ORCID Profile
0000-0002-5225-6409
Current Organisations
University of Western Australia
,
Curtin University
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In Research Link Australia (RLA), "Research Topics" refer to ANZSRC FOR and SEO codes. These topics are either sourced from ANZSRC FOR and SEO codes listed in researchers' related grants or generated by a large language model (LLM) based on their publications.
Industrial and Organisational Psychology | Psychology | Personality, Abilities and Assessment | Human Resources Management | Organisational Behaviour
Expanding Knowledge in Commerce, Management, Tourism and Services | Management | Expanding Knowledge in Psychology and Cognitive Sciences | Time Use, Unpaid Work and Volunteering |
Publisher: Hogrefe Publishing Group
Date: 07-2021
DOI: 10.1027/1015-5759/A000607
Abstract: Abstract. Social Desirability (SD) scales are sometimes treated, by researchers, as measures of dishonesty and, by practitioners, as indicators of faking on self-report assessments in high-stakes settings, such as personnel selection. Applying SD scales to measure dishonesty or faking, however, remains a point of contention among the scientific community. This two-part study investigated if SD scales, with a True/ False response format, are valid for these purposes. Initially, 46 participants completed an SD scale and 12 personality items while under instruction to “think aloud”, that is, to verbalize all the thoughts they had. These spoken thoughts were recorded and transcribed. Next, 175 judges rated the participants’ honesty in relation to each SD item, based on the participants’ transcribed spoken thoughts and their selected response to the item. The results showed that responses keyed as “socially desirable responding” were judged as significantly less honest than those not keyed as such. However, the effect size was very small, and the socially desirable responses were still being judged as somewhat honest overall. Further, participants’ SD scale sum scores were not related to the judges’ ratings of participant honesty on the personality items. Thus, overall, SD scales appear to be a poor measure of dishonesty.
Publisher: CSIRO Publishing
Date: 2014
DOI: 10.1071/WF13141
Abstract: In an effort to reduce wildfire risk to community members, researchers and practitioners have sought to identify the factors that are most effective in motivating community members to engage in preparatory behaviours. Quantitative research in this area has been h ered, however, by a lack of consistency in, and validation of household wildfire preparedness assessments. Consequences have included a difficulty in comparing results across quantitative studies, a poor collective understanding of how existing preparedness assessments were developed and an inability to ascertain how specific preparedness actions are tied to householders’ responses to wildfire. We propose to resolve these issues by (1) presenting a definition of wildfire preparedness for adoption as the standard in quantitative studies, (2) developing a typology of wildfire preparedness that distinguishes between household wildfire goals (i.e. safe evacuation, effective active defence and improving the fire resistance of a property in the absence of an active defender), (3) constructing two new standardised measures of preparedness and (4) undertaking a community survey to investigate the validity of the measures. The development of the new measures will facilitate the standardisation of future research into wildfire preparedness, while differentiating between types of preparedness, and is expected to yield practical benefits.
Publisher: Elsevier BV
Date: 08-2019
DOI: 10.1016/J.EATBEH.2019.101305
Abstract: The aim was to examine in children and adolescents with eating disorders the relationship between perfectionism, anxiety, and depression at intake assessment and whether intake perfectionism was significantly associated with anxiety and depression at 6 months and 12 months post-intake review. Participants were 167 females aged 10-17 years (M = 14.6, SD = 1.20) with a diagnosis of an eating disorder, who were assessed at intake to an eating disorders treatment program to receive either inpatient, day or outpatient care. Participants were re-assessed at 6 and 12 months post-intake review. At intake and 6 and 12 months post intake review perfectionism had a significant positive correlation with anxiety and depression. Perfectionism did not however determine change in anxiety and depression over time at 6 and 12 months post-intake review. Despite perfectionism being significantly associated with anxiety and depression, further research is required to explore the relationships between perfectionism, anxiety and depression over time.
Publisher: Wiley
Date: 28-03-2013
DOI: 10.1111/RISA.12037
Abstract: People who live in wildfire-prone communities tend to form their own hazard-related expectations, which may influence their willingness to prepare for a fire. Past research has already identified two important expectancy-based factors associated with people's intentions to prepare for a natural hazard: Perceived risk (i.e., perceived threat likelihood and severity) and perceived protection responsibility. We expanded this research by differentiating the influence of these factors on different types of wildfire preparedness (e.g., preparations for evacuation vs. for defending the house) and measured actual rather than intended preparedness. In addition, we tested the relation between preparedness and two additional threat-related expectations: the expectation that one can rely on an official warning and the expectation of encountering obstacles (e.g., the loss of utilities) during a fire. A survey completed by 1,003 residents of wildfire-prone areas in Perth, Australia, revealed that perceived risk (especially risk severity) and perceived protection responsibility were both positively associated with all types of preparedness, but the latter did not significantly predict preparedness after controlling for other predictors and demographics. Also, the two new expectancy-based factors were significantly associated with all types of preparedness, and remained significant predictors of some types of preparedness after controlling for other predictors and demographics: the expectation of being able to rely on an official fire warning and expecting to lose electricity both still predicted less preparedness around house resilience, and expecting to lose water still predicted increased planning preparedness. We discuss public policy implications that follow from this research.
