An investigation of the arousal model of interpersonal intimacy

In a study designed to test Patterson's arousal model of nonverbal intimacy, the heartrate, gaze, smiles, body orientation, and body lean of each of 40 female subjects who interacted with an accomplice were measured. Within a factorial design, subjects were induced to view more or less favorably the accomplice, who subsequently increased or maintained the same level of nonverbal immediacy as she did in an earlier session. It was hypothesized that (1) an increase in the accomplice's immediacy would effect an increase in subjects' arousal (heartrate) which, in turn, (2) would lead to either reciprocal or compensatory nonverbal adjustments by subjects, depending on whether they viewed the accomplice more or less favorably, respectively. The results supported the first but not the second hypothesis. However, interpretation of the results suggests, nevertheless, that they may be consistent with the arousal model.     

Individual and organizational correlates of promotion refusal

Individual and organizational correlates of employees who refuse seniority-based promotions in union lines of progression are examined. The sample consisted of 313 production employees of a large manufacturing complex. Correlational and discriminant analyses revealed that age, being female, and number of employees in the department related positively to promotion refusal, while years of education and pay showed a negative relationship. Of these variables, years of education was the strongest predictor. Potential explanations for the results relate to stress avoidance, perceived inabilities, and equity theory. Areas for future research are suggested.     

Relationship between career maturity and self-concepts of suburban and urban middle- and urban lower-class preadolescent black males

The relationship between career maturity and self-concepts of 252 sixth-grade black males was investigated. Student samples of suburban and urban middle- and urban lower-class were drawn from 42 different school settings located in Monroe, Erie, and Westchester Counties of New York State. The Attitude Scale of the Career Maturity Inventory and the Coopersmith Self-Esteem Inventory were used to assess the association of career maturity and self-concepts. Results indicated relatively weak-positive relationships between career maturity and self-concepts. Significant career maturity differences were found. However, self-concepts of the three groups were not statistically significantly different. Of the set of independent variables predicting and estimating variance accounted for (socioeconomic status, family intactness, place of residence, and reading), socioeconomic status was found to have the strongest predictive value on career maturity. It was suggested that researchers examine elementary school black students' career development in view of the group with whom they identify most.     

Discrepancy in internalized values of workers in extreme situations: Consequences for soldiers and risk for the organization

IntroductionIn the present paper, we address the double-edged role of values among Army personnel and how they can be used in information warfare. We suggest that value discrepancy may impact the agent's trust and consequently, affect behaviour and ultimately destabilize the organization.ObjectivesBased on cognitive dissonance theory and the meaning maintenance model, we hypothesized that exposing trained soldiers to information which confronts their core values and involves both their peers and their institution could promote an overwhelming reaction that could finally alter their trust in the organization.MethodTo examine the proposed model, interviews were conducted with 38 active-duty soldiers that permits to stress the importance of values for their personal life. To complete the interviews, a staged observation was led with the second set of participants (n = 21). Its goal was to evaluate the soldiers’ reaction to a message aiming at their values.ResultsQualitative and quantitative analysis of the Interviews confirmed both the importance of the said values and stressed the ambivalence toward their institution. The results of the staged observation suggested that a low credibility source of information aiming at their central values could lead to a direct emotional reaction, that could potentially lead to a decrease in institutional trust, and therefore ultimately in the organisation performance.ConclusionThe discussion focuses on the consequences of this mechanism, the fundamental necessity for the organization of taking this process into account. Finally, we suggest ways to cope with this risk which can alter strategy deployment and goal achievement.     

The influence of item order on intentional response distortion in the assessment of high potentials: Assessing pilot applicants

An experiment was conducted to investigate the effects of item order and questionnaire content on faking good or intentional response distortion. It was hypothesized that intentional response distortion would either increase towards the end of a long questionnaire, as learning effects might make it easier to adjust responses to a faking good schema, or decrease because applicants' will to distort responses is reduced if the questionnaire lasts long enough. Furthermore, it was hypothesized that certain types of questionnaire content are especially vulnerable to response distortion. Eighty‐four pre‐selected pilot applicants filled out a questionnaire consisting of 516 items including items from the NEO five factor inventory (NEO FFI), NEO personality inventory revised (NEO PI‐R) and business‐focused inventory of personality (BIP). The positions of the items were varied within the applicant sample to test if responses are affected by item order, and applicants' response behaviour was additionally compared to that of volunteers. Applicants reported significantly higher mean scores than volunteers, and results provide some evidence of decreased faking tendencies towards the end of the questionnaire. Furthermore, it could be demonstrated that lower variances or standard deviations in combination with appropriate (often higher) mean scores can serve as an indicator for faking tendencies in group comparisons, even if effects are not significant.     

