Impulsive behaviour in interpersonal encounters: Associations with quarrelsomeness and agreeableness

Associations between impulsivity and interpersonal behaviours have rarely been examined, even though impulsivity may disrupt the flow of social interactions. For example, it is unknown to what extent the commonly used Barratt Impulsiveness Scale (BIS‐11) predicts impulsive behaviour in social situations, and how behaving impulsively during interpersonal encounters might influence levels of quarrelsomeness and agreeableness. In this study, 48 healthy working individuals completed the BIS‐11 and recorded their behaviour in social situations using event‐contingent recording. Record forms included items representing quarrelsome, agreeable, and impulsive behaviours. BIS‐11 motor impulsiveness scores predicted impulsive behaviour in social situations. Impulsive behaviour was associated, in different interactions, with both agreeableness and quarrelsomeness. Behaving impulsively in specific interactions was negatively associated with agreeableness in participants with higher BIS‐11 motor impulsiveness and positively associated with agreeableness in participants with lower BIS‐11 motor impulsiveness. Impulsive quarrelsome behaviour may cause interpersonal problems. Impulsive agreeable behaviour may have positive effects in individuals with low trait impulsivity. The idea that there are between‐person differences in the effects of state impulsivity on the flow of social interaction deserves further study.     

On angry leaders and agreeable followers. How leaders' emotions and followers' personalities shape motivation and team performance

Do followers perform better when their leader expresses anger or when their leader expresses happiness? We propose that this depends on the follower's level of agreeableness. Anger is associated with hostility and conflict-states that are at odds with agreeable individuals' goals. Happiness facilitates affiliation and positive relations-states that are in line with agreeable individuals' goals. Accordingly, the two studies we conducted showed that agreeableness moderates the effects of a leader's emotional displays. In a scenario study, participants with lower levels of agreeableness responded more favorably to an angry leader, whereas participants with higher levels of agreeableness responded more favorably to a neutral leader. In an experiment involving four-person teams, teams composed of participants with lower average levels of agreeableness performed better when their leader expressed anger, whereas teams composed of participants with higher average levels of agreeableness performed better when their leader expressed happiness. Team performance was mediated by experienced workload, which was highest among agreeable followers with an angry leader. Besides having important practical implications, the findings shed new light on the fundamental question of how emotional expressions regulate social behavior.     

The Pollyanna myth: how highly agreeable people judge positive and negative relational acts

Although people high in agreeableness have often been shown to be positively biased toward others, four studies provide evidence that agreeableness is associated with extremity effects, not simple positivity effects, in social judgment. Across studies, agreeable participants judged prosocial behaviors more favorably, but antisocial behaviors more unfavorably, than did disagreeable participants. In support of a goal-congruence mechanism, Study 1 showed that communal goals, rather than perceived similarity, mediated the effects, and Studies 2-4 demonstrated that agreeable perceivers were particularly sensitive to communal (vs. agentic) violations. A longitudinal study of real-life impressions supported the laboratory evidence that agreeable people are highly sensitive to both the prosocial and antisocial behavior of others (Study 4). We discuss how the current account complements and extends existing theories of agreeableness.     

Realness is a core feature of authenticity

We established realness as the relatively stable tendency to act on the outside the way one feels on the inside, without regard for proximal personal or social consequences. In nine studies, we showed that realness is a) a core feature of individual differences in authenticity, b) generally adaptive but largely unrelated to agreeableness, c) highly stable, d) reliably observable in dyadic behavior, and e) predictive of responses to situations with potential for personal or social costs. Informants both perceive agreeable motives in real behavior and recognize that being real can be disagreeable. We concluded that realness represents an important individual difference construct that is foundational for authentic social behavior, and that being real comes with both costs and benefits.     

Turning the other cheek. Agreeableness and the regulation of aggression-related primes

Aggression-related cues (e.g., violent media) can prime both hostile thoughts and the tendency to commit aggression. However, not everyone engages in an aggressive act after being exposed to an aggression-related cue. Some thought pattern, perhaps an automatic one, may prevent the cue-aggression sequence in some individuals. These considerations motivated the present research, which examined the potential for agreeableness to moderate the effect of aggression-related cues on behavior and cognition. In Study 1, we found that priming with aggression-related cues increased aggressive behavior, but only among individuals low in agreeableness. Study 2 showed that aggression-related cues activated prosocial thoughts among individuals high in agreeable affect (a component of agreeableness). These results reveal that agreeable individuals are able to short-circuit the cue-aggression sequence, likely by recruiting prosocial thoughts in response to aggression-related primes.     