Publisher: Elsevier BV
Date: 04-2021
Publisher: Wiley
Date: 20-06-2019
DOI: 10.1111/JOPY.12493
Abstract: The current study provides a comprehensive analysis of the overlap between trait emotional intelligence (EI) and personality. This overlap was examined using the HEXACO personality framework at both the domain and the facet levels, and through varying methods of deriving a general factor of personality (GFP). A s le of 1,370 Australian adults (51% male, age in years M = 45.5, SD = 11.7, range: 21–71) completed the 200‐item HEXACO Personality Inventory‐Revised and the Modified Assessing Emotions Scale measure of self‐reported Trait EI. The strongest domain correlations with Total EI emerged for Extraversion ( r = .67) followed by Openness ( r = .39), Conscientiousness ( r = .35), and Agreeableness ( r = .26). Large adjusted multiple correlations were obtained when predicting Total EI from HEXACO domains (.74) and facets (.81). The correlations of the GFP and Total EI ranged from .53 to .64 depending on how the GFP was operationalized. Trait EI is largely captured by the HEXACO personality framework, whereby Extraversion or the GFP provides a rough initial approximation, but composites of domains and facets provide progressively better representations.
Publisher: Hogrefe Publishing Group
Date: 2021
DOI: 10.1027/1866-5888/A000267
Abstract: Abstract. Forced choice (FC) personality questionnaires attempt to constrain job applicants from presenting idealized responses (or “faking”). FC questionnaires are designed by identifying items equally desirable in applicants, matching these into “blocks,” and instructing respondents to rank the items “most like” themselves. Nonetheless, how closely items should be matched remains unclear, and desirability seems dependent on the job. We investigated how strongly respondents ( N = 436) agreed regarding the “ideal” applicant response, while varying (a) how closely items were matched into blocks and (b) the job context. While the most closely matched blocks elicited slight agreement on an ideal response, agreement increased noticeably with poorer matching. Nonetheless, differences in item desirability between different job conditions were evident even in closely matched blocks.
Publisher: CSIRO Publishing
Date: 2015
DOI: 10.1071/WF12213
Abstract: In the event of a wildfire, Australian residents of wildfire-prone areas have a choice to defend their home or evacuate early. However, rather than deciding on and preparing for one of these fire-responses ahead of time, most residents delay deciding on defending v. evacuating (e.g. they wait and see instead). Recent research has shown that delaying this decision is associated with reduced levels of preparedness for both responses and on the day of a fire, an increased risk to life and property. The current study empirically examined what predicts this decision delay regarding one’s fire-response by measuring two personality traits and several decision-related factors. A longitudinal survey study of residents of multiple wildfire-prone areas in Western Australia showed that the strongest predictor of delaying their decision to defend v. evacuate was a lack of difference in perceived values of defending v. evacuating. These findings have important implications for the design of interventions to reduce the risks associated with such delay. For one, agencies could utilise residents’ value base to reduce decision delay. Alternatively, they could focus on the formation of proper contingency plans and stress the necessity to prepare well for both defending and evacuating.
Publisher: Elsevier BV
Date: 08-2018
DOI: 10.1016/J.EATBEH.2018.05.008
Abstract: The link between perfectionism and eating disorders is well established in adults, however little research has been conducted in children and adolescents. The aim was to examine if perfectionism was a predictor of eating disorder symptoms at intake assessment, and 6 and 12 month review. There were 175 children and adolescents aged 10-17 years (M = 14.47 years, SD = 1.31) who were assessed using the Eating Disorders Inventory-3 perfectionism subscale and the child adapted Eating Disorders Examination at intake, 6 and 12 months review. There was a significant association between perfectionism and symptoms of eating disorders at intake assessment and at 6 and 12 month review. Higher perfectionism at intake predicted a lower likelihood of remission at 12 months. The findings suggest that similar to adult s les, perfectionism is significantly associated with eating disorder symptoms in children and adolescents. Further research is required to examine the impact of perfectionism on eating disorder symptoms in longitudinal research with children and adolescents with eating disorders.
