Presidential Character Revisited

This study attempts to bring a fresh perspective to the study of presidential personality. Critics of the personality approach doubt that personality really has much impact on presidential leadership, and they question whether the approach will contribute to the development of a presidential leadership theory. Critics also see problems with the conceptualization of personality variables in particular studies, such as James David Barber's much-praised, much-maligned The Presidential Character . The study proposes the use of the Myers-Briggs Type Indicator (MBTI) to analyze the relationship between presidential personality and presidential leadership. Administered to about 1.7 million people annually by psychologists, career counselors, and business managers, the MBTI makes possible the classification of each president as one of 16 personality types, and it offers predictions about many characteristics of leadership style for each type. The study concludes with an extensive MBTI analysis of President Clinton's leadership style.     

Is subordinate's loyalty a precondition of supervisor's benevolent leadership? The moderating effects of supervisor's altruistic personality and perceived organizational support

Based on Cheng's differential leadership theory, we investigated the relationship between a subordinate's loyalty to a supervisor (SLS) and the supervisor's benevolent leadership in Chinese organizations. We also explored two moderators of this relationship, the supervisor's altruistic personality and perceived organizational support (POS). Using survey research, we collected data from supervisor‐subordinate dyads in Taiwan and made 167 valid observations. The results showed that SLS positively relates to the supervisor's benevolent behaviours; however, this relationship is diminished by the supervisor's altruistic personality and POS. That is, when the supervisor has a high level of altruistic personality or POS, the association of SLS with the supervisor's benevolent leadership is weaker.     

Leader personality and 360‐degree assessments of leader behavior

To investigate the relationship between personality and multi‐source feedback, we assessed 190 health care managers by applying the Understanding Personal Potential personality test, which provides comprehensive measurement of the Big Five dimensions and eight narrower personality traits. Managers' leadership behaviors were assessed by colleagues, supervisors, a random sample of each manager's subordinates as well as the managers themselves using a 360‐degree change, production, employee (CPE) instrument. Hierarchical multivariate regression analysis showed that the Big Five variables were significantly related to the Managers' leadership behavior in all CPE dimensions. Also, addition of narrow personality variables to the Big Five increased explained variance in leadership behavior. This study is the first of its kind to include the full range of viewpoints in a 360‐degree instrument, along with a large number of subordinate assessments. We found that both the strength of the relationship between personality and behavior and the configuration of different predictors varied depending on who did the rating and what leadership orientation was investigated, and this observation merits further investigation.     

Fearless dominance and the U.S. presidency: Implications of psychopathic personality traits for successful and unsuccessful political leadership

Although psychopathic personality (psychopathy) is marked largely by maladaptive traits (e.g., poor impulse control, lack of guilt), some authors have conjectured that some features of this condition (e.g., fearlessness, interpersonal dominance) are adaptive in certain occupations, including leadership positions. We tested this hypothesis in the 42 U.S. presidents up to and including George W. Bush using (a) psychopathy trait estimates derived from personality data completed by historical experts on each president, (b) independent historical surveys of presidential leadership, and (c) largely or entirely objective indicators of presidential performance. Fearless Dominance, which reflects the boldness associated with psychopathy, was associated with better rated presidential performance, leadership, persuasiveness, crisis management, Congressional relations, and allied variables; it was also associated with several largely or entirely objective indicators of presidential performance, such as initiating new projects and being viewed as a world figure. Most of these associations survived statistical control for covariates, including intellectual brilliance, five factor model personality traits, and need for power. In contrast, Impulsive Antisociality and related traits of psychopathy were generally unassociated with rated presidential performance, although they were linked to some largely or entirely objective indicators of negative job performance, including Congressional impeachment resolutions, tolerating unethical behavior in subordinates, and negative character. These findings indicate that the boldness associated with psychopathy is an important but heretofore neglected predictor of presidential performance, and suggest that certain features of psychopathy are tied to successful interpersonal behavior. (PsycINFO Database Record (c) 2012 APA, all rights reserved).     