Do nice guys--and gals--really finish last? The joint effects of sex and agreeableness on income

Sex and agreeableness were hypothesized to affect income, such that women and agreeable individuals were hypothesized to earn less than men and less agreeable individuals. Because agreeable men disconfirm (and disagreeable men confirm) conventional gender roles, agreeableness was expected to be more negatively related to income for men (i.e., the pay gap between agreeable men and agreeable women would be smaller than the gap between disagreeable men and disagreeable women). The hypotheses were supported across 4 studies. Study 1 confirmed the effects of sex and agreeableness on income and that the agreeableness-income relationship was significantly more negative for men than for women. Study 2 replicated these results, controlling for each of the other Big Five traits. Study 3 also replicated the interaction and explored explanations and paradoxes of the relationship. A 4th study, using an experimental design, yielded evidence for the argument that the joint effects of agreeableness and gender are due to backlash against agreeable men.     

Agreeableness and the prolonged spatial processing of antisocial and prosocial information

Previous research has suggested that highly agreeable individuals value positive social relationships to a greater extent than do individual low in agreeableness. The present investigation sought to extend such individual differences to the cognitive level of analysis. It was hypothesized that individual differences in agreeableness would predict the extent to which either antisocial or prosocial words are selected for prolonged processing. Two studies, involving 90 undergraduates, asked participants to encode prosocial and antisocial stimuli, before measuring the speed with which they could spatially disengage attention from such stimuli. As predicted, individuals low in agreeableness exhibited difficulties disengaging from antisocial stimuli, whereas individuals high in agreeableness exhibited difficulties disengaging from prosocial stimuli. This novel finding isolates a particular set of attentional processes that likely contribute to agreeableness-related outcomes such as anger and aggression.     

Are Chinese narcissists disagreeable? Evidence from self‐ and peer‐ratings of agreeableness

Many studies have found that narcissism is negatively related to agreeableness in Western samples. Four experiments explored this relationship in a Chinese population. In Study 1, 228 junior high school students reported their narcissism and Five Factor Personality traits. In Study 2, participants recruited through the internet completed the measures of narcissism and agreeableness. In Study 3, 145 college students completed the measures of narcissism and agreeableness, as well as self‐esteem and social desirability. In Study 4, 204 senior high school adolescents reported their own narcissistic and agreeableness personality traits. They also received peer‐ratings of agreeableness. We found that narcissism was positively related with self‐reported agreeableness (Study 1, 2 and 4), but not with other ratings of agreeableness (Study 4). Chinese narcissists perceived themselves as agreeable, and their self‐perceptions of agreeableness were more positive than their peers rated them. We discuss the current findings in relation to the Chinese cultural context and underscore cultural roots of narcissism.     

When nasty breeds nice: Threats of violence amplify agreeableness at national, individual, and situational levels

Humans have perennially faced threats of violence from other humans and have developed functional strategies for surviving those threats. Five studies examined the relation between threats of violence and agreeableness at the level of nations, individuals, and situations. People living in countries with higher military spending (Study 1) and those who chronically perceive threats from others (Study 2) were more agreeable. However, this threat-linked agreeableness was selective (Studies 3-5). Participants primed with threat were more agreeable and willing to help familiar others but were less agreeable and willing to help unfamiliar others. Additionally, people from large families, for whom affiliation may be a salient response to threat, were more likely than people from small families to shift in agreeableness. Returning to the national level, military spending was associated with increased trust in ingroup members but decreased trust in outgroups. Together, these findings demonstrate that agreeableness is selectively modulated by threats of violence. (PsycINFO Database Record (c) 2012 APA, all rights reserved).     

You Are What You See and Choose: Agreeableness and Situation Selection

Agreeableness positively predicts subjective well‐being, but why does it do so? Recent theorizing has highlighted possible substrates related to emotion regulation. Following suit, the present studies focus on the situation selection stage of the emotion regulation sequence. Undergraduate participants reported on their agreeableness levels and completed a picture‐viewing task (Studies 1 and 2) or a media choice task (Study 3). Studies 1 and 2 found that the tendency to view negative pictures for a longer period of time than positive pictures was evident at low levels of agreeableness and absent at high levels. The Study 3 paradigm asked individuals whether they typically choose to expose themselves to positive or negative stimuli across diverse media sources. Preferences for positive media were more pronounced at higher levels of agreeableness. The results have systematic implications for understanding the emotional lives of disagreeable versus agreeable people.     