Publisher: SAGE Publications
Date: 05-2012
DOI: 10.1002/PER.824
Abstract: Drawing from self and peer reports of personality, the present study compares the structures of the HEXACO and Eysenck models of personality and the models‘ capacity to predict self reported acts of delinquency. Correlations amongst scales revealed that Psychoticism captures elements of both HEXACO Emotionality and Conscientiousness. The Eysenck Lie scale correlated positively with both self and peer reported HEXACO Honesty–Humility and Conscientiousness, suggesting that this validity scale includes substantive variance relating to the latter factors. Regression analyses of personality data from both rater sources revealed that Honesty–Humility and Psychoticism were strong predictors of delinquency that independently offered substantial incremental validity. For self reports, the Extraversion and Lie scales were also strong unique predictors of delinquency. Copyright © 2011 John Wiley & Sons, Ltd.
Publisher: Center for Open Science
Date: 09-04-2017
Abstract: This study systematically examined the correlates of Schwartz’s basic values with the broad and narrow traits of the HEXACO model of personality. A s le of 1244 adults (53% male M age=44, SD=12) completed the 200-item HEXACO-PI-R and the Portrait Values Questionnaire measuring Schwartz’s 10 basic personal values. Regression models predicting each of the ten basic values from personality revealed mean-adjusted multiple correlations of .39 for HEXACO factors without honesty-humility, .45 for all HEXACO factors, and .53 for HEXACO facets. The facet-level multiple correlations were particularly large (greater than .60) for power, universalism, and cooperation. Results suggest that in idual differences in personality and values overlap to a greater extent than implied by past literature. OSF project materials includes data, analysis scripts, and materials used in the publication of the same name. For details and licensing information, see the Wiki page below.
Publisher: Wiley
Date: 19-01-2022
DOI: 10.1111/IJSA.12372
Abstract: With an archival data set from an Australian‐based asynchronous video interview (AVI) vendor, we examined how employers implemented AVI features as a step toward understanding how AVIs can be more optimally designed. The multilevel data contained information about 2,550,105 responses from 627,999 candidates to 52,623 questions, nested within 12,105 interview templates. We found that AVIs were often used for small applicant pools ( Mdn = 10 candidates per AVI) and that a majority of the AVIs comprised four to five questions, with candidates typically given 30 seconds to prepare a response, and 2 minutes to record it. Only rarely were candidates permitted to preview questions or re‐record responses. Finally, we noted that the settings typically applied were highly consistent with platform's default settings.
Publisher: Elsevier BV
Date: 03-2019
DOI: 10.1016/J.SOCSCIMED.2019.01.038
Abstract: Childhood vaccination is a safe and effective way of reducing infectious diseases. Yet, public confidence in vaccination is waning, driven in part by the 'manufacture of doubt' by anti-vaccination activists and websites. However, there is little research examining the psychological underpinnings of anti-vaccination rhetoric among parents. Here, we examined the structure and moral roots of anti-vaccination attitudes amongst Australian parents active on social media parenting sites. Participants (N = 296) completed questionnaires assessing their vaccination attitudes, behavioural intentions, and moral preferences. Using Latent Profile Analysis, we identified three profiles (i.e., groups), interpretable as vaccine "accepters", "fence sitters", and "rejecters", each characterised by a distinct pattern of vaccination attitudes and moral preferences. Accepters exhibited positive vaccination attitudes and strong intentions to vaccinate rejecters exhibited the opposite pattern of responses whilst fence sitters exhibited an intermediate pattern of responses. Compared to accepters, rejecters and fence sitters exhibited a heightened moral preference for liberty (belief in the rights of the in idual) and harm (concern about the wellbeing of others). Compared to acceptors and fence sitters, rejecters exhibited a heightened moral preference for purity (an abhorrence for impurity of body), and a diminished moral preference for authority (deference to those in positions of power). Given the sensitivity of fence sitters and rejecters to liberty-related moral concerns, our research cautions against the use of adversarial approaches-e.g., No Jab, No Pay legislation-that promote vaccination uptake by restricting parental freedoms, as they may backfire amongst parents ambivalent toward vaccination.
