H. Canan Sümer

Managerial Sex-Role Stereotyping A Cross Cultural Analysis

Sex-role stereotyping of middle management and the nature of sex stereotypes were investigated in two culturally distinct student samples from Turkey and Sweden. Based on existing empirical and theoretical evidence it was hypothesized that there would be considerably less sex-role stereotyping of management in Sweden than in Turkey. Findings of this study were also compared with those reported by Schein and Mueller on US, British, and German samples. Consistent with previous research, the results indicated that there is a predominant male stereotype associated with successful middle management. Yet, unexpectedly, sex-role stereotyping was observed to be weaker among Turkish participants than Swedish participants. Finally, although the nature of sex stereotypes differed for the two countries, the profile of successful managers was similar.

Using a personality-oriented job analysis to identify attributes to be assessed in officer selection.

The purpose of this research was to identify personality constructs to be assessed in the selection of officers in the Turkish Armed Forces by using a personality-oriented job analysis approach. Personality-oriented job analytic interviews were conducted with currently employed and former officers (N = 78). Content analysis of the interviews led to the identification of a list of attributes presumed to be relevant. The attributes were then rated by a group of officers (N = 447) for relevance and importance. Principal component analysis of the weighted ratings (i.e., Relevance × Importance) resulted in 5 personality dimensions considered to be relevant to the job of military officer: Conscientiousness–Self-Discipline, Military Factor, Self-Confidence, Agreeableness–Extraversion, and Leadership. Finally, using a confirmatory approach, we tested the 5-factor structure against 1-factor and 2-factor solutions. Results suggest that the 5-factor solution has significantly better fit than the alternative models, providing some initial evidence for construct validity.

Personality attributes as predictors of psychological well-being for NCOs.

The authors examined the nature of the relationships between job-specific personality dimensions and psychological well-being for noncommissioned officers (NCOs) in the Turkish Armed Forces (TAF). A job-specific personality inventory, comprising measures of 11 personality dimensions was developed for selection purposes. The inventory was administered to a representative sample of 1,428 NCOs along with a general mental health inventory developed by the authors, which consisted of 6 dimensions of psychological well-being. Exploratory and confirmatory factor analyses suggested existence of a single factor underlying the 6 psychological well-being dimensions, Mental Health, and 2 latent factors underlying the 11 personality dimensions, Military Demeanor and Military Efficacy. The 2 personality constructs explained 91% of the variance in the Mental Health construct. A stepwise regression indicated that beta weights of the personality measures were significant except for military bearing, orderliness, and dependability. Results suggest that job-specific personality attributes were predictive of mental health. Implications of the findings for the selection of NCOs are discussed.

Individual Differences as Predictors of Illicit Drug Use Among Turkish College Students

ABSTRACT Although the prevalence of drug use in the young adult population in Turkey is still far below the figures reported for most European Union countries and the United States, there seems to be a noteworthy increase in drug use, especially among high school and college students. The purpose of the present study was to examine the extent of drug use among college students in Turkey and to identify some of the individual-difference variables associated with drug use. Participants were 781 college students. A survey package including (a) measures of sensation seeking–risk taking, self-esteem, affectivity level, global mental health, overall life satisfaction, and the rate and nature of substance use and (b) demographic questions was administered to the participants during regularly held class meetings. A logistic regression analysis revealed that sensation seeking−risk taking, parental education level, smoking, and frequency of alcohol use predicted illicit drug experience. Implications of the findings and limitations of the study are discussed using the context of the study as a framework.

Predicting Military Performance from Specific Personality Measures: A Validity Study

This study examined the criterion-related validity of the dimensions of a customized personality inventory in predicting different aspects of military performance. A cross-validity study was also carried out to establish the stability of the obtained regression weights. The sample consisted of 733 non-commissioned officers who filled out the personality inventory. Three different measures of performance (i.e., commendations, reprimands, and cumulative ranking) were used as the criteria in validating the inventory. Among the 11 dimensions of the inventory, emotional stability, directing and monitoring, self-discipline, and military bearing predicted commendations; determination was the only predictor for reprimands, and cumulative ranking was predicted by determination and adaptability. The cross-validity procedure showed that the obtained regression weights were stable, providing further support for the validity of the personality measures. Results yielded support for the argument that specific personality measures could be respectable predictors of different aspects of military performance.

Personality and mental health: How related are they within the military context?

The main purpose of this study was to examine the nature of the relationships between job-specific personality dimensions and psychological well-being for officers in the Turkish Armed Forces (TAF). Turkish Armed Forces Personality Inventory (TAFPI) is a 19-dimension measure of personality used in officer selection in the TAF. In our previous research, four latent factors had been identified as underlying the TAFPI dimensions: Military Factor, Leadership, Conscientiousness, and Extraversion-Agreeableness. In the present study, the nature of the relationships between the TAFPI dimensions and the latent factor underlying a commonly used psychological screening test, the Brief Symptom Inventory (BSI; Derogatis, 1992), was examined on a sample of officers (N = 1111). Specifically, the 19 dimensions of the TAFPI first predicted a latent military personality factor, which, in turn, predicted the latent mental health factor. Results suggested that although the personality latent was predictive of the mental health factor, the amount of variance unexplained in mental health suggested that mental health assessment should not be dispensed in the presence of personality assessment in the selection of officers in the TAF.

Predicting applicant withdrawal: An expectancy theory perspective

ABSTRACT The purpose of this study was to examine the predictors of withdrawal from the job application process. To this end, this study used expectancy theory as its theoretical framework. Using data from 5,346 applicants to an entry-level military position in a large European military organization, results indicated that a positive change in job attraction, applicant emotional stability, and conscientiousness, and the amount of information and self-efficacy regarding selection procedures all had negative relationships with applicant withdrawal. The variables, which had a positive relationship with applicant withdrawal, included time interval after the application and perceptions of alternative employment opportunities. In addition, self-reported reasons for withdrawal were also examined, which included scheduling conflicts, problems with completing the application documents, and losing interest in the job. Both theoretical and practical implications of the findings are discussed.

Another Test of Gender Differences in Assignments to Precarious Leadership Positions: Examining the Moderating Role of Ambivalent Sexism: Glass Cliff and Ambivalent Sexism

Women face significant hurdles in the attainment of leadership positions. When they do attain them such positions tend to be riskier than those attained by men, a form of bias called glass cliff. This study investigates ambivalent sexism as an individual difference that influences the occurrence of glass cliff. Little research examines individual differences contributing to glass cliff. It is proposed that individuals with high hostile and benevolent sexism are more likely to perceive women to be suitable for leadership of a poorly-performing organization and men to be suitable for leadership of a well-performing organization. The sample of our experimental study consisted of 378 students who rated either a female or a male candidate under a poor or good performance condition. We tested our hypotheses using a moderated regression analysis. Both components of sexism impacted how individuals evaluated male and female leaders under different organizational performance conditions. Hostile sexism was the dimension that led to glass cliff. Benevolent sexism had an unexpected effect on leadership choice. The differences between the two types of sexism and the different role each type plays in preference for masculine and feminine leadership are discussed. Leader gender and perceiver s sexist attitudes influence evaluations for leadership positions.