Joshua S. Bourdage

Sex, Power, and Money: Prediction from the Dark Triad and Honesty-Humility

Data were collected from two undergraduate student samples to examine (i) the relations of the ‘Dark Triad’ variables (Machiavellianism, Psychopathy, and Narcissism) with the HEXACO personality dimensions, as well as (ii) the ability of the aforementioned characteristics and of the Big Five personality factors to predict outcome variables related to sex, power, and money. Results indicated that the common variance of the Dark Triad was very highly correlated with low Honesty–Humility and that the unique variance of each of the Dark Triad variables also showed theoretically meaningful relations with the other five HEXACO factors. Furthermore, the Dark Triad and Honesty–Humility were strong predictors of three domains of outcome variables—Sex (short–term mating tendencies and sexual quid pro quos), Power (Social Dominance Orientation and desire for power), and Money (conspicuous consumption and materialism)—that were not well predicted by the dimensions of the Big Five. Copyright

Motives for Organizational Citizenship Behavior: Personality Correlates and Coworker Ratings of OCB

Data were collected from a sample of 262 Korean employees to (a) examine personality correlates of Organizational Citizenship Behaviors (OCBs) motivated by “good soldier” (i.e., prosocial values and organizational concern) and “good actor” (i.e., impression management [IM]) motives and (b) investigate how these OCB motives influenced actual coworker ratings of OCB. Personality variables were measured using the six-dimensional model of personality known as the HEXACO model. As hypothesized, (low) Honesty–Humility is the primary personality dimension underlying IM motivated OCB. Further, Conscientiousness positively related to OCB driven by each of the three motives. Agreeableness, Emotionality, and Openness to Experience also demonstrated relationships with the OCB motives. Second, OCBs for the organizational concern and IM motives, but not for the prosocial values motive, were positively associated with coworker ratings of OCB.

An Exploration of the Dishonest Side of Self-Monitoring: Links to Moral Disengagement and Unethical Business Decision Making

The majority of research on self–monitoring has focused on the positive aspects of this personality trait. The goal of the present research was to shed some light on the potential negative side of self–monitoring and resulting consequences in two independent studies. Study 1 demonstrated that, in addition to being higher on Extraversion, high self–monitors are also more likely to be low on Honesty–Humility, which is characterized by a tendency to be dishonest and driven by self–gain. Study 2 was designed to investigate the consequences of this dishonest side of self–monitoring using two previously unexamined outcomes: moral disengagement and unethical business decision making. Results showed that high self–monitors are more likely to engage in unethical business decision making and that this relationship is mediated by the propensity to engage in moral disengagement. In addition, these negative effects of self–monitoring were found to be due to its low Honesty–Humility aspect, rather than its high Extraversion side. Further investigation showed similar effects for the Other–Directedness and Acting (but not Extraversion) self–monitoring subscales. These findings provide valuable insight into previously unexamined negative consequences of self–monitoring and suggest important directions for future research on self–monitoring. Copyright

Openness to (Reporting) Experiences That One Never Had: Overclaiming as an Outcome of the Knowledge Accumulated Through a Proclivity for Cognitive and Aesthetic Exploration

Overclaiming—in which individuals 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 samples) 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.

He said, she said: work, biopsychosocial, and lifestyle contributions to coronary heart disease risk.

OBJECTIVE To test a model incorporating job characteristics, biopsychosocial, lifestyle, and nonmodifiable factors as they relate to coronary heart disease (CHD). Specifically, job characteristics and nonwork social ties (NWST) were examined as predictors of biopsychosocial health (BPSH), which was, in turn, expected to predict CHD directly and indirectly through influencing lifestyle. We also examined how age and family history of premature heart disease predicted objectively measured CHD risk. Within this model, sex differences were explored. METHOD A structural equation modeling analysis of data from a cross-sectional sample of 541 employees (317 men and 224 women) taking part in a cross-organization workplace wellness program. T tests of sex differences were also conducted. RESULTS Positive perceptions of job characteristics and NWST predicted positive BPSH. BPSH displayed no direct relationship to CHD risk, but positively predicted a healthier lifestyle. A healthier lifestyle was related to lower levels of CHD risk. Family history, but not age, was also useful in predicting CHD risk. Analyses indicated that men were significantly worse on all objective measures of CHD risk factors, but no other main effect sex differences were found. There were no differences between men and women in the relationships between variables. CONCLUSIONS Adds to a body of literature indicating the importance of psychological components of the job in determining biopsychosocial health, and the importance of this variable in its impact on lifestyle decisions. The results support continued efforts to guide future interventions on lifestyle for both men and women.