Publisher: Wiley
Date: 05-11-2014
DOI: 10.1111/JOPY.12135
Abstract: Past research suggests that indecisiveness and trait anxiety may both decrease the likelihood of performing risk-mitigating preparatory behaviors (e.g., preparing for natural hazards) and suggests two cognitive processes (perceived control and worrying) as potential mediators. However, no single study to date has examined the influence of these traits and processes together. Examining them simultaneously is necessary to gain an integrated understanding of their relationship with risk-mitigating behaviors. We therefore examined these traits and mediators in relation to wildfire preparedness in a two-wave field study among residents of wildfire-prone areas in Western Australia (total N = 223). Structural equation modeling results showed that indecisiveness uniquely predicted preparedness, with higher indecisiveness predicting lower preparedness. This relationship was fully mediated by perceived control over wildfire-related outcomes. Trait anxiety did not uniquely predict preparedness or perceived control, but it did uniquely predict worry, with higher trait anxiety predicting more worrying. Also, worry trended toward uniquely predicting preparedness, albeit in an unpredicted positive direction. This shows how the lack of performing risk-mitigating behaviors can result from distinct cognitive processes that are linked to distinct personality traits. It also highlights how simultaneous examination of multiple pathways to behavior creates a fuller understanding of its antecedents.
Publisher: Wiley
Date: 05-07-2023
DOI: 10.1111/PEPS.12609
Abstract: Researchers frequently assume some degree of consensus among team members' perceptions when aggregating in idual survey responses to the team level. Literature reviews have routinely found, however, substantial within‐team variance in referent‐shift consensus measures of team constructs and that team member agreement is often lower than desired. To enhance our understanding of the structure of within‐team variance, using a s le of 20,183 in iduals in 4,313 teams, we explored the proportion of variance attributable to different sources (response acquiescence, positivity bias, and rater variance specific to each construct) for five team constructs. We also examined the extent to which within‐team variance changed over time with a subs le of 3,720 in iduals in 731 teams. The results indicated that constructs thought to be more observable, including role clarity and monitoring goal progress, appeared to be less prone to idiosyncratic perceiver effects and that the processes were widely experienced by all team members. Conversely, relationship conflict showed higher levels of within‐team variance and team consensus actually decreased over time. These findings indicate that perceptions of relationship conflict are influenced by the in idual differences of team members and that conflict may be restricted to dyads or subgroups within teams. Overall, the findings indicate that stable perceiver effects and processes that are limited to a small proportion of team members may have a stronger influence on ratings of some team constructs than previously thought. We conclude with suggestions for theory development, team construct measurement, and advice to understand processes that lead to consensus in perceptions of team constructs.
Publisher: Cambridge University Press (CUP)
Date: 24-05-2021
DOI: 10.1017/IOP.2021.62
Publisher: Elsevier BV
Date: 06-2015
Publisher: Bowling Green State University Libraries
Date: 05-2023
Abstract: This study examined current personnel selection practices in Australia including (a) the types of assessments used, (b) the factors considered when choosing assessments, and (c) the characteristics targeted in successful applicants. Participants from 68 organizations responded to a questionnaire that asked about current selection practices. Several areas where current practice deviated from research-supported best practice were identified. First, psychometric tests were used rarely: Cognitive ability tests were used by 26% of organizations and self-report questionnaires (e.g., personality inventories) by 18% of organizations. Second, when choosing assessments, the three most important considerations (in order) were the candidate experience, reducing bias, and that the assessment provides consistent scores validity of the assessment was fourth. Finally, the most common characteristic organizations considered when selecting applicants was “culture fit.” Supplementary analyses to determine how culture fit was defined and assessed suggested there is little consistency in what it means and how it is measured.
Publisher: Elsevier BV
Date: 02-2012
Publisher: IEEE
Date: 07-2016
Publisher: Springer Science and Business Media LLC
Date: 10-01-2020
Publisher: Wiley
Date: 17-05-2021
DOI: 10.1111/IJSA.12322
Abstract: This study investigated whether faking behavior on a personality inventory can be predicted by two indicators of the ability to fake (cognitive ability and the ability to identify criteria ATIC) and two indicators of the motivation to fake (perceived faking norms and honesty–humility). Firefighter applicants first completed a personality inventory under high‐stakes conditions and, three months later, under low‐stakes conditions ( n = 128). Analyses revealed very little faking behavior on average. Cognitive ability and ATIC were both negatively related to personality score elevation, but only cognitive ability exhibited a statistically significant association. Neither perceived faking norms nor honesty–humility were significantly related to personality score elevation and only perceived competition was positively related to overclaiming (a proxy of faking).
