Reciprocal relationships between narcissism and agentic versus communal work activities across the first 6 years of the career.

The vast majority of studies on trait narcissism have adopted a static unidirectional approach, documenting the mainly detrimental effects of this trait on a variety of work outcomes. The present study contributes to this literature by adopting a novel bidirectional perspective, investigating how trait narcissism shapes and is shaped by our experiences at work. Specifically, this study examines how trait narcissism develops during the first 6 years after the transition from college to work, and how agentic versus communal work demands may either enhance or diminish the development of this trait. Reciprocal relationships between narcissism and subjective and objective work activities are examined in a sample of 1,513 college alumni who were assessed four times across a time period of 6 years. Both selection (i.e., narcissism shapes work activities) and socialization effects (i.e., narcissism is shaped by work activities) were examined using bivariate latent change score models. Results showed that trait narcissism prior to the college-to-work transition positively predicted the selection of agentic work activities at the beginning of the career, but not future changes in these activities. Importantly, the results regarding socialization effects indicated that engagement in communal activities, particularly those that require relating with others at work (e.g., to help them), diminished trait narcissism over time. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Translating trait to state assessment: The case of grandiose narcissism.

Although interest in within-person variability in grandiose narcissism is growing, measurement tools are lacking that allow studying fluctuations in this personality characteristic in a differentiated manner (i.e., distinguishing narcissistic admiration and rivalry). This study explores whether a measurement approach using the six-item version of the Narcissistic Grandiosity Scale (NGS Rosenthal et al. (2007)) and six additional newly formulated adjectives allows assessing state admiration and rivalry. Structural characteristics and convergent validity of this approach were examined in an experience sampling study in which 114 adults participated, providing state assessments twice a day (total number of observations = 1306). Multilevel bifactor analyses revealed three factors (i.e., one general and two specific factors) at both within- and between-person levels. Further, admiration and rivalry showed a pattern of within-person associations with fluctuations in self-esteem and Big Five states that were consistent with theoretical expectations. Finally, average state admiration and average state rivalry correlated substantively with trait measures of these respective constructs assessed one week prior to the experience sampling design.

Connecting the Dots: Exploring Psychological Network Analysis as a Tool for Analyzing Organizational Survey Data.

Organizations allocate considerable resources in surveys aimed at assessing how employees perceive certain job aspects. These perceptions are often modeled as latent constructs (e.g., job satisfaction) measured by multiple indicators. This approach, although useful, has several drawbacks such as a strong reliance on local independence and a lower performance in exploratory contexts with many variables. In this paper, we introduce psychological network analysis (PNA) as a novel method to examine organizational surveys. It is first argued how the network approach allows studying the complex patterns of attitudes, perceptions, and behaviors that make up an organizational survey by modeling them as elements in an interconnected system. Next, two empirical demonstrations are presented showcasing features of this technique using two datasets. The first demonstration relies on original organizational survey data (N = 4270) to construct a network of attitudes and behaviors related to innovative work behavior. In the second demonstration, drawing on archival leadership data from an organization (N = 337), the focus lies on comparing structural properties of leadership attitude networks between subsamples of supervisors and non-supervisors. We conclude this paper by discussing how PNA constitutes a promising avenue for researching organizational phenomena which typically constitute a set of interconnected elements.

The Leadership Arena-Reputation-Identity (LARI) model: Distinguishing shared and unique perspectives in multisource leadership ratings.

Multisource leadership ratings rely on the assumption that-in addition to the leader's self-evaluation-different rater groups (i.e., subordinates, peers, and superiors) bring in unique perspectives and thus provide a more well-rounded analysis of the leader's behavior. However, the way in which multisource data are typically treated in research offers little information about the precise levels of overlap and uniqueness that are encapsulated in these different perspectives. Drawing on the Trait-Reputation-Identity (TRI) model, we propose a model that conceptualizes these shared and unique perspectives in terms of latent factors reflecting, respectively, (a) the consensus about the leader (i.e., the leadership Arena), (b) the impressions conveyed to others that are distinct from self-perceptions (i.e., the leader's Reputation), and (c) the unique self-perceptions of the leader (i.e., the leader's Identity). This Leadership Arena-Reputation-Identity (LARI) model is formalized by means of bifactor modeling, which allows to statistically decompose the variance captured by multisource ratings. The LARI model was tested against five alternative models in two large multisource samples (N1 leaders = 537, N1 observers = 7,337; N2 leaders = 1,255, N2 observers = 15,777), each using different leadership instruments. In both samples, the LARI bifactor model outperformed the alternative models. A subsequent variance decomposition showed that each rater source indeed provides unique information about the target's behavior, although in varying degree. Across all leadership dimensions in both samples, superiors consistently provided the largest share of unique information among the three observer groups. Implications and future directions are discussed. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Are work activities related to interest change over time? A 22-year longitudinal study.

