Peter D. Harms

Emotional Intelligence and Transformational and Transactional Leadership: A Meta-Analysis

The purpose of this study is to evaluate claims that emotional intelligence is significantly related to transformational and other leadership behaviors. Results (based on 62 independent samples) indicated a validity estimate of .59 when ratings of both emotional intelligence and leadership behaviors were provided by the same source (self, subordinates, peers, or superiors). However, when ratings of the constructs were derived from different sources, the validity estimate was .12. Lower validity estimates were found for transactional and laissez-faire leadership behaviors. Separate analyses were performed for each measure of emotional intelligence. Trait measures of emotional intelligence tended to show higher validities than ability-based measures of emotional intelligence. Agreement across ratings sources for the same construct was low for both transformational leadership (.14) and emotional intelligence (.16).

An evaluation of the consequences of using short measures of the Big Five personality traits.

Researchers often use very abbreviated (e.g., 1-item, 2-item) measures of personality traits due to their convenience and ease of use as well as the belief that such measures can adequately capture an individuals personality. Using data from 2 samples (N = 437 employees, N = 355 college students), we show that this practice, particularly the use of single-item measures, can lead researchers to substantially underestimate the role that personality traits play in influencing important behaviors and thereby overestimate the role played by new constructs. That is, the use of very short measures of personality may substantially increase both the Type 1 and Type 2 error rates. We argue that even slightly longer measures can substantially increase the validity of research findings without significant inconvenience to the researcher or research participants.

Perceiver Effects as Projective Tests: What Your Perceptions of Others Say about You

In 3 studies, we document various properties of perceiver effects--or how an individual generally tends to describe other people in a population. First, we document that perceiver effects have consistent relationships with dispositional characteristics of the perceiver, ranging from self-reported personality traits and academic performance to well-being and measures of personality disorders, to how liked the person is by peers. Second, we document that the covariation in perceiver effects among trait dimensions can be adequately captured by a single factor consisting of how positively others are seen across a wide range of traits (e.g., how nice, interesting, trustworthy, happy, and stable others are generally seen). Third, we estimate the 1-year stability of perceiver effects and show that individual differences in the typical perception of others have a level of stability comparable to that of personality traits. The results provide compelling evidence that how individuals generally perceive others is a stable individual difference that reveals much about the perceivers own personality.

Gender differences in narcissism: a meta-analytic review.

Despite the widely held belief that men are more narcissistic than women, there has been no systematic review to establish the magnitude, variability across measures and settings, and stability over time of this gender difference. Drawing on the biosocial approach to social role theory, a meta-analysis performed for Study 1 found that men tended to be more narcissistic than women (d = .26; k = 355 studies; N = 470,846). This gender difference remained stable in U.S. college student cohorts over time (from 1990 to 2013) and across different age groups. Study 1 also investigated gender differences in three facets of the Narcissistic Personality Inventory (NPI) to reveal that the narcissism gender difference is driven by the Exploitative/Entitlement facet (d = .29; k = 44 studies; N = 44,108) and Leadership/Authority facet (d = .20; k = 40 studies; N = 44,739); whereas the gender difference in Grandiose/Exhibitionism (d = .04; k = 39 studies; N = 42,460) was much smaller. We further investigated a less-studied form of narcissism called vulnerable narcissism-which is marked by low self-esteem, neuroticism, and introversion-to find that (in contrast to the more commonly studied form of narcissism found in the DSM and the NPI) men and women did not differ on vulnerable narcissism (d = -.04; k = 42 studies; N = 46,735). Study 2 used item response theory to rule out the possibility that measurement bias accounts for observed gender differences in the three facets of the NPI (N = 19,001). Results revealed that observed gender differences were not explained by measurement bias and thus can be interpreted as true sex differences. Discussion focuses on the implications for the biosocial construction model of gender differences, for the etiology of narcissism, for clinical applications, and for the role of narcissism in helping to explain gender differences in leadership and aggressive behavior. Readers are warned against overapplying small effect sizes to perpetuate gender stereotypes.

Not all conscientiousness scales change alike: a multimethod, multisample study of age differences in the facets of conscientiousness.

Previous research has shown that traits from the domain of conscientiousness tend to increase with age. However, previous research has not tested whether all aspects of conscientiousness change with age. The present research tests age differences in multiple facets of conscientiousness (industriousness, orderliness, impulse control, reliability, and conventionality) using multiple methods and multiple samples. In a community sample (N = 274) and a representative statewide sample (N = 613) of 18- to 94-year-olds, self-reported industriousness, impulse control, and reliability showed age differences from early adulthood to middle age, whereas orderliness did not. The transition into late adulthood was characterized by increases in impulse control, reliability, and conventionality. In contrast, age differences in observer-rated personality occurred mainly in older adulthood. Age differences held across both ethnicity and levels of socioeconomic status.

