Dependency,impulsivity, and self-harm: traits hypothesized to underlie the association between cluster B personality and substance use disorders

Cluster B personality disorders (PDs) (i.e., antisocial, borderline, histrionic, and narcissistic) typically show a high degree of comorbidity with substance use disorders (SUDs). Previous research suggests that the broad-based personality domains of Disinhibition and Negative Temperament/Neuroticism may be common factors to both types of disorders. Using a two-phase process (i.e., screening and follow-up), this study examined three lower-order personality traits (i.e., dependency, impulsivity, and self-harm) that fall within the Disinhibition and Neuroticism domains. The study evaluated the hypotheses that these traits (a) are related both to cluster B PDs and to SUDs; and (b) underlie the association between the two types of disorders. Results indicate that impulsivity and self-harm play a significant role in cluster B PDs and SUDs, as well as in their association with each other. However, dependency was not associated with either type of disorder. These results indicate that sets of individual traits can be of significant utility in understanding the comorbidity between PDs and SUDs.     

Employee personality, justice perceptions, and the prediction of workplace deviance

We examined the relative and incremental prediction of workplace deviance (i.e., intentional acts that harm the organization or its employees) offered by personality and organizational justice perceptions in a sample of 464 employees working in a large retail organization. We found that personality - including a sixth factor called Honesty-Humility, and its facet of trait Fairness - accounted for incremental variance in deviance criteria beyond justice perceptions. We found little support for the reverse. From a practical standpoint, these findings suggest that organizations may benefit from personality-related interventions (e.g., screening job applicants for relevant traits) more so than from justice-related interventions (e.g., organizational changes involving policies and procedures) in order to reduce workplace deviance. From a research perspective, our findings highlight the advantages of considering traits beyond the Big Five (e.g., Honesty-Humility) for maximizing the prediction and understanding of deviant behaviors at work.     

The Interplay Between Social Cynicism Beliefs and Person–Organization Fit on Work‐Related Attitudes Among Chinese Employees

In recent decades, person–organization (P–O) fit has been established as an important predictor of work‐related attitudes (e.g., Hoffman & Woehr, 2006 ; Kristof‐Brown, Zimmerman, & Johnson, 2005 ). However, research has revealed the existence of boundary conditions for effects of P–O fit (e.g., employees' personality, perceptions of other aspects of their jobs; Resick, Baltes, & Shantz, 2007 ). We argue that people's worldview may also moderate this process, adding predictive power above and beyond the established moderation effects of personality and other aspects of fit in the organization. To examine this possibility, we conducted a survey among Chinese employees from various organizations to examine the interaction between their social beliefs and P–O fit on their level of job satisfaction.     

Are pro-social or socially aversive people more physically symmetrical? Symmetry in relation to over 200 personality variables

Symmetry on bilateral body parts indicates evolutionary fitness. Thus, traits positively associated with symmetry are thought to have conferred fitness in evolutionary history. Studies of the relationships between personality traits and symmetry have been narrow and have produced inconsistent findings. In our study, we relate both body symmetry and facial symmetry to 203 personality variables and to the Big Five. Our results demonstrate that (a) symmetry is related to personality traits beyond chance, (b) socially aversive traits, such as aggression and Neuroticism are positively related to symmetry, and (c) pro-social traits such as empathy and Agreeableness are negatively related to symmetry. Such trait levels may developmentally adjust in response to symmetry or may be inherited with symmetry (i.e., dual inheritance).     

Contextualizing neuroticism in the Hierarchical Taxonomy of Psychopathology

Neuroticism is the personality trait most consistently and strongly connected to psychopathology. The majority of research on the relationship between traits and mental illness has focused on neuroticism’s connection with broad psychopathology spectra or discrete disorders. However, both personality and psychopathology are hierarchically-organized domains that may be examined at multiple levels of fidelity and bandwidth from very specific thoughts, feelings, and behaviors (i.e., nuance traits or symptoms) to very broad patterns indexing many interrelated tendencies (i.e., general factors). The Hierarchical Taxonomy of Psychopathology (HiTOP) is a recently proposed nosologic framework for psychopathology symptoms and domains that accounts for this tiered organization. Here, we illustrate how neuroticism-psychopathology relationships—both what is known and unknown—may be elucidated through the HiTOP system.     

