A comparison of self-other agreement in personal values versus the Big Five personality traits

Can we judge other people’s values accurately, or are values too subjective to assess? We compared self-other agreement in personal values with agreement in the Big Five personality traits. Self-other agreement in four higher-order values (median r = .47) and in six culture-specific value factors (median r = .50) was substantial and similar to that for the Big Five personality traits (median r = .51). When corrected for attenuation due to measurement error self-other agreement was high for all three scales (median rs > .65). The results suggest that people can assess values of others whom they know well with remarkable accuracy. Therefore, other-ratings of personal values can be used to validate and complement self-report value measures.     

Job design,opportunities for skill utilization,and intrinsic job satisfaction

Arguably, job designs that provide for high levels of employee control also provide increased opportunities for the development and exercise of skill. Perceived skill utilization has consistently been found to be amongst the strongest predictors of job-related affective well-being, yet is frequently neglected in studies of work redesign. In this article, a theoretical framework linking the key job characteristics of perceived control and perceived cognitive demand to perceived skill utilization and intrinsic job satisfaction is presented. Results from one cross-sectional study and one longitudinal study are reported that support the mediational influence of perceived skill utilization on the perceived job control?–?job satisfaction relationship only. The relationship between perceived job demand and perceived skill utilization was mixed but no mediating effect was evident. It is argued that the level of both perceived demand and perceived control dictates the nature of the joint influence of both job characteristics on perceived skill utilization and work attitudes such as job satisfaction.     

Performance expectations,personal resources,and job resources: How do they predict work engagement?

Research on work engagement has mainly focused on the role of job and personal resources and has ignored the possible impact of personal demands workers develop with regard to their work. The aim of our study was to test the reciprocal relationships that job resources, personal resources, and personal demands, operationalized as performance expectations, share with work engagement. Three-wave longitudinal data were collected in a Belgian public institution (N?=?473). Results confirm the causal effects of job resources, personal resources, and performance expectations on work engagement. Reciprocal relationships are not significant. Results are discussed with regard to the impact of changes in job and personal resources and performance expectations on work engagement. Practical implications including reinforcement of Human Resources practices such as appraisal interviewing and career management are also discussed.     

Image of God and personality pathology: An exploratory study among psychiatric patients

The associations between personality pathology according to DSM-IV, symptomatology and God image were examined among a group of 46 psychiatric patients. Features of personality disorders were assessed using the 'Questionnaire to Assess Personality Pathology', a self-report screener. God image was measured by means of the 'Questionnaire God Image'. Symptomatology was assesed by means of the SCL-90. The more personality pathology present, the more negative the image of God. The negative image of God appeared to be associated with personality pathology, in particular with pathology from the DSM-IV A- and C-cluster, even after controlling for the influence of symptomatology, suggesting that the association between symptomatology and the God image is mediated by personality pathology. When symptoms of the A-cluster are present God is experienced as detached and passive. When C-cluster symptoms prevail, God is experienced as a harsh judge. Results are discussed both from a psychodynamic object-relational as well as from a cognitive schema focused perspective.     

Nonwork orientations relative to career: A multidimensional measure

Although scholars typically assess an individual's nonwork role orientation relative to career as a unitary construct, we argue that a person's orientation toward nonwork roles is multi-dimensional. Drawing on a literature review demonstrating the need for improved constructs capturing changing relationships between career and multi-faceted nonwork orientations, and empirical data from three studies with samples at different career stages (early and mid-career), we use factor analysis and data from qualitative and longitudinal studies to develop three unique scales to assess a person's nonwork priorities relative to career orientations: family, personal life, and community service. There were generally positive relationships between the protean career scales and the new nonwork role orientation measures. Future research should move beyond a binary work–life or work–family models and include multi-dimensional measures of nonwork orientations relative to career.     

“Benevolent Patriarchy”: Palestinian Women between “Ideal” and “Reality”

In this article polygyny is used to illustrate how the ideal of benevolent patriarchy and the “good” Muslim man as the benevolent patriarch tends to create a discrepancy between the legal and the moral in Islamic legislation as well as in Islamic discourse. The study is based on fieldwork in the West Bank in 2011 when 49 Islamist and Islamic-oriented women were interviewed. The main finding of this study is that Islamist women tend to accept the Islamic gender system as the divine will, and they also accept its legal expression, Personal Status Law. However, there is a little awareness of the lack of legal consequences for men who do not behave according to the moral code, which is not explicitly but only implicitly assumed in the law.     

Bergson's and Sartre's Account of the Self in Relation to the Transcendental Ego

The historico-political category of 'Continental philosophy' arose in the United State and includes such figures as Adorno, Arendt, Beauvoir, Cairns, Carr, Cavailles, Deleuze, Derrida, Fink, Foucault, Funke, Gadamer, Gurwitsch, Habermas, Heidegger, Held, Ihde, Jaspers, Jonas, Kersten, Kristeva, Ingarden, Landgrebe, Levinas, Lyotard, Marcel, Marcuse, Marx, Merleau- Ponty, Mohanty, Natanson, Ortega y Gasset, Pato?ka, Reinach, Ricoeur, Sartre, Scheler, Schutz, Seebohm, Sokolowski, Spet, Stein, Stroeker, and Waldenfels. What these diverse figures share is (a) an early but not necessarily continued critical involvement with Husserl's phenomenology and (b) subsequent intellectual interaction with others who also began that way. Some comments on relations with analytic philosophy are also included with this historical sketch.     

Goal pursuit in young adulthood: The role of personality and motivation in goal appraisal trajectories across 6 years

The aim of this longitudinal study was to examine changes in the appraisals of personal goals during young adulthood, and to investigate personality and motivation as predictors of goal appraisals. Israeli young adults (N = 284, 46% female) were assessed four times during ages 23–29 and reported on their goal appraisals (goal investment, goal momentum and goal stress), personality (efficacy and self-criticism) and motivation (autonomous motivation, controlled motivation, amotivation). The results showed mean stability for goal investment and momentum, whereas goal stress declined. Efficacy predicted higher goal investment and momentum 6 years later, while self-criticism accounted for individual differences in goal stress. Autonomous motivation predicted higher goal investment and momentum, while amotivation related to higher goal stress.     

Development of an abbreviated Personal Globe Inventory using item response theory: The PGI-Short

The responses of 2813 individuals to the Personal Globe Inventory (Tracey, 2002) were examined with the goal of developing a shorter, yet valid version of the scale using item response theory to guide the process. A random sample of 1000 individuals was used to select the best items and then the remaining 1813 were used as a validation sample to examine psychometric properties. For items to be included in the shortened form, the option characteristic curves had to conform to theory and there could be no presence of differential item functioning across either gender or ethnicity. The best 80 items were retained forming the PGI-Short. This instrument demonstrated excellent reliability and adherence to a circular model, there was no differential item functioning across either gender or ethnicity. The PGI-Short was supported as an alternative to the fuller version of the PGI.     

The impact of role modeling on protégés' personal learning and work-to-family enrichment

The present study investigates the impact of role modeling as perceived by protégés on their personal learning (i.e., relational job learning and personal skill development) and work-to-family enrichment (WFE). Results from a two-wave field survey of 173 protégés in the People's Republic of China indicate that role modeling positively affects relational job learning and personal skill development. However, personal skill development rather than relational job learning was found to be positively related to WFE and to mediate the relationship between role modeling and WFE. The theoretical and managerial implications of these findings are discussed.