Reduction of Perceived Social Distance as an Explanation for Media's Influence on Personal Risk Perceptions: A Test of the Risk Convergence Model

The risk convergence model proposes reduction of perceived social distance to a mediated personality as a mechanism through which the mass media can influence audiences' personal risk perceptions. As an initial test of the model, this study examined whether 5 audience variables known to facilitate media effects on personal risk perceptions—identification, parasocial interaction, personal relevance, transportation, and perceived realism—would exert their influences through the reduction of perceived social distance. The results indicate that reduction of perceived social distance fully explained the process of identification and transportation influencing personal risk perceptions, while partially mediating the relationship between personal relevance and personal risk perceptions. Theoretical and practical implications for health risk communication and entertainment education are discussed.     

The role of system-justification motivation, group status and system threat in directing support for hate crimes legislation

We examine factors that explain variability in attitudes toward hate crimes legislation. We find that one's posture toward the current social system directs the conditions under which characteristics of hate crimes exert the most influence. System-justification motivation is negatively related to support for hate crimes legislation (Studies 1-3). This relation is partially mediated by perceptions of harm from hate crimes. Specifically, when hate crimes target low-status groups, system-justification motivation is negatively related to perceived harm and support for hate crimes legislation. Attitudes are unaffected when high-status groups are targeted. The status of the group targeted, perceptions of hate crimes as representative of the status quo, and temporarily enhanced feelings of system threat moderate this relation (Studies 2-4).     

Personality and engagement at work: the mediating role of psychological meaningfulness

In this study, we examined the associations of personality traits of the Big Five model with work engagement, and tested a theoretical model in which these associations are mediated by the positive state of psychological meaningfulness (perceptions that work is valuable and meaningful). In a sample of 238 UK working adults, we found that the personality facets assertiveness and industriousness were the strongest predictors of work engagement, and that both exhibited direct and indirect effects, mediated by psychological meaningfulness. Neuroticism demonstrated a marginal indirect association with engagement, again mediated by psychological meaningfulness. Our findings offered good support for our model, explaining a pathway from personality traits to engagement. Practical implications for management are discussed.     

The Effect of Legitimizing Explanations on Applicants’ Perceptions of Selection Assessment Fairness1

This study investigated the effects of legitimizing explanations for selection test use on simulated applicants’ perceptions of fairness. The specificity of the explanation was varied. After receiving an explanation, a sample of 157 undergraduates completed 2 assessments (cognitive ability and personality), and reported their reactions to the assessments. Results indicate that for the cognitive ability assessment, general explanations increased fairness perceptions, but specific explanations did not. This relationship was fully mediated by perceptions of content and predictive validity. No effects for the personality assessment were found.     

Personality and Illness Adaptation in Adults with Type 1 Diabetes: The Intervening Role of Illness Coping and Perceptions

Inspired by the common sense model, the present cross-sectional study examined illness perceptions and coping as intervening mechanisms in the relationship between Big Five personality traits and illness adaptation in adults with Type 1 diabetes. A total of 368 individuals with Type 1 diabetes (18–35 years old) completed questionnaires on personality, diabetes-related problems, illness perceptions, and illness coping. First, Neuroticism, Agreeableness, and Conscientiousness predicted patients’ illness adaptation, above and beyond the effects of sex, age, and illness duration. Second, illness coping was found to be an important mediating mechanism in the relationship between the Big Five and illness adaptation. Finally, perceived consequences and perceived personal control partially mediated the relationship between the Big Five and illness coping. These findings underscore the importance of examining patients’ personality to shed light on their daily functioning and, hence, call for tailored intervention programs which take into account the personality of the individual patient.     

Applicant Reactions to Selection Procedures: An Updated Model and Meta-Analysis

An updated theoretical model of applicant reactions to selection procedures is proposed and tested using meta-analysis. Results from 86 independent samples  ( N = 48,750)  indicated that applicants who hold positive perceptions about selection are more likely to view the organization favorably and report stronger intentions to accept job offers and recommend the employer to others. Applicant perceptions were positively correlated with actual and perceived performance on selection tools and with self-perceptions. The average correlation between applicant perceptions and gender, age, and ethnic background was near zero. Face validity and perceived predictive validity were strong predictors of many applicant perceptions including procedural justice, distributive justice, attitudes towards tests, and attitudes towards selection. Interviews and work samples were perceived more favorably than cognitive ability tests, which were perceived more favorably than personality inventories, honesty tests, biodata, and graphology. The discussion identifies remaining theoretical and methodological issues as well as directions for future research.     

