Do Birds of a Feather Cheat Together? How Personality and Relationships Affect Student Cheating

Academic misconduct is widespread in schools, colleges, and universities and it appears to be an international phenomenon that also spills over into the workplace (Nonis and Swift 2001; Sims 1993; Stone et al. 2011). To this end, while a great deal of research has investigated various individual components such as, demographic, personality and situational factors that contribute to cheating, research has yet to examine why students help others cheat and which students are being asked to help others cheat. In this study, we investigated if the closeness of the relationship to the individual requesting help in cheating to the individual being asked to help cheat, influenced the decision to help cheat. We also investigated if past cheating behavior predicted how an individual would respond to requests to cheat. Additionally, we sought to answer the following questions; whether minor cheating is more prevalent than serious cheating, what personality factors predict helping others cheat, who is helped, and how people rationalize helping others cheat. Results indicate minor cheating to be more prevalent, prudent personalities are less likely to have cheated or to help others cheat, individuals are more likely to help friends cheat than to help strangers, and past cheating behaviors is indicative of helping others to cheat. Implications for research and practice are discussed.     

An Examination of the Relationship Between the Work–School Interface,Job Satisfaction,and Job Performance

Purpose

This study provides a comprehensive examination of how the work–school interface relates to work outcomes such as task performance and job satisfaction. Additionally, this study builds upon past research by examining a range of work- and school-related resources and demands that collectively influence the work–school interface.

Design/Methodology/Approach

Data were obtained from 170 working undergraduate students at multiple time points over the course of a semester, as well as from participants’ supervisors at the organizations in which the students work.

Findings

The strongest antecedent of job satisfaction, interpersonal facilitation, and job performance was work–school facilitation. Demands in one role create pressures in the other. Contrary to expectations, job demands positively related to work–school facilitation, while school demands positively related to school–work facilitation.

Implications

For practitioners, this study highlights the need to better understand the interplay between school and work roles for employees at a time when continuing education is emphasized. Employers benefit from the performance gains and positive attitudinal shifts that stem from experiences of facilitation between roles. From a theoretical perspective, this study reveals a unique pattern of results that adds to our understanding of the dynamics involved in the integrated work–school routines of working students.

Originality/Value

This is one of the first studies to investigate the relationships between four bi-directional forms of the work–school interface and subsequent multi-source assessments of organizational outcomes. As such, it offers an examination of how conflict and facilitation from both the work and school domains relate to work outcomes.

     

Who Abuses Their Coworkers? An Examination of Personality and Situational Variables

ABSTRACT

This study examines predictors of abusive employee behavior toward coworkers. We examined two personality variables, negative affectivity and political skill, and two situational relationship variables—team member exchange and coworker relationship conflict. We tested our hypotheses with data obtained from a sample of 232 working employees. We found that political skill and team member exchange were negatively related to coworker abuse, whereas negative affectivity and relationship conflict were positively related. Additionally, we found statistical support for the negative affectivity-relationship conflict, political skill-team member exchange, and political skill-relationship conflict interactions. Practical implications and directions for future research are provided.     

Do Professional Women Have Lower Job Satisfaction Than Professional Men? Lawyers as a Case Study

A central paradox in studies of gender and jobsatisfaction is why women's job satisfaction is notlower than men's, given that women's jobs are ofteninferior. The explanation most commonly used is that women have lower expectations than men becausethey compare themselves to women while men comparethemselves to men. However, general studies maybemasking a gender difference in higher occupationallevels. The current study explores this possibility byanalyzing the 326 lawyers in the 1990 National Survey ofLawyers' Career Satisfaction. Of the women, 9% wereminorities, and of the men, 3%. It is found that women have significantly lower jobsatisfaction. Women's lower job satisfaction is dueprimarily to their lack of influence and promotionalopportunity. The results support the assertion thatprofessional women have the same expectations asprofessional men, not lower, but because of inequalityin opportunity, the women have lower jobsatisfaction.     