Research has shown that vocational interests are important predictors of a number of life outcomes. Therefore, understanding individuals' vocational interests can also help to explain and predict their attitudes, behavior, and motives. The goal of the present study was to examine changes in vocational interests over time and explore whether these changes could be partially explained by employees' interactions with their work environments. We started by developing a theoretical framework that links interest development to the broader notion of person-environment (P-E) fit. Using a sample of 933 individuals entering the workforce, vocational interests, ratings of the work environment, and job satisfaction were assessed at 3 time points over the course of a 22-year longitudinal study. Results showed both stability (correlations ranging from .26 to .80) and change (d's ranging from .03 to .34 in absolute value) in vocational interests over time. In addition, individual differences in vocational interest change were also associated with corresponding changes in the work environment, suggesting that employees gravitate toward work environments that fit with their interests and their vocational interests are then predicted by their experiences in these environments. Similarly, we found that job satisfaction was positively associated with changes in interest fit such that individuals who were more satisfied with their jobs also experienced greater changes in interest fit. These results suggest that interactions between individuals and their work environments can play an important role in shaping vocational interests and understanding employee behavior over time. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

The effects of vocational interest on study results: Student person - environment fit and program interest diversity.

The extent to which a good person-environment (PE) interest fit between student and study program leads to better study results in higher education is an ongoing debate wherein the role of the study program environment has remained inadequately studied. Unanswered questions include: how diverse study programs are in the interests of their student populations, and how this program interest diversity influences study results, in comparison to individual PE fit? The present study addressed these questions in students (N = 4,635) enrolled in open-access university education. In such an open access system, students are allowed to make study choices without prior limitations based on previous achievement or high stakes testing. Starting from the homogeneity assumption applied to this open access setting, we propose several hypotheses regarding program interest diversity, motivation, student-program interest fit, and study results. Furthermore, we applied a method of measuring interest diversity based on an existing measure of correlational person-environment fit. Results indicated that interest diversity in an open access study environment was low across study programs. Results also showed the variance present in program interest diversity was linked to autonomous and controlled motivation in the programs' student populations. Finally, program interest diversity better explained study results than individual student fit with their program of choice. Indeed, program interest diversity explained up to 44% of the variance in the average program's study results while individual student-program fit hardly predicted study success at all. Educational policy makers should therefore be aware of the importance of both interest fit and interest diversity during the process of study orientation.

The double-edged sword of leader charisma: Understanding the curvilinear relationship between charismatic personality and leader effectiveness.

This study advanced knowledge on charisma by (a) introducing a new personality-based model to conceptualize and assess charisma and by (b) investigating curvilinear relationships between charismatic personality and leader effectiveness. Moreover, we delved deeper into this curvilinear association by (c) examining moderation by the leader's level of adjustment and by (d) testing a process model through which the effects of charismatic personality on effectiveness are explained with a consideration of specific leader behaviors. Study 1 validated HDS charisma (Hogan Development Survey) as a useful trait-based measure of charisma. In Study 2 a sample of leaders (N = 306) were assessed in the context of a 360-degree development center. In line with the too-much-of-a-good-thing effect, an inverted U-shaped relationship between charismatic personality and observer-rated leader effectiveness was found, indicating that moderate levels are better than low or high levels of charisma. Study 3 (N = 287) replicated this curvilinear relationship and further illustrated the moderating role of leader adjustment, in such a way that the inflection point after which the effects of charisma turn negative occurs at higher levels of charisma when adjustment is high. Nonlinear mediation modeling further confirmed that strategic and operational leader behaviors fully mediate the curvilinear relationship. Leaders low on charisma are less effective because they lack strategic behavior; highly charismatic leaders are less effective because they lack operational behavior. In sum, this work provides insight into the dispositional nature of charisma and uncovers the processes through which and conditions under which leader charisma translates into (in)effectiveness. (PsycINFO Database Record

Vocations as a source of identity: reciprocal relations between Big Five personality traits and RIASEC characteristics over 15 years.

Although work is a core part of life, the direction of influence from personality to work has typically been conceived as only unidirectional. The present study aims to contribute to the literature by considering reciprocal relations between personality and occupational characteristics, drawing on current perspectives from personality psychology (i.e., the social investment principle) and using a well-established framework to conceptualize career development (i.e., Holland's RIASEC theory). For this purpose, a longitudinal cohort of college alumni (N = 266) was tracked across a substantial and significant period in their professional career. Big Five personality traits and RIASEC occupational characteristics were assessed at the career start and 15 years later when their careers had unfolded. A combination of observed and latent variable analyses were used to disentangle the longitudinal and reciprocal relations between traits and occupational characteristics. Our results indicate that personality shapes and is shaped by our vocational experiences, suggesting that work can be a source of identity. The implications for theory and research on personality in the industrial and organizational literature are discussed alongside a number of practical implications for organizational and counseling settings.

General and maladaptive traits in a five-factor framework for DSM-5 in a university student sample.

The relationships between two measures proposed to describe personality pathology, that is the Revised NEO Personality Inventory (NEO-PI-3) and the Personality Inventory for DSM-5 (PID-5), are examined in an undergraduate sample (N = 240). The NEO inventories are general trait measures, also considered relevant to assess disordered personality, whereas the PID-5 measure is specifically designed to assess pathological personality traits, as conceptualized in the DSM-5 proposal. A structural analysis of the 25 PID-5 traits confirmed the factor structure observed in the U.S. derivation sample, with higher order factors of Negative Affectivity, Detachment, Antagonism, Disinhibition, and Psychoticism. A joint factor analysis of, respectively, the NEO domains and their facets with the PID-5 traits showed that general and maladaptive traits are subsumed under an umbrella of five to six major dimensions that can be interpreted from the perspective of the five-factor model or the Personality Psychopathology Five. Implications for the assessment of personality pathology and the construction of models of psychopathology grounded in personality are discussed.