Structural contingency theory and individual differences: examination of external and internal person-team fit

This article develops and tests a structurally based, integrated theory of person-team fit. The theory developed is an extension of structural contingency theory and considers issues of external fit simultaneously with its examination of internal fit at the team level. Results from 80 teams working on an interdependent team task indicate that divisional structures demand high levels of cognitive ability on the part of teammembers. However, the advantages of high cognitive ability in divisional structures are neutralized when there is poor external fit between the structure and the environment. Instead, emotional stability becomes a critical factor among teammembers when a divisional structure is out of alignment with its environment. Individual differences seem to play little or no role in functional structures, regardless of the degree of external fit.     

When fit fosters favoring: The role of private self-focus

The present research extends work on the ‘the value from fit’ principle by showing that regulatory fit effects on persuasion and behavioral compliance are stronger for people high, as opposed to low, in private self-focus. Previous research has shown that people high in private self-focus are strongly affected by external information. In the current work, we demonstrated that people high (vs. low) in private self-focus are more persuaded by information that matches (vs. mismatches) activated self-knowledge.     

Tackling conflict: a beyond opposites approach

The issue of conflict is pervasive to most human undertakings at both individual/intra level and group level. Conflicts are the source of internal and external suffering. It has been argued by many authors that although humans have advanced in the technological sphere tremendously and managed to find solutions to countless scientific and material challenges, their ability to effectively resolve internal and external aspects of conflicts remains elusive. Given the level of pain and suffering that can derive from both psychological and social conflicts, it can be argued that any advances in helping improve the resolution of conflicts can have immense benefits in alleviating human suffering making this issue a very worthwhile area of study. Accordingly this paper aims to describe a developing counselling methodology for addressing conflict. The methodology, which was originally inspired by Fuzzy Logic, adopts a cognitive behavioural therapy (CBT) perspective despite awareness of its limitations. The paper traces the origins of the methodology and the areas within counselling it could be applied to. The paper concludes with recommendations regarding the relevance of this approach to an increasingly multicultural environment.     

Stability and change in person-team and person-role fit over time: the effects of growth satisfaction, performance, and general self-efficacy

Although considerable research has focused on various forms of person-environment fit, little research has examined how person-team and person-role fit operate over time in team contexts. To address this gap, the authors examined the dynamic nature of values-based person-team fit and person-role fit. They identified several factors that influence these fit perceptions over time. Individuals were composed into teams that worked intensively over an extended time period. Results suggest that person-team fit, when conceptualized as values congruence, is generally stable over time, but perceptions of person-role fit in teams are dynamic. Individuals' growth satisfaction and performance were positively related to increases in person-role fit over time. Furthermore, the effect of performance on person-role fit was moderated by individuals' general self-efficacy. Implications for managerial practice and future research are discussed.     

The nature of extraversion: a genetical analysis.

A biometrical-genetical analysis of twin data to elucidate the determinants of variation in extraversion and its components, sociability and impulsiveness, revealed that both genetical and environmental factors contributed to variation in extraversion, to the variation and covariation of its component scales, and to the interaction between subjects and scales. A large environmental correlation between the scales suggested that environmental factors may predominate in determining the unitary nature of extraversion. The interaction between subjects and scales depended more on genetical factors, which suggests that the dual nature of extraversion has a strong genetical basis. A model assuming random mating, additive gene action, and specific environmental effects adequately describes the observed variation and covariation of sociability and impulsiveness. Possible evolutionary implications are discussed.     

Handwriting as a correlate of extraversion

The validity of graphologists' claims that handwriting is a measure of extraversion was examined in this study. Three handwriting measures, line slope, letter slant, and letter width were chosen, and the relationship between these measures and extraversion as measured by the Eysenck Personality Inventory was studied. The subjects were 58 tertiary students. No significant correlations between the handwriting measures and extraversion were found, nor were there significant intercorrelations between the three handwriting measures. Thus the results did not support the claim that the three handwriting measures were valid indices of extraversion.     

When fit is fundamental: performance evaluations and promotions of upper-level female and male managers

Using archival organizational data, the authors examined relationships of gender and type of position (i.e., line or staff) to performance evaluations of 448 upper-level managers, and relationships of performance evaluations to promotions during the subsequent 2 years. Consistent with the idea that there is a greater perceived lack of fit between stereotypical attributes of women and requirements of line jobs than staff jobs, women in line jobs received lower performance ratings than women in staff jobs or men in either line or staff jobs. Moreover, promoted women had received higher performance ratings than promoted men and performance ratings were more strongly related to promotions for women than men, suggesting that women were held to stricter standards for promotion.     

Tests of two hypotheses on extraversion

Three samples give mixed results on a hypothesis that higher extraversion is associated with greater tendency to assume similarity between oneself and others. Results consistently support a second hypothesis that group judgements of the socially desirable personality on an American college campus will show that personality to be highly extraverted. The average actual student is in fact substantially less extraverted than what is considered desirable. These findings are discussed in terms of possible tensions produced by the discrepancy between the ideal and the real.     

When attitudes do not fit: discordance of acculturation attitudes as an antecedent of intergroup threat

Recent research has shown that the perspectives of both minorities and majorities should be taken into account to reach a deeper understanding of the acculturation process and its consequences for intergroup relations. The authors report two experiments that investigated the impact of discordant acculturation attitudes on perceived threat. In Study 1 (N=183), Germans were asked for their attitudes toward Turks and Italians. Different levels of concordance of acculturation attitudes were induced by presenting participants with newspaper articles describing the acculturation attitude of the respective out-group and perceived threat was measured. In Study 2 (N=100), two fictitious immigrant groups were used as target groups. Results in both studies showed that discordance of acculturation attitudes leads to higher perceptions of intergroup threat than concordance of acculturation attitudes. Furthermore, both studies supported the assumption that a similar out-group is perceived as less threatening than a dissimilar out-group.     

