The Influence of Work Personality on Job Satisfaction: Incremental Validity and Mediation Effects

ABSTRACT Drawing from recent developments regarding the contextual nature of personality (e.g., D. Wood & B. W. Roberts, 2006 ), we conducted 2 studies (1 cross-sectional and 1 longitudinal over 1 year) to examine the validity of work personality in predicting job satisfaction and its mediation of the effect of global personality on job satisfaction. Study 1 showed that (a) individuals vary systematically in their personality between roles— they were significantly more conscientious and open to experience and less extraverted at work compared to at home; (b) work personality was a better predictor of job satisfaction than both global personality and home personality; and (c) work personality demonstrated incremental validity above and beyond the other two personality measures. Study 2 further showed that each of the work personality dimensions fully mediated the association between its corresponding global personality trait and job satisfaction. Evidence for the discriminant validity of the findings is also presented.     

Personality,Motivation, and Internet Gaming Disorder: Conceptualizing the Gamer

Using a group correlational design and path analysis, the authors examined the relationships among personality, motivation, and internet gaming disorder (IGD). Findings showed that significant predictors of IGD included male gender, neurotic and introverted personality traits, and motivation related to achievement.     

Validity of the Personality Assessment Inventory Aggression scales and Violence Potential index in veterans with PTSD

In this study, we examined the validity of the Personality Assessment Inventory (PAI; Morey, 1991) Aggression (AGG) scales and Violence Potential index (VPI) in 399 male combat veterans presenting for formal evaluation of posttraumatic stress disorder (PTSD). The AGG scales exhibited convergence with other measures of hostility and violence and demonstrated discriminant validity with alternative constructs. When we examined reports of interpersonal violence in the past year, the AGG composite scale displayed substantial incremental validity over the effects of PTSD severity, demographics, a simple dichotomous question regarding violence in the past 30 days, and MMPI-2 (Butcher, Dahlstrom, Graham, Tellegen, & Kaemmer, 1989) scales measuring aggression. The VPI, however, added no unique explanatory power over the AGG composite scale.     

Validity of the Personality Assessment Inventory Aggression Scales and Violence Potential Index in Veterans With PTSD

Examined humor appreciation of cartoons as a function of sex of subject and type of humor. Four broad types of humor were presented: sexual-exploitative, sexual-nonexploitative, nonsexual-hostile, and nonsexual-nonhostile. Sexual-nonexploitative humor was rated as funnier than the other three types but nonsexual-nonhostile humor was given a more positive overall rating than the other types. Relative to males, females gave greater ratings of hostility to the cartoons and rated them less positively. Correlational analyses further suggested that females were not as affected as males by variations in sexuality, exploitation, and hostility. For males, greater ratings of sexuality were associated with greater funniness ratings while the reverse was true for greater ratings of hostility. Possible interpretations of these data were discussed.     

Personality Development at Work: Workplace Conditions,Personality Changes,and the Corresponsive Principle

Investigations concerning adult personality development have increasingly focused on factors that are associated with apparent personality trait changes. The current study contributes to this literature by replicating and extending previous research concerning personality trait development in young adulthood and perceptions of workplace conditions. Analyses were based on up to 442 individuals who participated in the ongoing Family Transitions Project (e.g., Conger & Conger, 2002). The current analyses included personality trait data from 1994 and 2003, high school grades and socioeconomic status indicators from 1994, and reports about work conditions in 2001, 2003, and 2005. Personality attributes were prospectively associated with work conditions and income. Findings also support the corresponsive principle of personality development (e.g., Roberts, Caspi, & Moffitt, 2003): Traits that were prospectively associated with particular workplace conditions often seemed to be accentuated by those conditions. Personality traits are prospectively associated with perceptions of the workplace. Workplace conditions are also associated with trait development.     

