Knowledge that Transforms

The HEXACO model presents a conceptualization of personality that includes the trait honesty-humility (H-H) in addition to 5 other personality traits (i.e., agreeableness, conscientiousness, emotionality, extraversion, openness) that closely approximate the ubiquitous five-factor model (FFM) of personality. A substantial literature has accumulated supporting the structure of the HEXACO model and the construct validity of the H-H trait in particular. A newer development is the appearance of H-H in the applied psychology literature. This begs the question of whether H-H exhibits significant criterion-related validity with respect to job performance and whether H-H accounts for incremental validity over other established individual differences predictors of job performance. Accordingly, the purpose of this study is to conduct a meta-analysis of the relationship between H-H and 3 major dimensions of job performance (counterproductive work behavior [CWB], organizational citizenship behavior [OCB], and task performance) and compare the incremental validity of H-H with other established individual differences predictors (general mental ability, the FFM, and integrity tests). Our results indicate that H-H correlates -.44 with CWB, .13 with OCB, and .15 with task performance (each correlation corrected for unreliability in both the independent and dependent variables). Further, H-H demonstrated incremental validity over the other individual differences predictors in the case of CWB but not OCB and task performance. (PsycINFO Database Record

In light of recent research suggesting mothers are more likely to withdraw from work than fathers are, we assess the relative contributions of popular "pushed-out" and "opting-out" perspectives over the course of their pregnancies. As pregnancy is a pivotal time for the reevaluation of work and life roles, we investigate the degree to which gender differences in changes in turnover intentions and intentions to return to the workforce are explained by changes in perceived career encouragement from organizational members (a pushed-out factor), as well as changes in the employees' own career motivation (an opting-out factor), throughout pregnancy. We also examine the relationships between these pushed-out and opting-out variables over time. Using latent growth modeling, we find support for the notion that women's perceptions of being pushed out may lead to women's opting out of their organizations. We find that gender (being female) indirectly relates to an increase in turnover intentions and a decrease in career motivation throughout pregnancy, as explained by decreases in perceptions of career encouragement (for women) at work. Theoretical and practical implications of these findings are discussed. (PsycINFO Database Record

This study proposes a mediated process model that seeks to explain how occupational strength influences personality heterogeneity, ultimately affecting attitudes and behaviors. Specifically, it proposes that strong occupations restrict personality heterogeneity (defined as the extent to which there is variability in incumbents' personalities), which mediates the effect of occupational strength on work-related outcomes. Using a sample of 178,087 individuals employed in 315 occupations, the results indicate that strong occupations (operationalized as having high task significance) had advantageous effects on occupational satisfaction, tenure, and turnover intentions, and these effects were partially mediated by personality heterogeneity. Task significance had a negative effect on personality heterogeneity, and personality heterogeneity led to less favorable attitudes and behaviors. The occupational autonomy operationalization of situational strength also had advantageous effects on incumbents' occupational satisfaction, tenure, and turnover intentions, but these effects were not mediated by personality heterogeneity. In addition, personality distance (defined as the extent to which incumbents were personally different from others in the occupation) adversely affected within-occupation attitudes and behaviors. This study reexamines situational strength theory, shifting the emphasis away from an interaction (behavior = person × situation) to an explanatory process (behavior is a function of personality heterogeneity, which is a function of situational strength). (PsycINFO Database Record

has implemented to further support and enhance scientific rigor. In line with the previous editorial, the practices discussed in the following text broadly seek to enhance scientific rigor and transparency in the empirical research published by providing the reader sufficient information needed to verify the accuracy and validity of study findings and inferences and enable the accumulation of knowledge through replications and extensions of primary research as well as meta-analyses. (PsycINFO Database Record