Mechanisms of health: Education and health-related behaviours partially mediate the relationship between conscientiousness and self-reported physical health

The personality trait of conscientiousness is an important predictor of health and longevity. The present research examined how conscientiousness, in combination with educational attainment and health-related behaviours, predicted self-reported physical health across adulthood. These relations were investigated in two studies, one using a large, representative sample of Illinois residents (N = 617) and the other using a community sample with a multi-method assessment of conscientiousness (N = 274). Across both studies, structural path analyses provided evidence for a model wherein conscientiousness predicted health, in part, through its relationship to both educational attainment and health-related behaviours. The findings suggest conscientiousness predicts health through a diverse set of mechanisms including, but not limited to, educational attainment and health-related behaviours.

Much Ado About Grit: A Meta-Analytic Synthesis of the Grit Literature.

Grit has been presented as a higher order personality trait that is highly predictive of both success and performance and distinct from other traits such as conscientiousness. This paper provides a meta-analytic review of the grit literature with a particular focus on the structure of grit and the relation between grit and performance, retention, conscientiousness, cognitive ability, and demographic variables. Our results based on 584 effect sizes from 88 independent samples representing 66,807 individuals indicate that the higher order structure of grit is not confirmed, that grit is only moderately correlated with performance and retention, and that grit is very strongly correlated with conscientiousness. We also find that the perseverance of effort facet has significantly stronger criterion validities than the consistency of interest facet and that perseverance of effort explains variance in academic performance even after controlling for conscientiousness. In aggregate our results suggest that interventions designed to enhance grit may only have weak effects on performance and success, that the construct validity of grit is in question, and that the primary utility of the grit construct may lie in the perseverance facet.

Meeting the Leadership Challenge of Employee Well-Being Through Relationship PsyCap and Health PsyCap

Increasing recognition is being given to the role that employee overall well-being plays in desired outcomes of today’s organizations. To help organizational leaders searching for understanding and answers, we propose that the positive core construct of psychological capital (or simply PsyCap), consisting of the positive psychological resources of hope, efficacy, resiliency, and optimism can be extended into the well-being domain. Although PsyCap has been clearly demonstrated to be related to employee attitudes, behaviors, and performance, linking it with other life domains relevant to overall well-being has yet to be tested. After first building a comprehensive conceptual foundation for extending PsyCap into the well-being domain, we empirically found that a cross section of employees’ (N = 523) “Relationship PsyCap” and “Health PsyCap” were related to both their respective satisfaction appraisals and desired objective outcomes. In addition, these two extended life satisfactions, along with the already well-established work satisfaction, combined to relate to the appraisal of the study participants’ overall well-being. This well-being was in turn found to be related to their overall level of PsyCap. These findings have implications for helping leaders meet the challenges they face in both understanding and helping develop the overall well-being of their employees.

Team identification, trust and conflict: a mediation model

Purpose — The current study aims to address the relationship between trust, team identifi cation, and team conflict. Specifically, it aims to examine whether trust in peers medi ates the relationship between team identification and team conflict. Design/methodology/approach — This is an empirical paper based on two field studies. In Study 1, 241 employees in a US Fortune 500 company distributed in various and mostly R&D teams were surveyed. In Study 2,205 employees in a health care organization in the Midwest were surveyed. Findings — Team identification was related to lower levels of both task conflict and rela tionship conflict. This relationship, however, is mediated by the employees’ trust in their peers. Research limitations/implications — This finding addresses concerns about the mechanisms by which employee attitudes contribute to work behaviors. Practical implications — This study highlights the importance of cultivating team members’ sense of “we” rather than a sense of “I” in the team context, reinforcing the crucial role of trust in organizational context. Further, by shedding light on the process by which teams come into conflict, our results suggest a means by which managers and organi zations can work towards creating optimal levels of conflict in their work teams. Originality/value —As far as it is known, this is the first field study that has examined the mediating role of trust between team identity and team conflict.

Predicting the Counterproductive Employee in a Child-to-Adult Prospective Study

The present research tested the relations between a battery of background factors and counterproductive work behaviors in a 23-year longitudinal study of young adults (N = 930). Background information, such as diagnosed adolescent conduct disorder, criminal conviction records, intelligence, and personality traits, was assessed before participants entered the labor force. These background factors were combined with work conditions at age 26 to predict counterproductive work behaviors at age 26. The results showed that people diagnosed with childhood conduct disorder were more prone to commit counterproductive work behaviors in young adulthood and that these associations were partially mediated by personality traits measured at age 18. Contrary to expectations, criminal convictions that occurred prior to entering the workforce were unrelated to counterproductive work behaviors. Job conditions and personality traits had independent effects on counterproductive work behaviors, above and beyond background factors.