Personality and teamwork behavior in context: The cross‐level moderating role of collective efficacy

This research examines whether the relationship between an individual's personality and their behavior within a team is contingent on the team's overall perception of its capability. Individuals were peer‐rated on the extent to which they displayed interpersonal and performance management teamwork behaviors over the course of an 8 week business simulation. The personality trait of agreeableness predicted interpersonal teamwork behavior, while the personality traits of conscientiousness and core self‐evaluation (CSE) predicted performance management behavior. Multilevel analysis showed that collective efficacy influenced the extent to which an individual engaged in both types of behavior, and was also a cross‐level moderator of the relationship between agreeableness and interpersonal behavior and the relationship between CSE and performance management behavior. At the team level, interpersonal behavior mediated between collective efficacy and team performance. The study's results show that in team settings the personality and individual behavior relationship may depend on group level confidence perceptions. Copyright © 2010 John Wiley & Sons, Ltd.     

Core self‐evaluations in Japan: relative effects on job satisfaction,life satisfaction,and happiness

The present study tested, in a non‐Western culture (Japan), the relative validity in predicting job satisfaction, life satisfaction, and happiness of core self‐evaluations (CSE), positive and negative affectivity (PA/NA), and the Neutral Objects Satisfaction Questionnaire (NOSQ). Consistent with previous results in primarily Western cultures, the four lower‐order traits that comprise CSE—self‐esteem, generalized self‐efficacy, locus of control, and neuroticism—indicated a higher‐order factor. While each lower‐order trait was itself related to the study's criteria, the CSE concept displayed in general, higher correlations with the dependent variables, and explained incremental variance in two of the study's three outcomes beyond PA, NA, and the NOSQ. These results indicate initial support for the generalizability of CSE in a culture that differs in many respects from Western cultures, and suggest that judgments of satisfaction and happiness in a non‐Western culture have a dispositional source. Copyright © 2005 John Wiley & Sons, Ltd.     

Broad and narrow measures on both sides of the personality–job performance relationship

Two studies compared specific versus broad measures in linking personality with work behavior. In Study 1, 100 university students completed the 20 subscales of the Personality Research Form and an in‐basket exercise scored on 16 distinct managerial behaviors. In Study 2, 335 market research field representatives completed the Hogan Personality Inventory, containing 41 specific trait scales organized into seven primary scales, and were rated by their supervisors on seven performance dimensions. In both studies, significant linkages between broad personality and criterion variables (e.g., factors) were explained by stronger relations among relatively few specific variables. Moreover, consistent with prior research, weak relations among broad measures obscured important linkages at the specific level, including several cases of cancellation (i.e., specific traits loading the same factor in the same direction correlated with criteria in opposite directions). Canonical correlations with appropriate shrinkage correction revealed notable improvements in criterion validity over inter‐factor correlations and helped summarize the data while retaining the diagnostic advantages of specificity. Our findings are unique by demonstrating the value of specificity on both sides of the prediction equation. Implications for personnel selection are discussed. Copyright © 2003 John Wiley & Sons, Ltd.     

Evaluating the core: Critical assessment of core self‐evaluations theory

In 1997, Judge, Locke, and Durham published the core self‐evaluations (CSE) theory proposing that a multidimensional CSE construct, composed of emotional stability, self‐esteem, locus of control, and generalized self‐efficacy, accounts for individual differences in job satisfaction as well as in other organizational behavior outcomes. In this article, I argue that, despite ample evidence in support of the predictive validity of the CSE construct, the adequacy of including emotional stability, self‐esteem, locus of control, and generalized self‐efficacy as indicators of the CSE construct may be questionable, and I review evidence that points to limited convergent and discriminant validity of the CSE construct. I conclude the article with a few recommendations for advancing CSE theory and research. Copyright © 2011 John Wiley & Sons, Ltd.     

Getting to the core of core self‐evaluation: a review and recommendations

The theory of core self‐evaluation (CSE) has provided organizational scholars with a framework for describing disposition‐based effects on work attitudes and behaviors. Although the CSE construct has been useful for predicting various phenomena, there are potential weaknesses concerning how it is conceptualized and used. We review limitations regarding CSE theory, its measurement, and specific traits, and provide recommendations for addressing them. Key recommendations include strengthening the theory underlying CSE, specifying CSE as an aggregate construct with causal indicators, representing CSE as a multidimensional construct rather than a scale score, and incorporating a trait that reflects approach motivation. Theoretical and empirical evidence that relate to our recommendations are presented. Copyright © 2007 John Wiley & Sons, Ltd.     