Coping styles and personality: a biometric analysis

Previous research suggests that coping styles are modestly heritable and that this genetic influence is shared in large part with genetic influences on personality. To test this hypothesis, we estimated the heritable basis of the Coping Inventory for Stressful Situations in a sample of 91 monozygotic and 80 dizygotic twin pairs. Task-oriented, emotion-oriented, and social diversion coping styles were modestly heritable (h(2)=.17 to .20), whereas the use of distraction appeared to be influenced solely by environmental factors. Multivariate analyses showed that genetic contributions to coping styles were, at best, only modestly related to genetic contributions to personality (r=-.03 to .35). Environmental contributions to personality were unrelated to environmental factors in coping style. These results suggest that coping style is not merely a manifestation of basic personality traits but does support the possibility that the genetic factors in personality influences have a modest influence on an individual's preferred coping style or strength (e.g., rigidity vs flexibility).     

Accounting for job satisfaction: Examining the interplay of person and situation

In the present study, we investigate the interplay of personality traits (i.e., person) in frontline care staff in nursing homes and the way they relate to the residents (i.e., situation) to account for their job satisfaction. Participants completed a survey including Mini‐IPIP tapping the five‐factor model of personality, Individualized Care Inventory tapping four aspects of person‐centered care and job satisfaction. The results revealed that staff scoring high on neuroticism experienced less job satisfaction. This relationship was partly accounted for by resident autonomy, suggesting that part of the adverse influence of neuroticism on job satisfaction may be mitigated by organizations providing a supportive care environment. In contrast, staff scoring high on agreeableness experienced higher job satisfaction. This relationship was accounted for by another aspect of person‐centered care, that is, knowing the person. This suggests that agreeableness in a sense facilitated adjustment of acts of care toward the unique needs and preferences of residents and this partly explained why the more agreeable the staff was the more they felt satisfied at work. In sum, effects of personality traits on job satisfaction in care staff are partially mediated by the perception of working conditions and care policy and to the extent that a certain personality trait affects whether the staff have a positive or negative perception of the way they relate to the residents, they will experience, respectively, higher or a lower job satisfaction. This finding has implications for how to combine a focus on delivering person‐centered care with improving personal job satisfaction.     

How Much do Chinese Applicants Fake?

More and more organizations have applicants who come from different cultural backgrounds, and according to new research, these cultural backgrounds matter for applicants' self‐presentational behavior (i.e., faking). If applicants come from China, can organizations assume that they will present themselves modestly, as suggested by Chinese norms? Or should organizations assume that there will be much self‐presentational behavior due to the high unemployment rate, at least among Chinese graduates? To answer this question, we obtained data from 307 Chinese applicants on their self‐presentational behavior, using the randomized response technique to ensure anonymity. We compared these data with similar data sets from the United States, Switzerland, and China. Contrary to the proposed modesty hypothesis in Chinese samples, perhaps due to high unemployment, self‐presentation was as prevalent in Chinese samples as in American samples.     

Personality and Creativity: The Dual Pathway to Creativity Model and a Research Agenda

To better understand the relation between personality traits and creativity, we invoke the Dual‐Pathway to Creativity model (DPCM) that identifies two pathways to creative outcomes: (1) flexible processing of information (cognitive flexibility) and (2) persistent probing, and systematically and incrementally combining elements and possibilities (cognitive persistence). DPCM further proposes that dispositional or situational variables may influence creativity through either their effects on flexibility or persistence. Here, we propose the idea that approach‐related traits (e.g., openness to experience, extraversion, positive affectivity, and power‐motivation) may lead to greater creativity because they link to enhanced cognitive flexibility, whereas avoidance‐related traits (e.g., negative affectivity and neuroticism) under the right circumstances may lead to greater creativity because they link to enhanced cognitive persistence. Empirical support for this proposition is discussed, and a research agenda for future work on personality and creativity is set.     

