Type A behaviour,financial performance and organizational growth in small business firms

Eight hundred randomly selected members of the Smaller Business Association of New England were mailed the Jenkins Activity Survey (JAS) and a biodata questionnaire. A total of 368 chief executive officers completed both instruments, representing a response rate of 46***.0 per cent. Based on the JAS, 82 per cent of the respondents were characterized by the Type A or coronary-prone behaviour pattern. Corporate performance was plotted against Type A and B scores. Firms run by Type As showed a higher return on investment and greater five-year growth in sales revenue than firms run by Type Bs, but this pattern was found only for the Job Involvement subscale.     

Assessment of implicit motives with a research version of the TAT: picture profiles, gender differences, and relations to other personality measures

Four hundred twenty-eight participants wrote imaginative stories in response to 6 picture cues of a research version of the Thematic Apperception Test (TAT; Morgan & Murray, 1935). Story protocols were coded for n (need) Power, n Achievement, and n Affiliation using Winter's (1991) integrated scoring system that provided detailed information about the motive profiles of individual picture cues. In general, picture cues differed strongly from each other with regard to how many scorable instances of power, achievement, or affiliation imagery they elicited. The n Affiliation, but not n Power, n Achievement, or activity inhibition--a measure of impulse control--was found to be higher in (a) women than in men and (b) individuals tested in a group than in individuals tested individually. TAT motive measures showed no significant overlap with questionnaire measures of motivational orientation (German Personality Research Form; Stumpf, Angleitner, Wieck, Jackson, & Beloch-Till, 1985) or traits (German NEO-Five-Factor Inventory; Borkenau & Ostendorf, 1993).     

Motives, involvements, and leadership among black college students

Thematic Apperceptive measures of achievement, affiliation, and power motives, together with consensual judges’ ratings for several clusters of attitudes, beliefs, and actions, and objective data on office-holding were obtained from thirty-eight Black undergraduate university students Overall, need for Power was related to holding office, being rated as influential, and participating in the Black Repertory Theatre. Among Northern-reared Blacks, need for Power related to ratings of activity in the extramural Black community and distrust of the System, among Southern-reared Blacks, need for Power and need for Achievement related to ratings of Pragmatism.     

Male-oriented vs. balanced-as-to-sex thematic apperception tests

Measures of need Achievement, need Affiliation, and need Power were obtained for 124 working managers (62 female, 62 male) using both McClelland's traditional male-oriented thematic apperception test (TAT) and a set of picture cues balanced-as-to-sex. Two-way analysis of variance was performed in a 2 x 2 factorial design (sex by version of TAT). F tests were conducted to test significance at the .05 level. Results indicate both sets are interchangeable in determining need Achievement and need Power distinctions between managerial women and men, Absolute scores are also comparable. For need Affiliation, however, motivation scores are not comparable and interchangeability is clouded, suggesting cue modification may be needed.     

Male-Oriented vs. Balanced-as-to-Sex Thematic Apperception Tests

Measures of need Achievement, need Affiliation, and need Power were obtained for 124 working managers (62 female, 62 male) using both McClelland's traditional male-oriented thematic apperception test(TAT) and a set of picture cues balanced-as-to-sex. Two-way analysis of variance was performed in a 2 × 2 factorial design (sex by version of TAT). F tests were conducted to test significance at the .05 level. Results indicate both sets are interchangeable in determining need Achievement and need Power distinctions between managerial women and men, Absolute scores are also comparable. For need Affiliation, however, motivation scores are not comparable and interchangeability is clouded, suggesting cue modification may be needed.     

Regulatory focus systems and personal values

The present studies sought connections between two highly influential, but separate motivational systems: the regulatory foci and personal values. Study 1 (N = 173) showed that promotion focus was positively associated with Achievement and negatively with Tradition values, whereas prevention focus was positively associated with Conformity and Security values, and negatively with Self‐Direction and Stimulation values. Furthermore, interdependent self‐construal moderated trait prevention focus' associations with Power, Benevolence, Universalism, and Conformity values. Study 2 (N = 150) showed that a promotion‐framed message evoked more compliant behavior among those scoring high on Stimulation, Achievement, and Self‐Direction values, but that a prevention‐framed message evoked more compliance among those high in Conformity values. The results suggested that the regulatory foci are associated with certain values, and that these values may increase motivation in promotion‐ versus prevention‐relevant situations. Copyright © 2008 John Wiley & Sons, Ltd.     

A comparison of three measures of the motive to avoid failure:

Individual's motive to avoid failure has typically been assessed by one of three different measures, the Hostile Press scoring system, the Test Anxiety Questionnaire, and Resultant Achievement Motivation. The present research tested the ability of these three measures to predict the two major behavioral criteria of the motive to avoid failure: defensiveness on level of aspiration tasks, and choice of extreme (high or low) probability of success tasks rather than intermediate level of difficulty tasks. Subjects completed the Thematic Apperception Test, which was scored for need for Achievement and the Hostile Press measure of fear of failure. Subjects also completed the Test Anxiety Questionnaire, the Achievement Test Preference Questionnaire, and an anagram level of aspiration task. The results demonstrated that only the Hostile Press measure was significantly related to the two behavioral criteria, and led the authors to conclude that the Hostile Press measure should be used in future assessment of the fear-of-failure motive.     