Charismatic leadership viewed from above: the impact of proactive personality

We tested hypotheses regarding the relationship between proactive personality and perceptions of charismatic leadership. A sample of 156 managers completed measures of proactive personality along with measures of the five‐factor model of personality and other individual differences. The managers' immediate supervisors rated their charismatic leadership and in‐role behavior. Results suggest that self‐reported proactive personality is positively associated with supervisors' independent ratings of charismatic leadership. Hierarchical regression analyses revealed that proactive personality accounts for variance in a manager's charismatic leadership above and beyond that accounted for by an array of control variables (the Big Five personality factors, in‐role behavior, and social desirability). Copyright © 2000 John Wiley & Sons, Ltd.     

Personality and job performance: the importance of narrow traits

In a recent discussion of the bandwidth–fidelity dilemma in personality measurement for personnel selection, Ones and Viswesvaran (1996) concluded that ‘broader and richer personality traits will have higher predictive validity than narrower traits’. In this paper, the arguments made by Ones and Viswesvaran in favor of the exclusive use of broad personality dimensions are discussed. New data are presented that contradict Ones and Viswesvaran's claim of the existence of a general, integrity-related personality factor, and that show two narrow measures—the Responsibility and Risk Taking scales of the Jackson Personality Inventory—to have higher validities than the Big Five dimensions with respect to job performance criteria based on self-reported workplace delinquency in a sample of 127 entry-level employees. © 1998 John Wiley & Sons, Ltd.     

A review and critique of emotional intelligence measures

Emotional intelligence measures vary widely in both their content and in their method of assessment. In particular, emotional intelligence measures tend to use either a self‐report personality‐based approach, an informant approach, or an ability‐based assessment procedure. In this paper, the measurement and psychometric properties of four of the major emotional intelligence measures (Emotional Competence Inventory, Emotional Quotient Inventory, Multifactor Emotional Intelligence Scale, Mayer–Salovey–Caruso Emotional Intelligence Test) are reviewed, the comparability of these measures is examined, and some conclusions and suggestions for future research on emotional intelligence measures are provided. Copyright © 2005 John Wiley & Sons, Ltd.     

Energy at work: A measurement validation and linkage to unit effectiveness

We introduce the notion that the energy of individuals can manifest as a higher‐level, collective construct. To this end, we conducted four independent studies to investigate the viability and importance of the collective energy construct as assessed by a new survey instrument—the productive energy measure (PEM). Study 1 (n = 2208) included exploratory and confirmatory factor analyses to explore the underlying factor structure of PEM. Study 2 (n = 660) cross‐validated the same factor structure in an independent sample. In study 3, we administered the PEM to more than 5000 employees from 145 departments located in five countries. Results from measurement invariance, statistical aggregation, convergent, and discriminant‐validity assessments offered additional support for the construct validity of PEM. In terms of predictive and incremental validity, the PEM was positively associated with three collective attitudes—units' commitment to goals, the organization, and overall satisfaction. In study 4, we explored the relationship between the productive energy of firms and their overall performance. Using data from 92 firms (n = 5939_employees), we found a positive relationship between the PEM (aggregated to the firm level) and the performance of those firms. Copyright © 2011 John Wiley & Sons, Ltd.     

No person is an island: The effects of group characteristics on individual trait expression

Although most researchers now espouse a person‐by‐situation interactionist approach, there remains much work to be carried out to fully understand how different features of the environment interact with personality to influence behavior. Thus, this study sought to examine the moderating effects of three group‐level constructs on the relationships between two personality traits (conscientiousness and extraversion) and individual performance and counterproductive behaviors. Specifically, using trait activation theory as an organizing framework, we considered the moderating effects of the following: (i) a previously unexamined construct called core group evaluations (CGEs); (ii) group conscientiousness composition; and (iii) group extraversion composition. Data were obtained from a sample of university football players (N = 225–252 from 40 groups). The results indicated that CGEs moderated the relationships between individual conscientiousness and both performance (subjective) and counterproductive behaviors. Group conscientiousness composition also moderated the relationships between individual conscientiousness and both performance (objective and subjective) and counterproductive behaviors. Lastly, group extraversion composition moderated the relationship between individual extraversion and counterproductive behaviors. These findings highlight the importance of considering a team's CGEs, as well as the personality composition of team members when investigating the effects of conscientiousness and extraversion on individual performance and counterproductive behaviors. Copyright © 2011 John Wiley & Sons, Ltd.     

