Concurrent and lagged effects of counterdispositional extraversion on vitality

There are two contrasting perspectives on the effects of state extraversion. One states that people benefit from behaving extraverted, regardless of their level of trait extraversion. The second entails that behaving concordant to one’s trait is natural while deviations from the trait level— counterdispositional behaviors—are effortful to maintain, leading to mental fatigue. We test the possibility that both perspectives are correct, with beneficial effects of high state extraversion showing immediately, while the depleting counterdispositional effects are delayed. Experience sampling data from 67 employees (N = 1,664), shows that extraverted behaviors are associated with high levels of vitality in the short-term, however, if the extraverted behaviors are not congruent with one’s trait level, they backfire, leading to depleted levels of vitality about one later.     

Assessing the associations among trait and state levels of deliberate and spontaneous mind wandering

Recent research has demonstrated that mind wandering can be subdivided into spontaneous and deliberate types, and this distinction has been found to hold at both the trait and state levels. However, to date, no attempts have been made to link trait-level spontaneous and deliberate mind wandering with state-level assessments of these two subtypes of mind wandering. Here we evaluated whether trait-level deliberate and spontaneous mind wandering map onto state levels of these subtypes of mind wandering. Results showed correspondence between trait-level reports of spontaneous and deliberate mind wandering and their state-level counterparts, indicating that people’s reports on the intentionality of their mind wandering in the laboratory correspond to their reports of the intentionality of mind wandering in everyday life. Thus, the trait- and state-level scales of mind wandering were found to validate each other: Whereas the state-level measures provided some construct validity for the trait-level measures, the trait-level measures indicated that the state-level measures may be generalizable to everyday situations.     

创造性人格与员工创造力:一个被调节的中介模型研究

本文基于动机行动和成就动机理论,构建一个被调节的中介模型以检验创造性人格对员工创造力产生的作用机理。以251套来自主管-下属配对的问卷数据为样本,实证分析结果表明:创造性人格可预测员工创造力产生,学习目标导向与绩效证明目标导向在两者之间起部分中介作用;内在动机能够强化个体目标导向对创造力的作用,并显著正向调节创造性人格对员工创造力的间接效应。最后,论文讨论了研究发现对员工创造力产生的理论和实践意义。     

Mastery approach and performance approach: the differential prediction of organizational citizenship behavior and workplace deviance,beyond HEXACO personality

Goal orientation has become one of the most studied motivational constructs in the psychology literature. However, in organizational contexts, the research focus to date has largely centered on the relationship between goal orientation and task performance—neglecting the valuable contribution of non-task work behaviors, such as workplace deviance and organizational citizenship behavior (OCB) to organization functioning. In this paper, we addressed this gap in the literature by investigating the differential prediction of performance approach and mastery approach goal orientation on workplace deviance and OCB, beyond personality correlates. We hypothesize that performance approach orientation is positively associated with workplace deviance and mastery approach orientation is positively associated with OCB. A sample of employed participants (n = 114) provided self-reports of goal orientation, workplace deviance, OCB and personality. Additionally, participants nominated a well-acquainted peer to provide peer-reports of their personalities. When controlling for personality, performance approach orientation positively predicted workplace deviance whereas mastery approach orientation positively predicted organizational citizenship behavior. This study is the first to our knowledge to explore the relationships between goal orientation and non-task work behaviors and to show that goal orientation adds to the understanding of workplace deviance and OCB, beyond personality. Practical implications and directions for future research are discussed.     

Team-level goal orientation: an emergent state and its relationships with team inputs,process, and outcomes

Building on recent efforts to extend the concept of goal orientation to teams, we identify team-level goal orientation as an emergent state, distinct from static trait goal orientations of team members. We reinforce this distinction by developing and testing hypotheses about team inputs, processes, and outcomes as determinants of the development of team goal orientation over time. We test our hypotheses with longitudinal data from 230 participants on 64 teams engaged in a management simulation. We find that team members’ trait goal orientations affect the team’s state goal orientation, but only in the early stages of team functioning. Team process and interim outcomes drive changes in team state goal orientation.     

成就目标导向、团队绩效控制对员工创造力的跨层次影响

成就目标导向在团队绩效控制情境下能否有效预测员工创造力是个值得关注的话题。以研发团队为研究对象, 运用线性阶层模型考察了三者间的跨层次关系。结果发现, 低绩效控制下, 精熟目标导向、表现–趋近导向对创造力有正向影响, 表现-回避导向有负向影响; 高绩效控制下, 精熟导向对创造力有“S型”非线性影响, 表现-回避导向有正向影响。结果表明, 高精熟目标导向在高绩效控制情境下抑制员工创造力, 而表现导向也并非总是与缺乏创造力联系起来, 提高表现-回避导向个体的绩效控制程度或者降低表现-趋近导向个体的绩效控制程度同样可以促进创造力。启示在于, 管理者不仅应关注成就导向的个体差异, 更应重视构建相应的绩效控制情境, 从二者交互作用出发激活员工创造力。     

