, we derived Filipino personality dimensions and related them to the Big Five model. In Study 1, Filipino high-school and college students (N= 629) rated themselves on a near-comprehensive list of 861 Filipino (Tagalog) trait adjectives. In Study 2, Filipino high-school and college students (N= 1,531) rated 280 markers of dimensions identified in Study 1. Some students (n= 473) also completed the NEO Five-Factor Inventory. Seven comparable Filipino dimensions were identified in factor analyses in the two studies. We concluded that the dimensions we labeled Concern for Others (vs. Egotism), Conscientiousness. Gregariousness, and Intellect were quite similar to Big Five Agreeableness, Conscientiousness, Extraversion, and Intellect, respectively. The Filipino Self-Assurance dimension was most similar to Big Five Neuroticism. The Filipino Temperamentalness dimension was more complex in Big Five terms, overlapping Agreeableness, Conscientiousness, and Neuroticism. A final Filipino factor resembled a Negative Valence or Infrequency dimension. More than five factors had to be extracted to obtain Philippine dimensions resembling all of the Big Five.     

The location of trait emotional intelligence in personality factor space

The construct of trait emotional intelligence (trait EI or trait emotional self‐efficacy) provides a comprehensive operationalization of emotion‐related self‐perceptions and dispositions. In the first part of the present study (N = 274, 92 males), we performed two joint factor analyses to determine the location of trait EI in Eysenckian and Big Five factor space. The results showed that trait EI is a compound personality construct located at the lower levels of the two taxonomies. In the second part of the study, we performed six two‐step hierarchical regressions to investigate the incremental validity of trait EI in predicting, over and above the Giant Three and Big Five personality dimensions, six distinct criteria (life satisfaction, rumination, two adaptive and two maladaptive coping styles). Trait EI incrementally predicted four criteria over the Giant Three and five criteria over the Big Five. The discussion addresses common questions about the operationalization of emotional intelligence as a personality trait.     

Variability in Personality Expression Across Contexts: A Social Network Approach

The current research investigated how the contextual expression of personality differs across interpersonal relationships. Two related studies were conducted with college samples (Study 1: N = 52, 38 female; Study 2: N = 111, 72 female). Participants in each study completed a five‐factor measure of personality and constructed a social network detailing their 30 most important relationships. Participants used a brief Five‐Factor Model scale to rate their personality as they experience it when with each person in their social network. Multiple informants selected from each social network then rated the target participant's personality (Study 1: N = 227, Study 2: N = 777). Contextual personality ratings demonstrated incremental validity beyond standard global self‐report in predicting specific informants' perceptions. Variability in these contextualized personality ratings was predicted by the position of the other individuals within the social network. Across both studies, participants reported being more extraverted and neurotic, and less conscientious, with more central members of their social networks. Dyadic social network–based assessments of personality provide incremental validity in understanding personality, revealing dynamic patterns of personality variability unobservable with standard assessment techniques.     

A Meta‐Analytic Investigation of Job Applicant Faking on Personality Measures

This study investigates the extent to which job applicants fake their responses on personality tests. Thirty‐three studies that compared job applicant and non‐applicant personality scale scores were meta‐analyzed. Across all job types, applicants scored significantly higher than non‐applicants on extraversion (d=.11), emotional stability (d=.44), conscientiousness (d=.45), and openness (d=.13). For certain jobs (e.g., sales), however, the rank ordering of mean differences changed substantially suggesting that job applicants distort responses on personality dimensions that are viewed as particularly job relevant. Smaller mean differences were found in this study than those reported by Viswesvaran and Ones (Educational and Psychological Measurement, 59 (2), 197–210), who compared scores for induced “fake‐good” vs. honest response conditions. Also, direct Big Five measures produced substantially larger differences than did indirect Big Five measures.