ACHIEVEMENT, POWER AND MANAGERIAL MOTIVATION: SELECTING MANAGERIAL TALENT WITH THE JOB CHOICE EXERCISE

Relying on McClelland's theory of need for Achievement ( n Ach) and need for Power ( n Pow) this paper hypothesizes that high managerial motivation consists of both high n Ach and high n Pow, and that low managerial motivation consists of both low n Ach and low n Pow. Using the Job Choice Exercise, which is a decision modeling approach to the measurement of n Ach and n Pow, 172 respondents from several different samples were investigated to test these hypotheses. Those who scored high in managerial motivation had higher managerial performance than others, had a higher managerial promotion rate than others, were more likely to be campus leaders than others, or were more likely to be managers than blue collar workers. The opposite was found for low managerial motivation except for managerial performance where there was insufficient data. No difference between the sexes or between the races was found on either the high or the low managerial motivation measure in a nationwide sample of 1,417. Based on these results, the managerial selection implications and early identification of managerial talent implications are discussed.     

Hedonism,Achievement, and Power: Universal values that characterize the Dark Triad

Using a sample of Swedes and Americans (N = 385), we attempted to understand the Dark Triad traits (i.e., Machiavellianism, narcissism, and psychopathy) in terms of universal social values. The Dark Triad traits correlated significantly with all 10 value types, forming a sinusoid pattern corresponding to the value model circumplex. In regression analyses, Machiavellianism and narcissism were positively associated with the values Achievement and Power, while psychopathy was positively associated with the values Hedonism, and Power. In addition, the Dark Triad traits explained significant variance over the Big Five traits in accounting for individual differences in social values. Differences between the Swedish and the US sample in the social value Achievement was mediated by the Dark Triad traits, as well as age. Given the unique complex of values accounted for by the Dark Triad traits compared to the Big Five traits, we argue that the former account for a system of self-enhancing “dark values”, often hidden but constantly contributing in evaluations of others.     

Need for Cognition and Affective Orientation as Predictors of Sales Performance: An Investigation of Main and Interaction Effects

Two constructs—need for cognition (NFC) and affective orientation (AO)—might be helpful in explaining and ultimately predicting two measures of sales performance: a self-rated behavioral measure and an objective sales measure. Specifically, we hypothesize (1) a positive relationship between NFC and sales performance; (2) a positive relationship between AO and sales performance; and (3) a positive interaction effect between NFC and AO on sales performance. The results of this study revealed both NFC and AO correlated with self-rated behavioral performance but only NFC correlated with both performance measures; suggesting that need for cognition may be the more influential of the two for sales organizations concerned with selling behaviors as well as sales outcomes. The hypothesized interaction effect was not supported.     

Predicting counterproductive work behavior: Do implicit motives have incremental validity beyond explicit traits?

This study extends research on the link between personality and Counterproductive Work Behavior (CWB) by investigating whether the implicit Affiliation, Achievement, and Power motives contribute to the prediction of CWB beyond basic personality traits. Employees high in Affiliation, Achievement, and Power motives may disengage from CWB because it is not rewarding and thwarts goal attainment. In Study 1 (N = 263), we found that Affiliation predicted self-rated CWB beyond traits. In Study 2 (N = 121), we found that Affiliation and Power predicted supervisor-rated CWB. Our findings thus suggest to also consider implicit motives as personality determinants of CWB.     

CEO Servant Leadership: Exploring Executive Characteristics and Firm Performance

This study offers an examination of the relationships between chief executive officer (CEO) servant leadership, the executive characteristics of narcissism, founder status, and organizational identification, and firm performance in a sample of 126 CEOs in technology organizations. Analysis of data gathered over multiple periods revealed a negative relationship between CEO narcissism and servant leadership, and a positive relationship between founder status (i.e., founder or nonfounder) and servant leadership. Furthermore, CEO organizational identification served as a partial mediating mechanism linking narcissism and founder status to servant leadership. In turn, CEO servant leadership predicted subsequent firm performance (measured as return on assets). The results of this study have implications for researchers interested in better understanding the predictors and consequences of servant leadership and for practitioners concerned with combating negative or selfish executive leadership behaviors and employing servant leadership for the organization's benefit.     

Personality and Sales Performance: Situational Variation and Interactions between Traits

Recognizing that associations between personality and job performance can depend on situational characteristics, three samples of proactive, commission‐earning sales‐people were studied. Objective sales were found to be a function of individuals' Achievement Orientation and Potency, but also of low Agreeableness. Associations with Conscientiousness were not contingent on the level of other Big Five characteristics.     