What do People Want from their Jobs? The Big Five,core self‐evaluations and work motivation

If people are differentially motivated on the basis of individual differences, this implies important practical consequences with respect to staffing decisions and the selection of the right motivational techniques for managers. In two different samples (students facing graduation vs full‐time employees), the relationships between personality traits and the preference for job characteristics concerning either extrinsic (job environment) or intrinsic job features (work itself) were investigated. Two personality traits [openness to experience and core self‐evaluations (CSE)] were consistently found to be positively related to the preference concerning work characteristics, and CSE showed incremental validity with regard to intrinsic work motivation factors (e.g., experienced meaningfulness, autonomy). Furthermore, age was differentially linked to those job characteristics. The results are discussed with regards to the optimal Person–Job Fit and the practical utility of the personality constructs.     

Longitudinal Associations Between Personality Profile Stability and Adjustment in College Students: Distinguishing Among Overall Stability,Distinctive Stability,and Within‐Time Normativeness

ABSTRACT In the present study, longitudinal associations of 3 aspects of personality profile stability (i.e., overall stability, distinctive stability, and within‐time normativeness) with 3 adjustment measures (i.e., depressive symptoms, self‐esteem, and delinquency) were examined, using 4 waves of longitudinal data on a Belgian college sample (N=565). Longitudinal path models revealed strong longitudinal associations between adjustment and overall stability. Subsequent analyses showed that it is not the degree to which one's personality profile consistently diverges from the average personality profile within a population (i.e., distinctive stability) that is related to adjustment but the degree to which a personality profile of an individual matches the average personality profile within the sample at a certain point in time (i.e., within‐time normativeness). The current study thereby underscores the importance of distinguishing normativeness and distinctiveness when examining personality profile stability.     

管理者大五人格与心理契约违背对辱虐管理的影响:基于特质激发理论的实证分析

基于特质激发理论探讨管理者人格特质和心理契约违背对实施辱虐管理的影响,并进一步分析了管理者人格特质与心理契约违背之间的交互作用对辱虐管理的影响。以213份两轮时点的配对问卷为样本,通过多元线性回归方法进行实证检验,结果表明:(1)管理者的亲和力对辱虐管理有显著的负向作用,而神经质则对辱虐管理有显著的正向作用;(2)管理者心理契约违背对辱虐管理有显著的正向影响;(3)心理契约违背不但调节了管理者亲和力与辱虐管理之间的负向联系,还调节了神经质与辱虐管理之间的正向联系。     

Relationships Among Spirituality, Religious Practices, Personality Factors, and Health for Five Different Faith Traditions

