Gender, jealousy, and attachment: A (more) thorough examination across measures and samples

We examined the role of attachment and gender on responses to hypothetical sexual and emotional infidelity. Unlike previous studies, both categorical and continuous attachment style and infidelity distress measures were administered to separate samples of college students and adults. Consistent with previous jealousy research, we found moderate gender differences on forced-choice measures of infidelity distress but smaller differences on continuous measures. However, across all analyses, attachment style was not a significant predictor. We discuss this failure to replicate Levy and Kelly (2010) and provide suggestions for future research.     

Male and Female Observers’ Evaluations of a Bullying Case as a Function of Degree of Harm,Type of Bullying,and Academic Level

Acting as disciplinary committee members, participants listened to a school bullying case that varied in terms of type (relational or verbal), degree of harm (low or high), and academic level of the victim and defendant (high school or university). Participants’ judgments (e.g., verdict, recommended sentence, seriousness, perceptions of both students) generally favored the victim when he experienced more rather than less harm, regardless of bullying type, and when the incident took place in a high school rather than a university. Additionally, women’s judgments supported the victim more than men’s. We propose that previous results suggesting that observers downgrade relational bullying occurred because no harm was specified. Moreover, we contend that observers relied on a “bullying schema” that includes the component that bullying occurs in primary and secondary schools, which led them to make less punitive judgments in the university case.     

College Students’ motivational beliefs and use of goal-oriented control strategies: Integrating two theories of motivated behavior

Motivation and Emotion - In college, students often encounter situations in which they struggle to meet their academic goals in difficult courses. We integrate the Motivational Theory of Life-Span...     

Managerial motivational profiles: Composition,antecedents, and consequences

Using a person-centered approach, we identified managers' (N = 321) motivational profiles and tested a model of the antecedents and consequences of these profiles. The profiles were based on four motivational types delineated by self-determination theory (i.e., external, introjected, identified, intrinsic). Latent profile analysis revealed six distinct motivational profiles. One of these was a self-determined profile (high identified and intrinsic motivation, moderately low introjected motivation, and low external motivation). Four other profiles combined average levels of external motivation with either very low, low, moderately low, or high internal (i.e., introjected, identified, and intrinsic) motivation. The final profile involved moderately high levels of all four motives. The antecedents of profile membership examined were perceived supervisor support and perceived organizational politics. The career-related outcomes of profile membership were work attitudes and promotability. The self-determined and high internal motivation profiles were associated with the most favorable work attitudes, followed by the moderately high motivation profile. The low internal motivation profiles were associated with the least favorable attitudes. Promotability did not differ across the profiles. With respect to the antecedents, low levels of supervisor support and high levels of politics increased the odds that a manager would exhibit profiles that were less desirable than the self-determined profile. Our findings provide initial information about managers' motivational profiles, as well as the antecedents and consequences of these profiles. Further, these results demonstrate the promise of a person-centered approach for advancing motivation research and management development.     

Evaluations of a bullying case involving a victim with autism spectrum disorder

We investigated how people determine whether a specific occurrence of aggression between students constitutes bullying and how they think perpetrators should be treated. In two experiments, we examined perceptions of relational bullying at a university involving a victim who admits to engaging in socially inappropriate behavior. Participants were assigned to one of three victim disability conditions: autism spectrum disorder (ASD), dyslexia, or no disability. They listened to a recording of a disciplinary hearing and made several evaluations (e.g., verdict). Participants' judgments were more likely to favor the victim if they learned that he had ASD rather than dyslexia or no disability. Observers may view an ASD diagnosis as a reasonable explanation for behaving inappropriately and therefore excuse the victim's conduct.     

Linking Individual Creativity to Organizational Innovation

We draw on 146 employee‐co‐worker‐supervisor triads from 146 organizations to examine the role of individual perspective‐taking and team creative environment in the association between individual creativity and organizational innovation. Adopting an interactionist perspective, we find that the link between individual creativity and organizational innovation is most clearly strengthened when individual perspective‐taking and team creative environment are both high. Neither individual perspective‐taking nor team creative environment alone moderated the relationship between creativity and innovation.     

Extending the Nomological Network of Assessment Center Construct Validity: Prediction of Cross-Situationally Consistent and Specific Aspects of Assessment Center Performance

The purpose of this study was to expand the nomological validity of assessment centers (ACs) by investigating predictors of cross-situationally consistent versus specific aspects of AC performance. Consistent with hypotheses, (a) Big Five personality factors predicted AC performance as it related to a cross-situationally consistent general performance factor but not as it related to exercise (i.e., situationally specific) factors, and (b) job knowledge predicted performance as it related to both the general performance factor and exercise-specific factors. Results are interpreted as they relate to the growing literature on AC construct validity.     

Developmental relationships and managerial promotability in organizations: A multisource study

Managers are now focusing on developmental relationships by providing career-related mentoring to their direct reports, but research is lacking in showing whether such mentoring is in fact related to outcomes that benefit the manager. This study investigates whether self- and direct report ratings of the extent to which focal-managers provide career-related mentoring are associated with perceptions of their promotability as perceived by their bosses (n = 1623) and peers (n = 1597). Results of hierarchical regression indicated that both self- and direct report ratings of focal-managers' career-related mentoring were significant and positively related to boss and peer ratings of focal-managers' promotability. Within a self-other rating agreement framework, results of polynomial regression indicated that higher ratings of career-related mentoring by focal-managers and their direct reports were positively related to both boss and peer ratings of focal-managers' promotability. Furthermore, underrating (i.e., when self-ratings are lower than direct report ratings) was more positively related to promotability than overrating (i.e., when self-ratings are higher than direct report ratings).     

MMPI Scales for measuring Eysenck's personality factors

Four new MMPI Scales were constructed to identify Eysenck's personality factors of psychoticism, extraversion, and neuroticism as well as a lie score. The scales showed good construct validities against the Eysenck Personality Questionnaire and the Friedman Overlap Scales developed from items in the MMPI. The study also supported the construct validity of the Friedman overlap scales.     

Leader emergence: the case of the narcissistic leader

These studies investigate whether individuals with high narcissism scores would be more likely to emerge as leaders during leaderless group discussions. The authors hypothesized that narcissists would emerge as group leaders. In three studies, participants completed personality questionnaires and engaged in four-person leaderless group discussions. Results from all three studies reveal a link between narcissism and leader emergence. Studies 1 and 2 further reveal that the power dimension of narcissism predicted reported leader emergence while controlling for sex, self-esteem, and the Big Five personality traits. Study 3 demonstrates an association between narcissism and expert ratings of leader emergence in a group of executives. The implications of the propensity of narcissists to emerge as leaders are discussed.