Toward a Tripartite Model and Measurement of Proactive Personality

Although proactive personality (Bateman & Crant, 1993), as a relatively stable disposition to bring about change in one's environment, is a central construct in the management and organizational behavior literature, questions have arisen about its definition and structure. To answer these questions, we present a tripartite model of proactive personality consisting of 3 dimensions: perception (i.e., perceiving opportunities for change), implementation (i.e., planning and executing change), and perseverance (i.e., persisting until the change is realized). Exploratory factor analysis informed the construction of a 14-item scale, and confirmatory factor analyses supported the validity of the scale. The new scale demonstrated satisfactory reliability and accounted for significant variance in task performance above that of original proactive personality, personal initiative, conscientiousness, and social desirability. Tripartite proactive personality might provide a more nuanced view of dispositional proactivity and greater predictive power than the original unidimensional proactive personality.     

Perceived control,nature of risk information and risk taking. An experimental test of a simple taxonomy of uncertainty

Uncertainty may be categorized along two dimensions: (1) the nature of probabilistic information (i.e. frequency information, about the outcomes of similar situations in the past, versus process information, about the way(s) in which a future loss might occur), and (2) the degree of personal control (i.e. the extent to which an activity's outcomes depend on internal factors (e.g. knowledge, skills) versus external (e.g. chance) factors). The effects of variations in both dimensions on people's risk-taking tendency were experimentally studied. In a computerized task, subjects had to stop a fast-moving symbol before it passed a target line. Success yielded a financial gain, failure led them into a ‘penalty task’ with the possibility of a considerable loss. On each trial subjects chose among 10 risk levels (varying symbol speeds): low levels resulted in small but almost sure gains, high levels yielded larger but less probable gains. Across subgroups of subjects, three penalty task characteristics were varied: (1) the actual loss probability, (2) the external versus internal determination of outcomes, and (3) the available risk information. Major findings were: (a) subjects did not set a lower risk level, but they did appear to be more attentive (i.e. they failed fewer trials) when the actual loss probability was lower; (b) internal outcome determination resulted in more failed trials (lesser caution); (c) subjects ignored frequency information, but were sensitive to process information. Results are discussed in terms of effort allocation for controlling risk during task performance.     

The roles of leader emotion management and team conflict for team members' personal initiative: A multilevel perspective

Employees' personal initiative (i.e., their active and future-oriented engagement at work) is of high relevance to organizations that strive for innovation and competitiveness. To better understand its drivers and diminishers, the present study refers to Affective Events Theory and examines the impact of leader emotion management, team conflict, and affective well-being on personal initiative. Data from 300 members of 59 work teams in Germany were gathered from multiple sources at three points in time over the course of 2 weeks. Multilevel analyses indicated that leader emotion management positively affected team members' personal initiative and that this effect was mediated by team members' affective well-being. Data also revealed a contrasting negative indirect effect of task conflict within the team on team members' personal initiative via team members' affective well-being. The study's results suggest that the improvement of leaders' emotion management as well as the establishment of work conditions and experiences that foster affective well-being should be seriously considered by organizations wishing to facilitate personal initiative in team settings.     

Some affective consequences of social comparison and reflection processes: the pain and pleasure of being close

A self-evaluation maintenance (SEM) model of social behavior was described. According to the comparison process, when another outperforms the self on a task high in relevance to the self, the closer the other the greater the threat to self-evaluation. According to the reflection process, when another outperforms the self on a task low in relevance to the self, the closer the other the greater the promise of augmentation to self-evaluation. Affect was assumed to reflect threats and promises to self-evaluation. In three studies, subjects were given feedback about own performance and the performance of a close (friend) and distant (stranger) other on tasks that were either low in self-relevance (Study 2) or that varied in self-relevance (Studies 1 and 3). In Study 1 (N = 31), subjects' performance on simple and complex tasks after each feedback trial served as a measure of arousal. Being outperformed by a close other resulted in greater arousal than being outperformed by a distant other. In Study 2 (N = 30), evaluative ratings of words unrelated to task performance served as an indirect measure of affect. Results indicated that when relevance is low, more positive affect is associated with a friend's outperforming the self than either a friend's performing at a level equal to the self or being outperformed by a stranger. In Study 3 (N = 31), subjects received feedback while their facial expressions were monitored. Pleasantness of expression was an interactive function of relevance of task, relative performance, and closeness of comparison other. The results of all three studies were interpreted as being generally consistent with the SEM model.     