Does perceived ability to deceive = ability to deceive? Predictive validity of the perceived ability to deceive (PATD) scale

This research investigated whether the perceived ability to deceive (PATD) scale predicts ability to deceive in a vocational testing context. Using a quasi-experimental design, participants (N = 85 student and community members) completed the PATD scale and a personality measure under standard instructions before being asked to fake the personality measure as if they were applying for a job in the police force. Based on extant research, successful faking was operationalised as elevated scores on conscientiousness and extraversion and reduced scores on neuroticism. Analysis via independent t-test did not support the hypothesis that PATD predicts faking success. Future research should consider the relationship between PATD and intention to fake, as well as extend examination of PATD to other deception-related contexts.     

Recruiters’ Inferences of Applicant Personality Based on Resume Screening: Do Paper People have a Personality?

Research shows recruiters infer dispositional characteristics from job applicants’ resumes and use these inferences in evaluating applicants’ employability. However, the reliability and validity of these inferences have not been empirically tested. Using data collected from 244 recruiters, we found low levels of estimated interrater reliability when they reviewed entry-level applicants’ resumes and made inferences regarding applicants’ personality traits. Moreover, when recruiters’ inferences of applicant personality were correlated with applicants’ actual Big Five personality scores, results indicated that recruiters’ inferences lacked validity, with the possible exceptions of extraversion and openness to experience. Finally, despite being largely unreliable and invalid, recruiters’ inferences of applicants’ extraversion, openness to experience, and conscientiousness predicted the recruiters’ subsequent employability assessments of the applicants.     

人事决策信息利用和效能预测模型

本研究以 1 2 2名人事管理人员为被试 ,采用问卷测量法 ,分析了企业人事决策信息利用的现状 ,信息利用指标和效能的关系。结果发现 :1企业人事决策中比较重视能力要求信息、组织环境信息和个人档案材料 ,忽略心理特点信息的利用 ;2非程序信息、人职匹配信息对效能指标的直接预测力较强 ,其他指标的预测力较弱 ;3能力要求、考核成绩、个人档案材料等信息通过人职匹配信息的利用对效能指标产生影响。文章还构建了人事决策的效能预测模型 ,并讨论了研究结果对企业人事决策诊断和发展的理论和实际意义。     

Personality and Intelligence in Business People: A Study of Two Personality and Two Intelligence Measures

This study examined the overlap and correlations among two well-known personality measures (NEO-PI–R; Myers-Briggs Type Indicator, MBTI) and two widely used intelligence tests (the Graduate Management Assessment (GMA), Watson-Glaser Critical Thinking Appraisal (WGCTA)). The GMA measures both fluid intelligence (Gf) and crystallized intelligence (Gc), whereas WGCTA mainly assess Gc. A total of over 3,500 participants completed the four measures in a middle management assessment event. Correlational analysis showed that Extraversion on the MBTI tended to be associated with Openness and Stability on the NEO. Intuition was associated with Openness and Introversion. Feeling types tended to be both Agreeable and Neurotic while perceiving types were high on Openness but low on Agreeableness. The NEO Big Five factor of Openness was most consistently and significantly associated with both measures of intelligence (r = .09 to r =.12). Results from the MBTI showed that Intuition and Perceiving scores were positively and significantly associated with both intelligence test scores which were intercorrelated (r = .38). Regressional analysis showed that personality traits are logically and coherently related to intelligence test scores. Implications for selection and assessment are considered.     

The Five-Factor model of personality and work behaviour in Greece

This study explores the validity of the five-factor model of personality (FFM) in occupational settings in Greece, examining its relationship to employees' overall job performance, job satisfaction, organizational citizenship behaviour, and generic work competencies. Two hundred and twenty-seven employees from various Greek SMEs participated in the study completing a personality and a job satisfaction measure. Their supervisors completed three questionnaires assessing their performance and their work competencies. Some of the most significant results of this study were the strong links identified between personality and job satisfaction and the moderating effect of job type on the criterion-related validity of some personality dimensions. These results are discussed in terms of the FFM literature taking into consideration the strong effect of Greek culture. The theoretical and practical implications for research and practice in Greece are also discussed.