Reliability,Validity and Invariance of the Narcissistic Personality Questionnaire for Children-Revised (NPQC-R)

Using confirmatory factor analysis, this study compared the 4-factor 18-item Narcissistic Personality Questionnaire for Children (NPQC) and the 2-factor, 12-item Narcissistic Personality Questionnaire for Children-Revised (NPQC-R). Support was found for the 2-factor structure of the 12-item NPQC-R using two independent adolescent school-based samples (n = 479 and n = 470). The 2-factor NPQC-R model (i.e., Superiority, Exploitativeness) showed a better fit in both adolescent samples than the alternative 4-factor NPQC model. There was strong support for NPQC-R’s invariance across gender and age. The NPQC-R was found to have reasonable internal consistency estimates, test–retest reliability estimates, and adequate convergent and discriminant validity estimates. Collectively, these results support the utility of the NPQC-R as a measure of narcissism in children and adolescents. A copy of the NPQC-R and scoring key can be obtained from Rebecca P. Ang.     

Motivation and Personality: A Neuropsychological Perspective

Personality is strongly influenced by motivation systems that organise responses to rewards and punishments and that drive approach and avoidance behavior. Neuropsychological research has identified: (a) two avoidance systems, one related to pure active avoidance and escape, and one to passive avoidance and behavioral inhibition produced by goal‐conflict; and (b) two approach systems, one related to the actions of reward seeking and one to experience and behavior related to pleasure on receiving reward. These systems mediate fluid moment‐by‐moment reactions to changing stimuli, with relatively stable person‐specific sensitivities to these stimuli manifested in personality traits. We review what is known about these motivational traits, integrating the theory‐driven approach based on animal learning paradigms with the empirical tradition of the Big Five personality model.     

Expanding and Reconceptualizing Aberrant Personality at Work: Validity of Five‐Factor Model Aberrant Personality Tendencies to Predict Career Outcomes

This study proposes and tests an alternative methodology to conceptualize and assess aberrant personality tendencies at work beyond the dark triad. A sample of college alumni (N= 247) were administered the NEO PI‐R prior to entering the labor market and 15 years later when their professional careers had unfolded. Drawing on the dimensional perspective on personality functioning, 6 five‐factor model (FFM) aberrant compounds were computed as indicators of aberrant personality tendencies. As expected, FFM aberrant personality tendencies were highly stable across time, with test–retest correlations ranging from .61 (Narcissistic) to .73 (avoidant). With regard to predictive validity, borderline, schizotypal, and avoidant tendencies were negatively associated with extrinsic and intrinsic career outcomes. The obsessive‐compulsive tendency was largely unrelated to career outcomes, whereas individuals with antisocial and narcissistic characteristics tended toward higher hierarchical and financial attainment. In addition, relative importance analyses indicated that (a) FFM aberrant personality tendencies showed incremental validity in the prediction of career outcomes beyond FFM general traits, and that (b) both FFM general and FFM aberrant personality tendencies are important predictors when considered jointly. It is concluded that FFM aberrant personality tendencies suggest interesting avenues for personnel psychologists to form new linear combinations of FFM facets, complementing FFM general domains.     

An Integrative Model of Work Attitudes,Motivation, and Performance

A comprehensive theoretical model of work attitudes, motivation, and performance is presented that integrates key constructs prevalent in more limited theories. The constructs were selected on the basis of their importance as shown by past research and because of their seeming complementarity rather than redundance with one another. The framework connects the constructs causally on the basis of both logic and empirical evidence. It is expressed in the form of a path diagram amenable to empirical test, in the hope that it will have heuristic value. It is expected that such an integration will provide a better basis for understanding and improving work attitudes, motivation, and performance than do the more limited approaches.     

Personality Traits as Potential Susceptibility Markers: Differential Susceptibility to Support Among Parents

In this study, we examined whether parents are differentially susceptible to support from their spouse and adolescent child depending on their personality traits, and whether differences in susceptibility to support among parents, in turn, are linked to the quality of support parents give to their children. Participants in this three‐wave longitudinal study were 288 two‐parent Dutch families with an adolescent child. Fathers were on average 43.9 years old (SD = 3.7 years), mothers were 41.7 years old (SD = 3.3 years), and adolescents (50% girls) were 14.5 years old (SD = 0.8 years). We found that the association between support from children toward their parents and subsequent support from parents toward their children was more pronounced for parents high on Openness, for better and for worse. Extraversion, Agreeableness, Conscientiousness, and Emotional Stability did not emerge as markers of differences in susceptibility. Also, parents did not differ in their susceptibility to support from their spouse, nor were differences in susceptibility found a year later when using data from a third wave. We found very modest support for differential susceptibility, only for Openness, and depending on the source of perceived support and on the timing of measurement.     

