Researchers demonstrate that being yourself, or self-verification, can provide an edge to otherwise qualified candidates.
At first glance, narcissistic leaders don’t sound like the kind of people we’d want to work for. But have you considered that narcissism often comes with many character traits—like unwavering self-confidence—that are crucial to successful leadership? Is there a way to benefit from the “good” parts of narcissism without suffering from the “bad” parts? New research shows that a healthy dose of humility can go a long way for the narcissistic personality.
Good employees may do whatever is asked of them, but better employees don’t wait to be told: they assess the situation, take initiative, and make positive changes on their own. But where can we find these magical people? New research shows that certain types of people are more likely to be proactive, and there is also something employers can do to encourage proactive behavior in the workplace.
For some jobs, working from home is just not possible. This is especially true if you are an assembly line technician, postal worker, coal miner, or pirate. But in the new economy, many professions require little else but a computer and mouse. This is why telework—or working from home—is all the rage. But does it work? And is it good for employees?
In recent memory, we’ve seen seemingly well-intentioned CEOs engage in unethical behavior that eventually leads to organizational ruin. Why do they do it? Don’t these executives stand to lose the most from organizational failure? After all, their lives and reputations are most intertwined with the company. Fortunately, a groundbreaking theory is beginning to make sense of this baffling situation.
We are the few, the proud, the performance-prove goal oriented! True, we have a slightly cumbersome name, but don’t let that fool you. We seek to achieve, to demonstrate our mastery, and to make sure everyone knows how much better than you we are. But starting today, we are on your work team. Will we help your team achieve success, or will we be too caught up in competing with you for personal glory?
Do you have a co-worker with whom interacting is draining? Have you ever worked with someone who was consistently aggravating, challenging, or rude? These types of relationships plague employees and organizations, and are even related to decreased job performance. However, de-energizing relationships can be managed and remedied, specifically through something psychologists call “thriving.”
Many popular books are written on how to succeed at high stakes negotiation, but researchers continue to study specific techniques to determine what really works. What about the emotion of sadness? If you need something from someone, are you more likely to get it if you let your lip tremble and solemnly wipe a tear from the corner of your eye? Or is that going to backfire?
Even though I-O psychologists have made a pretty convincing case for selecting employees based on intelligence, the case for selecting employees based on personality is less clear, and oftentimes debated. If you’re not convinced yet, new research shows that manager personality may not only impact individual job performance, but may also impact a company’s bottom line. Will you jump on the personality bandwagon?
It is difficult for employees to completely separate their home lives from their work lives. Stress that develops at home can actually spillover into the work environment, which leads to negative health outcomes for employees and negative organizational outcomes. A new study shows why organizations need to be on the lookout for employees who are experiencing stressful events in their personal lives.
In today’s world of work, you’re always thinking about the next job. But have you thought about how your resume makes people perceive you? Have you thought about what aspects of your resume might make you seem more hirable and land you the job of your dreams? If you haven’t thought about these things, it’s not too late. Recent research provides some practical advice on how you can make your resume shine!
We’ve all heard about the unparalleled ability to predict job success by using intelligence tests, but do they tell us everything we need to know? New research uses meta-analysis to explore whether intelligence can predict other kinds of work behavior that can make an organization sink or swim. They find that in some cases, personality testing actually comes out ahead.
Teamwork is often an unavoidable necessity in most workplaces, and crucial for productivity and competitiveness. A new study examines how team personality traits such as extroversion and agreeableness ultimately influenced individuals’ helping behaviors. Groups who ranked high on extroversion seemed to adopt cooperative norms, which influenced individual behaviors, whereas agreeableness seemed to impact only individual helping.
Most of the time, we assume that early morning individuals are perceived more positively than their late-rising counterparts due to being evaluated as more productive and responsible. A new study in the Journal of Applied Psychology specifically examines how employees’ start times relate to the perception of their work ethics and subsequent supervisor performance ratings.
Can bosses rectify bad leader behavior by suddenly becoming extra nice? Research shows that this kind of inconsistency could actually be a detriment to employee health. Only employees with high self-esteem or high “quality of work life” will be able to cope with such inconsistency and benefit from the boss’s quick turnaround.
Abusive supervisors have become increasingly common in recent years, and can have a devastating effect on workplace morale and productivity. A new study examines how employees can maintain job performance while dealing with an abusive supervisor, and ultimately found that the individual’s personality has a more significant effect than their choice of coping strategy.