Beyond opposites: Extending the cultural boundaries of CBT methodology

In cognitive behavioural therapy (CBT), a black or white perception of the world is generally considered to be a distortion of reality. This paper addresses the issue of bipolar or categorical thinking and its role in creating disturbance. It introduces a new quantitative methodology known as fuzzy logic (FL) and shows its potential in developing new effective CBT strategies to address bipolar thinking. The paper maintains that the roots of such thinking can be traced back to the Aristotelian logic which posits a 'black or white' view of the world. It is argued that a bipolar perspective is no longer defendable given recent developments in the field of literature, physics and logic. Moreover CBT can derive significant benefits by embracing the fuzzy logic paradigm. In particular it can, first, benefit by improving the degree of precision of its diagnostic tools and, second, by applying the FL principles to derive alternative strategies for inducing healthy changes in clients. Such improvements are believed to enhance CBT profile in terms of the degree of realism, flexibility and efficiency of its methods. The illustrations offered throughout this paper are based on the two main CBT perspectives; rational emotive behaviour therapy (REBT) and cognitive therapy (CT).     

Integrating the levels of person-environment fit: The roles of vocational fit and group fit

Previous research on fit has largely focused on person-organization (P-O) fit and person-job (P-J) fit. However, little research has examined the interplay of person-vocation (P-V) fit and person-group (P-G) fit with P-O fit and P-J fit in the same study. This article advances the fit literature by examining these relationships with data collected from 167 employees and their respective supervisors. As predicted, P-V fit related positively to both P-O and P-J fit, while P-O and P-J fit together fully mediated relations between P-V fit and outcome variables. Also as predicted, P-G fit moderated several relations of P-O and P-J fit with such outcome variables as in-role and extra-role performance. The article concludes with directions for future research on relations among these four different types of fit and implications for management practice.     

Making a good decision: value from fit

The classic answer to what makes a decision good concerns outcomes. A good decision has high outcome benefits (it is worthwhile) and low outcome costs (it is worth it). I propose that, independent of outcomes or value from worth, people experience a regulatory fit when they use goal pursuit means that fit their regulatory orientation, and this regulatory fit increases the value of what they are doing. The following postulates of this value from fit proposal are examined: (a) People will be more inclined toward goal means that have higher regulatory fit, (b) people's motivation during goal pursuit will be stronger when regulatory fit is higher, (c) people's (prospective) feelings about a choice they might make will be more positive for a desirable choice and more negative for an undesirable choice when regulatory fit is higher, (d) people's (retrospective) evaluations of past decisions or goal pursuits will be more positive when regulatory fit was higher, and (e) people will assign higher value to an object that was chosen with higher regulatory fit. Studies testing each of these postulates support the value-from-fit proposal. How value from fit can enhance or diminish the value of goal pursuits and the quality of life itself is discussed.     

Appraisal-coping goodness of fit: a daily internet study

Using an Internet daily diary methodology, this study tested the goodness of fit hypothesis, which highlights the importance of the match between controllability appraisals and coping efforts in adjustment to stressful events. For 28 days, 190 undergraduates described their most stressful event and its controllability, how they coped, and their daily positive and negative mood. Individuals demonstrated fit across situations, with control appraisals associated positively with problem-focused coping and negatively with emotional approach coping and avoidance coping. A pooled within-person interaction indicated that problem-focused coping had a stronger positive association with positive mood when dealing with high versus low control stressors. Significant variation also was found in several other within-person interactions between control appraisals and coping, and some evidence was found for the notion that individual differences in the degree of matching coping to control appraisals were associated with person-level adjustment.     

Assessing extraversion and emotional stability in adolescents: development and validation of a questionnaire

A reduced version of the Five-factor Personality Inventory, which only considers two of the five original dimensions, was constructed to assess Extraversion and Emotional Stability especially for a sample of 581 adolescents. This used Items 6, 9, 11, 19, 21, 39, 41, 46, 54, 59, 61, 66, 84, 89, 91, and 99. Exploratory and confirmatory factor analysis showed that the factor structure of the questionnaire is acceptable, and both scales are reliable and correlated with similar measures as The Eysenck Personality Questionnaire-Revised.     

Passive avoidance in syndromes of disinhibition: psychopathy and extraversion

According to the physiological animal model proposed by Gorenstein and Newman (1980; see also Newman, Gorenstein, & Kelsey, 1983), psychopaths and extraverts may be characterized by a common psychological diathesis related to behavioral inhibition (see also Fowles, 1980; Gray, 1982). One aspect of this diathesis involves deficient passive avoidance learning, which has been central to explanations of "unsocialized" (e.g., Trasler, 1978) and antisocial behavior (e.g., Hare, 1970). Results from three experiments supported our prediction that psychopaths and extraverts would exhibit deficient passive avoidance relative to nonpsychopaths and introverts, respectively. In addition, the passive avoidance deficit was particularly evident in tasks that required subjects to inhibit a rewarded response in order to avoid punishment. The latter finding may be important for explaining the inconsistent results regarding passive avoidance learning in psychopaths (e.g., Chesno & Kilmann, 1975; Schmauk, 1970). Discussion of the results focuses on the importance of reward in mediating the passive avoidance deficit of "disinhibited" individuals and on the existence of an indirect relationship between psychopathy and extraversion: one that is consistent with the observed experimental parallels as well as with the more ambiguous evidence regarding a direct correlation between measures of the two syndromes.