Publisher: Wiley
Date: 13-05-2011
Publisher: Hogrefe Publishing Group
Date: 07-2019
DOI: 10.1027/2151-2604/A000380
Abstract: Abstract. Based on the principles of social comparison theory, the relative percentile (RP) method is an alternative approach to the measurement of psychological characteristics. It involves asking raters to explicitly estimate the percentage of a comparison group that they believe is lower than the target on a characteristic. This study explored the RP method for the measurement of personality. Specifically, we investigated the convergence of the RP with traditional (i.e., Likert-type) personality measures and the convergence between self- and observer reports. Both members of 142 Australian well-acquainted dyads rated themselves and their counterpart using the traditional Likert-type HEXACO-100 and a 25-item RP assessment of the HEXACO facets. Two weeks later, 78 participants completed the RP assessment again, allowing the assessment of test-retest reliability. The RP ratings showed mostly moderate reliability, though generally lower reliability than their corresponding traditional scales, and a relatively clear HEXACO factor structure. Furthermore, the RP ratings correlated significantly with the Likert-type ratings from the same rater (e.g., self–self) and with RP ratings from a different rater (i.e., self–observer), although convergence did vary by HEXACO domain. One potential issue with RP ratings, however, is that they mostly yielded Gaussian distributions, instead of the theoretically expected uniform distribution, which may suggest that it is challenging for respondents to estimate percentiles.
Publisher: Wiley
Date: 23-12-2004
DOI: 10.1002/JOB.243
Publisher: Springer Science and Business Media LLC
Date: 14-03-2023
DOI: 10.1007/S10869-023-09876-W
Abstract: There is a wealth of evidence justifying the use of personality assessments for selection. Nonetheless, some reluctance to use these assessments stems from their perceived vulnerability to response distortion (i.e., faking) and the somewhat negative applicant reactions they elicit, when compared to other assessments. Adopting a forced-choice personality assessment format appears to alleviate the former problem but exacerbates the latter. In this study, we introduce basic psychological needs as a theoretical foundation to develop interventions to improve reactions to forced-choice personality assessments. We propose that the forced-choice format impedes respondents’ desire to respond to items in a preferred way, interfering with autonomy need satisfaction, and constrains respondents’ opportunity to show their capabilities, interfering with competence need satisfaction. In this pre-registered between-subjects experiment ( N = 1565), we investigated two modifications to a ranked forced-choice personality questionnaire and compared these to traditional forced-choice and single-stimulus (Likert) formatted questionnaires. One modification, where participants could write a free-text response following the assessment, did not show significant effects on reactions. The second modification allowed participants to view all items they had ranked last (first) and then identify any the participant believed in fact described them well (poorly). That modification positively affected perceived autonomy- and competence-support, and fairness perceptions, bridging approximately half of the gap between reactions to forced-choice and single-stimulus assessment formats. This study suggests that a modification to forced-choice personality questionnaires may improve applicant reactions and that basic psychological needs theory may be a fruitful lens through which to further understand reactions to assessments.
Publisher: SAGE Publications
Date: 21-07-2017
Abstract: This article shows that the conclusion of Feldman et al.’s (2017) Study 1 that profane in iduals tend to be honest is most likely incorrect. We argue that Feldman et al.’s conclusion is based on a commonly held but erroneous assumption that higher scores on Impression Management Scales, such as the Lie Scale, are associated with trait dishonesty. Based on evidence from studies that have investigated (1) self-other agreement on Impression Management Scales, (2) the relation of Impression Management Scales with personality variables, and (3) the relation of Impression Management Scales with objective measures of cheating, we show that high scores on Impression Management Scales are associated with high—instead of low—trait honesty when measured in low-stakes conditions. Furthermore, using two data sets that included an “I never swear” item, we show that profanity use is negatively related to other reports of HEXACO honesty-humility and positively related to actual cheating.
Publisher: Center for Open Science
Date: 04-11-2022
Abstract: This study provides a comprehensive assessment of the associations of personality and intelligence. It presents a meta-analysis (N = 162,636, k = 272) of domain, facet, and item-level correlations between personality and intelligence (general, fluid, and crystallized) for the major Big Five and HEXACO hierarchical frameworks of personality: NEO PI-R, Big Five Aspect Scales (BFAS), BFI-2, and HEXACO PI R. It provides the first meta-analysis of personality and intelligence to comprehensively examine (a) facet-level correlations for these hierarchical frameworks of personality, (b) item-level correlations, (c) domain- and facet-level predictive models. Age and sex differences in personality and intelligence, and study-level moderators, are also examined. The study was complemented by four of our own unpublished datasets (N = 26,813) which were used to assess the ability of item-level models to provide generalizable prediction. Results showed that openness (ρ = .20) and neuroticism (ρ = -.09) were the strongest Big Five correlates of intelligence and that openness correlated more with crystallized than fluid intelligence. At the facet-level, traits related to intellectual engagement and unconventionality were more strongly related to intelligence than other openness facets, and sociability and orderliness were negatively correlated with intelligence. Facets of gregariousness and excitement seeking had stronger negative correlations, and openness to aesthetics, feelings, and values had stronger positive correlations with crystallized than fluid intelligence. Facets explained more than twice the variance of domains. Overall, the results provide the most nuanced and robust evidence to date of the relationship between personality and intelligence.