To Fake or Not to Fake: Antecedents to Interview Faking, Warning Instructions, and Its Impact on Applicant Reactions

In the present study, we examined the antecedents and processes that impact job interviewees’ decisions to engage in deceptive impression management (i.e., interview faking). Willingness and capacity to engage in faking were found to be the processes underlying the decision to use deceptive impression management in the interview. We also examined a personality antecedent to this behavior, Honesty-Humility, which was negatively related to the use of deceptive impression management through increased willingness to engage in these behaviors. We also tested a possible intervention to reduce IM. In particular, we found that warnings against faking – specifically, an identification warning - reduced both the perceived capacity to engage in interview faking, and subsequent use of several faking behaviors. Moreover, this warning reduced faking without adversely impacting applicant reactions.

Human resource management practices and voluntary turnover: a study of internal workforce and external labor market contingencies

Abstract We tested relationships between employee quit rates and two bundles of human resource (HR) practices that reflect the different interests of the two parties involved in the employment relationship. To understand the boundary conditions for these effects, we examined an external contingency proposed to influence the exchange-based effects of HR practices on subsequent quit rates – the local industry-specific unemployment rate – and an internal contingency proposed to shape employees’ conceptualization of their exchange relationship – their employment status (i.e. full-time, part-time and temporary employment). Analyses of lagged data from over 200 Canadian establishments show that inducement HR practices (e.g. extensive benefits) and performance expectation HR practices (e.g. performance-based bonuses) had different effects on quit rates, and the former effect was moderated by unemployment rate. The effects of HR practices on quit rates did not differ between FT and PT employees, but a different pattern of main and interactive effects was found among temporary workers. These findings suggest that employees’ exchange-based decisions to leave may be less affected by the number of hours they expect to work each week, and more by the number of weeks they expect to work.

Examining Equity Sensitivity: An Investigation Using the Big Five and HEXACO Models of Personality.

The construct of equity sensitivity describes an individuals preference about his/her desired input to outcome ratio. Individuals high on equity sensitivity tend to be more input oriented, and are often called “Benevolents.” Individuals low on equity sensitivity are more outcome oriented, and are described as “Entitleds.” Given that equity sensitivity has often been described as a trait, the purpose of the present study was to examine major personality correlates of equity sensitivity, so as to inform both the nature of equity sensitivity, and the potential processes through which certain broad personality traits may relate to outcomes. We examined the personality correlates of equity sensitivity across three studies (total N = 1170), two personality models (i.e., the Big Five and HEXACO), the two most common measures of equity sensitivity (i.e., the Equity Preference Questionnaire and Equity Sensitivity Inventory), and using both self and peer reports of personality (in Study 3). Although results varied somewhat across samples, the personality variables of Conscientiousness and Honesty-Humility, followed by Agreeableness, were the most robust predictors of equity sensitivity. Individuals higher on these traits were more likely to be Benevolents, whereas those lower on these traits were more likely to be Entitleds. Although some associations between Extraversion, Openness, and Neuroticism and equity sensitivity were observed, these were generally not robust. Overall, it appears that there are several prominent personality variables underlying equity sensitivity, and that the addition of the HEXACO models dimension of Honesty-Humility substantially contributes to our understanding of equity sensitivity.

Editorial: Impression Management and Faking in Job Interviews

Organizations place a great deal of emphasis on hiring individuals who are a good fit for the organization and the job. Among the many ways that individuals are screened for a job, the employment interview is particularly prevalent and nearly universally used (Macan, 2009; Huffcutt and Culbertson, 2011). This Research Topic is devoted to a construct that plays a critical role in our understanding of job interviews: impression management (IM). In the interview context, IM describes behaviors an individual uses to influence the impression that others have of them (Bozeman and Kacmar, 1997). For instance, a job applicant can flatter an interviewer to be seen as likable (i.e., ingratiation), play up their qualifications and abilities to be seen as competent (i.e., self-promotion), or utilize excuses or justifications to make up for a negative event or error (i.e., defensive IM; Ellis et al., 2002). IM has emerged as a central theme in the interview literature over the last several decades (for reviews, see Posthuma et al., 2002; Levashina et al., 2014). Despite some pioneering early work (e.g., Schlenker, 1980; Leary and Kowalski, 1990; Stevens and Kristof, 1995), there has been a resurgence of interest in the area over the last decade. While the literature to date has set up a solid foundational knowledge about interview IM, there are a number of emerging trends and directions. In the following, we lay out some critical areas of inquiry in interview IM, and highlight how the innovative set of papers in this Research Topic is illustrative of these new directions.