The Dispositional Flow Scale–2 as a Measure of Autotelic Personality: An Examination of Criterion-Related Validity

The Dispositional Flow Scale–2 (DFS–2; Jackson & Eklund, 2002) may be one of the most promising measures for assessing Csikszentmihalyi's (1990) construct of “autotelic personality.” Despite strong internal validity, external validity of the DFS–2 remains open. We used 2 methods to provide evidence for external validity: (1) multiple-time assessments of experience sampling (1,856 entries generated over 7 days) to derive aggregate indices of criterion validity; and (2) single-time assessments of flow and personality for additional criterion-related validity. For single-time assessments of flow, we used a modified version of the Flow Questionnaire (Csikszentmihalyi & Larson, 1984). To assess personality, we included a measure of the Five-factor traits using the Revised NEO Personality Inventory (Costa & McCrae, 1992). A path model of NEO domains, DFS–2 global scores, and experience sampling aggregates fit the data well.     

The Cognitive Ability Test as a Predictor of Job Performance: Is its Validity Affected by Job Complexity and Tenure Within the Organization?

Two measures of job performance of 301 employees of a manufacturing enterprise in Québec (the criteria) were used to assess the stability of predictive validity over time of two specific intelligence tests, OTIS and BETA, whilst the moderating effects of two other variables, tenure and job complexity, were also examined. The predictive validity of the tests was not time-based but when job complexity was considered, the validity increased in relation to the complexity of the job.     

Job Control and Job Stressors as Predictors of Proactive Work Behavior: Is Role Breadth Self-Efficacy the Link?

Previous research showed that job stressors are positively related to proactive work behavior. This study examines if these relations can be generalized to supervisor-rated proactive behavior and if relations of job stressors (time pressure, situational constraints) and job control with proactive behavior can be explained by role breadth self-efficacy as an underlying mechanism. We used supervisor ratings of proactive behavior (personal initiative, taking charge) from 140 employees working in small and medium-sized companies. Multilevel path analyses supported a partial mediation model. Job control and time pressure were positively related to role breadth self-efficacy, and role breadth self-efficacy was positively related to proactive behavior. Job control had also a direct relation with proactive behavior. The relation between situational constraints and proactive behavior was not significant.     

Finding Female Fulfillment: Intersecting Role-Based and Morality-Based Identities of Motherhood, Feminism, and Generativity as Predictors of Women’s Self Satisfaction and Life Satisfaction

Focused on 113 U.S. mothers of college-aged daughters, we extend the existent role-based identity literature to address role- and morality-based identities and their ties to women’s fulfillment. Specifically, women’s identities as mothers, feminists, and generative individuals were assessed for their associations with each other, as well as their unique and combined associations with women’s self satisfaction and life satisfaction. Across the results, generativity yielded the greatest significance. Women with higher generativity identity report having higher self satisfaction and life satisfaction; women who were highly committed to mothering have stronger associations between generativity and life satisfaction. Women with strong generativity identities also tend to identify themselves as feminists. Feminist and mothering identity were not related to one another nor directly tied to satisfaction with one’s self nor life. Implications are discussed regarding continued assessment of role- and morality-based identity intersections as well as to the functions and limitations of the three identities and their assessment featured herein.     

Do Youth Development Programs Matter? An Examination of Transitions and Well-Being Among Military Youth

The current correlational study examines the association between internal and external military family contextual factors (e.g., parental rank, having multiple military parents, school changes, living more than 30 min from a military installation, parental deployment, relationship provisions) and military youth well-being outcomes (i.e., depressive symptoms, anxiety, self-efficacy) in a sample of children of active duty military members (i.e., military youth). Data from 749 military youth, ages 11–14, were analyzed using structural equation modeling. The model explained a reasonable amount of the variation in the outcomes of interest (r-square statistics for depressive symptoms, anxiety, and self-efficacy were .151, .018, and .086, respectively). Results indicated that military youth who reported more social provisions experienced fewer depressive symptoms and more self-efficacy. Youth who reported certain military risk factors (i.e., parental rank; living farther from the military installation; multiple school changes) were associated with decreased well-being (i.e., more depressive symptoms and anxiety and less self-efficacy). However, findings suggest that participation in military programs may serve a moderating or buffering factor for these youth.     

Multidimensionality of Well-Being and Spillover Effects Across Life Domains: How Do Parenthood and Personality Affect Changes in Domain-Specific Satisfaction?

