Facet-level analysis of the relations between personality and laboratory aggression

Multiple reviews and meta-analyses have identified the low pole of the Five-Factor Model (FFM) Agreeableness (also called Antagonism) as the primary domain-level personality correlates of aggression across self-report and behavioral methodologies. In the current study, we expand on this literature by investigating the relations between FFM facets and aggressive behavior as measured by laboratory competitive reaction time tasks (CRTTs). Across three samples (total N = 639), we conducted weighted mean analyses, multiple regression analyses, and dominance analyses to determine which FFM facets were the strongest predictors of aggression within and across domains. These analyses suggested that facets of Agreeableness were among the strongest consistent predictors of CRTT aggression, including Sympathy (r = −.21) and Cooperation (r = −.14), but facets from other FFM domains also yielded meaningful relations (e.g., Anger from Neuroticism; r = .17). We conclude by discussing these results in the context of controversies surrounding laboratory aggression paradigms and emphasizing the importance of considering small effect sizes in the prediction of societally harmful behavior like aggression.     

Psychopathic traits and men’s anger response to interpersonal conflict: A pilot study

Psychopathy is associated with emotional dysfunction that impedes the experience of emotions such as fear and sadness and has been purported to facilitate violent behavior. However, findings relative to the association between psychopathy and anger have not been reliably substantiated. Theorists have proposed that psychopathy predisposes one to experience greater frustration and anger, whereas other experts have suggested that there is no convincing evidence for this assertion. In the present study, we tested the relationship between psychopathy subfactors and anger subsequent to conflict or non-conflict interactions. Sixty-eight collegiate-men completed the Self-Report Psychopathy Scale and read vignettes depicting either a conflict or non-conflict scenario and were asked to imagine themselves in the situation. Following presentation of the vignettes, participants completed a lexical-decision-task assessing affective states. Results indicated that the psychopathy subfactors demonstrated strong differential associations, where Factor 1 showed negative and Factor 2 showed positive association with anger activation in response to interpersonal conflict. Findings are discussed in terms of the importance of anger as a facilitator of violence in some psychopathic individuals.     

An examination of the Validity of the Elemental Psychopathy Assessment: Relations with Other Psychopathy Measures,Aggression, and Externalizing Behaviors

The Elemental Psychopathy Assessment (EPA) is a new self-report measure of psychopathy designed to assess the personality traits associated with psychopathy from a Five Factor Model perspective. The current study examined the validity of the EPA in sample of undergraduates by examining the relations between the EPA scales and three validated self-report psychopathy instruments, as well as assessments of aggression, substance use, and antisocial behavior. The EPA scales manifested strong convergent validity with the extant psychopathy measures and an expected pattern of relations with measures of externalizing behaviors. Overall, the EPA appears to be a promising measure of psychopathy which provides new opportunities to explore the underlying structure of this construct and parse its relations with constructs central to its nomological network.     

Similarity of schematic faces: A test of

In this study we obtained direct and comparative judgments of the dissimilarity between schematic faces varying on three binary attributes. These data were used to test the hypothesis that the overall dissimilarity between faces can be decomposed (in an ordinal sense) into three additive components, one for each attribute. The hypothesis was strongly confirmed by both the direct and the comparative judgments. The study illustrates the possible usefulness of the measurement-theoretic analysis of simple combination mies for psychological dimensions.     

Managerial Stress, Locus of Control, and Job Strain in Taiwan and UK: A Comparative Study

This study investigated managerial stress in Taiwan and UK using the Occupational Stress Indicator-2 (OSI-2) and the Work Locus of Control (WLCS) scale. Results showed that the reliability and validity of the measures used were acceptable and comparable in the two samples. There were similarities as well as differences in managerial stress in the two countries. Recognition and Managerial role were important predictors of strain for the Chinese managers, whereas Relationships, Organizational climate, and Personal responsibility were important predictors of strain for UK managers. There were consistent moderating (vulnerability) effects of internal control for the Taiwanese managers. Results corroborated some previous studies conducted in the West. However, caution was also suggested for generalizing Western-originated concepts and theories across cultural boundaries.     