The need for power and fear of assertiveness in English-speaking South African female graduates

The present study demonstrated that Winter's (1973) power arousal procedure and scoring system for the need for power, which were developed in the United States, are valid for English-speaking South African female graduates. Subjects in whom the need for power had been aroused by a prerecorded inspirational speech (n = 20) had significantly higher n Power scores than matched nonaroused subjects (n = 20), T2(8, 31) = 56.17, p less than .01. Further, it was argued that the fear of assertiveness is a component of the need for power, and a scoring system for measuring this motive was suggested. Fear of assertiveness was shown to correlate significantly with various behavioral and dispositional measures of assertiveness, relating especially to a dependency pattern of behavior.     

The Effects of Hardiness and Cultural Distance on Sociocultural Adaptation in an Expatriate Sales Manager Population

International corporations are increasingly concerned about expatriate executive attrition. There is an urgent need to develop methods for identifying the antecedents to successful expatriate performance. In choosing sales managers for international assignments, special attention should be paid to the candidate’s psychological hardiness and cultural distance between the home and host countries. An empirical study was conducted based on 544 responses from expatriate sales managers originating from 62 countries who are serving in 77 different countries around the globe. Using hierarchical regression, the authors tested main effects of both cultural distance and psychological hardiness on the sales manager’s ability to adapt to a new cultural environment. In addition, psychological hardiness was tested as a moderator of the relationship between cultural distance and sociocultural adaptation. Results suggest that practitioners now include both scales as determinants for justification when selecting expatriate sales assignments. Practically speaking, with both global cultural distance and hardiness scores in hand, companies can better select appropriate personnel who will be able to cope with cultural differences in international placements. Finally, this research provides the first known scholarly study of psychological hardiness in the marketing and sales literature.     

No effects of executive control depletion on prospective memory retrieval processes

Research has suggested that prospective memory retrieval is reliant on executive control processes, and the degree to which these processes are necessary for intention fulfillment is dependent on a host of variables related to the prospective memory task. Based on results suggesting that aspects of the prospective memory task vary in their need for executive control, the current study examined the possibility that executive control depletion from the Stroop task would negatively transfer to prospective memory performance. Depletion of executive control, measured objectively in a Stroop task, did not impair prospective memory performance in either low or high cue-target association conditions. However, participants’ subjective assessments of their own cognitive fatigue correlated significantly with their prospective memory performance, regardless of the association between cues and target responses.     

The Teddy-Bear Effect: Does Having a Baby Face Benefit Black Chief Executive Officers?

ABSTRACT— Prior research suggests that having a baby face is negatively correlated with success among White males in high positions of leadership. However, we explored the positive role of such "babyfaceness" in the success of high-ranking Black executives. Two studies revealed that Black chief executive officers (CEOs) were significantly more baby-faced than White CEOs. Black CEOs were also judged as being warmer than White CEOs, even though ordinary Blacks were rated categorically as being less warm than ordinary Whites. In addition, baby-faced Black CEOs tended to lead more prestigious corporations and earned higher salaries than mature-faced Black CEOs; these patterns did not emerge for White CEOs. Taken together, these findings suggest that babyfaceness is a disarming mechanism that facilitates the success of Black leaders by attenuating stereotypical perceptions that Blacks are threatening. Theoretical and practical implications for research on race, gender, and leadership are discussed.     

Career Saliency and Its Relation to Certain Needs,Interests, and Job Values

This study examined the concept of Career Saliency and its relation to certain needs, interests, and job values. 68 men and 118 women, juniors and seniors in college, were categorized into high, medium, and low saliency groups. Results indicated that the need for Heterosexuality, Achievement, and Endurance appear to be significant variables in determining Career Saliency. While the MF scores on the SVIB did not differentiate the groups, OL scores seem to be positively correlated to Career Saliency. Job values—Prestige, Steady Work, and Desire to Become Famous—differentiated the saliency groups in varying degrees. Sex differences on Career Saliency were found to be highly significant.     

Executive function in children with high and low attentional skills: Correspondences between behavioural and cognitive profiles

Cognitive performance was compared between two groups of typically developing children, who had been observed and rated as differing significantly in their attentional skills at school. The participants were 24 8‐ and 9‐year‐old children scoring poorly relative to peers, on a classroom observation scale and teacher rating scale for attention, hyperactivity, and impulsivity [low‐attentional skills (LAS) group] and 24 sex‐ and age‐matched children scoring at a high level compared to peers [high‐attentional skills (HAS) group]. The two groups were compared on a series of cognitive tasks to assess executive function (EF). The LAS group performed within the typical range yet at a significantly lower level than the HAS group on the majority of the EF tasks administered, namely working memory and inhibition measures, even though there were no significant differences between the groups on a measure of intellectual ability. Working memory measures followed by measures of inhibition emerged as the best predictors of group membership. These findings provide empirical evidence that there are individual differences in attentional skills. Specifically, that there is a relationship between behavioural inattention, hyperactivity, and impulsivity and cognitive performance on working memory and inhibitory control tasks.