Whether having children improves our well-being is a long-standing topic of debate. Demographic and sociological research has investigated changes in individuals’ overall well-being and partnership satisfaction when they become parents. However, little is known about how becoming parent may produce vulnerability—observable as an enduring decrease in well-being—in life domains that are strongly interdependent with the family domain, such as work and leisure. Linking life-course and personality psychology perspectives, the authors examine the trajectories of subjective well-being—measured as satisfaction with life, work, and leisure—3 years before and 3 years after the transition to parenthood. The authors particularly focus on the moderating effects of gender and personality. Using data from the German Socio-Economic Panel (1984–2013) and multilevel growth curve modeling, the authors show strong gender-based vulnerability in how people react to parenthood. Although men display a nonlinear pathway of decreasing life satisfaction and a stable trajectory of job satisfaction, women experience more changes in their satisfaction with work and more dramatic decreases in leisure satisfaction. Contrary to most of our expectations, the moderating effects of personality were modest. Extraversion influenced the trajectories of work satisfaction, whereas neuroticism and conscientiousness affected the pathway of leisure satisfaction for women only. This article shows that the transition to parenthood influences well-being trajectories in specific domains, and this influence differs between women and men.     

Moderation or Mediation? An Examination of the Role Perceived Managerial Support has on Job satisfaction and Psychological Strain

Employees are vital assets for an enterprise and therefore need to be valued by their employers. Employers can create a safe and reduced stress environment to work; managers thus provide organizational support through their managerial role by caring for their subordinates’ well-being and by providing work advisory. By providing the managerial support to the employees, organizations can reduce costs and increase productivity. Past research has investigated the role of organizational support on stress as a single model either moderating or mediating role. The previous findings were also inconsistent. The purpose of this study was to test both the mediating and the moderating effect of the perceived managerial support on role stressors and psychological outcomes. This study used 380 participants taken from several small firms in Thailand. The results confirmed the mediation role of perceived managerial support, but not the moderation effect.     

What Is Too Much or Too Little? The Curvilinear Effects of Job Tension on Turnover Intent,Value Attainment,and Job Satisfaction

This study addressed 2 relatively unexplored issues in the current job stress literature. First, a significant body of research has substantiated a curvilinear relationship between job tension and performance without examining the potential impact of work stress on other important outcomes. Second, past research has failed to control for the influence of role stressors and other important variables that might alter the job-tension/work-outcomes relationship. We hypothesized that experienced job tension would predict turnover intent, value attainment, and job satisfaction, and that this relationship would be nonlinear. Data gathered from 270 hotel managers confirmed our hypotheses. Notably, tension predicted turnover intent (U shape), value attainment (inverted-U shape), and job satisfaction (inverted-U shape) in the expected manner, while explaining additional variance beyond that contributed by demographic factors, role stressors, and linear tension terms. Implications of these findings for theory and practice, as well as avenues for future research are provided.     

Who Finds Bill Gates Sexy? Creative Mate Preferences as a Function of Cognitive Ability,Personality, and Creative Achievement

Creativity is sexy, but are all creative behaviors equally sexy? We attempted to clarify the role of creativity in mate selection among an ethnically diverse sample of 815 undergraduates. First we assessed the sexual attractiveness of different forms of creativity: ornamental/aesthetic, applied/technological, and everyday/domestic creativity. Both males and females preferred ornamental/aesthetic forms of creativity in a prospective sexual partner than applied/technological and everyday/domestic forms of creativity. Secondly, we assessed the simultaneous prediction of general cognitive ability, personality, divergent thinking, self‐perceptions of creativity, and creative achievement on preferences for different forms of creativity in a prospective sexual partner. The results were generally consistent with assortative mating. The most robust predictors of a preference for applied/technological forms of creativity in a potential sexual partner were intellectual interests and creative achievement in applied/technological domains. In contrast, the most robust predictor of a preference for ornamental/aesthetic forms of creativity was openness to experience. The results suggest that openness to experience and its associated aesthetic, perceptual, and affective aspects are the primary characteristics influencing the sexual attractiveness of a creative display. Further, the results demonstrate the importance of also taking into account individual differences in personality, interests, and creative achievement when considering the sexual attractiveness of different manifestations of creativity.     

When Do Employees Identify? An Analysis of Cross‐Sectional and Longitudinal Predictors of Training Group and Organizational Identification1

Organizational research has shown the impact of organizational identification on employees' attitudes and behavior, and its relevance for economic success ( Haslam, 2004 ). Furthermore, the necessity to differentiate levels of identification within organizations has been emphasized ( van Knippenberg & van Schie, 2000 ). Little is known, however, about predictors of different identification levels within organizations and their influence on the development of identification. In a longitudinal study with training groups of flight attendants, we investigated how foci of identification (training group, organization) were differentially predicted by cross‐sectional and longitudinal variables. Interpersonal attraction related to training group identification, whereas professional motivation related to organizational identification. Furthermore, expected job circumstances and professional motivation were longitudinal predictors for training group identification and organizational identification, respectively.     