In an ever-changing business world, the ability to adapt quickly to changes in the workplace is incredibly valuable to employers. A new study on “Personality and Adaptive Performance at Work” examines how emotional stability and ambition influence an employee’s ability to handle change. Ultimately, it found that personality was one of several key factors that determine how people adapt.
As organizational restructuring and downsizing lead to tougher competition for jobs, it’s become more crucial than ever for organizations to maximize each employee’s person-job fit. A new study finds that highly engaged employees tend to increase their own person-job fit by changing the physical and interpersonal attributes of their work in order to meet the needs of the position. In other words, they work harder to fit in better.
When problems arise in the workplace, employee voice often provides the corrective feedback needed to fix them. A new study on “Doing Right Versus Getting Ahead” finds that duty-oriented employees may be more likely to speak up than achievement-oriented employees, and suggests ways that organizations can empower team players.
Does it pay to be disagreeable? Well, if you are male, studies indicate that it does. A series of four studies show that both women and agreeable men suffer an income penalty unrelated to their job performance or other personality factors. In other words, the wage gap, so much discussed over the years, extends beyond women and affects men who don’t behave in stereotypically dominant and aggressive ways.
In recent years leadership psychology has become the focus of much discussion. Good leaders must be genuine, expressing sincere emotion at every turn, yet oversharing or being too open can lead to decreased job performance in subordinates and hurt a leader’s chance at the coveted C-suite. Is there a perfect balance for genuine leadership? New developments in industrial organizational psychology suggest there may be.
Just when you thought there couldn’t be another article on the introvert-extrovert debate, researchers behind this study investigate whether it pays off to be a little neurotic (as opposed to extroverted) when it comes to the workplace. Their answer might surprise you!
For some employees, providing service with a smile can be depleting act of emotional labor. A new study explains why a highly emotional service worker might be the best service worker.
Studies have told us that conscientiousness and job performance are related with conscientious employees preforming better. But is that true is all cases? Does a conscientious CEO offer as much, in terms of increase performance, as a conscientious check-out clerk? What Shaffer and Postlethwaite found may surprise you.
In this study, authors move beyond the “dark triad” to assess aberrant personality tendencies at work via an alternative methodology. Indicators of aberrant personality tendencies were calculated using 6 five-factor model (FFM) aberrant compounds. Results reveal that FFM aberrant personality tendencies could be useful for personnel psychologists looking to form new linear combinations of FFM facets.
In this recent study, Honkaniemi et al. (2013) set out of explore whether a job applicant’s personality type is associated with his/her reactions – including perceptions of fairness and face validity – to the selection process. Results question whether personality types should be included in models and analyses investigating applicant reactions.
Topic: Personality Publication: Personnel Psychology (1991) Article: The big five personality dimensions and job performance: A meta-analysis Authors: Murray R. Barrick & Michael K. Mount Reviewed By: Scott Charles Sitrin Personality and job performance are related, according to a study performed by Murray Barrick of Texas A & M University
Topic: Personality Publication: 2011 IEEE International Conference on Privacy, Security, Risk, and Trust, and IEEE International Conference on Social Computing Article: Our twitter profiles, our selves: Predicting personality with Twitter Authors: Daniele Quercia, Michal Kosinskii, David Stillwell, & Jon Crowcroft Reviewed By: Scott Charles Sitrin When you use Twitter, you
Topic: Selection, Personality, Recruiting Publication: Journal of Applied Social Psychology (MAY 2012) Article: Social Networking Websites: Personality Ratings, and the Organizational Context: More Than Meets the Eye? Authors: D. H. Kluemper, P. A. Rosen, and K. W. Mossholder Reviewed By: Megan Leasher We are used to companies having candidates take
Topic: Personality, Performance Publication: Journal of Applied Psychology (NOV 2012) Article: Implicit motives, explicit traits, and task and contextual performance at work Authors: Lang, J. W. B., Zettler, I., Ewen, C., and Hulsheger, U. R. Reviewer: Neil Morelli In the world of selection, personality has often been looked at as
Topic: Personality Publication: Journal of Vocational Behavior (OCT 2012) Article: The HEXACO and Five-Factor Models of Personality in Relation to RIASEC Vocational Interests Authors: Derek A. McKay & David M. Tokar Reviewed By: Thaddeus Rada In human resource management, there is a longstanding interest in the relationship between personality traits
How can we train people to become better leaders? New research by DeRue, et al. (2012) has identified the benefits of a strategy called after-event reviews, or AERs. What are AERs, and when will they work best?
