Relationships between personality facets and accident involvement among truck drivers

Prior research on the personality characteristics of truck drivers and accident involvement has relied primarily on the Big Five personality factors (e.g., Extraversion), and has largely focused on self-reported number of accidents rather than more objective, independent records. We examined the association between personality characteristics and accidents among professional truck drivers at the facet level of personality using company records of accidents over time. Analyses suggested that more empathetic individuals had lower rates of accident involvement, whereas more anxious, guilt-prone, exhibitionistic, and risk-taking individuals had higher rates. We discuss implications for decreasing rates of accidents, the selection of drivers, and use in other industries where physical safety is a concern.     

Incremental criterion prediction of personality facets over factors: Obtaining unbiased estimates and confidence intervals

Many researchers have argued that higher order models of personality such as the Five Factor Model are insufficient, and that facet-level analysis is required to better understand criteria such as well-being, job performance, and personality disorders. However, common methods in the extant literature used to estimate the incremental prediction of facets over factors have several shortcomings. This paper delineates these shortcomings by evaluating alternative methods using statistical theory, simulation, and an empirical example. We recommend using differences between Olkin–Pratt adjusted r-squared for factor versus facet regression models to estimate the incremental prediction of facets and present a method for obtaining confidence intervals for such estimates using double adjusted-r-squared bootstrapping. We also provide an R package that implements the proposed methods.     

The relationships between personality traits and one-year outcomes in patients with major depressive disorder without psychotic features

Introduction

Besides the intensity of depression, the main predictors of the outcome of a depressive episode are the comorbid disorders and certain personality traits.

Dispositional mindfulness attenuates the emotional attentional blink

Emotional stimuli have been shown to automatically hijack attention, hindering the detection of forthcoming targets. Mindfulness is defined as a present moment non-judgemental attentional stance that can be cultivated by meditation practices, but that may present interindividual variability in the general population. The mechanisms underlying modification in emotional reactivity linked to mindfulness are still a matter of debate. In particular, it is not clear whether mindfulness is associated with a diminished emotional response, or with faster recovery. We presented participants with target pictures embedded in a rapid visual presentation stream. The targets could be preceded by negative, neutral or scrambled critical distractors. We showed that dispositional mindfulness, in particular the Non-reacting facet, was related to faster disengagement of attention from emotional stimuli. These results could have implications for mood disorders characterised by an exaggerated attentional bias toward emotional stimuli, such as anxiety and post-traumatic stress disorders.     

Short and extra-short forms of the Big Five Inventory–2: The BFI-2-S and BFI-2-XS

The Big Five Inventory–2 (BFI-2) uses 60 items to hierarchically assess the Big Five personality domains and 15 more-specific facet traits. The present research develops two abbreviated forms of the BFI-2—the 30-item BFI-2-S and the 15-item BFI-2-XS—and then examines their measurement properties. At the level of the Big Five domains, we find that the BFI-2-S and BFI-2-XS retain much of the full measure’s reliability and validity. At the facet level, we find that the BFI-2-S may be useful for examining facet traits in reasonably large samples, whereas the BFI-2-XS should not be used to assess facets. Finally, we discuss some key tradeoffs to consider when deciding whether to administer an abbreviated form instead of the full BFI-2.     

Five-Factor Model facets differentially predict in-the-moment affect and cognitions

The facets of the Five-Factor Model (FFM) of personality are presumed to represent distinct, biologically-based tendencies to act, think, and behave; yet they have received little behaviorally-based empirical validation. In this study, FFM facets were used to examine individual differences in affective and cognitive responses to stressors as they are experienced in daily life. Participants (N = 79) completed the NEO-PI-R followed by a week-long experience sampling procedure. As expected, hierarchical linear modeling showed that FFM facets captured affective and cognitive tendencies that were missed at the domain level. They additionally demonstrated convergent and divergent validity in predicting momentary affect. These results provide evidence that facets are distinct, non-interchangeable predictors of daily thoughts and emotions.     

The effect of Neuroticism in the process of goal pursuit

This study examines the link between Neuroticism and work motivation under work conditions that provide clear behavioral expectations. Within a two-phase correlational laboratory setup, participants (N = 158) worked on a simple task with specific, high goals that were linked to monetary rewards. Structural equation modeling analysis largely supported the postulated model. Focusing on antecedents and consequences of goal commitment, we found that Neuroticism was indirectly related to the attainment of assigned goals via motivational variables in the process of goal pursuit. Independent of cognitive ability, positive and negative effects of Neuroticism were evident in the motivational process, which forms an explanation for the close-to-zero relationships to performance outcomes. Two facets (Anxiety, Self-consciousness) seem to offer explanations for the contradicting effects of Neuroticism in the process of goal pursuit.     

Employee personality, justice perceptions, and the prediction of workplace deviance

We examined the relative and incremental prediction of workplace deviance (i.e., intentional acts that harm the organization or its employees) offered by personality and organizational justice perceptions in a sample of 464 employees working in a large retail organization. We found that personality - including a sixth factor called Honesty-Humility, and its facet of trait Fairness - accounted for incremental variance in deviance criteria beyond justice perceptions. We found little support for the reverse. From a practical standpoint, these findings suggest that organizations may benefit from personality-related interventions (e.g., screening job applicants for relevant traits) more so than from justice-related interventions (e.g., organizational changes involving policies and procedures) in order to reduce workplace deviance. From a research perspective, our findings highlight the advantages of considering traits beyond the Big Five (e.g., Honesty-Humility) for maximizing the prediction and understanding of deviant behaviors at work.     

Facet-like Structures in Computer Science

This paper discusses how facet-like structures occur as a commonplace feature in a variety of computer science disciplines as a means for structuring class hierarchies. The paper then focuses on a mathematical model for facets (and class hierarchies in general), called formal concept analysis, and discusses graphical representations of faceted systems based on this model.

Contemporary perspectives on the study of psychological climate: A commentary

At the individual level of analysis, we address how work environment perceptions (psychological climate) are conceptualized and measured with respect to three perspectives in the applied psychology literature: (1) social constructionist, (2) general psychological, and (3) multiple stakeholder. Similarities and differences between these perspectives regarding the hypothesized bases of work environment perceptions, factor models for capturing these perceptions, and the generality/specificity of psychological climate factors are discussed. A general framework for conceptualizing and measuring climate perceptions with respect to different referents, organizational levels, industries or sectors, and stakeholder groups is then presented. This framework is posited to include core, generalizable dimensions associated with each relevant stakeholder group. Finally, we recommend methods and discuss future research directions related to the aggregation of individual level climate perceptions to organizational levels.