Influence of modeling on self‐set goals: Direct and mediated effects

Research has shown that seeing another person (i.e., a model) perform at a certain level can influence the goal choice and performance of an observer. This study extended these findings by examining the model's effects on two potential explanatory mediators: expectations of reaching different performance levels and valence at those levels. The moderating effects of observer task experience and self‐esteem were also examined. In a repeated measures design, results showed that model performance influenced observers' goals, task performance, expectancies, and valence ratings. Path analyses indicated that expectancies mediated observational effects on goal choice. Results also indicated significant Model x Trial interactions, with a diminishing effect of model influence as personal experience developed. Results are discussed in terms of mediating effects of expectancies and valences on model influences on goal choice as well as the different weights given to social and personal information.     

Conformity on a visual task as a function of personal novelty on attitudinal dimensions and being reminded of the object status of self

An experiment was conducted to test the proposition that a person's level of conformity on a visual task was related to his level of personal novelty on attitudinal dimensions and being reminded that he was an object in the world. Subjects were led to believe that either 95, 50, or 5% of a population of 10,000 held the same position as they did on 10 important attitudinal dimensions. Subjects were then asked to participate in an experiment on visual perception. In this portion of the study, subjects were led to believe that two other subjects consistently disagreed with their estimates and were either shown or not shown their live image on a television monitor. The results of the experiment indicated a positive relationship between novelty on the attitudinal dimensions and both frequency and intensity of conformity on the visual task. As novelty increased, conformity increased. In addition, subjects shown their image on a television monitor during the conformity trials conformed to the bogus others to a greater extent than subjects not shown their image on a television monitor.     

Impressions formed in response to public self-evaluation maintenance strategies

Two studies examined the impressions formed in response to public self-evaluation maintenance strategies. According to Tesser’s (1988) self-evaluation maintenance (SEM) model, a person who has been outperformed by a close other perceives the field of performance as less relevant to preserve self-evaluation. Tesser and Paulhus (1983) showed that this same strategy is used for the purpose of impression management, or public self-evaluation maintenance. The present research examined the SEM model variables from the view of impression formation. In the first study, information regarding field relevance and psychological closeness was conveyed by the experimenter. In this context, field relevance had a significant impact on perception of competence. In the other study, in which the information was conveyed by the target person, relevance and closeness influenced the perception of manipulativeness and sociability. The results are discussed in terms of the importance of investigating the SEM processes from the impression formation perspective.     

Continulty in the Life Story: Self-Defining Memories, Affect, and Approach/Avoidance Personal Strivings

To study affective responses to memories and their relationship to personal strivings, 117 participants (65 males, 52 females) wrote selfdefining memories and indicated their affective responses to the memories. A week later they generated personal strivings, rated them along 10 dimensions, and indicated the relevance of their memories to the strivings. Participants who recalled more memories relevant to the attainment of their strivings felt more positively about their memories. Additionally, participants who listed greater percentages of avoidance strivings also recalled more memories related to the nonattainment of their strivings. Participants with higher percentages of avoidance strivings also recalled less positive memories. In an extension of Emmons's (1986) research, participants' feelings about personal strivings were linked to their affective responses to memories generated a week earlier. These results support a goal-based theory of affect and a role for motivation in memory.     

Independent Threats and Self-Evaluation Maintenance Processes

Abstract

The present study investigated the independence of Self-Evaluation Maintenance (SEM) processes and the larger self-system. SEM processes are activated whenever another's performance is made salient relative to one's own. According to the SEM model, when one is outperformed by a close other on a task high in self-relevance, self-esteem is lowered and a negative affect state is generated. When one is outperformed by a close other on a task low in self-relevance, however, self-esteem and positive affect are actually enhanced, because one can take pride in the other's accomplishments. There are many sources of threat or enhancement to self-esteem, however, that are unrelated to one's performance relative to another's. The present study, using American undergraduates as subjects, examined the impact that these unrelated self-esteem threats or enhancements might have on SEM processes, that is, whether a prior unrelated ego-threatening or ego-enhancing experience modulates the effects of SEM processes. It was expected that a prior ego-threatening experience would augment the impact of SEM variables, whereas an ego-enhancing experience would attenuate the effect. Results, however, indicated little interaction between SEM processes and unrelated threats or enhancements to self-esteem.     