No Place for a Woman: Evidence for Gender Bias in Evaluations of Presidential Candidates

In the 110th Congress, 16% of United State Senators are women. In contrast, the role of President of the United States of America has always been occupied by a man. As such, being a man is the one common attribute to all successful presidential candidates, rendering “male” a necessary qualification for the role. The gender-incongruency hypothesis predicts that gender bias is less likely in domains such as the Senate where women are relatively more prevalent. However, in the case of the presidency, the potential exists for gender bias against women presidential candidates. Using an experimental, single-candidate, design we tested the hypotheses that young voters would similarly evaluate a man and woman candidate for Senate (Study 1) but negatively evaluate a presidential candidate's resume ascribed to a woman, compared to the same resume ascribed to a man (Study 2). Results confirmed the gender-incongruency hypothesis and suggest that although bias may be less evident in evaluations of some Senate candidates, gender bias remains a significant obstacle for women presidential candidates.     

Spiritual Leadership,Follower Mediators,and Organizational Outcomes: Evidence From Three Industries Across Two Major Chinese Societies1

Spiritual leadership process was investigated across 2 major Chinese societies (China and Taiwan) and 3 major Chinese industries (manufacturing, financial/banking, and retailing service industries). The leader's factors of spiritual leadership, vision, hope/faith, and altruistic love by Fry (2003 ) were found to be mediated by 3 types of follower's factors to influence organizational outcomes; namely, (a) employee spiritual attribute toward work—meaning/calling; (b) employee spiritual attribute toward organization/team—membership; and (c) employee spiritual attribute toward inner self—self‐esteem and self‐efficacy. The inner‐self aspect of spirituality was found, over and above the other 2 types of follower's factors, to impact on the organizational outcomes, including self‐career management behavior and productivity. This pattern was consistent across all Chinese samples and industries.     

Peaks and Valleys: Predicting interests in leadership and managerial positions from personality profiles

This study investigates the relationship between personality and leadership and managerial interests at different levels of the vocational interest taxonomy. Personality scale scores from four different inventories were used to predict vocational interests of 574 adults. Influencing/enterprising interests, leadership and supervisory interests, and job‐specific managerial interests (e.g., CEO, Media Executive, Human Resources Director) served as criterion measures. A multiple regression‐based pattern recognition procedure recently devised by Davison and Davenport was applied to identify configurations of personality scores relating to these interest criteria. The personality profile pattern predictive of influencing and leadership interests was stable across different managerial domains. Results indicate that personality profile patterns drive the predictive power of personality scores, and that they explain a larger proportion of the variance in influencing and leadership interests compared with individuals' absolute trait levels.     

In the Eyes of the Beholder: Personality and the Perception of Leadership1

This series of studies focuses on the extent to which the personality of followers is related to their perception of transformational leadership. Followers from 3 different companies and students from a Dutch university were questioned on their personality characteristics and their perception of a described leader (students) or the perception of their actual leader (employees). Although the results differ for the different samples, we found a relationship between followers' personality and the perception of transformational leadership for all of the different samples. The different relationship that we found may hint to the impact of context on the relationship between personality and the perception of leadership. In the discussion, we explain our results in light of these different contexts.     

Integrative Complexity of 41 U.S. Presidents

Although U.S. presidents are one of the most studied groups of political figures and integrative complexity is one of the most widely used constructs in political psychology, no study to date has fully examined the integrative complexity of all U.S. presidents. The present study helps fill in that gap by scoring 41 U.S. presidents' first four State of the Union speeches for integrative complexity and then comparing these scores with a large range of available situational and personality variables. Results suggest a tendency for presidents' integrative complexity to be higher at the beginning of their first term and drop at the end. This pattern was pronounced for presidents who eventually won reelection to a second term and was markedly different for presidents who tried to gain reelection but lost. Additional analyses suggested that presidents' overall integrative complexity scores were in part accounted for by chronic differences between presidents' complexity levels. Further analyses revealed that this overall integrative complexity score was positively correlated to a set of interpersonal traits (friendliness, affiliation motive, extraversion, and wittiness) and negatively correlated with inflexibility. Discussion centers upon the causes and consequences of presidential complexity.     

Transformational leadership: relations to the five-factor model and team performance in typical and maximum contexts

This study examined the 5-factor model of personality, transformational leadership, and team performance under conditions similar to typical and maximum performance contexts. Data were collected from 39 combat teams from an Asian military sample (N = 276). Results found that neuroticism and agreeableness were negatively related to transformational leadership ratings. Team performance ratings correlated at only.18 across the typical and maximum contexts. Furthermore, transformational leadership related more strongly to team performance in the maximum rather than the typical context. Finally, transformational leadership fully mediated the relationship between leader personality and team performance in the maximum context but only partially mediated the relationship between leader personality and team performance in the typical context. The Discussion section focuses on how these findings, although interesting, need to be replicated with different designs, contexts, and measures.     