Subjective cognitive effort: a model of states, traits, and time

Self-regulation theories were used to develop a dynamic model of the determinants of subjective cognitive effort. The authors assessed the roles of malleable states and stable individual differences. Subjective cognitive effort and perceived difficulty were measured while individuals performed an air traffic control task. As expected, Conscientiousness moderated the effort trajectory. Individuals with high Conscientiousness maintained subjective cognitive effort at high levels for longer than their counterparts. There were also individual differences in reactions to perceptions of task difficulty. The intra-individual relationship between perceived difficulty and subjective cognitive effort was stronger for individuals with low ability or low Conscientiousness than for their counterparts. A follow-up study showed that the measures of perceived difficulty and subjective cognitive effort were sensitive to a task difficulty manipulation as well as that the relationship between perceived difficulty and subjective cognitive effort held after controlling for self-set goal level. These findings contribute to the self-regulation literature by identifying factors that influence changes in subjective cognitive effort during skill acquisition.     

Perceived collective continuity: seeing groups as entities that move through time

This paper presents two studies, conducted in two different countries, investigating perceptions of ingroups as enduring, temporally persistent entities, and introduces a new instrument measuring ‘perceived collective continuity’ (PCC). In Study 1 we show that perceptions of ingroup continuity are based on two main dimensions: perceived cultural continuity (perceived continuity of norms and traditions) and perceived historical continuity (perceived interconnection between different historical ages and events). This study also allows the construction of an internally consistent PCC scale including two subscales tapping on these two dimensions. Study 2 replicates findings from the first study; it also reveals that PCC is positively correlated to a set of social identity-related measures (e.g., group identification and collective self-esteem), and that its effects on these measures are mediated by perceived group entitativity. Overall, these two studies confirm that PCC is an important theoretical construct, and that the PCC scale may become an important instrument in future research on group processes and social identity. Copyright © 2007 John Wiley & Sons, Ltd.     

Childhood cognitive ability,education, and personality traits predict attainment in adult occupational prestige over 17 years

This study explored a longitudinal data set of nearly 5000 adults examining the effects of childhood cognitive ability (measured at age 11), parental social class (measured at birth), and personality on current occupational prestige (all measured at age 50), taking account the effects of education and the previous occupational levels (both measured at age 33). Participants' levels of occupational attainment significantly went up from age 33 to age 50. Correlational analysis showed childhood cognitive ability, parental social class, education and occupation, and personality traits (openness, conscientiousness, extraversion, emotional stability) were all significantly associated with current occupational prestige. The strongest correlates of current occupational levels were educational qualifications, followed by childhood cognitive ability, parental social class, and personality traits. Structural equation modelling showed that for the change of occupation over 17 years, the strongest predictor was education, followed by childhood intelligence. Personality traits (extraversion, conscientiousness, and openness) had modest but significant influence in the upgrading of occupational attainment over the period of time, and parental social status predicted occupational change mediated through education and initial occupational levels. Education and childhood intelligence are more powerful predictors of current occupational prestige than personality factors or family social background. The implications for policy making and equal opportunities for education are discussed.     

The Effect of Selection Ratio on Perceptions of the Fairness of a Selection Test Battery

This research examined the effects of the selection ratio on applicants’ perceptions of the fairness of a battery of tests. These fairness perceptions were also examined to assess whether they moderated the validity of the tests. A laboratory study was undertaken to examine the effects of the selection ratio on applicants going through a selection process and to examine the effects of being hired or rejected. Results revealed that the selection ratio did not have an effect on perceptions, but that hired individuals perceived greater distributive fairness. Furthermore, attitudes towards the cognitive ability test moderated the validity of the cognitive ability test, but attitudes toward the personality test did not moderate the validity of the personality test.     

