Speaking without words: A meta-analysis of over 70 years of research on the power of nonverbal cues in job interviews

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.     

When mentors feel supported: Relationships with mentoring functions and protégés' perceived organizational support

We surveyed full‐time employees of ongoing mentoring relationships to investigate relationships among mentors' perceived organizational support (POS), the extent of mentoring functions protégés received, and protégés' POS. Moreover, we examined the moderating role of mentors' altruistic personality in the relationship between mentors' POS and mentoring functions received. Results showed that mentors' POS was positively related to the extent of mentoring protégés reported receiving, which was then related positively to protégés' POS. Furthermore, the extent of mentoring received partially mediated the relationship between mentors' POS and protégés' POS. We also found that mentors' altruistic personality moderated the positive relationship between mentors' POS and the extent of mentoring received such that this relationship was stronger for low altruistic mentors. Theoretical and practical implications of the findings are discussed. Copyright © 2013 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.     

构建企业生态学人格

本文认为和法学、社会学与企业管理学把企业视为“社会人”一样,必须从生态学的角度赋予企业以生态学人格,诠释了企业生态学人格的涵义;分析了构建企业生态学人格的意义。     

驾驶行为特性与人格特征关系研究

为了开展驾驶行为特性与人格特征关系的研究,选用26名被试人员,运用自主研 发的驾驶员综合能力测试系统,利用数理统计规律,研究被试者复杂反应、速度估计与 人格特征之间的关系。结果表明:在相同的试验环境下,所有被试者在伴有蜂鸣声时复 杂反应错误次数明显多于无蜂鸣声时;男女驾驶员在复杂反应时间方面表现出显著性差 异, 而在复杂反应错误次数方面未表现出明显差异;男女驾驶员在速度估计方面未表现 出显著性差异,但部分驾驶员表现出过高或过低估计速度的倾向;复杂反应指数和速度 估计指数与驾驶员的攻击性、独立性和敢为性之间存在着较强的正相关性,与社会向性 、稳定性之间存在着较强的负相关性;男性驾驶员表现出较强的攻击性、敢为性和独立 性,而女性驾驶员表现出较强的稳定性和社会向性。自主研发的系统能有效地分析了驾 驶行为特性与人格特征之间的内在关系,可以检测出潜在的事故倾向性大的驾驶员,有 利于减少交通事故的发生。     

Risk factors for long‐term post‐traumatic stress disorder among medical rescue workers appointed to the 2008 Wenchuan earthquake response in China

This study aims to determine the risk factors for clinically‐significant post‐traumatic stress disorder (PTSD) among Chinese medical rescue workers one year after the response to the Wenchuan earthquake on 12 May 2008. A sample of 337 medical workers who performed response work within the first three months of the event completed an online questionnaire, which included information on demographics, social support, the management and organisation of the disaster response, and an assessment of PTSD. Symptoms consistent with PTSD were prevalent in 17 per cent of the rescue workers. Those who developed PTSD symptoms were more likely to have been injured, experienced a water shortage, been disconnected from family and friends during the response, and have passive coping styles and neurotic personalities. Factors that cannot be changed easily, such as personality traits, should be evaluated prior to deployment to ensure that rescue workers at higher risk of PTSD are provided with adequate support before and during deployment.     

Influence of personality traits on aberrant driving behaviors: A comparison of Japanese,Chinese, and Vietnamese drivers

Introduction: This study aims to explore the influence of Big Five personality traits in combination with various socio-demographic factors and experiences of accident involvement on aberrant driving behaviors. The study also compares the effects of the level of development (i.e., developed or developing) of three countries on the personality traits and driving behaviors. Method: The four-factor Driver Behavior Questionnaire was used to collect data on aberrant driving behaviors, while a short version of the 10-item Big Five Inventory was used to collect data on personality traits. Responses were collected from Japan (1,250 responses), China (1,250), and Vietnam (1,000). A latent variable model was applied after controlling data in each category (e.g., age). Results: This study revealed that respondents who experienced accidents in the past and scored higher on Agreeableness were less likely to commit aggressive violations in Japan, China, and Vietnam. Further, Japanese and Vietnamese female drivers who scored high on Conscientiousness were found to be less likely to commit ordinary violations. Neuroticism was positively correlated with aggressive violations only in the case of Vietnamese drivers, irrespective of the history of accident involvement. Conclusions: Drivers with particular personality types that are linked with aberrant driving behavior may need to receive additional training on behavior management. Practical Applications: This study may help road traffic policymakers predict future driving behaviors of Vietnamese and Chinese drivers based on those of Chinese and Japanese drivers, respectively, and act accordingly.     

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.     

论孟子的理想人格及其对大学生素质教育的启示

孟子教育思想中的理想人格,不仅对我国教育发展有重大影响,而且对当代大学生的素质教育也有深刻的启示。从理想人格的涵义入手,分析了孟子理想人格的重要内容及其实现方式,并研究了孟子理想人格对大学生素质教育的启示。     

Predicting the form and direction of work role performance from the Big 5 model of personality traits

This research examined the prediction of the form and direction of work role performance from the Big 5 model of personality traits. Nine dimensions of work role performance are created by cross‐classifying the form of work role behavior (proficient, adaptive, and proactive) with the level at which that behavior contributes to effectiveness (individual, team, and organizational). The authors collected self‐report measurements of personality from 1447 government employees and supervisor ratings of performance. Openness to experience and agreeableness had opposing effects on individual proactivity – openness was positively related, whereas agreeableness was negatively related to this dimension. Openness to experience also had opposing effects on the form of work role performance – it was positively related to individual and organizational proactivity but negatively related to team and organizational proficiency. Conscientiousness was a stronger predictor of individual task proficiency than the remaining eight dimensions, whereas the reverse was true for neuroticism. Extraversion was negatively related to individual proficiency. Using a broad taxonomy of performance that incorporates a theoretical framework for distinguishing between constructs shows promise for identifying which personality traits are important for which aspects of work role performance. Copyright © 2011 John Wiley & Sons, Ltd.