工作中人才的光明与黑暗:对人才发展项目参与者个性的研究

IF 0.9 Q4 PSYCHOLOGY, APPLIED

Consulting Psychology Journal-Practice and Research Pub Date : 2018-06-01 DOI:10.1037/cpb0000105

Oluf Gøtzsche-Astrup

{"title":"工作中人才的光明与黑暗:对人才发展项目参与者个性的研究","authors":"Oluf Gøtzsche-Astrup","doi":"10.1037/cpb0000105","DOIUrl":null,"url":null,"abstract":"This study investigated bright- and dark-side personality traits of participants in talent-development programs in a range of private Danish organizations (N = 602). Previous research has looked at the personalities of leaders and high performers, but we do not know much about those who are selected for talent-development programs. They resemble high performers and leaders by being more planful and organized, self-confident, persuasive, and trusting—but also manipulative and grandiose. However, the results indicate that becoming a participant in leadership-development program is largely a question of the selecting in of desired behavior rather than the selecting out of undesired behavior. The results support the use of personality instruments before selection to talent-development programs, in addition to being used as a part of these programs.","PeriodicalId":53219,"journal":{"name":"Consulting Psychology Journal-Practice and Research","volume":"46 1","pages":"167–181"},"PeriodicalIF":0.9000,"publicationDate":"2018-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"5","resultStr":"{\"title\":\"The Bright and Dark Sides of Talent at Work: A Study of the Personalities of Talent-Development-Program Participants\",\"authors\":\"Oluf Gøtzsche-Astrup\",\"doi\":\"10.1037/cpb0000105\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"This study investigated bright- and dark-side personality traits of participants in talent-development programs in a range of private Danish organizations (N = 602). Previous research has looked at the personalities of leaders and high performers, but we do not know much about those who are selected for talent-development programs. They resemble high performers and leaders by being more planful and organized, self-confident, persuasive, and trusting—but also manipulative and grandiose. However, the results indicate that becoming a participant in leadership-development program is largely a question of the selecting in of desired behavior rather than the selecting out of undesired behavior. The results support the use of personality instruments before selection to talent-development programs, in addition to being used as a part of these programs.\",\"PeriodicalId\":53219,\"journal\":{\"name\":\"Consulting Psychology Journal-Practice and Research\",\"volume\":\"46 1\",\"pages\":\"167–181\"},\"PeriodicalIF\":0.9000,\"publicationDate\":\"2018-06-01\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"5\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Consulting Psychology Journal-Practice and Research\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://doi.org/10.1037/cpb0000105\",\"RegionNum\":0,\"RegionCategory\":null,\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q4\",\"JCRName\":\"PSYCHOLOGY, APPLIED\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Consulting Psychology Journal-Practice and Research","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1037/cpb0000105","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q4","JCRName":"PSYCHOLOGY, APPLIED","Score":null,"Total":0}

引用次数: 5

摘要

本研究调查了丹麦私人组织人才发展项目参与者的光明面和黑暗面人格特征(N = 602)。之前的研究关注的是领导者和高绩效者的个性，但我们对那些被选中参加人才发展项目的人了解不多。他们更有计划、更有条理、更自信、更有说服力、更值得信任，但也更善于操纵和浮夸。然而，结果表明，成为领导力发展项目的参与者在很大程度上是一个选择期望行为的问题，而不是选择不希望的行为。研究结果支持在选择人才发展项目之前使用人格工具，并将其作为这些项目的一部分。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

查看原文本刊更多论文

The Bright and Dark Sides of Talent at Work: A Study of the Personalities of Talent-Development-Program Participants

This study investigated bright- and dark-side personality traits of participants in talent-development programs in a range of private Danish organizations (N = 602). Previous research has looked at the personalities of leaders and high performers, but we do not know much about those who are selected for talent-development programs. They resemble high performers and leaders by being more planful and organized, self-confident, persuasive, and trusting—but also manipulative and grandiose. However, the results indicate that becoming a participant in leadership-development program is largely a question of the selecting in of desired behavior rather than the selecting out of undesired behavior. The results support the use of personality instruments before selection to talent-development programs, in addition to being used as a part of these programs.

求助全文

通过发布文献求助，成功后即可免费获取论文全文。去求助

来源期刊

Consulting Psychology Journal-Practice and Research PSYCHOLOGY, APPLIED-

CiteScore

2.50

自引率

9.10%

发文量

期刊介绍： Consulting Psychology Journal: Practice and Research serves as a forum for anyone working in the area of consultation. The journal publishes theoretical and conceptual articles, original research, and in-depth reviews with respect to consultation and its practice. The journal also publishes case studies demonstrating the application of innovative consultation methods and strategies on critical or often overlooked issues with unusual features that would be of general interest to other consultants. Special issues have focused on such current topics as organizational change, executive coaching, and the consultant as an expert witness.