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ABSTRACT: This study examines whether and how self-monitoring moderates the relationships between two personality traits (agreeableness and conscientiousness) and counterproductive work behavior directed toward the orga-nization (CWB-O) and toward other employees (CWB-I). High self-monitors strive to attain personal goals related to status and prestige enhancement by adjusting their behavior to what the situation requires or allows for. We propose that the status enhancement motive can take on two different yet related forms—impression management (interpersonal potency) and opportunism (win-at-all-costs)—depending on relevant situational cues. We hypothesize that in public, interpersonal settings where their behavior is visible to others, high self-monitors' desire to enhance their status by looking good to others suppresses the natural expression of low agreeableness via increased engagement in CWB-I. Conversely, we hypothesize that in private, non-interpersonal settings where their behavior is rarely visible to others, high self-monitors' desire to enhance their status by doing whatever it takes to get what they want intensifies the natural expression of low consci-entiousness via increased engagement in CWB-O. On the basis of two independent samples of participants, results of moderated multiple regression analyses provided support for the hypotheses.
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ABSTRACT: The origin of trees by the mid-Devonian epoch (398-385 million years ago) signals a major change in terrestrial ecosystems with potential long-term consequences including increased weathering, drop in atmospheric CO(2), modified climate, changes in sedimentation patterns and mass extinction. However, little is known about the ecology of early forests or how changes in early terrestrial ecosystems influenced global processes. One of the most famous palaeontological records for this time is the 'oldest fossil forest' at Riverside Quarry, Gilboa, New York, USA, discovered in the 1920s. Hundreds of large Eospermatopteris sandstone casts, now thought to represent the bases of standing cladoxylopsid trees, were recovered from a horizon that was originally interpreted as a muddy swamp. After quarry operations ceased, relatively minor outcrops of similar fossils at nearby localities have provided limited opportunities to evaluate this pervasive view using modern methods. In 2010, removal of the quarry backfill enabled reappraisal of the palaeoecology of this important site. Here we describe a 1,200 m(2) map showing numerous Eospermatopteris root systems in life position within a mixed-age stand of trees. Unexpectedly, large woody rhizomes with adventitious roots and aerial branch systems identified as aneurophytalean progymnosperms run between, and probably climb into, Eospermatopteris trees. We describe the overall habit for these surprisingly large aneurophytaleans, the earliest fossil group having wood produced by a bifacial vascular cambium. The site also provides evidence for arborescence within lycopsids, extending the North American range for trees in this ecologically critical group. The rooting horizon is a dark grey sandy mudstone showing limited root penetration. Although clearly belonging to a wetland coastal plain environment, the forest was probably limited in duration and subject to periodic disturbance. These observations provide fundamental clarification of the palaeoecology of this mixed-group early forest, with important implications for interpreting coeval assemblage data worldwide.
Nature 03/2012; 483(7387):78-81. · 36.28 Impact Factor
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ABSTRACT: Much of the recent research on counterproductive work behaviors (CWBs) has used multi-item self-report measures of CWB. Because of concerns over self-report measurement, there have been recent calls to collect ratings of employees' CWB from their supervisors or coworkers (i.e., other-raters) as alternatives or supplements to self-ratings. However, little is still known about the degree to which other-ratings of CWB capture unique and valid incremental variance beyond self-report CWB. The present meta-analysis investigates a number of key issues regarding the incremental contribution of other-reports of CWB. First, self- and other-ratings of CWB were moderately to strongly correlated with each other. Second, with some notable exceptions, self- and other-report CWB exhibited very similar patterns and magnitudes of relationships with a set of common correlates. Third, self-raters reported engaging in more CWB than other-raters reported them engaging in, suggesting other-ratings capture a narrower subset of CWBs. Fourth, other-report CWB generally accounted for little incremental variance in the common correlates beyond self-report CWB. Although many have viewed self-reports of CWB with skepticism, the results of this meta-analysis support their use in most CWB research as a viable alternative to other-reports.
