Introduction

This article reports a comprehensive meta-analysis of the criterion-oriented validity of the Big Five personality dimensions assessed with forced-choice (FC) inventories. Six criteria (i.e., performance ratings, training proficiency, productivity, grade-point average, global occupational performance, and global academic performance) and three types of FC scores (i.e., normative, quasi-ipsative, and ipsative) served for grouping the validity coefficients. Globally, the results showed that the Big Five assessed with FC measures have similar or slightly higher validity than the Big Five assessed with single-stimulus (SS) personality inventories. Quasi-ipsative measures of conscientiousness (K = 44, N = 8794, ρ = .40) are found to be better predictors of job performance than normative and ipsative measures. FC inventories also showed similar reliability coefficients to SS inventories. Implications of the findings for theory and practice in academic and personnel decisions are discussed, and future research is suggested.     

Just more of the same,or different? An integrative theoretical framework for the study of cumulative interruptions at work

We propose a theoretical framework that explores the accumulation of work interruptions and their effects. Most research studies have dealt with interruptions as isolated phenomena, ignoring the simultaneous or sequential occurrence of interruptions common in everyday life. We fill this gap and provide insight into the process of the accumulation of interruptions by mapping deep-level regulation onto an observable sequence of actions. Furthermore, we explain how cumulative interruptions can lead to qualitatively different effects because of the interaction and joint development of isolated effects, identifying some mediating and moderating factors. In doing so, we disclose the relationships between the effects of single interruptions found in laboratory studies and the impacts on health and well-being of multiple interruptions found in applied research.     

The mediating role of work climate perceptions in the relationship between personality and performance

Although past research has demonstrated a link between personality and job performance, potential enabling factors of this relationship have yet to be explored comprehensively. We hypothesized that perceptions of work climate, specifically relationship dimensions—cohesion, supervisor support, and job involvement—might be the mechanism through which the relationship between personality and job performance can be explained. Two hundred and thirty Australian employees completed an online survey measuring personality, relationship dimensions of work climate (job involvement, coworker cohesion, and supervisor support) and job performance. Results revealed that the relationship dimensions of work climate fully mediated the relationship between agreeableness and job performance, and extraversion and job performance, while the relationship between neuroticism and job performance was partially mediated by relationship dimensions of work climate. Supervisor support primarily accounted for this mediated effect for the neuroticism–job performance relationship, whereas for extraversion only job involvement explained significant unique variance. Our findings suggest that the relationship of agreeableness, extraversion, and neuroticism with job performance is indirect, and perceptions of the work environment itself play a role in this relationship. This implies that organizations should consider the work environment, in addition to personality during selection procedures. Future research should examine whether different levels of work environment dimensions, foster greater job performance in employees.     

Four-quadrant investigation of job-related affects and behaviours

Emphasizing differences in activation as well as valence, six studies across a range of situations examined relations between types of job-related core affect and 13 self-reported work behaviours. A theory-based measure of affect was developed, and its four-quadrant structure was found to be supported across studies. Also consistent with hypotheses, high-activation pleasant affect was more strongly correlated with positive behaviours than were low-activation pleasant feelings, and those associations tended to be greatest for discretionary behaviours in contrast to routine task proficiency. Additionally as predicted, unpleasant job-related affects that had low rather than high activation were more strongly linked to the negative work behaviours examined. Theory and practice would benefit from greater differentiation between affects and between behaviours.     

Correlates of religious,supernatural and psychosocial causal beliefs about depression among Latino immigrants in primary care

The purpose of this cross-sectional study was to explore causal attributions about depression and to identify psychosocial factors associated with these beliefs among Latino immigrants. We interviewed 177 primary care patients with instruments to assess causal beliefs, depressive and somatic symptoms, ethnic identity and stigma. An exploratory factor analysis of the Causal Beliefs scale yielded three factors, “Balance,” “Psychosocial” and “Malevolent Spirituality/Transgressions” that were used as dependent variables in multivariate analyses. Depressive symptoms, age, country of origin and religiosity were significantly associated with particular factors of causal beliefs. Those with higher education were most likely to endorse psychosocial causal beliefs. Stigma pertained to causal beliefs related to “malevolent forces” and “personal transgressions.” In conclusion, psychosocial and religious explanations of illness were strongly endorsed by these Latino immigrants, indicating a dual system of Western-medicine and traditional beliefs. These results suggest culturally-specific interventions for improving health knowledge and communication with patients about depression.     