The interactive effects of conscientiousness,openness to experience,and political skill on job performance in complex jobs: The importance of context

Caveats concerning the ability of personality to predict job performance have been raised because of seemingly modest criterion‐related validity. The goal of the present research was to test whether narrowing the context via the type of job (i.e., jobs with complex task demands) and adding a social skill‐related moderator (i.e., political skill) would improve performance prediction. Further, along with political skill, the broad factor of personality demonstrated in prior research to have the strongest criterion validity (i.e., conscientiousness) was joined with a narrow construct closely related to openness to experience (i.e., learning approach) in a three‐way interactive prediction of supervisor‐rated task performance. With the employee–supervisor dyads among professionals, but not with the control group of non‐professional employees, task performance was predicted by the three‐way interaction, such that those high on all three received the highest performance ratings. Implications, strengths and limitations, and directions for future research are discussed. Copyright © 2012 John Wiley & Sons, Ltd.     

Antecedents of early career stage mentoring among Chinese employees

This study examined the mediating influence of protege‐initiated mentoring relationships on the relationship between personality and situational characteristics and mentoring received. Data were obtained from Hong Kong Chinese graduate employees (N=184) in their early career stage. Results of the regression analysis showed that protege‐initiated mentoring relationships mediated the relationship between the personality (extraversion) but not the situational (individual development culture and opportunities for interactions on the job) characteristics and mentoring received. In other words, extraversion was indirectly related to mentoring received through protege‐initiated mentoring relationships but individual development culture and opportunities for interactions on the job were directly related to mentoring received. Additionally, opportunities for interactions on the job indirectly influenced mentoring received through protege‐initiated mentoring relationships. Limitations of the study, implications of the findings and directions for future research are discussed. Copyright © 1999 John Wiley & Sons, Ltd.     

Capitalizing on proactivity for informal mentoring received during early career: The moderating role of core self‐evaluations

This paper examines the role of proactive personality in the receipt of informal mentoring received (i.e., psychosocial and career‐related mentoring) among a sample of 174 early career employees in China. The regression results indicated that networking behavior mediated the relationship between proactive personality and career‐related mentoring, whereas voice behavior mediated the relationship between proactive personality and psychosocial mentoring. Furthermore, core self‐evaluations moderated the aforementioned two indirect relationships such that they were stronger at higher levels of core self‐evaluations. Our analyses also showed that the moderating effects occurred at the first stage of the indirect relationships. We discuss the theoretical and practical implications of these findings. Copyright © 2012 John Wiley & Sons, Ltd.     

Locus of control at work: a meta‐analysis

This study meta‐analyzed the relationships between locus of control (LOC) and a wide range of work outcomes. We categorized these outcomes according to three theoretical perspectives: LOC and well‐being, LOC and motivation, and LOC and behavioral orientation. Hypotheses reflecting these three perspectives were proposed and tested. It was found that internal locus was positively associated with favorable work outcomes, such as positive task and social experiences, and greater job motivation. Our findings are discussed in relation to research on core self‐evaluation and the Big Five personality traits. Copyright © 2006 John Wiley & Sons, Ltd.     

General and specific measures in organizational behavior research: Considerations,examples, and recommendations for researchers

Deliberation over and relative preference for general or specific (broad or narrow) constructs has long been an important issue in organizational behavior research. In this article, we provide a review of this general issue and some specific recommendations for researchers. We begin by discussing whether the general versus specific issue is an important debate and by discussing other underlying issues (the role of researcher preferences, distinction between reflective and formative indicators, and distinction between constructs and measures of constructs). Building on Chen's (this issue) analysis of core self‐evaluations, we first discuss how the general–specific debate has progressed in core self‐evaluations research. We then discuss three other important areas in which this debate has played out: intelligence, five‐factor model of personality, and job attitudes. Finally, we offer a framework to help guide decisions about whether to utilize general measures, specific measures, or both and conclude by providing recommendations for the use of general and specific measures in organizational behavior research. Copyright © 2011 John Wiley & Sons, Ltd.     

Maturation of work attitudes: Correlated change with big five personality traits and reciprocal effects over 15 years

As employees grow older, do their attitudes regarding work change over time? Can such long‐term changes be understood from a personality development perspective? The present study addressed these fundamental questions by tracking 504 young professionals' work attitudes (i.e., job satisfaction and work involvement) and Big Five personality traits over the first 15 years of their professional career. We specifically investigated whether trait changes drive peoples' changing attitudes, a mechanism we called maturation of work attitudes. Latent change models first indicated significant associations between traits and attitudes at the beginning of the career, and mean‐level changes in Big Five traits (i.e., increases in Agreeableness and Conscientiousness and decreases in Neuroticism) in the direction of greater functional maturity. Although no significant mean‐level changes in work attitudes were observed, results regarding correlated change indicated that variability in attitude change was related to variability in trait change and that this indeed signaled a maturational process. Finally, reciprocal effect estimates highlighted bidirectional relations between personality and attitudes over time. It is discussed how these results (i) provide a better understanding of potential age effects on work‐related attitudes and (ii) imply a revision of the traditional dispositional approach to attitudes. Copyright © 2013 John Wiley & Sons, Ltd.     

