Peter J. O'Connor

Learning To Be Saints or Sinners: The Indirect Pathway From Sensation Seeking to Behavior Through Mastery Orientation

Recently, a model of learning has been proposed that argues that Sensation Seeking indirectly predicts functional and dysfunctional behaviors through Mastery Orientation. Central components of the model were tested across two studies. Study 1 tested the proposed indirect effect in the prediction of functional behavior using an objective learning task. Study 2 tested the proposed indirect effects in the prediction of functional and dysfunctional self-report behavior across two very different samples. Regression analyses in both studies generally supported the proposed model.

An Exploration of the Professional Competencies Required in Engineering Asset Management.

Engineering asset management (EAM) is a rapidly growing and developing field. However, efforts to select and develop engineers in this area are complicated by our lack of understanding of the full range of competencies required to perform. This exploratory study sought to clarify and categorise the professional competencies required of individuals at different hierarchical levels within EAM. Data from 14 field interviews, 61 online surveys, and 10 expert panel interviews were used to develop an initial professional competency framework. Overall, nine competency clusters were identified. These clusters indicate that engineers working in this field need to be able to collaborate and influence others, complete objectives within organisational guidelines, and be able to manage themselves effectively. Limitations and potential uses of this framework in engineering education and research are discussed.

Integrating the context-appropriate balanced attention model and reinforcement sensitivity theory: Towards a domain-general personality process model

Over the last 40 years or more the personality literature has been dominated by trait models based on the Big Five (B5). Trait-based models describe personality at the between-person level but cannot explain the within-person mental mechanisms responsible for personality. Nor can they adequately account for variations in emotion and behavior experienced by individuals across different situations and over time. An alternative, yet understated, approach to personality architecture can be found in neurobiological theories of personality, most notably reinforcement sensitivity theory (RST). In contrast to static trait-based personality models like the B5, RST provides a more plausible basis for a personality process model, namely, one that explains how emotions and behavior arise from the dynamic interaction between contextual factors and within-person mental mechanisms. In this article, the authors review the evolution of a neurobiologically based personality process model based on RST, the response modulation model and the context-appropriate balanced attention model. They argue that by integrating this complex literature, and by incorporating evidence from personality neuroscience, one can meaningfully explain personality at both the within- and between-person levels. This approach achieves a domain-general architecture based on RST and self-regulation that can be used to align within-person mental mechanisms, neurobiological systems and between-person measurement models.

The Factor Structure and Validity of the Learning Styles Profiler (LSP)

The Learning Styles Profiler (LSP; Jackson, 2002) is a modern measure of individual differences in learning style. The LSP is based on a neuropsychological model of learning, modeled on principles of approach and avoidance, and argues for the division of personality into temperament and character. There has been little research into the psychometric structure and predictive validity of this instrument. In Study 1, the factor structure of the LSP is examined, and in Study 2 the criterion-related validity of the LSP is assessed. Results support the proposed factor structure of the LSP and show that 3 of the 4 LSP scales are significant predictors of Job Performance.

Effectively Coping With Task Stress: A Study of the Validity of the Trait Emotional Intelligence Questionnaire–Short Form (TEIQue–SF)

ABSTRACT In this study, we investigated the validity of the Trait Emotional Intelligence Questionnaire–Short Form (TEIQue–SF; Petrides, 2009) in the context of task-induced stress. We used a total sample of 225 volunteers to investigate (a) the incremental validity of the TEIQue–SF over other predictors of coping with task-induced stress, and (b) the construct validity of the TEIQue–SF by examining the mechanisms via which scores from the TEIQue–SF predict coping outcomes. Results demonstrated that the TEIQue–SF possessed incremental validity over the Big Five personality traits in the prediction of emotion-focused coping. Results also provided support for the construct validity of the TEIQue–SF by demonstrating that this measure predicted adaptive coping via emotion-focused channels. Specifically, results showed that, following a task stressor, the TEIQue–SF predicted low negative affect and high task performance via high levels of emotion-focused coping. Consistent with the purported theoretical nature of the trait emotional intelligence (EI) construct, trait EI as assessed by the TEIQue–SF primarily enhances affect and performance in stressful situations by regulating negative emotions.

Measurement and research using the Big Five, HEXACO, and narrow traits: A primer for researchers and practitioners: Personality structure

Abstract Objective Personality traits influence human behaviour across a broad range of situations and are consequently relevant to many theoretical and applied disciplines. In this perspective piece, we provide an overview of the logic underpinning personality measurement and review major personality taxonomies. We provide an extensive set of recommendations for researchers and practitioners on when and how to use measures of personality traits. Method We overview a range of taxonomic representations of personality structure focusing particularly on hierarchical representations and five and six factor models such as the Big Five and HEXACO models. We review the various strengths and weaknesses of each approach. Results The review outlines the major reasons for the dominance of the Big Five model, and suggests it is a good descriptive framework for studying personality in general. However we suggest that researchers and practitioners also consider alternative taxonomic personality representations such as the HEXACO. We provide a range of scenarios whereby alternative frameworks will be more appropriate than the Big Five and offer recommendations both for choosing measures in general and for implementing studies examining personality facets. Conclusion Whilst the Big Five represents an excellent general personality framework that is appropriate across multiple situations, researchers and practitioners should be aware of alternative measures and utilise them where appropriate.

Profiling employees online: shifting public–private boundaries in organisational life

Profiling involves the collection and use of online information about prospective and current employees to evaluate their fitness for and in the job. Workplace and legal studies suggest an expanded use of profiling and significant legal/professional implications for HRM practitioners, yet scant attention has been afforded to the boundaries of such practices. In this study, profiling is framed as a terrain on which employees and employers assert asymmetrical interests. Using survey data from large samples in Australia and the UK, the study investigates the prevalence and outcomes of profiling; the extent to which employees assert a right to privacy versus employer rights to engage in profiling; the extent to which organisations codify profiling practices; and employee responses in protecting online information. The findings contribute to a small and emerging body of evidence addressing how social media conduct at work is reconstituting and reshaping the boundaries between public and private spheres.