Topic: Personality, Selection Publication: Journal of Applied Psychology (AUTUMN 2012) Article: A matter of context: A meta-analytic investigation of the relative validity of contextualized and noncontextualized personality measures Authors: J. A. Shaffer & B. E. Postlethwaite Reviewed by: Alexandra Rechlin Whether or not you agree with it, your organization likely
Topics: Teams, Personality, Selection Publication: Journal of Applied Psychology (SEP 2012) Article: Ready to rumble: How team personality composition and task conflict interact to improve performance. Authors: Bret H. Bradley, Anthony C. Klotz, Bennett E. Postlethwaite, & Kenneth G. Brown Reviewed By: Aaron Manier Team members need to get along
Topic: Employee Satisfaction, Personality Publication: Journal of Applied Psychology (SEPT 2012) Article: Why Does Service With a Smile Make Employees Happy? A Social Interaction Model Authors: E. Kim, D.J. Yoon Reviewed By: Ben Sher If your job requires you to interact with customers, it’s probably a good idea to smile.
Topic: Personality Publication: Journal of Applied Psychology (JUL 2012) Article: On the Value of Aiming High: The Causes and Consequences of Ambition Authors: T.A. Judge, J.D. Kammeyer-Mueller Reviewed By: Ben Sher Are you striving for money than Donald Trump, more cars than Jay Leno, more medals than Michael Phelps, or
Topic: Personality Publication: Journal of Business and Psychology (2012) Article: Homogeneity of Personality in Occupations and Organizations: A Comparison of Alternative Statistical Tests Authors: Bradley-Geist, J. C., and Landis, R. S. Reviewer: Neil Morelli You’ve probably heard the expression, “It takes a certain type of person to be a (fill
Topic: Assessment, Personality, Ethics, Counter-Productive Work Behavior, Workplace Deviance Publication: Personnel Psychology (SPRING 2012) Article: Why employees do bad things: Moral disengagement and unethical organizational behavior Authors: Celia Moore, James R. Detert, Linda Klebe Treviño, Vicki L. Baker, & David M. Mayer Reviewed by: Alexandra Rechlin Organizations obviously want their
Topic: Learning, Personality, Job Performance Publication: Journal of Applied Psychology (MAR 2012) Article: The Impact of Help Seeking on Individual Task Performance: The Moderating Effect of Help Seekers’ Logics of Action Authors: D. Geller, P.A. Bamberger Reviewed By: Ben Sher Help, I need somebody! When employees get stuck trying to
Topic: Selection, Personality Publication: Journal of Applied Psychology (2012) Article: An Empirical Investigation of Dispositional Antecedents and Performance- Related Outcomes of Credit Scores Authors: Bernerth, J.B., Taylor, S.G., Walker, H.J. and Whitman, D.S. Reviewer: Neil Morelli You’ve no doubt heard the catchy jingles asking you to check your credit score.
Topic: Leadership, Personality Publication: Personnel Psychology (Winter 2011) Article: Developing executive leaders: The relative contribution of cognitive ability, personality, and the accumulation of work experience in predicting strategic thinking competency. Authors: Lisa Dragoni, In-Sue Oh, Paul Vankatwyk, & Paul E. Tesluk Reviewed by: Alexandra Rechlin Effective leaders need to think
Topic: Faking, Personality, Selection Publication: Journal of Applied Psychology Article: Testing the efficacy of a new procedure for reducing faking on personality tests within selection contexts Authors: Fan, J. Gao., D., Carroll, S.A., Lopez, F.J., Tian, T.S., & Meng, H. Reviewer: Neil Morelli Has your organization ever used, or ever
Topic: Personality, Organizational Commitment Publication: Journal of Applied Psychology (JAN 2012) Article: When Feeling Bad Leads to Feeling Good: Guilt-Proneness and Affective Organizational Commitment Authors: F.J. Flynn, R.L. Schaumberg Reviewed By: Ben Sher Is it good to be guilty? If you have just been accused of being a lousy tipper,
Topic: Job Performance, Personality, Training Publication: Journal of Applied Psychology (NOV 2011) Article: Want a Tip? Service Performance as a Function of Emotion Regulation and Extraversion Authors: N. Chi, A.A. Grandey, J.A. Diamond, K.R. Krimmel Reviewed By: Ben Sher Your restaurant server is quite the professional! He manages a genuine,
Topic: Personality Publication: Harvard Business Review Article: Your use of pronouns reveals your personality Author: Pennebaker, J. Reviewed by: Liz Brashier Do function words – words like pronouns, conjunctions, and prepositions – matter? And if so, what do they tell us? James Pennebaker, chair of the Psychology department at the
The Predictive Power of Grit: How to Select Successful People Topic: Leadership, Personality Publication: The Leadership Quarterly (JUN 2011) Article: Leader development and the dark side of personality Authors: Harms, P. D., Spain, S. M., & Hannah, S. T. Reviewed by: Alexandra Rechlin Recent research suggests that some positive personality
Topic: Counter-Productive Work Behavior, Personality Publication: Personnel Psychology, 64, 2 (Summer 2011) Article: Reconsidering the Dispositional Basis of Counterproductive Work Behavior: The Role of Aberrant Personality Authors: Wu, J. & Lebreton, J. M. Reviewed By: Thaddeus Rad Counterproductive work behavior (CWB) remains a heavily-researched area in I-O psychology. CWBs can
Publication: Journal of Vocational Behavior (2011)
Article: A longitudinal study of the determinants and outcomes of career change.