The deviant citizen: Measuring potential positive relations between counterproductive work behaviour and organizational citizenship behaviour

Studies have shown a strong negative correlation between counterproductive work behaviour (CWB) and organizational citizenship behaviour (OCB), and opposite correlations with hypothesized antecedents. Such observed correlations may have been erroneously caused by three measurement artefacts: items measuring absence of CWBs, rather than behaviours that exceed requirements or expectations in OCB scales; supervisory halo; and agreement rather than frequency response format. A new OCB scale, the OCB‐checklist (OCB‐C) was used that did not have these artefacts. Contrary to prior expectations from the literature, positive relations were found between CWB and OCB, and stressors and OCB. Theoretical explanations for positive CWB/OCB relations (demand‐elicited OCB, social loafing, work process problems, rater perceptions and attributions, and aggravated job stress processes) are discussed.     

Revisiting Western time orientations

The study revisits the topic of Western time orientations. Drawing from a growing body of academic research that suggests varying orientations toward particular periods, the research explores our commonly accepted views about the singularity of each dimension of time orientation. Findings from a qualitative investigation suggest the presence of two qualitatively distinct present orientations and two distinct future orientations, each with different action processes, different motivational contexts, different tensions, and different tension resolution processes. Copyright © 2012 John Wiley & Sons, Ltd.     

Re-examining Citizenship: How the Control of Measurement Artifacts Affects Observed Relationships of Organizational Citizenship Behavior and Organizational Variables

We examined the impact that measurement artifacts (antithetical items that overlap counterproductive work behavior (CWB), agreement response, halo in supervisor ratings) in organizational citizenship behavior (OCB) measures has on observed relationships between OCB and 15 predictors. Respondents were 146 employees and their supervisors who completed surveys that included OCB measures with and without artifacts. Predictors (conscientiousness, emotional stability, empathy, distributive justice, procedural justice, role ambiguity, role conflict, leader–member exchange, affective organizational commitment, job satisfaction, negative and positive emotion, turnover intention, CWB, and task performance) were chosen that related to OCB in prior meta-analyses. Results with the OCB scale with artifacts were consistent with meta-analyses, whereas results with the artifact-controlled OCB scale were not, suggesting that accepted conclusions about OCB’s relationships with many other variables should be reexamined.     

The Role of Personality and Job Stressors in Predicting Counterproductive Work Behavior: A three‐way interaction

The current study examined interactive effects among personality and job stressors in predicting employees' engagement in counterproductive work behavior (CWB) defined as behavior that harms organizations or people in organizations. Survey data were collected from 932 employees and results showed significant negative relationships of agreeableness, conscientiousness, and emotional stability with CWB directed at organizations (CWB‐O) and people (CWB‐P), and significant positive relationships of interpersonal conflict and organizational constraints with CWB‐O and CWB‐P. Further, it was found that the positive relationships of interpersonal conflict with CWB‐O and CWB‐P were strongest for people of low emotional stability–low agreeableness among all emotional stability–agreeableness combinations, and that the positive relationships of organizational constraints with CWB‐O and CWB‐P were strongest for people of high emotional stability–low conscientiousness among all emotional stability–conscientiousness combinations.     

A comparison of individuals with unanswered callings to those with no calling at all

The purpose of this research was to compare the life-, job-, and health-related experiences of those who perceive an unanswered occupational calling to those who (1) are living a calling and (2) perceive no calling at all. Surveys containing measures of callings, work engagement, job involvement, career commitment, life and job satisfaction, turnover intentions, physical health and emotional well-being were administered to 378 American academics. As expected, academics with an answered occupational calling tended to report better job attitudes and domain-specific satisfaction and less withdrawal intentions than those who reported an unanswered occupational calling or no calling at all. Furthermore, those who did not have a calling to a particular vocation reported better life-, job-, and health-related outcomes than those experiencing an unanswered calling. Surprisingly, only those academics experiencing an unmet calling reported significantly poorer physical and psychological health as compared to the other two calling groups. These results are consistent with the self-determination theory, which predicts that those who are able to satisfy their basic psychological needs reap benefits in terms of psychological growth, optimal functioning, and wellbeing. The study contributes to the literature on callings by showing that having a calling is a benefit only if it is met, but can be a detriment when it is not as compared to having no calling at all.