Journal of Applied Psychology 12/2011; 97(3):613-36. · 4.31 Impact Factor
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ABSTRACT: Using meta-analytic tests based on 87 statistically independent samples, we investigated the relationships between the five-factor model (FFM) of personality traits and organizational citizenship behaviors in both the aggregate and specific forms, including individual-directed, organization-directed, and change-oriented citizenship. We found that Emotional Stability, Extraversion, and Openness/Intellect have incremental validity for citizenship over and above Conscientiousness and Agreeableness, 2 well-established FFM predictors of citizenship. In addition, FFM personality traits predict citizenship over and above job satisfaction. Finally, we compared the effect sizes obtained in the current meta-analysis with the comparable effect sizes predicting task performance from previous meta-analyses. As a result, we found that Conscientiousness, Emotional Stability, and Extraversion have similar magnitudes of relationships with citizenship and task performance, whereas Openness and Agreeableness have stronger relationships with citizenship than with task performance. This lends some support to the idea that personality traits are (slightly) more important determinants of citizenship than of task performance. We conclude with proposed directions for future research on the relationships between FFM personality traits and specific forms of citizenship, based on the current findings.
Journal of Applied Psychology 06/2011; 96(6):1140-66. · 4.31 Impact Factor
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ABSTRACT: The correlation between cognitive ability test scores and performance was separately meta-analyzed for Asian, Black, Hispanic, and White racial/ethnic subgroups. Compared to the average White observed correlation ( = .33, N = 903,779), average correlations were lower for Black samples ( = .24, N = 112,194) and Hispanic samples ( = .30, N = 51,205) and approximately equal for Asian samples ( = .33, N = 80,705). Despite some moderating effects (e.g., type of performance criterion, decade of data collection, job complexity), validity favored White over Black and Hispanic test takers in almost all conditions that included a sizable number of studies. Black-White validity comparisons were possible both across and within the 3 broad domains that use cognitive ability tests for high-stakes selection and placement: civilian employment, educational admissions, and the military. The trend of lower Black validity was repeated in each domain; however, average Black-White validity differences were largest in military studies and smallest in educational and employment studies. Further investigation of the reasons for these validity differences is warranted.
Journal of Applied Psychology 03/2011; 96(5):881-906. · 4.31 Impact Factor
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ABSTRACT: James et al. (2005) reported an estimate of criterion-related validity (corrected only for dichotomization of criteria) of r = .44 across 11 conditional reasoning test of aggression (CRT-Aggression) validity studies. This meta-analysis incorporated a total sample size more than twice that of James et al. Our comparable validity estimate for CRT-Aggression scales predicting counterproductive work behaviors was r = .16. Validity for the current, commercially marketed test version (CRT-A) was lower (r = .10). These validity estimates increased somewhat (into the .24–.26 range) if studies using dichotomous criteria with low base rates were excluded from the meta-analysis. CRT-Aggression scales were correlated r = .14 with measures of job performance. As we differed with James et al. in some of our coding decisions, we reran all analyses using James et al.'s coding decisions and arrived at extremely similar results.
Personnel Psychology 05/2010; 63(2):361 - 384. · 2.93 Impact Factor
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ABSTRACT: Most faking research has examined the use of personality measures when using top-down selection. We used simulation to examine the use of personality measures in selection systems using cut scores and outlined a number of issues unique to these situations. In particular, we compared the use of 2 methods of setting cut scores on personality measures: applicant-data-derived (ADD) and nonapplicant-data-derived (NADD) cut-score strategies. We demonstrated that the ADD strategy maximized mean performance resulting from the selection system in the face of applicant faking but that this strategy also resulted in the displacement of deserving applicants by fakers (which has fairness implications). On the other hand, the NADD strategy minimized displacement of deserving applicants but at the cost of some mean performance. Therefore, the use of the ADD versus NADD strategies can be viewed as a strategic decision to be made by the organization, as there is a tradeoff between the 2 strategies in effects on performance versus fairness to applicants. We quantitatively outlined these tradeoffs at various selection ratios, levels of validity, and amounts of faking in the applicant pool.
Personnel Psychology 11/2009; 62(4):833 - 863. · 2.93 Impact Factor
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ABSTRACT: This study investigated the usefulness of the five-factor model (FFM) of personality in predicting two aspects of managerial performance (task vs. contextual) assessed by utilizing the 360 degree performance rating system. The authors speculated that one reason for the low validity of the FFM might be the failure of single-source (e.g., supervisor) ratings to comprehensively capture the construct of managerial performance. The operational validity of personality was found to increase substantially (50%-74%) across all of the FFM personality traits when both peer and subordinate ratings were added to supervisor ratings according to the multitrait-multimethod approach. Furthermore, the authors responded to the recent calls to validate tests via a multivariate (e.g., multitrait-multimethod) approach by decomposing overall managerial performance into task and contextual performance criteria and by using multiple rating perspectives (sources). Overall, this study contributes to the evidence that personality may be even more useful in predicting managerial performance if the performance criteria are less deficient.