Children's Moral Emotions,Narratives, and Aggression: Relations With Maternal Discipline and Support

ABSTRACT. Children who attribute more positive emotions to hypothetical moral victimizers are typically more aggressive and have more behavior problems. Little is known, however, about when individual differences in these moral emotion attributions first emerge or about maternal correlates of these differences. In this study, 63 4–6-year-olds judged how they would feel after victimizing peers for gain and enacted event conclusions using narrative methods adapted from the MacArthur Story Stem Battery. In addition, children's mothers completed assessments of their disciplinary styles and social support, and children's aggressive tendencies were assessed based on ratings from mothers and a second familiar adult. Results revealed that most preschoolers expected to feel happy after their victimizing acts, but variations in happy victimization were unrelated to children's aggression. Several of children's narrative themes, including making amends (e.g., apologizing, reparations), aggressive acts, and mentions of death/killing, however, were related to children's aggression. Moreover, two maternal disciplinary dimensions, higher warmth and reasoning, as well as greater social support were also related to lower child aggression. Children's emotion attributions and moral narratives, however, were unrelated to maternal disciplinary practices or social support.     

Expectations and Attributions in Social Anxiety Disorder: Diagnostic Distinctions and Relationship to General Anxiety and Depression

Contemporary cognitive models suggest that social anxiety disorder arises from a number of cognitive factors, including tendencies to form pessimistic (rather than optimistic) attributions and expectations for socially-related events. These models also assume that the strengths of such attributions and expectations are more closely linked with social anxiety than with general anxiety or depression. To test these assumptions, a battery of self-report measures was completed by participants with a primary diagnosis of generalized social anxiety disorder (n?=?75), panic disorder with agoraphobia (n?=?44), or post-traumatic stress disorder (n?=?59). To examine differences on these cognitive variables, group comparisons were performed controlling for general anxiety, depression and medication status. Social anxiety disorder, compared with panic disorder with agoraphobia and post-traumatic stress disorder, was characterized by lower expectations for positive social events and higher expectations for negative social events. There was no difference among the groups on expectations for non-social positive or negative events. Stable and global attributions for social negative events were more closely associated with social anxiety disorder than with panic disorder with agoraphobia and post-traumatic stress disorder. Correlational analyses also revealed specific relationships among social-cognitive measures and social anxiety, even after controlling for general anxiety and depression. The results are consistent with cognitive models of social anxiety disorder.     

To connect is to be influenced: What determines a third‐party's forgiveness attitudes to conflicting groups' violent partisan members?

The present research seeks to answer the question of what determines an uninvolved third party's forgiveness attitudes toward conflicting groups' violent partisan members. Specifically, Bangladeshi participants read a fictitious interview with a radicalized Palestinian who declared his intention to avenge himself against Israelis for his personal and collective plight by carrying out a suicide bombing attack. Findings reveal that an empathy manipulation (high empathy = other focused or low empathy = objective focused) influenced participants' forgiveness attitudes towards the radicalized Palestinian such that in the high empathy condition participants were more forgiving of the target than participants in the low empathy condition. Moreover, while the strength of their religious identification (Islam) played no significant role, participants' tendency to attribute the target's decision to situational factors fully mediated the effects of empathy on forgiveness.     

Le rôle modérateur des orientations vers les objectifs dans la relation entre l’envergure de poste et l’engagement organisationnel

This paper examines the moderating role of goal orientations (learning, performance and avoidance orientation) in the relationship between job scope (i.e., a composite measure capturing task variety, autonomy, feedback and significance) and organizational commitment. Based on a sample of 314 participants, the analyses indicate that job scope is positively related to commitment and that performance orientation and avoidance orientation act as negative moderators of job scope. Specifically, job scope was more strongly related to commitment at low levels of these traits. We discuss the importance of considering the role of employee personality in the study of the effect of work context on commitment.     

Beyond objectivity: The performance impact of the perceived ability to learn and solve problems

The purpose of this research was to develop and provide initial validation evidence for the performance impact of a measure of an individual's perceived ability to learn and solve problems (PALS). Building on the self-efficacy literature and the importance of learning and problem solving, the fundamental premise of this research was that PALS would significantly explain employee performance. In addition to demonstrating that PALS represented a distinct construct, PALS was a significant predictor of performance for managerial and entry-level employees in two different organizational contexts. Moreover, PALS explained additional variance in performance beyond general mental ability, personality, and similar constructs related to learning and problem solving.