Matthew J. W. McLarnon

A Case of Mistaken Identity? Latent Profiles in Vocational Interests

Vocational interest surveys have traditionally employed a typology (i.e., the Realistic, Investigative, Artistic, Social, Enterprising, and Conventional [RIASEC] model) to distinguish individuals. Within this framework, respondents are identified as representing various types of people based on their interests in work-related activities. However, much of the existing literature on vocational interest testing has focused almost exclusively on traditional variable-centered approaches to understanding the nomological network around vocational interest variables. Therefore, the focus of the current article is an application of a person-centered approach, latent profile analysis (LPA). Using LPA, we found evidence of eight qualitatively and quantitatively distinct subgroups or types of individuals differentiated on the basis of interests in the RIASEC variables. Further, across the five-factor model and Dark Triad personality variables, minor, yet theoretically sound, differences across the eight vocational interest subgroups were found. Theoretical and practical implications are discussed.

The Structure and Function of Team Conflict State Profiles

Team conflict types include task conflict, relationship conflict, and process conflict. Whereas differences in views about the task (task conflict) are often argued to be beneficial, incompatibilities involving personal issues (relationship conflict) and execution issues (process conflict) are often argued to be harmful. However, previous empirical research has tended to treat team conflict types as independent from each other despite their natural coexistence in teams. In two separate studies and one replication study, we identified latent patterns of team conflict, in the form of conflict profiles, that were defined by distinct levels of task conflict, relationship conflict, and process conflict. In Study 1, we investigated whether the conflict profiles had implications for team conflict management and team potency. In Study 2, we examined the generalizability of the conflict profiles to teams with longer life cycles, and we investigated the implications of conflict profiles for team performance. Findings indicated that teams can be reliably assigned to particular profiles of team conflict and that these profiles replicate well. The results also indicate that the implications of a particular type of conflict depend on the pattern of the team’s conflict profile as a whole. Drawing from information processing theory, we found that teams with high task conflict and low relationship and process conflict tend to have more effective interactions and achieve superior outcomes. This “team-centric” approach appears to provide promising new avenues for advancing current theories of conflict in organizational work teams.

Variance Components of Job Performance Ratings

Previous literature suggests that performance ratings are saturated with rater-related idiosyncratic variance. Given that modern psychometric theories relegate this source of variance to measurement error, it has not been the subject of much previous research. Of importance, identifying and estimating the variance components underlying idiosyncratic rater variance will inform our understanding of the nature of this variance. In a sample of managerial performance ratings we report on components of variance and find that the idiosyncratic rater variance component is about one third rater main effects variance, one third Rater × Ratee interaction effects variance, and one third upper-bound Rater × Ratee × Dimension interaction effects variance. Further, results indicate that variance components are moderated by the acquaintanceship time between the rater and the ratee.

To Be or Not to Be: Exploring the Nature of Positively and Negatively Keyed Personality Items in High-Stakes Testing

ABSTRACT Including equal numbers of positively and negatively keyed items is common in Five-Factor Model (FFM) personality measures. Much literature has demonstrated the presence of positive and negative keying factors in low-stakes testing situations, but there is a dearth of research investigating these factors in high-stakes testing. To address this gap, we investigated whether an FFM measure used in high-stakes testing was influenced by positive and negative keying factors. We also examined the overlap of the positive and negative keying factors with social desirability, rule-consciousness, acquiescence, and cognitive ability. Confirmatory factor analysis supported the inclusion of distinct factors associated with positively and negatively keyed items and suggested that the keying factors accounted for a substantial portion of variation in responses to FFM items. Social desirability and rule-consciousness were found to have significant relations with both keying factors, whereas acquiescence was only related to the negative keying factor. Implications for the construct validity of FFM measures used in high-stakes testing and directions for future research are discussed.