Struggling to be liked: The prospective effect of trait self‐control on social desirability and the moderating role of agreeableness

Drawing from the literature on the interpersonal functions of self‐control, we examined longitudinal associations between trait self‐control and social desirability, using a survey of the general population in the Netherlands. Trait self‐control at baseline was positively associated with social desirability at a follow‐up, even when controlling for prior levels of social desirability. That is, high self‐control contributed to individuals' tendency to give socially desirable responses in self‐reports. This effect was moderated by individual differences in agreeableness. Highly agreeable individuals were more likely to “use” their self‐regulatory resources to respond in a socially desirable manner, compared to less agreeable individuals, suggesting that individuals might use self‐regulatory resources in a way consistent with the motivational bases of their personality.     

Implicit policies about relations between personality traits and behavioral effectiveness in situational judgment items

This paper develops the concept of implicit trait policy (ITP), which is a variant of the accentuation effect described by Tajfel (1957). ITPs are implicit beliefs about causal relations between personality traits and behavioral effectiveness. Studies reported here tested the hypotheses (a) that personality traits affect ITPs so that agreeable people, for instance, believe the relation between agreeableness and effectiveness is more strongly positive than disagreeable people do and (b) that ITPs can predict behavior that expresses associated personality traits. Two studies with undergraduate research participants supported the first hypothesis for traits of agreeableness and extraversion (the average correlation between traits and associated ITPs was .31 for agreeableness and .37 for extraversion) but not for conscientiousness. A 3rd study with student participants found that individual differences in ITPs for agreeableness predicted agreeable behavior (the average correlation was .33) in simulated work settings. These results suggest that ITPs may be useful for predicting work behavior that expresses personality traits even though ITPs may not be strongly correlated with the personality traits themselves.     

What shields some can shackle others: the approach‐related consequences of threat categorisations vary by agreeableness

It is common to think that threat categorisation tendencies (TCTs) should undermine a person's subjective well‐being. However, recent research has suggested that the hedonic impact of such tendencies varies considerably according to a person's traits. The present research seeks to extend such a perspective by considering potential interactions between TCTs and the trait of agreeableness. TCTs were measured through the use of choice reaction time tasks contrasting the threat and non‐threat categories. As expected, TCTs were not correlated with the trait of agreeableness, but interacted with this trait in predicting the dependent measures. Within three studies involving 184 undergraduates, TCTs were associated with the higher levels of approach‐related behaviour and positive emotion among disagreeable individuals, but lower levels of these same variables among agreeable individuals. The authors suggest that threat categorisation tendencies psychologically protect or burden the individual, depending on the levels of agreeableness. Copyright © 2005 John Wiley & Sons, Ltd.     

All employees are equal,but some are more equal than others: dominance,agreeableness, and status inconsistency among men and women

Status inconsistency is a situation in which there is an objective or subjective mismatch between, for example, a person’s education and his/her income. This mismatch may transform into status enhancement, wherein rewards exceed one’s human capital, or into status detraction, wherein one’s human capital exceeds one’s rewards. Although status inconsistency affects employees’ attitudes and behaviours, little is known about individual differences in this variable. The current study investigates whether the relationships of agreeableness and dominance—with objective and subjective status inconsistency vary by gender. We analysed objective and subjective input and return statuses among a sample of 375 employees. We found that men who expressed a gender-non-congruent trait, namely agreeableness, experienced an objective backlash effect compared with dominant men, whereas women who expressed a gender-non-congruent trait, namely dominance, did not experience a backlash effect compared with agreeable women. In addition, our results show that agreeable employees, both men and women, perceive themselves as status-enhanced when in fact they are not. Finally, we show that objective status inconsistency mediates the relationships of agreeableness and dominance with subjective status inconsistency.     

Task framing and perceived fit: The role of personality,task label,and partner involvement

Two experiments tested the hypothesis that individual differences in social connectedness moderate the association between task frame and perceptions of the task. In experiment 1, 75 participants completed an assessment of relational self-construal prior to engaging in an interview with a partner. Participants then received an explanation that the interview enhanced either relationship skills or occupational skills. Results indicated that high relationals perceived their partner more favorably when the task was framed as relational then when it was framed as occupational. In experiment 2, 185 participants completed self-construal and agreeableness assessments before completing an interview task with or without a partner. Participants then received relational or occupational explanations for the task. The results replicated the findings among high relationals, and also showed that agreeable individuals responded positively when they engaged in a relationally framed interview with a partner. Implications for person–environment fit theory are discussed.     