Authors: S. A. Carless & J. L. Arnup
Reviewed by: Charleen Maher
Topic: Performance, Personality, Self Efficacy
Publication: Human Performance
Article: Acting superior but actually inferior?: Correlates and consequences of workplace arrogance
Authors: R.E. Johnson, S.B. Silverman, A. Shyamsunder, H-Y Swee, O.B. Rodopman, E. Cho, and J. Bauer
Reviewed By: Benjamin Granger
Topic: Employee Satisfaction, Culture, Personality
Publication: Journal of Applied Psychology (NOV 2010)
Article: The Downside of Goal-Focused Leadership: The Role of Personality in Subordinate Exhaustion
Authors: S.J. Perry, L.A. Witt, L.M. Penney, and L. Atwater
Reviewed By: Mary Alice Crowe-Taylor
Topic: Personality, Job Attitudes
Publication: Journal of Applied Psychology (2010)
Article: A Meta-Analytic Examination of Work and General Locus of Control
Authors: Wang, Q., Bowling, N. A. & Eschleman, K. J.
Reviewed By: Rachel Marsh
Topic: Assessment, Personality
Publication: International Journal of Selection and Assessment (JUN)
Article: Improving prediction of work performance through frame-of-reference consistency: Empirical evidence using openness to experience
Authors: V.L. Pace and M.T. Brannick
Reviewed By: Benjamin Granger
Topic: Performance, Personality
Publication: Journal of Business and Psychology (MAR 2010)
Article: Effects of job satisfaction and conscientiousness on extra-role behaviors
Authors: N.A. Bowling
Reviewed By: Benjamin Granger
Topic: Job Performance, Personality
Publication: Journal of Occupational and Organizational Psychology (MAR 2010)
Article: Human capital and objective indicators of career success: The mediating effects of cognitive ability and conscientiousness
Authors: T.W.H. Ng and D.C. Feldman
Reviewed By: Benjamin Granger
Topic: Personality Assessment
Publication: International Journal of Selection and Assessment (MAR 2010)
Article: The magnitude and extent of cheating and response distortion effects on unproctored internet-based tests of cognitive ability and personality
Authors: W. Arthur, R.M. Glaze, A.J. Villado, and J.E. Taylor
Reviewed By: Benjamin Granger
Topic: Personality, Measurement, Job Performance
Publication: Personnel Psychology (SPRING 2010)
Article: We (sometimes) know not how we feel: Predicting job performance with an implicit measure of trait affectivity
Authors: R.E. Johnson, A.L. Tolentino, O.B., Rodopman, and E. Cho
Reviewed By: Benjamin Granger
Topic: Motivation, Personality, Job Performance Publication: Personality and Individual Differences (MAR 2009) Article: Using a two-factor theory of achievement motivation to examine performance-based outcomes and self-regulatory processes. Authors: Story, P.A., Hart, J.W., Stasson, M.F., & Mahoney, J.M. Reviewed By: Samantha Paustian-Underdahl Have you ever wondered why some employees seem to find
Topic: Leadership, Personality, Performance Publication: Organizational Behavior and Human Decision Processes (MAR 2009) Article: The development of leader–member exchanges: Exploring how personality and performance influence leader and member relationships over time. Authors: Nahrgang, J.D., Morgeson, F.P., and Ilies, R. Reviewed By: Samantha Paustian-Underdahl The relationships that form between leaders and their
Topic: Personality, Motivation, Goals Publication: Personality and Individual Differences (JAN 2010) Article: Individual differences in reactions to goal-performance discrepancies over time. Authors: P.D. Converse, E. Steinhauser, and J. Pathak Reviewed By: Benjamin Granger By nature, a goal creates a discrepancy between an employee’s current performance and some future state. For example,
Topic: Job Performance, Personality Publication: Journal of Organizational Behavior (NOV 2009) Article: A meta-analytic investigation into the moderating effects of situational strength on the conscientiousness-performance relationship Authors: R.D. Meyer, R.S. Dalal and S. Bonaccio Reviewed By: Benjamin Granger Conscientiousness is a personality trait that predisposes employees to be well organized, attentive