An Examination of the Factor Structure and Scale Reliability of the Work Motivation Scale,the Motivation Sources Inventory

This study examined the factor structure and scale reliability of the Motivation Sources Inventory (MSI; Barbuto & Scholl, 1998 ), an instrument designed to measure the motivational concepts contained within the meta‐theory of motivation ( Leonard, Beauvais, & Scholl, 1999 ). Participants were comprised of financial‐service professionals, health‐industry administrators, and retail and distribution workers, all engaged in full‐time employment in Ireland. Data were collected through the administration of the Motivation Source Inventory (MSI) to a sample of working professionals (N = 252). Factor analyses, scale reliabilities, and inter‐item correlations were conducted. Results of the current study did not support the scale structure reported by the instrument developers. The implications of these results and suggestions for future research are presented.     

Personality,Faking, and Convergent Validity: A Warning Concerning Warning Statements

Personality measures continue to be criticized for their susceptibility to faking and socially desirable responding. The present study examined the effects of warning applicants against faking on convergent validity of self-observer ratings. Four hundred sixty-four participants completed personality inventories in either a warned or unwarned condition. Results indicated that warning statements resulted in lower mean scores for some personality dimensions but did not improve convergent validity for any of these dimensions. Implications of these findings are discussed in relation to employment selection and future research.     

Personality and Memory in Old Age

We examined the impact of personality on episodic memory performance in a sample of 287 healthy adults aged 68-95 years. Extraversion and neuroticism were assessed with a standardized personality inventory. Episodic memory was assessed with an everyday task. Results from regression analyses controlling for the effects of age, gender, and education show that higher extraversion and lower neuroticism are associated with higher episodic memory performance. In addition, the strength of the correlations between neuroticism and episodic memory declined with increasing age in a male sub-sample, revealing an interaction between age and neuroticism.     

无意识工作激励:定义、模型及展望

无意识工作激励是指由外部环境自动诱导出个体努力行为的过程,并且这种自动诱导的过程无法被个体所内省。目前已经被发现的无意识工作激励过程包括自动化评价,无意识行为模仿,态度、特质和刻板印象的激活,以及无意识目标激活等。从内在机制来看,镜像神经元理论可解释无意识行为模仿,无意识行为选择模型可用来解释无意识目标激励。未来应侧重研究无意识工作激励与有意识工作激励的关系,发展新的研究方法,并更深入地探索无意识工作激励的内在机制。     

Differential Prediction of Immigrant Versus Majority Group Training Performance Using Cognitive Ability and Personality Measures

There are very few studies of the differential prediction of work and training performance for immigrant groups in the Netherlands. Scores on the General Aptitude Test Battery, an intelligence test, and the Amsterdamse Biografische Vragenlijst (ABV), a frequently used Dutch personality test, and training data for 78 immigrant and 78 Dutch trainee truck drivers were collected. Lautenschlager and Mendoza’s (1986) method of step-down hierarchical regression analysis was used to check for bias in the prediction of training results. Some predictor-criterion combinations showed differential prediction, especially with less cognitive and less objective criteria. The results with respect to the intelligence test appear to be in line with the findings of the US literature.     

Work Personality,Work Engagement,and Academic Effort in a Group of College Students

The authors investigated the relationship between the variables of work engagement, developmental work personality, and academic effort in a sample of college students. This study provides evidence for the hypothesized positive relationship between academic effort, engagement, and work personality. When gender was controlled, the Work Tasks subscale of the Developmental Work Personality Scale ( Strauser & Keim, 2002 ) made the largest contribution to predicting academic effort. Engagement also made a significant contribution to the model. For men, work personality seems to be more relevant concerning academic effort, whereas for women, engagement may be more important. A discussion of the constructs of work engagement and developmental work personality is included.