Screening for Psychopathy: Validation of the Psychopathic Personality Inventory-Short Form with Reference Scores

The current study reports validation results for the Psychopathic Personality Inventory (PPI) and its subscales, and for a newly developed PPI-Short Form (PPI-SF) in forensic and non-forensic populations. We also provide criterion reference scores for the PPI and the PPI-SF. In Study 1, we used PPI data from 1,065 participants and supplementary PCL-R data from a subsample of 91 forensic offenders. Mokken scale analysis was used to construct the PPI-SF. In Study 2, PPI-SF and PCL-R data were collected from 60 participants. The study yielded promising but preliminary support for the construct validity of the PPI and the PPI-SF. The PPI-SF is of interest for risk assessment because of its (a) strong relationship with the PCL-R total score and (b) subscales known for their predictive value for violence and criminal recidivism.     

New Directions in Sales Leadership Research

The changing environment facing sales organizations is characterized by the dimensions of complexity, collaboration, and accountability. Responding effectively to this dynamic environment requires a focus on specific leadership activities by senior sales leaders, field sales managers, and salespeople. A sales leadership framework is presented and used to identify and discuss specific leadership challenges and important research questions at different sales organization levels. Several new directions for sales leadership research are proposed to improve sales leadership thought and practice.     

Hybrid sales structures in the age of e-commerce

Sales organizations continue to exhibit meaningful changes in their structures during the e-commerce era. This article examines the impact of Internet technology on the evolution of sales organizations and identifies key components underpinning a successful hybrid sales structure. A comprehensive review of sales organization studies leads to the derivation of a hybrid sales structure model, as well as a series of key recommendations pertaining to the organization and sales performance. These findings establish a platform for further research into the hybrid sales structure. The transition from a reliance on traditional, outside sales forces to a concomitant use of inside sales personnel produces hybrid sales structures that can accommodate online buyer–seller interactions and also leverage technological advances in sales automation and business intelligence to boost sales performance.     

“Be True to Your School”: An Open Letter to Students and Practitioners of Human Science Research

This editorial discusses some of the challenges that we face in striving toward being shepherds of our discipline, as well as toward “being original.” The question is how to make an original contribution to the field while following in the footsteps of one's forbearers. Many researchers (and even research mentors) have a desire to carve out their own place in the field, and doing so often means emphasizing what is new and different about their approach. Shepherding, however, means bearing the weight together, participating in the spirit of a “we phenomenon,” or more simply, being a team player. As psychologists climbing our individual career ladders while working together toward a common goal, the challenge is being true to yourself and to your “school” of fellow researchers. This means being faithful and acknowledging toward the community, including one's peers, one's former mentors, and the seminal thinkers whose work inspires one's own. When writing up research, we therefore should to be attuned to the possibility of communicating our pedigree more faithfully—a challenge that calls upon us to remember the ground from which we, ourselves, spring forth.     

What Factors Influence Judges’ Rulings About the Legality of Affirmative Action Plans?

Purpose

When implementing affirmative action programs involving race and gender, human resource practitioners must balance efforts to increase workforce diversity against the need to avoid illegal reverse discrimination. The tension between non-discrimination law and preferential treatment is explored. In reverse discrimination case law, affirmative action plans are evaluated by judges along two dimensions: remedial need and limiting harm. The legal literature specifies certain factors such as statistical imbalance, employee qualification, and duration of plan that are usually examined within these two dimensions.

Methodology

A content analysis of 80 federal court cases was conducted to quantitatively analyze the weight and importance of these factors within judicial rulings as well as contextual factors (e.g., judge’s political affiliation, beneficiary of program) that may influence the outcome of affirmative action lawsuits.

Results

It was found that remedial need can be demonstrated by large statistical disparities in the workforce, and was also more likely to be found by Democratic than Republican judges. Limiting harm is more likely to be supported by plans that are of limited duration and do not use reserved slots, or quotas.

Implications

The study provides empirically based recommendations for the design of legally defensible affirmative action plans that involve preferential treatment.     

Beauty,Personality, and Affect as Antecedents of Counterproductive Work Behavior Receipt

Over the years, much attention has been devoted to understanding counterproductive work behavior (CWB) and its related concepts. Less is known, however, about whether certain employees find themselves more than others to be the targets of CWB. To examine this issue, we tested a model that positioned CWB receipt as a function of employees' personality (neuroticism, agreeableness), their appearance (physical attractiveness), and the negative emotions felt toward those employees by their coworkers. Two studies using multiple sources of data revealed that disagreeable and physically unattractive employees received more CWB from their coworkers, coworker negative emotion felt toward employees was associated with CWB receipt, and the relationship between employee agreeableness and CWB receipt was due, in part, to coworker negative emotion.     

Incentive Salience and Improved Performance

Using data from 441 call center employees at a large North American financial services firm, we studied how the frequency of thinking about an incentive available for performance led to increased output on an important performance metric. We find that people think more frequently about noncash tangible incentives (merchandise and travel) than cash incentives and that as the frequency of thought increases, performance increases. This leads to a larger performance boost for tangible incentives compared to a cash incentive of equal purchasing power. These results show an additional benefit from the use of tangible incentives and help answer the question regarding the psychological processes which make incentives motivating.     

Forecasting Elections from Voters' Perceptions of Candidates' Ability to Handle Issues

When deciding for whom to vote, voters should select the candidate they expect to best handle issues, all other things equal. A simple heuristic predicted that the candidate who is rated more favorably on a larger number of issues would win the popular vote. This was correct for nine out of ten U.S. presidential elections from 1972 to 2008. We then used simple linear regression to relate the incumbent's relative issue ratings to the actual two‐party popular vote shares. The resulting model yielded out‐of‐sample forecasts that were competitive with those from the Iowa Electronic Markets and established quantitative models. The issue‐index model has implications for political decision makers, as it can help to track campaigns and to decide which issues to focus on. Copyright © 2012 John Wiley & Sons, Ltd.