Change driven by nature: A meta-analytic review of the proactive personality literature

This study provides the first comprehensive review of literature examining proactive personality. The authors use career success as a broad organizing framework, meta-analyzing 313 correlations from 107 studies. Results indicate proactive personality is positively related to objective and subjective career success. Further, results indicate proactive personality relates to variables consistent with contest mobility (e.g., job performance) and sponsored mobility (e.g., taking charge/voice behavior) avenues to career success. Proactive personality’s relationship with supervisor-rated overall job performance is particularly noteworthy in that it is stronger than that reported for any of the Big Five factors or the Big Five collectively. Proactive personality is positively related to a variety of employability-related variables (e.g., learning goal orientation, career self-efficacy), four Big Five trait factors (extraversion, openness to experience, conscientiousness, and neuroticism), but is unrelated to social desirability. The authors’ literature review indicates only the original 17-item scale and 10-item scale tend to exhibit good internal consistency.     

Change driven by nature: A meta-analytic review of the proactive personality literature

This study provides the first comprehensive review of literature examining proactive personality. The authors use career success as a broad organizing framework, meta-analyzing 313 correlations from 107 studies. Results indicate proactive personality is positively related to objective and subjective career success. Further, results indicate proactive personality relates to variables consistent with contest mobility (e.g., job performance) and sponsored mobility (e.g., taking charge/voice behavior) avenues to career success. Proactive personality’s relationship with supervisor-rated overall job performance is particularly noteworthy in that it is stronger than that reported for any of the Big Five factors or the Big Five collectively. Proactive personality is positively related to a variety of employability-related variables (e.g., learning goal orientation, career self-efficacy), four Big Five trait factors (extraversion, openness to experience, conscientiousness, and neuroticism), but is unrelated to social desirability. The authors’ literature review indicates only the original 17-item scale and 10-item scale tend to exhibit good internal consistency.     

“Avoiding or approaching eyes”? Introversion/extraversion affects the gaze-cueing effect

We investigated whether the extra-/introversion personality dimension can influence processing of others’ eye gaze direction and emotional facial expression during a target detection task. On the basis of previous evidence showing that self-reported trait anxiety can affect gaze-cueing with emotional faces, we also verified whether trait anxiety can modulate the influence of intro-/extraversion on behavioral performance. Fearful, happy, angry or neutral faces, with either direct or averted gaze, were presented before the target appeared in spatial locations congruent or incongruent with stimuli’s eye gaze direction. Results showed a significant influence of intra-/extraversion dimension on gaze-cueing effect for angry, happy, and neutral faces with averted gaze. Introverts did not show the gaze congruency effect when viewing angry expressions, but did so with happy and neutral faces; extraverts showed the opposite pattern. Importantly, the influence of intro-/extraversion on gaze-cueing was not mediated by trait anxiety. These findings demonstrated that personality differences can shape processing of interactions between relevant social signals.     

The relationship between learning goal orientation,goal setting,and performance: a longitudinal study

In an educational setting, we examined the relationship of learning goal orientation with goal setting and performance over time. At the first time point, we assessed levels of trait learning goal orientation and asked participants to set performance goals. At each follow‐up time point, we reported to participants their current course grade and allowed them to revise their goals. Learning goal orientation was associated with both setting higher goals and maintaining higher performance over time. Additionally, the relationship of learning goal orientation and performance was found to be mediated by goal setting.     

The influence of perceived parental responsiveness on athletes’ goal accomplishment,trait cognitive sport anxiety,and thriving: A semi-longitudinal study

The purpose of this study was to examine temporally distal influence at a three-month interval of perceived parental responsiveness on athletes’ goal accomplishment, trait cognitive sport anxiety, and thriving. Young players (154 males, 51 females, M = 12.50 years, SD = 0.65) involved in rugby, basketball, and handball participated in the study. Initially, participants set three goals to accomplish over the next three months and completed questionnaires assessing their perceptions of their parents’ responsiveness, perceived self-efficacy, and self-esteem. Three months later, participants completed questionnaires assessing their goal accomplishment, worry about sport performance, and thriving. The results showed that athletes’ perceptions of their mother’s/father’s responsiveness, mediated by perceived athletes’ self-efficacy to accomplish their goals, influenced their goal accomplishment and trait cognitive sport anxiety three months later. The results also showed that athletes’ perceptions of their mother’s/father’s responsiveness, mediated by athletes’ self-esteem, influenced athletes’ thriving and trait cognitive sport anxiety three months later. Overall, the present study uniquely contributes to the understanding of parent-athlete relationships by showing that athletes’ perceptions of their mother’s and father’s responsiveness influence certain distal outcomes three months later (i.e., goal accomplishment, sports anxiety, and thriving) while mediated by self-efficacy and self-esteem.     