Trait anger and anger expression style in children's risky decisions

In this study, 104 children completed a task, measuring risk decision-making, and the State-Trait Anger Expression Inventory for Children and Adolescents. Subjects were also asked to evaluate the degree of danger, benefit, fun and fear perceived for each risky choice. Analyses indicated that (a) risk decision-making was predicted by both trait anger and outward expression of anger; (b) appraisal of danger fully mediated the relationship between trait anger and risk; (c) perceptions of benefit, scare and fun partially mediated the relationship between trait anger and risk; and (d) appraisal of danger partially mediated the relationship between outward expression of anger and risk decision-making. The results provide evidence for a relationship between dispositional anger and risk decision-making during childhood, suggesting a possible explanation of the mechanisms below. In particular, risk decision-making can be viewed as the output of cognitive and emotive processes, linked to dispositional anger that leads children to be amused, optimistic and fearless in potentially risky situations. These findings substantiate the importance of incorporating cognitive and emotive factors in theories that seek to explain the relationship between personality traits and risk decision-making across a broad age range.     

Job aspects in the School Psychology Service: Empirically distinct associations with positive challenge at work,perceived control at work,and job attitudes

Activities within the Norwegian School Psychology Service traditionally concentrate on assessment of individuals in need and report writing (individual-level treatment). In recent years, a more “systemic” job aspect, providing preschool/school staff with tools to prevent the emergence of problems (systemic-level prevention) has been in demand. This study investigates the predictive value of these distinct aspects of work behaviour in the School Psychology Service using the outcome variables job satisfaction, job involvement, and organizational commitment among employees. It also looks at to what extent such associations may be mediated by positive challenge at work and perceived control at work. Self-reported data were collected from 470 School Psychology counsellors within 121 offices. Structural equation modelling suggested that the preventive aspect of the job was positively related to job attitudes, while the traditional job aspect was not. Furthermore, these associations were partially mediated by positive challenge at work and perceived control at work. Control for age did not alter the magnitude or pattern of regression coefficients in any substantive way. Occupational group did not moderate the associations. Alternative models were tested. Implications are discussed.     

人格特质与认知能力的关系及其年龄差异

人格是影响认知能力的重要因素, 不同的人格特质与认知能力的关系不同, 人格与认知能力的关系在不同年龄阶段也有所不同。当前的研究主要探讨了人格特质与认知能力之间的关系以及不同人格特质对不同认知能力的影响, 并在不同的年龄阶段进行比较。有关不同人格特质对认知能力的影响结果逐渐清晰, 但现有的研究结果存在很多争议。未来可以在人格的稳定性及其对认知能力的影响、人格对认知能力影响的作用机制及其相关影响因素、跨文化研究和研究范式等方面继续深化, 以获取对该研究问题更科学的研究结论。     

The mediating role of work climate perceptions in the relationship between personality and performance

Although past research has demonstrated a link between personality and job performance, potential enabling factors of this relationship have yet to be explored comprehensively. We hypothesized that perceptions of work climate, specifically relationship dimensions—cohesion, supervisor support, and job involvement—might be the mechanism through which the relationship between personality and job performance can be explained. Two hundred and thirty Australian employees completed an online survey measuring personality, relationship dimensions of work climate (job involvement, coworker cohesion, and supervisor support) and job performance. Results revealed that the relationship dimensions of work climate fully mediated the relationship between agreeableness and job performance, and extraversion and job performance, while the relationship between neuroticism and job performance was partially mediated by relationship dimensions of work climate. Supervisor support primarily accounted for this mediated effect for the neuroticism–job performance relationship, whereas for extraversion only job involvement explained significant unique variance. Our findings suggest that the relationship of agreeableness, extraversion, and neuroticism with job performance is indirect, and perceptions of the work environment itself play a role in this relationship. This implies that organizations should consider the work environment, in addition to personality during selection procedures. Future research should examine whether different levels of work environment dimensions, foster greater job performance in employees.     

Proactive Personality, Employee Creativity, and Newcomer Outcomes: A Longitudinal Study

Purpose  To examine the relationship between proactive personality, employee creativity, and newcomer outcomes (i.e., career satisfaction and perceived insider status). Design/methodology/approach   A survey was conducted using a 3-wave longitudinal design with 146 Hong Kong Chinese employees from various organizations. Structural equation modeling was used to test the research hypotheses including the mediation effects. Findings   Proactive personality was positively associated with employee creativity and employee creativity was positively associated with career satisfaction and perceived insider status. In addition, employee creativity fully mediated the relationships between proactive personality and career satisfaction and perceived insider status. Implications   Based on self-reported responses, these data show that newcomers with a proactive personality shape their work environments in part through creative behavior, which in turn leads to feelings of career satisfaction and perceptions of being an organizational insider. Our study’s results also show that employee creativity is positively and significantly related to workers’ career satisfaction and perceived insider status, suggesting that employee creativity can improve employees’ attitudes toward their career and perceptions as valued and contributing organizational insiders. Future research may examine other possible variables that might mediate the relationship between proactive personality and individual outcomes. Originality/value  One of the few studies that have examined the intervening mechanism by which proactive personality leads to employee outcomes and examined the effects of proactive personality on employee outcomes in Asian culture. Received and reviewed by former editor, George Neuman.     

