The current meta-analysis sought to evaluate the empirical evidence for the victim precipitation model, which has become an increasingly popular yet controversial theory in the organizational sciences. We did so by testing the prediction that some victim dispositional traits contribute to or provoke experiences of mistreatment. We additionally provided preliminary examinations of two distinct conceptual explanations underlying the empirical relationships between victim personality and mistreatment. Finally, we examined the support for the situational antecedents of experienced mistreatment to compare the relative evidence for each of these dominant theoretical explanations. Results for the tests of the victim precipitation model showed that only victim negative affectivity was consistently related to experienced mistreatment. Examinations of the explanations for the relationships between victim personality and victimization showed relatively weak support for the notion that certain employees are more likely to perceive mistreatment and for the proposition that certain employees are mistreated because they are also more likely to engage in mistreatment. Finally, the situational predictors of mistreatment were all supported, and a test of relative importance revealed that the situational antecedents accounted for more variance in mistreatment than the victim dispositional traits. Implications for the theoretical understanding of the origins of mistreatment are discussed. 相似文献
What candidates say in an interview is important—but so is how they say it. We draw on dual-process theory to explain why interviewers rely on individuals' dynamic and static nonverbal cues to evaluate performance with quick, implicit inferences (System 1 processing). Yet, it remains unclear which cues most influence interviewers' judgments and whether moderators affecting interviewers' reliance on System 1 thinking (e.g., interview structure, modality, duration, and interviewee gender) impact the relationship between nonverbal cues and interview ratings. We performed the first meta-analysis to address these questions, integrating findings across 63 studies (N = 4868). The nonverbal cues demonstrating the strongest association with interview performance were professional appearance (ρ = .62), eye contact (ρ = .45), and head movement (ρ = .43). Moderator analyses highlight the persistent power of nonverbal cues, as the results were largely unaffected by interview structure, modality, or duration. Experimental design did play a role, as did interviewees' gender, with stronger effects for certain nonverbal cues (e.g., facial expressions and professional appearance) for women than men, conveying interviewers' reliance on gender-based stereotypes when judging their performance. Overall, these results suggest nonverbal cues and characteristics are an important influence on job applicants' success in employment interviews. 相似文献
Objective: Drunk driving is one of the major behavioral issues connected with problematic alcohol consumption. The objective of this study was to evaluate the relationship between personality traits and social problem-solving skills of individuals who drive while intoxicated.
Method: One hundred forty-four individuals apprehended twice while driving drunk and sent to a driver behavior training program (9 females and 135 males) participated in our study. The Eysenck Personality Questionnaire Revised–Abbreviated (EPQ-RA) composed of 4 subscales (Extroversion, Neuroticism, Psychoticism, and Lying) and the Social Problem Solving Inventory (SPSI) composed of 7 subscales (Cognitive, Emotion, Behavior, Problem Definition and Formulation, Creating Solution Options, Solution Implementation and Verification, and Decision Making) were used to evaluate the participants.
Results: A positive relationship was found between the Extroversion subscale of the EPQ-RA and the Cognition subscale (P <.01), Emotion subscale (P <.01), Behavior subscale (P <.01), Generation of Alternatives subscale (P <.01), Decision Making subscale (P <.05), and Solution Implementation and Verification subscale (P <.01). For individuals who repeated intoxicated driving, all subscales of the EPQ-RA (Extroversion, Lying, Neuroticism, and Psychoticism subscales) explained 12% of the scores of the Cognition subscale and 16.2% (P <.001) of the Emotion subscale of the SPSI. There was no significant relationship between the first and second incident alcohol blood levels (P >.05).
Conclusion: Drinking and driving behaviors appear to be negative or maladaptive behaviors closely related to personality traits and may represent an effort to avoid negative emotions. Evaluation of negative emotions may have an important place in training programs intended to change drunk driving behavior. 相似文献