群际威胁与社会认知基本维度自我肯定对自我评价的影响

两个实验探索群际威胁情境下表达性和能动性自我肯定对个体自我评价的影响。实验一诱发群际威胁,操作表达性自我肯定,测量被试的自我评价水平。实验二与实验一采用相同的方法,诱发群际威胁,操作能动性自我肯定,之后测量自我评价水平。两个实验均发现,群际威胁组的自我评价显著低于控制组;在群际威胁情境下,表达性自我肯定组和能动性自我肯定组的自我评价显著高于无自我肯定组。研究表明,群际威胁虽然是群体水平的感知,但会对个体水平的自我评价产生消极影响,通过社会认知基本维度进行自我肯定能有效缓解群际威胁对自我评价的消极影响。自我肯定对群际威胁与自我评价之间关系的作用机制还需要进一步探讨。     

Core self-evaluation and life satisfaction: The person-environment fit perspective

This study is the first to test the mediating roles of three person-environment (P-E) fit variables (i.e., person-major fit, person-university fit, and person-society fit), in the relationship between core self-evaluation and life satisfaction. Data from 794 Chinese university students were analyzed using structural equation modeling. Results supported a partial mediating effect for all three P-E fit variables on the relationship between core self-evaluation and life satisfaction. Person-major fit and person-university fit partially mediated the relationship between core self-evaluation and person-society fit. Additionally, person-society fit partially mediated the relationships of life satisfaction with person-major fit and person-university fit. The findings reveal the complicated mechanisms underlying the influence that core self-evaluation has on life satisfaction and suggest important implications for future research.     

When Birds of a Feather Flock Together: The Role of Core-Self Evaluations and Moral Intensity in the Relationship Between Network Unethicality and Unethical Choice

Leveraging perspectives from social cognitive theory, the attention-based view, and social networks literatures, we tested the relationship between unethical choice and network unethicality, which we define as respondents’ perceptions of their peer advisors’ unethical choices. Although social cognitive theory predicts that perceptions of peer advisor unethical choice are positively associated with unethical choice, we theorize that the nature of this relationship depends on the personality of the actor (core self-evaluation) and the situation (moral intensity). Results from a lagged study suggest that individual and situational variables may act as key buffers to the adverse impact of unethical social influence on ethical choice. Strengths, limitations, and directions for future research are discussed.     

Role of personality and affect on the social support and work family conflict relationship

The relationship between support and work family conflict has been studied extensively, but previous studies have not examined if personality moderates this relationship. In this research, we examine the moderating influence of personality on the relationship between contextual support and work-family conflict across two studies. In Study 1, we examine if core self-evaluations (CSE) moderate the relationship between four different types of workplace support, 1. family friendly work policies (FFOP), 2. family supportive organizational climate (FSOC), 3. perceived organizational support (POS), and 4. perceived supervisor support (PSS), and work interfering with family conflict (WIF) using a sample of working adults (N=435). In Study 2, we examine if Big Five personality traits and negative affect moderate the relationship between co-worker support and (WIF) using a large national sample (N=1130) of working respondents from the “midlife in the US” (MIDUS) study of health and well-being. Taken together, the current research examines the moderating effect of several key personality variables on the relationship between important forms of social support and work family conflict. Results based on these two samples indicate CSE moderates the relationship between POS and WIF, and PSS and WIF, but does not moderate the relationship between FFOP and WIF, or FSOC and WIF. Further, conscientiousness and agreeableness moderate the relationship between co-worker support and WIF. Co-worker support and WIF is stronger for individuals with higher levels of negative affect. We discuss the implications for research and practice relating to work family conflict.     

社交网站成瘾与青少年抑郁的关系:认知负载和核心自我评价的中介作用

为探讨社交网站成瘾对青少年抑郁的影响及其作用机制,在素质-压力模型的视角下,采用社交网站成瘾量表、认知负载量表、核心自我评价量表和流调中心抑郁量表,对武汉市三所全日制中学886名初中生进行调查。结果表明:(1)社交网站成瘾、认知负载、核心自我评价和抑郁两两间存在显著的相关,且社交网站成瘾对抑郁具有显著的正向预测作用;(2)认知负载和核心自我评价能在社交网站成瘾与抑郁的关系中起完全中介作用。具体而言,社交网站成瘾通过三条路径影响抑郁:一是认知负载的单独中介作用;二是核心自我评价的单独中介作用;三是认知负载-核心自我评价的链式中介作用。本研究揭示了社交网站成瘾与抑郁的关系及其作用机制,拓展了社交网站成瘾对个体心理社会适应的研究。     

High Self-Deceivers Internalize Self-Presentation of Extraversion Through Biased Evaluation of Their Performance1