To determine: (1) differences in spirituality, religiosity, personality, and health for different faith traditions; and (2) the relative degree to which demographic, spiritual, religious, and personality variables simultaneously predict health outcomes for different faith traditions. Cross-sectional analysis of 160 individuals from five different faith traditions including Buddhists (40), Catholics (41), Jews (22), Muslims (26), and Protestants (31). Brief multidimensional measure of religiousness/spirituality (BMMRS; Fetzer in Multidimensional measurement of religiousness/spirituality for use in health research, Fetzer Institute, Kalamazoo, 1999); NEO-five factor inventory (NEO-FFI; in Revised NEO personality inventory (NEO PI-R) and the NEO-five factor inventory (NEO-FFI) professional manual, Psychological Assessment Resources, Odessa, Costa and McCrae 1992); Medical outcomes scale-short form (SF-36; in SF-36 physical and mental health summary scores: A user??s manual, The Health Institute, New England Medical Center, Boston, Ware et al. 1994). (1) ANOVAs indicated that there were no significant group differences in health status, but that there were group differences in spirituality and religiosity. (2) Pearson??s correlations for the entire sample indicated that better mental health is significantly related to increased spirituality, increased positive personality traits (i.e., extraversion) and decreased personality traits (i.e., neuroticism and conscientiousness). In addition, spirituality is positively correlated with positive personality traits (i.e., extraversion) and negatively with negative personality traits (i.e., neuroticism). (3) Hierarchical regressions indicated that personality predicted a greater proportion of unique variance in health outcomes than spiritual variables. Different faith traditions have similar health status, but differ in terms of spiritual, religious, and personality factors. For all faith traditions, the presence of positive and absence of negative personality traits are primary predictors of positive health (and primarily mental health). Spiritual variables, other than forgiveness, add little to the prediction of unique variance in physical or mental health after considering personality. Spirituality can be conceptualized as a characterological aspect of personality or a distinct construct, but spiritual interventions should continue to be used in clinical practice and investigated in health research.     

Do Orientations to Happiness Mediate the Associations Between Personality Traits and Subjective Well-Being?

Personality traits have frequently been observed to be associated with subjective well-being. It has been suggested that personality traits may lead individuals to experience life in certain ways which, in turn, influences their subjective well-being. However, the exact mechanisms underlying this relationship remain unknown. The present study hypothesized that the ways in which individuals endorse strategies for achieving happiness (i.e., orientations to happiness: through a life of pleasure, through a life of engagement, or through a life of meaning) mediates the associations that personality traits have with subjective well-being (i.e., satisfaction with life, positive affect, and negative affect). Our results indicated that an orientation to meaning in life partially mediated the relationship between extraversion and life satisfaction. In addition, all three orientations to happiness (i.e., pleasure, engagement, and meaning) partially mediated the relationship between extraversion and positive affect. Discussion focuses on the implications of these results for understanding the connection between personality traits and subjective well-being.     

Corporate Social Responsibility, Applicants’ Individual Traits, and Organizational Attraction: A Person–Organization Fit Perspective

The purpose of this study is to explore whether different aspects of corporate social responsibility (i.e., economic, legal, and ethical) have independent association with job applicants?? attraction to organizations and how applicants combine the information. Further, from a person?Corganization fit perspective, we examine whether applicants are attracted to organizations whose corporate social responsibility (CSR) reflects their differences in ethical predispositions (i.e., utilitarianism and formalism) and Machiavellianism. Using factorial design, we created scenarios manipulating CSR and pay level. Participants read each scenario and answered questions about their attraction to the organization depicted in the scenario. We found that each aspect of CSR had an independent relationship with organizational attraction and the probability of accepting a job offer. Participants combined information from each type of CSR in an interactive, configural manner. Applicants with different ethical predispositions and Machiavellianism personality were affected by CSR to different extents. Understanding how job applicants evaluate CSR information may give managers an opportunity to influence applicant attraction. Further, our study shows that organizations may be able to maximize the utility of their CSR investments by selectively conveying CSR information in recruitment brochures that are attractive to their ideal applicants. This is the first study to examine how job applicants form their perception based upon different configurations of the multiple aspects of CSR. In addition, this is the first study to examine the moderating effect of individual differences in ethical predispositions and Machiavellianism on the relationship between CSR and applicant attraction.     

Callous-unemotional traits,borderline personality,and self-injury in gothic subculture

The present study investigates individual characteristics of a sample of young adults from gothic subculture, in terms of personality traits (i.e., borderline personality and callous-unemotional traits), prevalence and functions of non-suicidal self-injury behaviours (i.e., internal emotion regulation, external emotion regulation, social influence, and sensation seeking). Fifty-one young adults (28 girls and 23 boys, mean age = 26.20, SD = 4.61) were recruited at a gothic meeting in Italy. They completed self-report questionnaires related to self-injury behaviours and self-injury functions, along with measures of borderline personality disorder and callous-unemotional traits. The results indicated that nearly 65% of the participants reported having committed self-injury at least once. Moreover, both bivariate and multivariate analyses indicated that self-injury behaviours were related to borderline personality and internal emotion regulation function. Lastly, association between considered personality traits and self-injury functions were investigated. Overall, results indicated that in gothic subculture self-injury has the function of regulating emotion to maintain the integrity of the Self and is related to the perception of a traumatic reality in which derealization coexists with extreme self-directed aggression.     