Journal of Applied Psychology 11/2009; 94(6):1498-513. · 4.31 Impact Factor
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ABSTRACT: We demonstrate that the validity of SAT scores and high school grade point averages (GPAs) as predictors of academic performance has been underestimated because of previous studies' reliance on flawed performance indicators (i.e., college GPA) that are contaminated by the effects of individual differences in course choice. We controlled for this contamination by predicting individual course grades, instead of GPAs, in a data set containing more than 5 million college grades for 167,816 students. Percentage of variance accounted for by SAT scores and high school GPAs was 30 to 40% lower when the criteria were freshman and cumulative GPAs than when the criteria were individual course grades. SAT scores and high school GPAs together accounted for between 44 and 62% of the variance in college grades. This study provides new estimates of the criterion-related validity of SAT scores and high school GPAs, and highlights the care that must be taken in choosing appropriate criteria in validity studies.
Psychological Science 06/2009; 20(7):822-30. · 4.43 Impact Factor
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ABSTRACT: This study revisits the relationship between interviews and cognitive ability tests, finding lower magnitudes of correlation than have previous meta-analyses; a finding that has implications for both the construct and incremental validity of the interview. Our lower estimates of this relationship than previous meta-analyses were mainly due to (a) an updated set of studies, (b) exclusion of samples in which interviewers potentially had access to applicants' cognitive test scores, and (c) attention to specific range restriction mechanisms that allowed us to identify a sizable subset of studies for which range restriction could be accurately accounted. Moderator analysis results were similar to previous meta-analyses, but magnitudes of correlation were generally lower than in previous meta-analyses. Findings have implications for the construct and incremental validity of interviews, and meta-analytic methodology in general.
Personnel Psychology 11/2007; 60(4):837 - 874. · 2.93 Impact Factor
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ABSTRACT: A sizable body of new literature on integrity tests has appeared since the last review of this literature by Sackett and Wanek (1996). Understanding of the constructs underlying integrity tests continues to grow, aided by new work at the item level. Validation work against a growing variety of criteria continues to be carried out. Work on documenting fakability and coachability continues, as do efforts to increase resistance to faking. New test types continue to be developed. Examination of subgroup differences continues, both at the test and facet level. Research addressing applicant reactions and cross-cultural issues is also reviewed.
Personnel Psychology 05/2007; 60(2):271 - 301. · 2.93 Impact Factor
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ABSTRACT: The evolution of trees of modern size growing together in forests fundamentally changed terrestrial ecosystems. The oldest trees are often thought to be of latest Devonian age (about 380-360 Myr old) as indicated by the widespread occurrence of Archaeopteris (Progymnospermopsida). Late Middle Devonian fossil tree stumps, rooted and still in life position, discovered in the 1870s from Gilboa, New York, and later named Eospermatopteris, are widely cited as evidence of the Earth's 'oldest forest'. However, their affinities and significance have proved to be elusive because the aerial portion of the plant has been unknown until now. Here we report spectacular specimens from Schoharie County, New York, showing an intact crown belonging to the cladoxylopsid Wattieza (Pseudosporochnales) and its attachment to Eospermatopteris trunk and base. This evidence allows the reconstruction of a tall (at least 8 m), tree-fern-like plant with a trunk bearing large branches in longitudinal ranks. The branches were probably abscised as frond-like modules. Lower portions of the trunk show longitudinal carbonaceous strands typical of Eospermatopteris, and a flat bottom with many small anchoring roots. These specimens provide new insight into Earth's earliest trees and forest ecosystems. The tree-fern-like morphology described here is the oldest example so far of an evolutionarily recurrent arborescent body plan within vascular plants. Given their modular construction, these plants probably produced abundant litter, indicating the potential for significant terrestrial carbon accumulation and a detritus-based arthropod fauna by the Middle Devonian period.