Publisher: Springer Science and Business Media LLC
Date: 29-09-2022
Publisher: SAGE Publications
Date: 10-01-2021
Abstract: What happens when global workers identify with their culture, organization, work unit profession, and team all at the same time? Workers may experience these identities as compatible, or in conflict, with one another. The purpose of this article is to reveal attributes of global workers that lessen intrapersonal identity conflict, and to show that doing so is critical for thriving in global work, in order to help these workers learn how to navigate their various sources of identity. We empirically examined identity conflict among 122 workers of a multinational mineral refining firm, who worked across five locations globally. Our findings revealed that the higher the tolerance for ambiguity and resilience, and the stronger the team identification, the less the intrapersonal identity conflict experienced, and the more the workers thrived at work, experiencing simultaneously greater learning and physical vitality. Identity conflict explained variance in thriving beyond that explained by the strength of identification with specific identities, such as national cultural identity or team identity. These findings extend prior research which has focused on the strength of a single identity or the relationship among two identities, and is the first to show effects of in idual characteristics on identity conflict and the impact of identity conflict on in idual thriving among global workers. We discuss implications for theory and practice.
Publisher: Wiley
Date: 03-2008
Publisher: Informa UK Limited
Date: 07-12-2021
Publisher: American Psychological Association (APA)
Date: 11-2017
DOI: 10.1037/PSPP0000110
Abstract: Overclaiming-in which in iduals overstate their level of familiarity with items-has been proposed as a potential indicator of positive self-presentation. However, the precise nature and determinants of overclaiming are not well understood. Herein, we provide novel insights into overclaiming through 4 primary studies (comprising 6 s les) and a meta-analysis. Based on past empirical work and theoretical discussions suggesting that overclaiming may be the result of several processes-including an egoistic tendency to self-enhance, intentional impression managing behavior, and memory biases-we investigate various potential dispositional bases of this behavior. We hypothesized that overclaiming would best be predicted by a dispositional tendency to be curious and explorative (i.e., high Openness to Experience) and by a dispositional tendency to be disingenuous and self-centered (i.e., low Honesty-Humility). All studies provided support for the first hypothesis that is, overclaiming was positively associated with Openness. However, no study supported the hypothesis that overclaiming was associated with Honesty-Humility. The third and fourth studies, where multiple mechanisms were compared simultaneously, further revealed that overclaiming can be understood as a result of knowledge accumulated through a general proclivity for cognitive and aesthetic exploration (i.e., Openness) and, to a lesser extent, time spent in formal education. (PsycINFO Database Record
Publisher: Center for Open Science
Date: 07-12-2021
Abstract: Some scholars suggest that organizations could improve their hiring decisions by measuring the personal values of job applicants, arguing that values provide insights into applicants’ cultural fit, retention prospects, and performance outcomes. However, others have expressed concerns about response distortion and faking. The current study provides the first large-scale investigation of the effect of the job applicant context on the psychometric structure and scale means of a self-reported values measure. Participants comprised 7,884 job applicants (41% male age M = 43.32, SD = 10.76) and a country-, age-, and gender-matched comparison s le of 1,806 non-applicants (41% male age M = 44.72, SD = 10.97), along with a small repeated-measures, cross-context s le. Respondents completed the 57-item Portrait Values Questionnaire (PVQ) measuring Schwartz’ universal personal values. Compared to matched non-applicants, applicants reported valuing power and self-direction considerably less, and conformity and universalism considerably more. Applicants also reported valuing security, tradition, and benevolence more than non-applicants, and reported valuing stimulation, hedonism, and achievement less than non-applicants. Despite applicants appearing to embellish the degree to which their values aligned with being responsible and considerate workers, invariance testing suggested that the under- lying structure of values assessment is largely preserved in job applicant contexts.