Turning molehills into mountains: Sleepiness increases workplace interpretive bias

Three studies draw from evolutionary theory to assess whether sleepiness increases interpretive biases in workplace social judgments. Study 1 established a relationship between sleepiness and interpretive bias using ambiguous interpersonal scenarios from a measure commonly used in personnel selection (N = 148). Study 2 explored the boundary conditions of the sleepiness–interpretive bias link via an experimental online field survey of U.S. adults (N = 433). Sleepiness increased interpretive bias when social threats were clearly present (unfair workplace) but did not affect bias in the absence of threat (fair workplace). Study 3 replicated and extended findings from the previous two studies using objective measures of sleep loss and a quasi‐experimental manipulation of minor sleep loss (N = 175). Negative affect, ego depletion, or personality variables did not influence the observed relationships. Overall, results suggest that a self‐protection/evolutionary perspective best explains the effects of sleepiness on workplace interpretive biases. These studies advance the current research on sleep in organizations by adding a cognitive “threat interpretation” bias approach to past work examining the emotional reaction/behavioral side of sleep disruption. Interpretive biases due to sleepiness may have significant implications for employee health and counterproductive behavior. Copyright © 2015 John Wiley & Sons, Ltd.     

Self‐management perceptions and practices: a structural equations analysis

Self‐management has many potential benefits for organizations. However, application of self‐management to organizational settings has been hampered by lack of theoretical frameworks for self‐management specifically applied to work settings and by a corresponding dearth of psychometrically sound measures. This paper presents results of structural equations modeling of measures of self‐management anchored in a revised version of the Brief and Aldag (1981) model of the self in organizational behavior. Using confirmatory factor analysis procedures (CFA), two a priori measures of self‐management are examined. Results point to two relatively distinct facets of self‐management, each of them composed of four relatively independent subscales. Finally, a structural model evidencing a pervasive set of relationships between self‐management perceptions and self‐management practices is provided. Copyright © 1999 John Wiley & Sons, Ltd.     

Empirical examination of the individual‐level personality‐based theory of self‐management failure

The individual‐level personality‐based theory of self‐management failure posits that personality predisposes individuals to self‐defeating behavior that, in turn, leads to self‐management failure (Renn, Allen, Fedor, & Davis, 2005). To provide a partial test of the theory, a model is hypothesized that operationalized personality with neuroticism and conscientiousness of the Big Five personality dimensions; self‐defeating behavior with inability to delay gratification, procrastination, and emotional self‐absorption; and self‐management with personal goal setting, monitoring, and operating. The model was tested using data collected from 286 working employees and structural equations analysis. Results supported nine of 11 theory‐derived hypotheses. As hypothesized, high neuroticism was associated with improper personal goal setting, monitoring, and operating; and emotional self‐absorption and procrastination accounted for the relationship between high neuroticism and ineffective self‐management. In addition, low conscientiousness was associated with inferior self‐management practices, and inability to delay gratification and procrastination partially explained the relationship between low conscientiousness and poor self‐management. The findings provide new insight into how high neuroticism and low conscientiousness may contribute to self‐management failure. Theoretical and practical implications of the study are discussed. Copyright © 2009 John Wiley & Sons, Ltd.     

Development and validation of an objective intra‐organizational career success measure for managers

This study aimed to develop and validate a new objective measure of intra‐organizational career success, that is the Managerial Career Success Measure (MCSM). Although there has been a recent emphasis in the careers literature on the subjective career, there is still a need for a valid operationalization of ‘traditional’, objective career success as this construct is still considered relevant by many occupational and national groups; furthermore, many studies continue to use objective career success as a (dependent) variable. With regard to content validity, it appears that the measure that was developed incorporates some elements of the commonly used measures of objective career success (i.e. managerial level, number of promotions, salary and salary progression) while steering clear of some of the issues with each of them separately. Concurrent and discriminant validity were explored by analysing data from three empirical studies that were carried out in a large heterogeneous managerial population (N = 1101). Results indicate that the MCSM displays higher levels of content and construct validity than do other, commonly used measures of objective career success. Copyright © 2008 John Wiley & Sons, Ltd.