乖戾的性格量表能抵抗反应扭曲吗?

IF 2.6 4区 管理学 Q3 MANAGEMENT
Nathan A. Bowling, Kevin J. Eschleman, Lucian Zelazny, Gary Burns
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引用次数: 0

摘要

脾气暴躁的性格是通过让参与者评估一组不同的态度对象来评估的,它提供了比更成熟的性格特征更有应用价值的东西。例如,最近的研究表明,脾气暴躁的性格不同于五因素模型的性格特征,它预测了一些重要标准的独特差异,比如工作态度和幸福感。在当前的论文中,我们通过测试脾气暴躁的人格与其他特质的区别——他们对反应扭曲的潜在抵抗力——来为这一文献做出贡献。我们通过两项准实验研究估计了脾气暴躁人格和FFM特征量表的反应扭曲。不出所料,与情绪稳定性和责任心量表相比,脾气暴躁人格量表在不申请和申请条件下的得分变化较小。我们认为,脾气暴躁的人格量表可能比其他特征的测量更能抵抗反应扭曲,因为脾气暴躁的人格项目是半隐式的,缺乏明显的理想反应。对反应扭曲的抵抗应该成为未来研究者在绩效标准方面测试脾气性格标准效度的一个号召。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Are curmudgeon personality scales resistant to response distortion?

Curmudgeon personality, which is assessed by having participants evaluate a heterogeneous set of attitude objects, provides an applied value beyond that of more established personality traits. Recent research, for instance, suggests that curmudgeon personality is distinct from the Five Factor Model personality traits and that it predicts unique variance in important criteria, such as job attitudes and well-being. In the current paper we contribute to this literature by testing an explanation of how curmudgeon personality is distinct from other traits—their potential resistance to response distortion. We estimated response distortion for scales of curmudgeon personality and FFM traits across two quasi-experimental studies. As expected, the score shifts between nonapplicant and applicant conditions were smaller for scales of curmudgeon personality compared to scales of emotional stability and conscientiousness. We argue that curmudgeon personality scales may be more resistant to response distortion than are measures of other traits because curmudgeon personality items are semi-implicit and lack an obvious desirable response. The resistance to response distortion should serve as a call to future researchers to test the criterion validity of curmudgeon personality in regard to performance criteria.

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来源期刊
CiteScore
4.10
自引率
31.80%
发文量
46
期刊介绍: The International Journal of Selection and Assessment publishes original articles related to all aspects of personnel selection, staffing, and assessment in organizations. Using an effective combination of academic research with professional-led best practice, IJSA aims to develop new knowledge and understanding in these important areas of work psychology and contemporary workforce management.
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