Topic: Performance Appraisals, Personality Publication: International Journal of Selection and Assessment (SEP 2009) Article: Rating level and accuracy as a function of rater personality Author: H.J. Bernardin, C.L. Tyler, & P. Villanova Reviewed by: Benjamin Granger Believe it or not, one of the common problems with performance appraisal ratings is
Topic: Personality, Job Attitudes Publication: Journal of Applied Psychology (JUL 2009) Article: Personality and Citizenship Behavior: The mediating role of job satisfaction Authors: Ilies, R., Fulmer, I.S., Spitzmuller, M., & Johnson, M. D. Reviewed By: Benjamin Granger Organizational Citizenship Behaviors (OCBs) are discretionary work behaviors that enhance the organizational environment
Topic: Performance, Selection, Training Publication: Journal of Applied Psychology (JUL 2009) Article: Effects of selection and training on unit-level performance over time: A latent growth modeling approach Authors: C. H. Van Iddekinge, C. H. Ferris, P. L. Perrewe, A. A. Perryman, F. R. Blass, & T. D. Heetderks Blogger:
Topic: Leadership, Personality, Performance Publication: Journal of Applied Psychology (MAY 2009) Article: The role of goal-focused leadership in enabling the expression of conscientiousness Authors: A.E. Colbert, L.A. Witt Reviewed By: Larry Martinez Colbert and Witt take the stance that goal-directed leadership tactics (being very directive about goals) creates an environment that allows
Topic: Personality, Teams Publication: Journal of Applied Psychology Article: Why do dominant personalities attain influence in face-to-face groups? The competence-signaling effects of trait dominance.). Why do dominant personalities attain influence in face-to-face groups? The competence-signaling effects of trait dominance. Author: C. Anderson, G. Kilduff Featured by: LitDigger While attitudes towards group projects run the
Topic: Assessment, Personality, Selection Publication: Industrial and Organizational Psychology Article: Personality testing and Industrial Organizational Psychology: A productive exchange and some future directions. Blogger: Benjamin Granger In an overview of the current state of personality testing in organizations, Oswald and Hough (2008) take on several perspectives and present some important ideas for research and practice in the
Topic: Assessment, Personality Publication: Journal of Applied Psychology Article: Exploring the Handshake in Employment Interviews. Blogger: Rob Stilson Stewart, Dustin, Barrick, & Darnold (2008) looked at the relationship between a person’s handshake and the outcomes of an interview. They also looked at what information is conveyed with a handshake. They were mainly concerned with what a person’s
Topic: Emotions at Work, Leadership, Personality Publication: Personality and Individual Differences Article: The “dark” side of leadership personality and transformational leadership: an exploratory study. Blogger: LitDigger Are you tired of all the literature linking narcissism to leadership? Ready for a new spin? Well, buckle your safety belts and whirl around with me. A
Topic: Job Performance, Leadership, Personality Publication: Human Performance Article: Narcissism in Organizations: A multisource appraisal reflects different perspectives. Blogger: Benjamin Granger Organizational researchers have identified a personality trait that consistently relates to immoral and ineffective leadership: narcissism. Narcissism involves an exaggerated sense of self-worth (I’m better than everyone else!), a need for admiration and power (Everyone should look up to me!), and a tendency to exploit
Topic: Wellness Publication: Monitor on Psychology Article: Caffeine’s wake-up call. Blogger: Larry Martinez We all have that one person in the office who just can’t function properly until they’ve had their cup of coffee in the morning (maybe it’s you). And who doesn’t get a boost out of a candy
Topic: Turnover Publication: Personel Psychology Article: Understanding the impact of personality traits on individuals’ turnover decisions: a meta-analytic path model. Blogger: Katie O’Brien Apparently, it can! While the rest of us who study turnover have been looking mostly at environmental influences that lead people to quit, Ryan Zimmerman has been