Idiographic complexity and the common personality dimensions insensitivity,extraversion, neuroticism,and orderliness

This paper reports on an attempt to investigate empirically whether the common personality dimensions S or Insensitivity, E or Extraversion, N or Neuroticism, and G or Orderliness, as postulated in Van Kampen's modification of Eysenck's PEN model, would in principle give rise to the same level of predictive accuracy as a set of personal traits obtained in each of a series of assessments of separate individuals. Using a special methodology to ‘convert’ the nomothetic dimensions into factors that are of idiographic relevance, (within‐person) correlations and multiple correlations between the idiographic traits and the nomothetic dimensions S, E, N, and G (predictors) were computed in a sample of 83 subjects. Results showed that the idiographic traits could be expressed in most cases as linear combinations of the four idiographically converted nomothetic factors, and that the degree to which an individual's idiographic data could be explained nomothetically was unrelated to this individual's conformity to the nomothetic zero‐correlational structure of the four dimensions. Copyright © 2000 John Wiley & Sons, Ltd.     

The Influences of Performance Cues and Observational Focus on Performance Rating Accuracy1

The present study examined the effects of observational focus and performance cues on rating accuracy. It was hypothesized that these two factors would affect ratings independently: a) subjects given a good performance cue would rate the target more positively than subjects given a poor performance cue and, b) subjects using an event focus would rate the target person more accurately than subjects using a person focus. One hundred twenty undergraduates viewed the same videotape and subsequently stated which of a set of 48 behaviors were exhibited by the target person. The results supported the hypothesized performance cue effect. Observational focus did not have the hypothesized main effect on rating accuracy but was involved in a four-way interaction. The interaction indicated that, as the focus of the subject's attention broadened to the entire event, the errors associated with the performance cue effect were lessened. The subjects using an event focus were likely to generate ratings characterized by a positivity bias, whereas those using a person focus were more likely to generate ratings biased by performance cues.     

The Effects of Victimization on Reactions to Other Victims1

A study was conducted to investigate the conditions under which the experience of victimization alters one's responses to other victims. Subjects were led to believe they either had been fairly paid for their work on a task (nonvictims) or had been underpaid (victims). Half the subjects believed that the treatment they had received was based upon personal information they had revealed about themselves (responsible subjects), while the others believed their treatment had nothing to do with them personally (not responsible subjects). All subjects were given an opportunity to evaluate, judge similarity to, and pay a second victim who was believed to be either “responsible” or “nor responsiile” for his plight. The results generally supported the experimental hypotheses. The impact the experience of victimization had on an individual's responses to another victim depended upon the individual's perception of his own state. The directionality of such altered responses was determined by the individual's perception of the other's state.     

Employable,committed, and thus well-performing: a matter of interdependent forward-looking social exchange

This study probes the relationship between perceived external employability (i.e., the individual’s perception of available jobs on the external labour market) and affective commitment and performance within the framework of social exchange. An innovative feature is that we advance perceived external employability as a commodity of interdependent forward-looking exchange: employees who perceive themselves as externally employable anticipate successful exchange, which drives further responses, both relational (i.e., affective organizational commitment) and behavioural (i.e., performance). Strong features of this study are that we include (a) both the organization and the workgroup as foci of affective commitment, and (b) task, helping, and counterproductive behaviour as indicators of performance. Results from cross-lagged, structural equation modelling (SEM) analyses on two-wave survey data (N = 458 Belgian employees) largely align with our idea: perceived external employability has a positive cross-lagged effect on affective organizational and workgroup commitment. The two foci of commitment in turn have a cross-lagged effect on performance, positive in the case of helping behaviour and negative in the case of counterproductive behaviour. No significant cross-lagged effects were found in relation to task behaviour. We discuss these results in the light of Social Exchange Theory and potential routes for future research.     

Measuring facial identity and emotion integration using the redundancy gain paradigm

Early theories on face perception posit that invariant (i.e., identity) and changeable (i.e., expression) facial aspects are processed separately. However, many researchers have countered the hypothesis of parallel processes with findings of interactions between identity and emotion perception. The majority of tasks measuring interactions between identity and emotion employ a selective attention design, in which participants are instructed to attend to one dimension (e.g., identity) while the other dimension varies orthogonally (e.g., emotion), but is task irrelevant. Recently, a divided attention design (i.e., the redundancy gain paradigm) in which both identity and emotion are task relevant was employed to assess the interaction between identity and emotion. A redundancy gain is calculated by a drop in reaction time in trials in which a target from both dimensions is present in the stimulus face (e.g., “sad Person A”), compared with trials with only a single target present (e.g., “sad” or “Person A”). Redundancy gains are hypothesized to point to an interactive activation of both dimensions, and as such, could complement designs adopting a selective attention task. The initial aim of the current study was to reproduce the earlier findings with this paradigm on identity and emotion perception (Yankouskaya, Booth, & Humphreys, Attention, Perception, & Psychophysics, 74(8), 1692–1711, 2012), but our study failed to replicate the results. In a series of subtasks, multiple aspects of the design were manipulated separately in our goal to shed light on the factors that influence the redundancy gain effect in faces. A redundancy gain was eventually obtained after controlling for contingencies and stimulus presentation time.     