How Does the Life Satisfaction of the Poor,Least Educated,and Least Satisfied Change as Average Life Satisfaction Increases?

We study subjective life satisfaction inequality in the United States using panel data from the 2005 to 2010 Behavioral Risk Factor Surveillance System. We aggregate individual level data to the state level and study how the average self-reported life satisfaction of various income, education, and life satisfaction groups changes with the average self-reported life satisfaction of the state. We find that the subjective life satisfaction of the least satisfied does not increase in equal proportion with the average life satisfaction of society, suggesting that increasing satisfaction levels are likely to lead to greater life satisfaction inequality. However, the life satisfaction of the poorest and least educated does increase in equal proportions with average life satisfaction.     

Does Salesperson Perception of the Importance of Sales Skills Improve Sales Performance,Customer Orientation,Job Satisfaction,and Organizational Commitment,and Reduce Turnover?

This research was designed to determine whether salesperson perceptions regarding the importance of specific sales skills and behaviors relate positively to sales performance, customer orientation, job satisfaction, organizational commitment, and lower levels of turnover intentions. The development of the sales skill measure resulted in the creation of two different scales, one focused more on traditional sales skills and the second on more consulting-oriented sales behaviors. The results and conclusions provide support for the concept that skill/behavior development and assessment are worthy pursuits for sales managers and their organizations.     

Do People Prefer to Pass Along Good or Bad News? Valence and Relevance of News as Predictors of Transmission Propensity

Anecdotal evidence seems to indicate that exaggeratedly bad news may propagate in the marketplace of ideas. Three studies investigate whether people prefer to pass along pieces of bad news or good news that are equated for “surprisingness.” People typically prefer to pass along central rather than extreme information (i.e., news that is less surprising rather than more surprising). However, when confronted with extreme information, the results support a preference forcongruence,that is, people prefer to pass along news that is congruent with the emotional valence of the domain in question. This means that in emotionally negative domains, contrary to some theoretical predictions, people are willing to pass along bad news even when it is exaggeratedly bad. At the same time, however, people transmit exaggeratedly good news in emotionally positive domains. The general discussion indicates how these results may inform research on word of mouth for consumer products and social relations in organizations.     

Big Five Personality Traits as the Predictors of Creative Self‐Efficacy and Creative Personal Identity: Does Gender Matter?

The aim of this study was to examine the relation of the Big Five personality factors to two self‐concept variables of growing importance in creativity literature: creative self‐efficacy (CSE) and creative personal identity (CPI). The analysis, conducted on a large (N = 2674, 49.6% women) and varied‐in‐age (15–59 years old) nationwide sample of Poles, using the structural equation model, demonstrated that personality factors are responsible for 23% of CSE and 21% of CPI variances. CSE and CPI were associated with all five personality dimensions: positively with Openness to Experience, Extraversion and Conscientiousness, negatively with Neuroticism and Agreeableness. The separate analyses conducted on men and women showed the differences among the predictors of CSE and CPI. Although Openness to Experience, Conscientiousness, and Neuroticism predicted CSE among both men and women, Extraversion was positively and Agreeableness negatively related to women's CSE. Conscientiousness was positively related to CPI only among men, and Agreeableness was negatively related to it only among women. Extraversion, Neuroticism, and Openness predicted CPI in the same manner among men and women.     

Please May I Have a Bike? Better Yet, May I Have a Hug? An Examination of Children’s and Adolescents’ Happiness

Academic research on children’s and adolescents’ happiness has been slow to develop. This research provides an empirical investigation to answer the question, “What makes children and adolescents happy?” We explore this question in two studies with a total of 300 participants ages 8–18. Study 1 asks participants to answer the open-ended question, “What makes me happy?” There were five emergent themes—“people and pets,” “achievements,” “material things,” “hobbies,” and “sports”. Study 2 also asks participants to answer the question, “What makes me happy?”, but uses two different measures (a semi-structured thought listing task and a collage task). Using three different happiness measures, we found consistent age differences in what children perceive to make them happy.