We explore potential explanations for validity degradation using a unique predictive validation data set containing up to four consecutive years of high school students' cognitive test scores and four complete years of those students' college grades. This data set permits analyses that disentangle the effects of predictor-score age and timing of criterion measurements on validity degradation. We investigate the extent to which validity degradation is explained by criterion dynamism versus the limited shelf-life of ability scores. We also explore whether validity degradation is attributable to fluctuations in criterion variability over time and/or GPA contamination from individual differences in course-taking patterns. Analyses of multiyear predictor data suggest that changes to the determinants of performance over time have much stronger effects on validity degradation than does the shelf-life of cognitive test scores. The age of predictor scores had only a modest relationship with criterion-related validity when the criterion measurement occasion was held constant. Practical implications and recommendations for future research are discussed. (PsycINFO Database Record

To address a long-standing concern regarding a gap between organizational science and practice, scholars called for more intuitive and meaningful ways of communicating research results to users of academic research. In this article, we develop a common language effect size index (CLβ) that can help translate research results to practice. We demonstrate how CLβ can be computed and used to interpret the effects of continuous and categorical predictors in multiple linear regression models. We also elaborate on how the proposed CLβ index is computed and used to interpret interactions and nonlinear effects in regression models. In addition, we test the robustness of the proposed index to violations of normality and provide means for computing standard errors and constructing confidence intervals around its estimates. (PsycINFO Database Record

, AD, and ICC(1) values for actual and pseudo groups, with the establishment of bootstrapped confidence intervals around such differences. In both studies, we employ simulated and real data to demonstrate the accuracy and practical utility of the new procedures for assessing agreement with respect to groups. Notably, to generate simulated data for Studies 1 and 2, we developed a new underlying model for multilevel data and procedure for data generation, and we discuss its potential utility for enhancing research in group-level studies. Moreover, we discuss, relative to current practices, how and why the new inference procedures provide information about mean interrater agreement in the population, which can improve data aggregation decisions and interpretations of findings from group-level studies. (PsycINFO Database Record

Despite considerable focus on how the demographic composition of a workplace (e.g., the representation of minorities, women) may adversely affect the salaries of all individuals within that workplace, few researchers have investigated the factors that may impede this deleterious effect. In two distinct samples of multiracial work teams and one experiment, we test the moderating factors that attenuate or exacerbate these demographic influences on the monetary assessments of individuals' worth. Specifically, we demonstrate that the proportion of Black coworkers on a team is more negatively related to individual compensation for poorer, rather than higher, performing individuals or teams. Experimentally, we show that when performance is lower (individual or team), having more Black coworkers on a work team is related to greater stigmatization and, consequently, lower salaries. No such indirect effect is present, however, when performance is higher. These studies demonstrate that, under poor performance, the pernicious effects of stigma may have a wider reach than previously believed. Theoretical and practical implications of this finding are discussed. (PsycINFO Database Record

= 153) lay theories, and then manipulated the strength of situational force that encourages dishonesty, and found that an individual's lay theory influences subsequent dishonesty only in a weak situation, where individuals have more agency to interpret the situation. This research provides novel insights into how our lay theories linking honesty and effort can help us rationalize our dishonesty, independent of whether a particular moral decision requires effort or not. (PsycINFO Database Record

This research develops and tests a formal process-oriented theory of leader goal striving. Drawing on self-regulation theory, we developed a computational model that explicates the core process mechanisms involved in a leader-subordinate dyadic goal pursuit system. We then extended this core model to incorporate action team features (i.e., negative external disturbances, deadlines, and task interdependence) to account for leadership behavior in action team context. We simulated our proposed model to generate predictions about trajectories of a critical leadership function (i.e., leader engaging in team task-specific actions) under different conditions of disturbances, deadlines, task interdependence, and leader attributes. The predicted relationships were then tested in a laboratory experiment. As predicted by the model, time-related factors, including disturbances and deadlines, had significant effects on trajectories of leader actions. Over time within a given task, leaders were more likely to take actions when further than closer to the deadline. Leaders were also more likely to take actions when external disturbances set task states back. In addition, leaders' time allocation was less evenly distributed across subordinates when the deadline was short (vs. long). We discussed the implications of the model and how future research can extend our model to account for more complicated goal pursuit and team processes. (PsycINFO Database Record