Complaint or recommendation? The impact of customers' state and trait goal orientations on customer engagement behaviors

The importance of customer engagement behaviors (CEBs) has been widely acknowledged in marketing. CEB encompasses an interactive relationship with the engaged object. A customer's personality characteristics play an important role in the interactive process. So it is necessary to examine how customer's personality characteristics influence customer engagement behaviors. However, there has been relatively less empirical research examining the impact of a customer's personality characteristics on CEBs. Customer goal orientation (promotion orientation vs. prevention orientation) is one such important personality characteristic. This research examined how customer goal orientation influenced CEBs. We used a priming technique to examine the relationships between the customer's state goal orientation and the customer's recommendations and complaints in study 1. The results showed that customers with state promotion‐focused goal orientations initiated more recommendations than the customers with state prevention‐focused goal orientations. For complaints, the difference between these two groups was not significant. Study 2 investigated the impact of trait goal orientation on the customer's recommendations and complaints. The results showed that the trait promotion‐focused goal orientation customers were more likely to initiate both recommendations and complaints behaviors than the trait prevention‐focused goal orientation customers. The findings of the research demonstrate that customer goal orientation is an important influence on positive and negative CEBs, and state and trait goal orientations have different impacts on CEBs. This research helps companies aiming to improve their customers' CEBs by suggesting which type of customers (in terms of goal orientation) are more likely to engage. Copyright © 2016 John Wiley & Sons, Ltd.     

On the Role of Goal Orientation Traits and Self-Efficacy in the Goal-Setting Process: Distinctions That Make a Difference

We conducted a field study to investigate how goal orientation traits and two variants of self-efficacy affect the goal-setting process and, in turn, performance. Participants were 255 college students enrolled in psychology or biochemistry courses at a large east-coast university in the People's Republic of China. Structural equation modeling analyses largely supported the argument that self-efficacy defined as a trait interacts with goal orientation traits, whereas self-efficacy defined as a state mediates the trait effects in the goal-setting process. The specific Trait × Trait interaction form was consistent with Dweck's original goal orientation theory and Brockner's behavior plasticity theory.     

From state neuroticism to momentary task performance: A person × situation approach

The goal of this article was to investigate the mechanisms through which personality relates to task performance. We argue that perceptions of work pressure and task complexity trigger momentary levels of neuroticism (i.e., state neuroticism) and that these momentary levels of neuroticism predict momentary task performance. Moreover, we hypothesized that the relationship between momentary job demands and state neuroticism is moderated by trait neuroticism. To test this model, we conducted an event reconstruction study and a day reconstruction study. The results revealed that trait neuroticism indeed moderated the momentary job demands–state neuroticism relationship, and in three out of four cases state neuroticism was found to mediate the relationship between momentary job demands and momentary task performance. From a practical point-of-view our results suggest that employees’ task performance can be improved by enhancing the way in which individuals perceive job demands. This strategy would be particularly helpful for individuals for whom the momentary job demands–state neuroticism relationship is the strongest (i.e., employees high in trait neuroticism).     

Cognition- and Affect-Based Trust and Feedback-Seeking Behavior: The Roles of Value,Cost, and Goal Orientations

We examined how subordinates’ cognition- and affect-based trust in supervisors influences their feedback-seeking behavior (FSB) by considering the different cost/value perception of FSB and goal orientation (i.e., learning and performance goal orientations). Using data from 194 supervisor-subordinate dyads in South Korea, we conducted multiple regression analyses to test our hypotheses. The results showed that, whereas subordinates’ cognition-based trust in supervisors positively influenced their FSB through increasing the perceived value of feedback received from supervisors, their affect-based trust in supervisors positively influenced their FSB through decreasing the perceived value of FSB. Additionally, we found that, when subordinates had high levels of learning goal orientation, the increasing influence of cognition-based trust on the value of feedback was stronger; in contrast, when subordinates had low levels of performance goal orientation, the decreasing influence of affect-based trust on the cost of FSB was stronger. The theoretical and practical implications, limitations, and suggestions for future research were discussed.     

Temperament and intuition: A commentary on Feltz and Cokely

In this paper, we examine Adam Feltz and Edward Cokely’s recent claim that “the personality trait extraversion predicts people’s intuitions about the relationship of determinism to free will and moral responsibility” (INSERT REFERENCE). We will first present some criticisms of their work before briefly examining the results of a recent study of our own. We argue that while Feltz and Cokely have their finger on the pulse of an interesting and important issue, they have not established a robust and stable connection between extraversion and compatibilist-friendly intuitions.     