Publisher: Springer Science and Business Media LLC
Date: 10-05-2022
Publisher: Routledge
Date: 14-08-2018
Publisher: Wiley
Date: 06-02-2023
DOI: 10.1111/SJOP.12898
Abstract: Examining the Raine cohort study, we tested the trait continuity hypothesis by examining the extent that young adults' (25–29 years old) self‐reported HEXACO personality can be statistically predicted from multi‐dimensional parental temperament ratings collected in infancy (1–2 years old). The study incorporated a lagged design (two waves), a large s le size ( n = 563), and examined both temperament and personality as both dimensions and profiles. Overall, we found very limited evidence of trait continuity, with generally very weak and few statistically significant observed associations of infant temperament with early adulthood personality. Relations were weak whether profile or dimension‐based operationalizations of both phenomena were adopted. Additionally, controlling for sex affected the relations of temperament and personality only to a small extent for most of the traits, and moderation effects of sex were generally zero‐to‐trivial in size. Altogether, parent‐rated temperament in infancy seems to provide little information about HEXACO personality in early adulthood.
Publisher: American Psychological Association (APA)
Date: 08-2020
DOI: 10.1037/APL0000463
Abstract: Overclaiming questionnaires (OCQs), which capture
Publisher: Informa UK Limited
Date: 29-04-2022
Publisher: Springer Science and Business Media LLC
Date: 16-06-2016
DOI: 10.1007/S10803-016-2832-3
Abstract: People with autism show superior performance to controls on the Embedded Figures Test (EFT). However, studies examining the relationship between autistic-like traits and EFT performance in neurotypical in iduals have yielded inconsistent findings. To examine the inconsistency, a meta-analysis was conducted of studies that (a) compared high and low Autism-Spectrum Quotient (AQ) groups, and (b) treated AQ as a continuous variable. Outcomes are consistent with superior visual search forming part of the broader autism phenotype, but in existing literature, this is evident only when comparing extreme groups. Reanalysis of data from previous studies suggests findings are unlikely to be driven by a small number of high scorers. Monte Carlo simulations are used to illustrate the effect of methodological differences on results.
Publisher: Elsevier BV
Date: 06-2017
Publisher: Informa UK Limited
Date: 11-01-2021
Publisher: American Psychological Association (APA)
Date: 11-2016
DOI: 10.1037/PAS0000266
Abstract: This article presents a measure of in idual differences in the tendencies to worry constructively and unconstructively, called the Constructive and Unconstructive Worry Questionnaire (CUWQ). The measure is based on a control theory perspective of worry and separates the tendency to worry in a way that facilitates goal-pursuit and threat reduction (constructive worry) from the tendency to worry in a way that hinders goal-pursuit while sustaining threat awareness (unconstructive worry). CUWQ scores were validated in 2 independent nonclinical s les, including North American (S le 1, N = 295) and Australian (S le 2, N = 998) residents. Final factor items were selected based on S le 1, and the measure showed good model fit through a confirmatory factor analysis in S le 2. In addition, scores on the 2 worry factors showed criterion-related validity by statistically predicting a variety of outcomes in both s les: Constructive worry was positively associated with punctuality and wildfire preparedness and negatively associated with trait-anxiety and amount of worry. Unconstructive worry, on the other hand, was positively associated with trait-anxiety and amount of worry, and negatively associated with punctuality and wildfire preparedness. The 2 factor scores were uncorrelated in S le 1 and positively correlated in S le 2, thereby showing that having a tendency to worry in an unconstructive manner does not prohibit 1 from worrying in a constructive manner as well. Understanding how the 2 tendencies to worry differ from each other and separating their measurement enables a better understanding of the role of worry in both normal behavior and psychopathology. (PsycINFO Database Record
Publisher: Wiley
Date: 24-02-2016
DOI: 10.1002/LARY.25896
Abstract: To determine the relationship between peripheral hearing loss (HL) in baby boomers (better-ear measure) and cognitive function, taking into account the impact of depression or cognitive reserve on this relationship and exploring binaural hearing. A prospective, epidemiology study. Data from 1,969 participants aged 45 to 66 years were collected in the Busselton Healthy Ageing Study. Participants were assessed using pure-tone air-conduction thresholds at octave frequencies (250 500 1,000 2,000 4,000 and 8,000 Hz). Hearing loss was grouped using 1) pure-tone averages across 4 frequencies (500 to 4000Hz) in the better ear (BE4FA) or 2) latent profile analysis (LPA) using all thresholds from both ears. Cognition was tested with the Cognitive Drug Research System, verbal fluency, and National Adult Reading Test (premorbid-IQ). Regression was used to determine the impact of HL relative to no HL on age and education-adjusted cognition, controlling for mood, sex, and premorbid-IQ. According to BE4FA, 4.7% had mild (26-40 dB) HL 0.8% had moderate (41-60 dB) HL and 0.3% had severe (61-80 dB) HL. Based on the LPA, 20.5% had high-frequency HL 7.8% had mid- to high-frequency HL and 1.9% had significant HL across all frequencies. The HL group was not a predictor of cognitive performance in any domain using BE4FA and explained just 0.5% and 0.4% of variance in continuity-of-attention and speed-of-memory retrieval using LPA. Critically, those with the worst hearing did not differ cognitively from those with the best. Hearing loss is not an important determinant of contemporaneous attention, memory, or executive function in middle-aged adults once age, education, depression, cognitive reserve, and sex are controlled. 4. Laryngoscope, 126:2367-2375, 2016.