Episode cognition and personality: A multidimensional analysis

The aim of the present study was to examine the relation between personality variables and the way an individual cognitively represents and interprets various interaction situations. A sample of typical and recurring interaction episodes within a student milieu was first elicited using a free response diary method. In the main study, subjects from the same subcultural milieu were asked to (a) complete a battery of personality assessment measures, including measures of social anxiety and social competence, and (b) indicate their perception of the interaction episodes of the group. Their judgements of the episodes were analyzed using Carroll and Chang's (1970) Individual Differences Multidimensional Scaling (INDSCAL) procedure, indicating that four characteristics, subjective self-confidence, evaluation, seriousness, and involvement defined subjects' implicit view of the episode space. A canonical correlation analysis between the personality measures and each subject's episode cognition weights indicated a significant relation between these two groups of variables. The link between social skills and episode cognition style was further explored by a multiple discriminant analysis of the episode cognition weights of subjects who scored in the top and the bottom third of the sample on a composite social skills measure. The results are interpreted as providing significant support for recent cognitive theories of personality, and the link between episode cognition and personality variables is considered. The role of episode cognition in social skills assessment and therapy is also discussed, with a view toward exploring the relevance of the findings for applied areas.     

Advancing a critical social psychological perspective on women's leadership: A case illustration from the Global South

When applied to the Global South, mainstream positivist approaches to work and organisational psychology impose alien theories of personality (the self) and leadership. In the case of women, they fail to capture the richness of their experiences of life and leadership, which are influenced by the nexus between history, power and marginalisation—for many, even oppression. The purpose of this article is to demonstrate the value of a critical social psychological approach, despite its grounding in the Global North discourse, to analyse women's leadership from a cross-cultural context. To illustrate, we provide an empirical example of a Vietnamese woman leader's life-story drawing on the theoretical resources from critical social psychology to interpret her experiences. When viewed from this perspective, women's leadership is understood within a dialogical space, which is prior to and more fundamental than any instrumental reason and technical rationality. It is argued that this approach resists essentialising assumptions about gender and cultural practices of leadership, providing a more liberating means to understand the life and leadership of Vietnamese women. In the final analysis, we argue that this study contributes to the nascent field of critical work and organisational psychology.     

Parents' education and children's achievement: The role of personality

The reasons for the positive association between families' background variables, such as parents' education, and children's academic achievement have not fully been clarified yet. The present study investigates children's intelligence and personality as potential mediators. A sample of 580 German high school students (mean age: M = 17.0; SD = 0.7) indicated the highest education of their parents and completed measures assessing their own personality and intelligence. Children's academic achievement was operationalized by grade point average. Children's intelligence, openness to experience and, marginally, conscientiousness partially mediated the association between parents' education and children's academic achievement. Even after controlling for children's intelligence, the mediating effects of those personality traits held. Results are discussed with regard to potential underlying processes. Copyright © 2010 John Wiley & Sons, Ltd.     

Examining the role of psychological inflexibility,perspective taking,and empathic concern in generalized prejudice

Research to‐date on generalized prejudice has focused primarily on personality factors. Further work is needed identifying manipulable variables that directly inform antiprejudice interventions. This study examined three such variables: empathic concern, perspective taking, and psychological inflexibility/flexibility with prejudiced thoughts, as a test of the flexible connectedness model. A sample of 604 undergraduate students completed online surveys. A model indicated prejudice measures loaded onto a latent variable of generalized prejudice. In a second model, psychological inflexibility, flexibility, empathic concern, and perspective taking were all significant, independent predictors of generalized prejudice. Psychological inflexibility also predicted prejudice above and beyond personality and general inflexibility variables. Results suggest the three components of the flexible connectedness model may be important targets for prejudice interventions.     

Pavlov And Skinner: Two Lives In Science (An Introduction To B. F. Skinner's "Some Responses To The Stimulus 'Pavlov' ")

The sesquicentennial of Ivan Petrovich Pavlov's birth in September 1999 is being celebrated in Russia by a special issue of the Russian Journal of Physiology (the former I. M. Sechenov Physiological Journal, founded by Pavlov in 1917). The following article and the address by Skinner that it introduces are scheduled to appear in Russian translation in that special issue. Skinner's “Some Responses to the Stimulus ‘Pavlov’” was his presidential address to the Pavlovian Society of North America in 1966. The following article provides the context for Skinner's address by describing some ways in which Pavlov's research influenced Skinner's contributions.     