Nature 05/2007; 446(7138):904-7. · 36.28 Impact Factor
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ABSTRACT: Interpersonal deviance (ID) and organizational deviance (OD) are highly correlated (R. S. Dalal, 2005). This, together with other empirical and theoretical evidence, calls into question the separability of ID and OD. As a further investigation into their separability, relationships among ID, OD, and their common correlates were meta-analyzed. ID and OD were highly correlated (rho = .62) but had differential relationships with key Big Five variables and organizational citizenship behaviors, which lends support to the separability of ID and OD. Whether the R. J. Bennett and S. L. Robinson (2000) instrument was used moderated some relationships. ID and OD exhibited their strongest (negative) relationships with organizational citizenship, Agreeableness, Conscientiousness, and Emotional Stability. Correlations with organizational justice were small to moderate, and correlations with demographic variables were generally negligible.
Journal of Applied Psychology 04/2007; 92(2):410-24. · 4.31 Impact Factor
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ABSTRACT: The purpose of this research report is to highlight a unique set of issues that arise when considering the effects of range restriction in the context of estimating predictor intercorrelations. Three approaches are used to illustrate the issue: simulation, a concrete applied example, and a reanalysis of a meta-analysis of ability-interview correlations. The general conclusion is that a predictor intercorrelation can differ dramatically from the population value when both predictors are used in a composite that is used operationally for selection. The compensatory nature of a composite means that low scorers on one predictor can only obtain high scores on the composite if they obtain very high scores on the other predictor; this phenomenon distorts the correlation between the predictors.
Journal of Applied Psychology 04/2007; 92(2):538-44. · 4.31 Impact Factor
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ABSTRACT: Theoretical and empirical evidence distinguishes between two types of response distortion: impression management (IM) and self-deceptive enhancement (SDE), although most research in Industrial/Organizational Psychology has focused on the effects of IM. The present study compared the effects of IM and SDE on job performance and personality validity. Two-hundred and sixty-one managers completed Big Five Personality, SDE, and IM measures. The managers' supervisors, peers, and subordinates rated their job performance. In accordance with previous research, accounting for managers' IM scores did not increase prediction of job performance. On the other hand, accounting for SDE did increase prediction. Increased prediction was due to an interaction between Extraversion and SDE, and an increase in the predictive validity of Emotional Stability when SDE was held constant. Results suggested that findings from previous research demonstrating that IM does not affect job performance or personality validity cannot be extended to SDE.
Wiley-Blackwell: International Journal of Selection & Assessment. 03/2007;
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ABSTRACT: The authors examined the differences in mean level of cognitive ability and adverse impact that can be expected when selecting employees solely on educational attainment as a proxy for cognitive ability versus selecting employees directly on cognitive ability. Selection using cognitive ability worked as a more efficient cognitive screen. Imposing an educational attainment standard of at least 1 year of college, though, did result in noticeably higher levels of cognitive ability in potential applicant pools than did random selection, meaning that educational attainment does work as a cognitive screen. These results held not only in a nationally representative sample but also within and across 6 different occupational groups. Finally, adverse impact is examined for selection using educational attainment, compared with selection on the basis of cognitive ability.
Journal of Applied Psychology 06/2006; 91(3):696-705. · 4.31 Impact Factor
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ABSTRACT: Competing viewpoints exist as to whether organizational citizenship behaviors (OCB) and counterproductive work behaviors (CWB) are best viewed as behaviors located on a single continuum or as distinct constructs. Reliable and established mea-sures of OCB, CWB, and the Big Five were administered to a large and diverse em-ployee sample. Confirmatory factor analysis supports differentiating between facets of OCB and CWB. In addition, OCB and CWB were moderately negatively corre-lated and had a number of different personality correlates. This lends support to OCB and CWB representing two distinct constructs instead of a single continuum. Research on job performance commonly differentiates between task and nontask performance. Two relatively independent bodies of literature exist: one focuses primarily on positive nontask behavior, commonly using labels such a citizenship or contextual performance, and the other focuses on negative nontask behavior, commonly using labels such as counterproductive work behavior. Our goal is in-creased understanding of the relationship between these two domains. We begin by briefly outlining key features of each. A series of interrelated frameworks have been offered that focus on a set of be-haviors variously labeled as organizational citizenship behaviors (OCB; Smith, Organ, & Near, 1983), prosocial behaviors (Brief & Motowidlo, 1986), and con-HUMAN PERFORMANCE, 19(4), 441–464 Copyright © 2006, Lawrence Erlbaum Associates, Inc.