A Big Tent of Dark Personality Traits

Researchers have become very interested in socially aversive personality traits in recent years as reflected by the considerable number of publications concerning the Dark Triad of personality (i.e., Machiavellianism, narcissism, and psychopathy). The goal of the present article is to suggest that researchers broaden their view of potentially dark personality features. We provide overviews of two dark personality features that have been largely neglected by psychologists (i.e., spitefulness and greed) and point to the darker aspects of two personality features that have been studied extensively (i.e., perfectionism and dependency). We conclude the article by advocating that researchers consider a broader conceptualization of dark personality features that extends beyond the antagonistic and externalizing features captured by the Dark Triad traits.     

Initial Attraction to Organizations: The influence of trait inferences

Organization personality perceptions have been defined as the set of personality characteristics associated with organizations. Previous research supports five distinct factors of organization personality perceptions: Boy Scout, Innovativeness, Dominance, Thrift, and Style. The purpose of this research was to understand how individuals' initial attraction to firms is influenced by their perceptions of the degree to which firms display these traits. Results of the present investigation indicated that organization personality perceptions accounted for significant variance in initial organizational attraction, after controlling for perceptions of the degree to which the jobs at the organizations offer traditional attributes. In addition, several self‐rated Big Five personality characteristics interacted with dimensions of organization personality perceptions to influence attraction. Implications for the use of organization personality in future recruitment research are discussed.     

Incremental validity of spouse ratings versus self-reports of personality as predictors of marital quality and behavior during marital conflict

The personality traits of neuroticism and agreeableness are consistently related to marital quality, influencing the individual's own (i.e., actor effect) and the spouse's marital quality (i.e., partner effect). However, this research has almost exclusively relied on self-reports of personality, despite the fact that spouse ratings have been found to have incremental validity over self-reports for a variety of other important outcomes. In a study of 300 middle-aged and older married couples, we examined the incremental validity of spouse ratings of neuroticism and agreeableness in predicting concurrent levels of self-reported marital quality, observations of behavior during a marital disagreement task, and depressive symptoms. Neuroticism and agreeableness had expected actor and partner effects on each of these outcomes. Spouse ratings of these traits demonstrated incremental validity in estimates of actor and partner effects on marital quality, marital behavior, and depressive symptoms. Results suggest that spouse ratings of personality may be important additions to the typical reliance on self-reports for research and clinical assessment in marriage.     

The face of personality: Adaptive inferences from facial cues are moderated by perceiver personality and motives

Humans have historically been interested in understanding stable individual differences in behavioral tendencies, often referred to as personality traits. Recent work suggests that between‐person personality variability may be adaptive insofar as certain variations in personality constellations facilitate survival and reproduction across various types of groups and ecological niches. While past research has demonstrated that personality can be accurately inferred from self‐reports, other‐reports, and targets' past behavior, we discuss a more contemporary, yet understudied, means of personality inference: facial structure. We summarize research on personality traits that can be accurately inferred from facial structure, as well as how aspects of individuals' own personality, chronically accessible motives, and acutely activated goals lead to preferences for facially communicated personality that would aid in the satisfaction of these goals (e.g., higher need to belong predicts a stronger preference for faces whose structure communicates greater extraversion). We also discuss limitations of current approaches to understanding the relationship between perceiver personality and motives and their relation to perceptions of facially communicated personality as well as fruitful directions for future research.