Beyond the Big Five: Leader Goal Orientation as a Predictor of Leadership Effectiveness

This study examined proximal traits as mediators of the relationships between distal traits and leadership effectiveness. Specifically, we examined goal orientation, leadership self-efficacy, and motivation to lead (MTL) as antecedents of leadership effectiveness, after controlling for the Big Five personality traits. We tested our hypotheses with a sample of 100 leaders of four-person teams performing a manufacturing task in a laboratory setting. Consistent with expectation, leadership self-efficacy partially mediated the relationships between learning goal orientation and Affective-Identity MTL as well as Social-Normative MTL, after controlling for the Big Five. Noncalculative MTL related significantly to averaged team member ratings of leadership effectiveness, after controlling for both the leader's and the team member's personality. These results help aid in our understanding of why leader traits relate to leadership effectiveness.     

Not Simply in the Eye of the Beholder: Authenticity as a Product of Candidate Preference and Unfettered Speech

Authenticity has emerged over recent decades as a prominent theme in both the press and in political research—and peaked in the 2016 presidential contest that pitted Donald Trump against Hillary Clinton, Bernie Sanders, Marco Rubio, and Ted Cruz. In this context, we attempted to answer the question: How do voters judge a presidential candidate's authenticity? Here we use motivated reasoning and correspondent inference theory as theoretical frameworks to examine how partisan preference combines with perceptions of unfettered speech and strategic impression management to influence voter judgments of a candidate's authenticity. An online survey of 525 respondents demonstrated that individuals' partisan preferences influenced both judgments of a candidate's authenticity and their perceptions of behaviors signifying authenticity (use of unfettered speech versus strategic impression management). These behavioral signals partially mediated the relation between candidate preferences and authenticity judgments. Moreover, voters, given their partisan preferences, differentially weighted candidates' use of unfettered speech and strategic impression management tactics in their judgments of authenticity. Finally, unfiltered/politically incorrect speech was found to have both positive and negative effects on authenticity judgments. Findings further elucidate the nature of authenticity as perceived in others and identify intermediary variables and boundary conditions that influence those perceptions.     

An Analysis of the Convergent and Discriminant Validity of the Transformational Leadership Questionnaire

This article sets out to provide evidence of the convergent and discriminant validity of a recently developed leadership questionnaire to support the assessment and development of leadership in organizations, the Transformational Leadership Questionnaire (TLQ). The TLQ was developed on the basis of eliciting constructs of leadership from managers working at different levels (executive, top, senior, middle) in two large parts of the UK public sector, using a Grounded Theory approach. Evidence is presented that eight scales which measure different aspects of transformational leadership are significantly correlated with each of five criterion variables, even when the instrument is used in a public sector different from the one in which it was developed. Discriminant analysis indicated, however, that the relationship between the scales and the criterion variables is not consistent for the different groups and sub-groups of managers, divided by level, by sex, and by level x sex. These latter data were interpreted, in the light of the ‘range of convenience’ corollary of Kelly's Personal Construct Theory, and of the concept of ‘substitutes for leadership’, as evidence that certain TLQ scales have particular relevance to certain groups and sub-groups of managers, and thus of the discriminant validity of the instrument, and further evidence of its construct validity.     

The Perceived Leadership Communication Questionnaire (PLCQ): Development and Validation

The Perceived Leadership Communication Questionnaire (PLCQ) is a short, reliable, and valid instrument for measuring leadership communication from both perspectives of the leader and the follower. Drawing on a communication-based approach to leadership and following a theoretical framework of interpersonal communication processes in organizations, this article describes the development and validation of a one-dimensional 6-item scale in four studies (total N = 604). Results from Study 1 and 2 provide evidence for the internal consistency and factorial validity of the PLCQ's self-rating version (PLCQ-SR)—a version for measuring how leaders perceive their own communication with their followers. Results from Study 3 and 4 show internal consistency, construct validity, and criterion validity of the PLCQ's other-rating version (PLCQ-OR)—a version for measuring how followers perceive the communication of their leaders. Cronbach's α had an average of.80 over the four studies. All confirmatory factor analyses yielded good to excellent model fit indices. Convergent validity was established by average positive correlations of.69 with subdimensions of transformational leadership and leader–member exchange scales. Furthermore, nonsignificant correlations with socially desirable responding indicated discriminant validity. Last, criterion validity was supported by a moderately positive correlation with job satisfaction (r =.31).