Collaborative coping and daily mood in couples dealing with prostate cancer

Collaborative coping (i.e., spouses pooling resources and problem solving jointly) may be associated with better daily mood because of heightened perceptions of efficacy in coping with stressful events. The study examined the daily processes of collaborative coping (individuals' perceptions that the spouse collaborated), perceived coping effectiveness (ratings of how well they dealt with the event), and mood (i.e., Positive and Negative Affect Scale) across 14 days in 57 older couples coping with stressors involving the husband's prostate cancer and daily life in general. In hierarchical multivariate linear models, collaborative coping was associated with more positive same-day mood for both husbands and wives and less negative mood for wives only. These associations were partially mediated by heightened perceptions of coping effectiveness. Exploratory analyses revealed that collaborative coping was more frequent among wives who performed more poorly on cognitive tests and couples who reported greater marital satisfaction and more frequently using collaboration to make decisions. The results suggest that older couples may benefit from collaborative coping in dealing with problems surrounding illness.     

More than just skin deep? Personality information influences men's ratings of the attractiveness of women's body sizes

This study examined the influence of personality information on perceptions of the physical attractiveness of a range of female body sizes. A sample of 2,157 male university students were randomly assigned to one of 10 groups in which they received personality information about women they were rating, or a control group in which they received no personality information. Controlling for participants' age and body mass index, results showed no significant between-group differences in the body size that participants found most attractive. However, participants provided with positive personality information perceived a wider range of body sizes as physically attractive compared with the control group, whereas participants provided with negative personality information perceived a narrower range of body sizes as attractive. Correlations showed that participants' own Extraversion was associated with their body size ratings. These results suggest that non-physical cues have an influence on the perception of physical beauty.     

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.     

The Conscientiousness Paradox: Cultural Mindset Shapes Competence Perception

Studies comparing personality across cultures have found inconsistencies between self‐reports and measures of national character or behaviour, especially on evaluative traits such as Conscientiousness. We demonstrate that self‐perceptions and other‐perceptions of personality vary with cultural mindset, thereby accounting for some of this inconsistency. Three studies used multiple methods to examine perceptions of Conscientiousness and especially its facet Competence that most characterizes performance evaluations. In Study 1, Mainland Chinese reported lower levels of self‐efficacy than did Canadians, with the country effect partially mediated by Canadian participants' higher level of independent self‐construal. In Study 2, language as a cultural prime induced similar effects on Hong Kong bilinguals, who rated themselves as more competent and conscientious when responding in English than in Chinese. Study 3 demonstrated these same effects on ratings of both self‐perceived and observer‐perceived competence and conscientiousness, with participants changing both their competence‐communicating behaviours and self‐evaluations in response to the cultural primes of spoken language and ethnicity of an interviewer. These results converge to show that self‐perceptions and self‐presentations change to fit the social contexts shaped by language and culture. Copyright © 2013 European Association of Personality Psychology     

The relationship between Big-5 personality traits and cognitive ability in older adults – a review

It is well established that fundamental aspects of cognition such as memory and speed of processing tend to decline with age; however, there is substantial between-individual variability in levels of cognitive performance in older adulthood and in rates of change in cognitive abilities over time. Recent years have seen an increasing number of studies concerned with examining personality characteristics as possible predictors of some of this variability in cognitive aging. The purpose of this article is to review the literature, and identify patterns of findings regarding the relationships between personality (focusing on the Big-5) and cognitive ability across nonclinical populations of older adults. Possible mechanisms underlying associations of personality characteristics with cognition are reviewed, and assessed in the context of the current literature. Some relatively consistent relationships are identified, including positive associations between openness and cognitive ability, and associations of conscientiousness with slower rates of cognitive decline. However, the relationships between several personality traits and cognitive abilities in older adults remain unclear. We suggest some approaches to research design and analysis that may help increase our understanding of how personality differences may contribute to cognitive aging.