冲突对绩效的影响：个体、团队宜人性的调节作用

以往个体和团队冲突研究主要考察了个人特征或团队特征对冲突结果的影响, 而尚未充分关注冲突管理过程中个体特征与团队特征间的交互效应。基于个人-团队匹配理论, 本研究探讨了个体层面宜人性与团队层面宜人性异质性对团队中个体冲突(关系冲突、任务冲突)和工作绩效间关系的影响。基于来自64个银行服务团队(包含339名下属和64名主管)的多来源、多时点纵向数据, 本研究所得结果显示：(1)关系冲突显著负向影响工作绩效, 任务冲突对工作绩效的影响不显著。(2)个体宜人性能够显著减弱关系冲突对工作绩效的负面影响, 而增强任务冲突对工作绩效的正向影响。(3)关系/任务冲突、个体宜人性和团队宜人性异质性间存在着三重交互效应, 共同影响工作绩效。具体而言, 当团队宜人性异质性水平较低时, 个体宜人性对关系/任务冲突与工作绩效间关系的调节作用更加显著。     

The Moderating Role of Agreeableness in the Relationship between Experiencing Anger and Creative Performance

Previous studies regarding the effect of experiencing anger on creative performance have shown controversial findings. Some studies have reported that anger hampers creative performance, whereas others have shown that anger promotes cognitive motivation and improves creative performance. Anger is associated with hostility, threats, and conflict, states that are congruent with low agreeableness. In contrast, anger is incompatible with an agreeable individual's preference for harmony and peace. Experiencing this negative activating emotion should be demanding and stressful to them and thereby hamper creative task engagement. Accordingly, we conducted an experimental study to examine whether agreeableness moderated the association between anger and creative performance. A total of 128 undergraduates were randomly assigned to receive either induced anger or a neutral emotion and then completed a creativity task. We found that participants with lower levels of agreeableness showed better fluency, flexibility, and originality in creativity in the anger relative to the neutral-emotion condition, whereas participants with higher levels of agreeableness showed better creative performance in the neutral emotion relative to the anger condition. The present findings not only provide a viable account for integrating inconsistent findings regarding the facilitating effect of anger on creativity but also contribute to contingent strategies for promoting creative performance.     

Professed impressions: What people say about others affects onlookers’ perceptions of speakers’ power and warmth

During a conversation, it is common for a speaker to describe a third-party that the listener does not know. These professed impressions not only shape the listener’s view of the third-party but also affect judgments of the speaker herself. We propose a previously unstudied consequence of professed impressions: judgments of the speaker’s power. In two studies, we find that listeners ascribe more power to speakers who profess impressions focusing on a third-party’s conscientiousness, compared to those focusing on agreeableness. We also replicate previous research showing that speakers saying positive things about third parties are seen as more agreeable than speakers saying negative things. In the second study, we demonstrate that conscientiousness-power effects are mediated by inferences about speakers’ task concerns and positivity-agreeableness effects are mediated by inferences about speakers’ other-enhancing concerns. Finally, we show that judgments of speaker status parallel judgments of agreeableness rather than of power, suggesting that perceivers use different processes to make inferences about status and power. These findings have implications for the literatures on person perception, power, and status.     

Therapeutic popularity and personality: Association between peer therapist nominations and the “Big Five” personality factors

The “Big Five” personality factors of three groups of psychology students differing in popularity as therapist among their peers were compared (n=33). In agreement with earlier research, popular therapists are “agreeable”, “conscientious” and “stable”. However, popular therapists are not “surgent/extravert” and especially not “dominant” and “talkative”. No support was found for the hypothesis that similarity in “agreeableness” or dissimilarity in “surgency” (the complementarily hypothesis derived from interpersonal theory) predicts therapist popularity. However, similarity between client and therapist in “stability” was predictive of nominations for therapist. On the assumption that therapist popularity predisposes good therapeutic alliances, the results indicate that therapists agreeableness, conscientiousness and emotional stability are relative to success in therapeutic interventions.     

Against all odds – is a more differentiated view of personality development in emerging adulthood needed? The case of young apprentices

Personality development in emerging adults who do not attend college after high school has been largely overlooked so far. In this study, we investigated personality development in emerging German adults (N_T1 = 1,886, M_ageT1 = 18.01 years, 29% female) undergoing vocational education and training (VET). The trainees were assessed at the start of VET, 1.5 years later, and another 1.5 years after that, just before graduation. Longitudinal latent change score analyses were applied. Bivariate analyses investigated life satisfaction and job strain as social and work‐related aspects that are potentially reciprocally related to personality development. Mean‐level personality changes included increases in neuroticism and decreases in agreeableness and conscientiousness in the first interval. In the second interval, neuroticism decreased and conscientiousness increased. Simultaneously, trainees reported a gradual decrease in extraversion and openness across the 3‐year time span. Personality, especially agreeableness and conscientiousness, emerged as a stronger predictor of changes in job strain and life satisfaction than vice versa. For example, more agreeable and more conscientious trainees subsequently showed increases in life satisfaction. Trainees reporting higher job strain subsequently showed decreases in agreeableness. Trajectories of personality development partly support the maturity principle that has been established in many college student samples.