Extensions of Auxiliary Variable Approaches for the Investigation of Mediation, Moderation, and Conditional Effects in Mixture Models

Person-centered analyses and mixture models, such as latent profile analyses (LPA), are becoming increasingly common in the organizational literature. However, common usage of LPA rarely extends to the estimation of moderation, conditional effects, and mediation within a single model. This can affect the accuracy of parameter estimates, and it interferes with development and investigation of complex theories. The current study provides an overview of systematic approaches that allows researchers to investigate models involving moderation, conditional effects on outcomes, and mediation. Using Mplus, we offer an accessible method of testing complex statistical models that are auxiliary to the focal mixture model. We provide syntax for typical moderation, conditional effects, and mediation hypotheses, and we provide a detailed explanation of the procedures. We demonstrate these procedures with applications involving the five-factor model (FFM) of personality and several additional variables that comprise complex auxiliary statistical models. The pedagogical approach offered by this research will facilitate future theoretical developments and empirical advancements in the use of person-centered analyses.

The multilevel nomological net of team conflict profiles

Purpose This paper aims to offer an integrative conceptual theory of conflict and reports on the nomological net of team conflict profiles. Specifically, it integrates social self-preservation theory with information-processing theory to better understand the occurrence of team profiles involving task conflict, relationship conflict and process conflict. Design/methodology/approach The study collected data from 178 teams performing and engineering design tasks. The multilevel nomological net that was examined consisted of constructive controversy, psychological safety and team-task performance (team level), as well as perceptions of learning, burnout and peer ratings of performance (individual level). Findings Findings indicated mixed support for the associations between conflict profiles and the hypothesized nomological net. Research limitations/implications Future research should consider teams’ profiles of team conflict types rather than examining task, relationship and process conflict in isolation. Practical implications Teams can be classified into profiles of team conflict types with implications for team functioning and effectiveness. As a result, assessment and team launch should consider team conflict profiles. Originality/value The complexity perspective advanced here will allow research on conflict types to move forward beyond the extensive research examining conflict types in isolation rather than their interplay.

Development of an observational measure of therapy engagement for pediatric rehabilitation

Abstract Purpose: The Pediatric Rehabilitation Intervention Measure of Engagement-Observation (PRIME-O) version was designed to capture signs of affective, cognitive and behavioral involvement for clients and service providers and in the client-provider interaction. Methods: Phase 1 examined interrater consensus and construct validity of a pilot version, using observer ratings of engagement indicators made while viewing videos of therapy sessions differing in high and low engagement (Sample 1). Phase 2 examined these properties in a 10-item version (Samples 2 and 3). Phase 3 examined the content validity of the 10-item version, using observed signs of child, youth and parent engagement, as reported in an interview study involving 10 service providers. Results: There was excellent interrater consensus for both versions and ratings significantly discriminated between videos differing in high and low engagement, providing evidence for construct validity. Content validity was demonstrated by service provider reports of engagement signs. More behavioral signs were reported for children and more cognitive signs were reported for youth and parents, providing evidence for the developmental appropriateness of the PRIME-O. Conclusions: The PRIME-O provides a multifaceted view of affective, cognitive and behavioral components of engagement in pediatric rehabilitation. The PRIME-O has potential utility for research, clinical practice and continuing education. Implications for Rehabilitation Measures of engagement in therapy are needed to identify factors associated with successful therapy sessions and positive client outcomes. The PRIME-O is an observational measure that captures indicators of affective, cognitive and behavioral components of engagement for both clients and service providers. The PRIME-O may further help in understanding of the strategies service providers can use to facilitate an optimal state of engagement within a therapy session. Clinical practice may be enhanced by attending to the client’s signals of engagement in therapy. The PRIME-O can help service providers to more accurately identify signs of engagement and disengagement, monitor their own success in creating an engaging intervention atmosphere, and instigate strategies to optimize engagement.

Career Interests, Personality, and the Dark Triad

Career/vocational counsellors and researchers have traditionally focused on career interest surveys as a way of better matching client to careers that they will find both interesting and rewarding. However, recent research has demonstrated that personality is also an important, significant predictor of vocational choice, though is distinct from career interests. Only recently have researchers begun to explore personality in a broader context, by examining personality constructs outside of the five-factor model (FFM). In the current study, we explored whether the Dark Triad would add incremental prediction in broad scales of career interests beyond that of the FFM. Our findings indicated that the Dark Triad accounted for incremental prediction and unique variance in career interests as measured by the Jackson Career Explorer. The implications of this are discussed.