The relationship between negative parenting and child and maternal temperament

The purpose of the present study was to examine how negative parenting, namely coercive and abusive parenting, relates to maternal and child temperamental characteristics, based on Belsky’s model of parenting. In addition to the unique effects of child temperamental characteristics (approach, perceptual sensitivity, soothability, persistence, and reactivity), we investigated how child temperamental characteristics play a moderating role between maternal temperamental characteristics (negative affect, effortful control, extraversion and orienting sensitivity) and negative parenting. Participants were 209 mothers of preschool children (M_age = 50.01 months, SD = 5.75) from 48 child care centers across the capital city of Turkey. Two sets of hierarchical regression analyses showed that coercive parenting was predicted by child reactivity, perceptual sensitivity, maternal negative affect, and effortful control. In addition, maternal SES and negative affect were related to abusive parenting. Furthermore, interaction between maternal extraversion and child’s persistence predicted coercive parenting. For children with high levels of persistence, maternal extraversion levels did not make any difference in the level of abusive parenting. However, for children with low levels of persistence, mothers who had high levels of extraversion were more likely to display coercive parenting. Consistent with Belsky’s model, both child and maternal characteristics were related to parenting. While both maternal and child characteristics were associated with coercive parenting, only maternal negative effect was associated with abusive parenting.

     

Impact of situational threat on the behavioral activation system

Previous research has indicated that individuals respond differently to difficult tasks, depending on whether the situational factors surrounding the task make the individual perceive it as a challenge or a threat. Distinct response patterns between these two stress responses have been identified and vary based on an individual’s personality traits. In keeping with this research, the current study examined how performance pressure-induced threat impacts the relationship between trait approach motivation and prefrontal cortex activation utilizing a simple line bisection task. Participants completed line bisection tasks before and after performing a difficult motor skill task under pressure intended to provoke a threat-based response. As expected, individuals with high levels of trait approach motivation showed a rightward line bisection bias at pretest absent in participants with low levels of trait approach motivation. However, in contrast to previous studies utilizing more challenge-based tasks that report consistent rightward line bisection bias in high approach motivation populations, the current study identified a shift towards a leftward line bisection bias after the study task. The results suggest that the inability to succeed under pressure caused high trait approach participants to temporarily lose their approach orientation due to threat response.     

Testing an Adaptationist Theory of Trait Covariation: Relative Bargaining Power as a Common Calibrator of an Interpersonal Syndrome

This article provides the first test of an adaptationist ‘common calibration’ theory to explain the origins of trait covariation, which holds that (i) personality traits are often facultatively calibrated in response to cues that ancestrally predicted the reproductive payoffs of different trait levels and (ii) distinct traits that are calibrated on the basis of common input cues will exhibit consistent patterns of covariation. This theory is applied to explain the covariation within a ‘personality syndrome’ encompassing various interpersonal trait dimensions (e.g. extraversion, emotionality and attachment styles). Specifically, it is hypothesized that these traits are inter‐correlated because each is calibrated in response to relative bargaining power (RBP)—a joint function of one's ability to benefit others and harm others. Path analyses from a correlational study compellingly supported this theoretical model: Objective and self‐perceived measures of RBP‐enhancing phenotypic features (physical attractiveness and physical strength) influenced an internal regulatory variable indexing RBP (i.e. self‐perceived RBP), which in turn had robust effects on each of the focal personality traits. Moreover, in support of the theory's core postulate, controlling for self‐perceived RBP greatly reduced the covariation within the interpersonal syndrome. These novel findings illustrate the promise of an evolutionary psychological approach to elucidating trait covariation. Copyright © 2013 John Wiley & Sons, Ltd.     

Lean on me: The importance of one's own and partner's intercultural personality for expatriate's and expatriate spouse's successful adjustment abroad

This research explores the role of three intercultural personality traits—emotional stability, social initiative, and open-mindedness—as coping resources for expatriate couples’ adjustment. First, we examined the direct relationships of expatriates’ and expatriate spouses’ personality trait levels with psychological and sociocultural adjustment. Psychological adjustment refers to internal psychological outcomes such as mental health and personal satisfaction, whereas sociocultural adjustment refers to more externally oriented psychological outcomes that link the individual to the new environment. Second, we examined the association of expatriates’ personality trait levels with professional adjustment, which was defined in terms of job performance and organizational commitment. Cross-sectional analyses among 196 expatriates and expatriate spouses (i.e., 98 expatriate couples) revealed that the three dimensions are each associated with specific facets of adjustment. A longitudinal analysis among a subsample (45 couples) partially confirmed these findings. Furthermore, we obtained evidence for a resource compensation effect, that is, the compensatory process whereby one partner's lack of sufficiently high levels of a certain personality trait is compensated for by the other partner's high(er) levels of this traits. Through this resource compensation effect, the negative consequences of a lack of sufficient levels of a personality trait on adjustment can be diminished. Apparently, in the absence of sufficiently high trait levels, individuals can benefit from personality resources in their partners.