This study examined whether high self-deceivers form their overly positive perception of their traits through overestimating their performance of self-presentation where they need to impress others as being extraverted/introverted, exhibiting more internalization of self-presentation (IOSP) of the trait. Participants were instructed to give either an extraverted or introverted impression through an oral (Study 1, N = 39) or written (Study 2, N = 62) self-presentation. Participants reported dispositional self-deception, self-presentation efficacy, and extraversion before and after self-presentation. Independent raters provided other-reported extraversion by examining the self-presentation. Across the two studies, two-way mixed ANOVA revealed that predicted change in extraversion occurred only for participants who made extraverted self-presentation. With the change in extraversion as an index of IOSP, mediation analyses revealed indirect effects of dispositional self-deception on IOSP via self-presentation efficacy but not other-reported extraversion. These results suggested that (a) people only internalize socially desirable traits like extraversion but not introversion, (b) writing to others is sufficient to cause IOSP, and (c) high self-deceivers internalize extraverted self-presentation not through actual performance but its subjective evaluation.     

Idiosyncratic deals and organizational commitment

This article examines the relationship between idiosyncratic deals and organizational commitment. In particular, it examines how two individual differences which reflect self-worth (core self-evaluations and age) moderate that relationship. We predicted that employees with feelings of high self-worth will expect and will feel entitled to these deals, but employees with feelings of low self-worth will feel particularly obligated to reciprocate positively for special treatment. Data were collected from 375 managers at two points in time. As predicted, the relationship between idiosyncratic deals and affective organizational commitment was stronger for those managers who had low core self-evaluations. While the two-way interaction effect between idiosyncratic deals and age was not significant, we did find modest evidence for a three-way interaction effect. As predicted, the strongest relationship between idiosyncratic deals and organizational commitment occurred for older workers who had low core self-evaluations.     

Who is empowered? Relative importance of dispositional and situational sources to psychological empowerment

Major reviews of psychological empowerment (PE) suggest four broad sources to becoming empowered: organizational, leadership, job, and dispositional. This study examines the redundancy, uniqueness, and relative importance within and across these situational and dispositional domains using commonality and dominance analyses. Across multiple samples, we find (a) within socio-structural domains, empowering leadership, knowledge sharing, and task significance are the most unique organizational sources of PE, (b) dispositional predictors augment situational features in explaining PE, and, perhaps most importantly, (c) job characteristics (JC) along with core self-evaluation (CSE) occupy the most dominant role on PE. In study 1 (N = 229), rank and CSE accounted for 64% of the variance in PE after accounting for information distribution, leadership, and the Big Five. Controlling for expanded Big Five inventory, leadership constructs, and socio-structurally features, study 2 (N = 171) finds general dominance of task significance (14%), empowering leadership (19%), and reduced, albeit incremental, effect of CSE (10%). Finally, study 3 (N = 386) replicates the large (30%) and moderately (10%) dominant effects of multiple JC dimensions and CSE. Implications call for a micro-level approach to PE emphasizing expanded roles, broadened self-concept, and personal impact on society rather than inspiring managers or organizational practices.     

Comparing the facets of the big two in global evaluation of self versus other people

The Big Two of agency and communion can be divided into the facets of agency-assertiveness, agency-competence, communion-morality, and communion-warmth. The present research studies how these facets are related to global evaluation of self versus others. In five studies we tested whether self-evaluation is reliably related to agency-assertiveness (H1), and evaluation of others to communion-morality (H2). Participants had to describe themselves (or a specific other person) on the facets and later to rate their self-evaluation (or other-evaluation). Supporting hypotheses, Studies 1, 3, and 4 showed that agency-assertiveness was reliably related to self-evaluation (Study 4: also agency-competence). Studies 2–5 showed that communion-morality was reliably related to evaluation of an acquaintance, but agency-competence (Studies 3 and 5) and communion-warmth (Study 2) were also important. We conclude that supporting H1, agency-assertiveness is particularly important for self-evaluation, whereas partly supporting H2, evaluation of others is associated with communion-morality, but also agency-competence and communion-warmth.     

Does Core Self Evaluations predict career success? A reanalysis of Judge and Hurst (2008)

We conducted a replication of Judge and Hurst’s (2008) study that suggest that Core Self Evaluations (CSE) have a significant positive effect on growth in career success (as well as on mediators of growth in career success). We found that, if anything, CSE has a significant negative relationship with growth in career success (as well as its mediators). We attribute the difference in findings to the timing of measurement of CSE in Judge and Hurst’s (2008) study and to the lack of control for General Mental Ability (GMA), arguing that when GMA is controlled for, CSE does not affect career success. Reasons for the observed negative relationship between CSE and career success are discussed.