Media Exposure,Perceived Personal Impact,and Third-Person Effect

This article examines the influence of perceived personal impact on third-person perception and on protective behaviors in connection with exposure to media coverage of the H1N1 swine flu pandemic. Survey results show that the perceived personal impact of the disease spreading in the local community positively predicts perceived media effects on self and others. However, its impact on self-evaluation of media effect is more salient and, thus, negatively influences third-person perception. In terms of corresponding behaviors, people's concerns for their own safety rather than for others' predict the intention to take protective measures. The greater the third-person perception, the less likely that people will take protective actions.     

Facing an incompetent leader: The effects of a nonexpert leader on subordinates' perception and behaviour

We investigated the effects of a leader's task-incompetence on how subordinates perceive and interact with their leader. In Study 1, 80 participants in a subordinate role interacted via e-mail and in Study 2, 80 participants interacted face-to-face with either a competent or an incompetent leader on a problem-solving task. Participants' dominance behaviour, how much they resisted the leader's influence, their perception of the leader, and their task involvement were assessed. As predicted, subordinates perceived the leader's incompetence as a lack of power and compensated for it by taking on a more powerful position themselves (i.e., more dominance behaviour, more resistance to the leader's influencing attempts). In sum, having a task-incompetent leader affects not only the subordinates' perception of the leader but also how the subordinate interacts with the leader.     

Empathy as a cognitive inhibitor of interpersonal aggression

The studies presented in this paper examined empathy, especially perspective taking, as a potential inhibitor of interpersonal aggression. The theoretical rationale for these investigations derived from Zillmann's [(1988): Aggressive Behavior 14: 51–64] cognitive excitation model. Study 1 revealed that dispositional empathy correlates negatively with self-reported aggression and with conflict responses that reflect little concern for the needs of the other party. Empathy also was positively related to constructive responses to interpersonal conflict (i. e., those that do involve concern for the needs of the other party). In Study 2, perspective taking was manipulated with instructions to subjects prior to participation in a reaction-time task designed to measure aggression. When threat was relatively low, subjects who were instructed to take the perspective of the target responded less aggressively than did those who had been instructed to focus on the task. Study 3 examined the effect of dispositional perspective taking on verbal aggression. Threat was manipulated in terms of the combination of provocation and gender of the interactants. As predicted, perspective taking related to aggression inhibition under conditions of moderate threat–for males under low provocation and females under high provocation. These effects were predicted and explained in the context of the cognitive-excitation model. © 1994 Wiley-Liss, Inc.     

The role of task difficulty and affect activation level in the use of affect as information

The current research examined task difficulty and affect activation level as factors that determine the relevance of affect as information in a performance context. Participants viewed a series of pictures designed to elicit an affective state that was high or low in activation and positive or negative in valence. They completed an easy or difficult anagram task and then rated their satisfaction with their performance. Analyses revealed that low activation affect was used as information for judging one's performance on the difficult task and high activation affect was used as information for judging one's performance on the easy task. In these cases, the valence of participants' affect influenced their judgments about their performance, such that positive affect resulted in greater satisfaction. These findings suggest that affective states with activation levels that match one's typical level of energy after a particular task are seen as more relevant for judging one's performance.     

Interaction among auditory dimensions: timbre, pitch, and loudness

In two experiments, we examined whether or not pairs of auditory dimensions--timbre-loudness (Experiment 1) and timbre-pitch (Experiment 2)--interact in speeded classification. Subjects classified values from one dimension while the other dimension was (1) held constant (baseline), (2) varied orthogonally (filtering), or (3) correlated linearly. The subjects showed substantial Garner interference when classifying all dimensions--that is, poor performance at filtering relative to baseline. Timbre and loudness displayed redundancy gain (i.e., performance faster than baseline) when correlated positively, but redundancy loss (i.e., interference) when correlated negatively. Timbre and pitch displayed redundancy gain however dimensions were correlated. Both pairs of dimensions showed substantial effects of congruity: Attributes from one dimension were classified faster when paired with "congruent" attributes from the other dimension. The results are interpreted in terms of an interactive multichannel model of auditory processing.