Publisher: Springer Science and Business Media LLC
Date: 17-03-2016
Publisher: Elsevier BV
Date: 04-2023
Publisher: SAGE Publications
Date: 07-2018
DOI: 10.1002/PER.2166
Abstract: The present study sought to expand the literature on the relations of major dimensions of personality with integrative negotiation outcomes by introducing the HEXACO model, investigating both effects of the negotiators’ and their counterparts’ personality traits on objective and subjective negotiation outcomes, and investigating two interactions between the negotiators’ and counterparts’ personalities. One hundred forty–eight participants completed the HEXACO–100 measure of personality. Participants then engaged in a dyadic negotiation task that contained a mix of distributive and integrative elements (74 dyads). Measures of subjective experience and objective economic value were obtained, and actor–partner interdependence models were estimated. Personality was generally a better predictor of subjective experience than objective economic value. In particular, partner honesty–humility, extraversion, and openness predicted more positive negotiation experiences. An actor–partner interaction effect was found for actor–agreeableness by partner–honesty–humility on economic outcomes agreeable actors achieved worse (better) economic outcomes when negotiating with partners that were low (high) on honesty–humility. © 2018 European Association of Personality Psychology
Publisher: Springer Science and Business Media LLC
Date: 17-03-2019
Publisher: Elsevier BV
Date: 06-2015
Publisher: Wiley
Date: 29-09-2020
DOI: 10.1111/IJSA.12309
Publisher: Wiley
Date: 27-04-2022
DOI: 10.1111/APPS.12318
Abstract: The honesty‐humility factor from the HEXACO model of personality has been found to offer incremental validity in predicting several work‐related criteria over the remaining factors, yet its interplay with other personality factors is rarely examined. In this study, we examined how honesty‐humility (the tendency to be sincere, fair, non‐materialistic, and modest) can moderate the relation between agreeableness and interpersonal competency. Specifically, drawing on the theory of self‐concept, we proposed that agreeableness will have a stronger association with interpersonal competency among in iduals who are higher on honesty‐humility, and relatively less so among in iduals who are lower on honesty‐humility. Across three s les of people in managerial roles from two different cultures (Australia and Kenya), we found that honesty‐humility, indeed, moderated the agreeableness—interpersonal competency relation, both when the criterion was measured by self‐report (S le 1, N = 167 S le 2, N = 320 S le 3, N = 296) and other‐report (S le 3, N = 195). In all three s les, the positive relation of agreeableness with interpersonal competency was strongest among those who were also higher on honesty‐humility. Such an interaction effect was robust after controlling for the remaining HEXACO personality factors.
Publisher: American Psychological Association (APA)
Date: 05-2022
DOI: 10.1037/BUL0000373
Publisher: Center for Open Science
Date: 05-10-2023
Publisher: Center for Open Science
Date: 10-08-2021
Abstract: Forced choice (FC) personality measures are increasingly popular in research and applied contexts. To date however, no method for detecting faking behavior on this format has been both proposed and empirically tested. We introduce a new methodology for faking detection on FC measures, based on the assumption that in iduals engaging in faking try to approximate the ideal response on each block of items. In iduals’ responses are scored relative to the ideal using a model for rank-order data not previously applied to FC measures (Generalized Mallows Model). Scores are then used as predictors of faking in a regularized logistic regression. In Study 1, we test our approach using cross-validation, and contrast generic and job-specific ideal responses. Study 2 replicates our methodology on two measures matched and mismatched on item desirability. We achieved between 80 – 92% balanced accuracy in detecting instructed faking, and predicted probabilities of faking correlated with self-reported faking behavior. We discuss how this approach, driven by trying to capture the faking process, differs methodologically and theoretically to existing faking detection paradigms, and measure and context-specific factors impacting accuracy.
Start Date: 2015
End Date: 2018
Funder: Australian Research Council
View Funded ActivityStart Date: 08-2015
End Date: 12-2020
Amount: $589,847.00
Funder: Australian Research Council
View Funded ActivityStart Date: 2015
End Date: 12-2019
Amount: $334,119.00
Funder: Australian Research Council
View Funded Activity