领导-下属外向性人格匹配性与下属工作投入的关系:基于支配补偿理论

基于支配补偿理论,本研究考察领导与下属外向性人格的匹配性对下属工作投入的影响。对743对领导-下属进行配对问卷调查,在两个时间点获取调查数据。多项式回归与响应面分析表明,下属与领导外向性人格差异越大,下属工作投入水平越高。在下属与领导外向性人格存在差异的情形下,"高下属外向性、低领导外向性"组合比"低下属外向性、高领导外向性"组合,下属的工作投入水平更高。在下属与领导外向性人格一致的情形下,下属的工作投入和外向性人格存在倒U型曲线关系。研究证明了在外向性维度上领导和下属是支配互补的关系时,下属的工作投入水平更高。     

And justice for all: Revisiting the Global Belief in a Just World Scale

The Global Belief in a Just World Scale (GBJWS) has been widely used in measuring the Belief in a Just World (BJW) personality trait. Despite its widespread application across the social sciences, the validity of this scale has not been sufficiently tested in the literature. In this research, the authors examine the internal and external validity of the GBJWS using both standard correlational analyses and structural equation modeling (SEM). Specifically, the authors test the concurrent validity, internal consistency, unidimensional structure, convergent validity, and both measurement and latent mean invariance of the scale across gender and culture. The results of a pilot study suggest strong concurrent validity of the GBJWS with other BJW scales, and the findings of the two main studies support the internal and external validity of GBJWS across gender and culture. The authors’ results further show an overall greater level of BJW of Chinese individuals compared to Americans. The present research provides a much needed investigation of the validity of the GBJWS, and answers calls for research examining the scale’s utility across different populations.     

Are some first dates easier to read than others? The role of target well-being in distinctively accurate first impressions

Some people are open books, with their distinctive personalities being accurately perceived after a brief interaction, whereas others are harder to read. Such open books have in turn been found to have greater well-being, at least within lower-stakes, platonic getting-acquainted interactions. Do individual differences in expressive accuracy emerge in higher-stakes settings, such as first dates, and are people higher in well-being still easier to read? Using a speed-dating paradigm (N = 372; N_dyads = 4723), accuracy on average was significant but relatively low. Nevertheless, strong individual differences in expressive accuracy emerged and were associated with well-being. In sum, although it may be more difficult to form accurate impressions on first dates, targets higher in well-being may make the task easier.     

Use of trait information in the attribution of intentions by popular,average and rejected children

This study aimed to examine the extent to which children's sociometric status is related to the use of trait information. Therefore, 99 children (aged 4–6) were asked to make inferences about protagonists' future actions when positive or negative trait information was given. Results showed that rejected children were less affected by the protagonist's trait information than their more popular peers (average and popular) in both conditions. As well as their frequently reported hostile bias, rejected children also showed a positive bias. This suggests a general delay in social reasoning among rejected children, but can also be explained by a difference in their development of social cognition based on their atypical daily interactions. Copyright © 2004 John Wiley & Sons, Ltd.     

Investigating curvilinear relationships of explicit and implicit aggression with workplace outcomes

ABSTRACT

Although previous research has demonstrated the value of integrating explicit and implicit measures of aggression for predicting workplace outcomes, such investigations only examined linear and interactive effects. Here we examine nonlinear (i.e., curvilinear) effects of explicit and implicit aggression, which revealed subtleties in the manifestation of aggression. We found significant curvilinear effects of explicit aggression on peer-reported deviance (property deviance, production deviance, and personal aggression). In each case, deviance was lowest when explicit aggression was low, and increased as explicit aggression increased. However, production and property deviance decreased at elevated levels of explicit aggression. In contrast, for disciplinary actions, explicit and implicit aggression interacted, but there was also a curvilinear effect of implicit aggression. This pattern led to discipline being highest when explicit and implicit aggression were very incongruent, but being quite low when they were congruent. The results show that examining nonlinear effects with respect to explicit and implicit aggression can reveal unexpected relationships when predicting peer-reported criteria or organizational personnel data. Propositions for future research on the relationship of personality to workplace outcomes are presented deriving from the trait activation model, and implications for workplace interventions are discussed.