Identifying leadership in medical trainees: evaluation of a competency-based approach.

BACKGROUND: As medical professional roles diversify, it is essential to understand what makes effective medical leaders. This study develops and validates a medical leadership competency framework that can be used to develop and evaluate leaders across all levels of medical organisations. METHOD: In Phase One, the authors derived desired leadership traits and behaviours in the medical context from a panel of subject matter experts (SMEs). Traits and behaviours were then combined into multifaceted competencies which were ranked and further refined through evaluation with additional SMEs. In Phase Two, the final seven competencies were evaluated with 181 medical trainees and 167 supervisors between 2017 and 2018 to determine the validity of rapid-form and long-form leadership assessments of medical trainees. Self and supervisor reports of the seven competencies were compared with validated trait and leadership behaviour measures as well as clinical performance evaluations. RESULTS: The final seven leadership competencies were: Ethical and Social Responsibility, Civility, Self-Leadership, Team Management, Vision and Strategy, Creativity and Innovation, and Communication and Interpersonal Influence. Results demonstrate initial validity for rapid-form and long-form leadership evaluations; however, perceptions of good leadership may differ between trainees and supervisors. Further, negative leadership behaviours (eg, incivility) are generally not punished by supervisors and some positive leadership behaviours (eg, ethical leadership) were associated with poor leadership and clinical performance evaluations by supervisors. Supervisor perceptions of leadership were significantly driven by trainee scores on social boldness (a facet of extraversion). CONCLUSIONS: A multicompetency framework effectively evaluates leadership in medicine. To more effectively reinforcepositive leadership behaviours and discourage negative leadership behaviours in medical students and resident physicians, we recommend that medical educators:: (1) Use validated frameworks to build leadership curriculum and evaluations. (2) Use short-term and long-term assessment tools. (3) Teach assessors how to evaluate leaders and encourage positive leadership behaviours early in training.

Shake and Fake: the Role of Interview Anxiety in Deceptive Impression Management.

We investigated whether anxiety about self-presentation concerns during interviews (i.e., interview anxiety) is associated with applicants' use of deceptive impression management (IM) tactics. We examined the relationship between interview anxiety and deceptive IM, and we examined whether the personality traits of honesty-humility and extraversion would be indirectly related to deceptive IM through interview anxiety. Participants (N = 202) were recruited after an interview for a research assistant position. Interview anxiety scores were positively related to deceptive IM. Furthermore, there was evidence of a negative indirect effect of honesty-humility on deceptive IM, via overall interview anxiety. Also, extraversion was indirectly associated with deceptive IM through interview anxiety. Results suggest that deceptive IM can be used as a protective mechanism to maintain self-esteem or to avoid the loss of rewards. This paper is the first to examine the role of interview anxiety in interview faking.

Liar! Liar! (when stakes are higher): Understanding how the overclaiming technique can be used to measure faking in personnel selection.

Overclaiming questionnaires (OCQs), which capture overclaiming behavior, or exaggerating one's knowledge about a given topic, have been proposed as potentially indicative of faking behaviors that plague self-report assessments in job application settings. The empirical evidence on the efficacy of OCQs in this respect is inconsistent, however. We draw from expectancy theory to reconcile these inconsistencies and identify the conditions under which overclaiming behavior will be most indicative of faking. We propose that the assessment context must be tied to an outcome with high valence, and that the content of the OCQ must match the perceived knowledge requirements of the target job, such that overclaiming knowledge of that content will be instrumental to receiving a job offer. We test these propositions through three studies. First, in a sample of 519 applicants to firefighter positions, we demonstrate that overclaiming on a job-relevant OCQ is positively associated with other indicators of faking and self-presentation. Next, we demonstrate through a repeated-measures experiment (N = 252) that participants in a simulated personnel selection setting overclaim more knowledge on a job-relevant OCQ than on a job-irrelevant OCQ, compared with when they are instructed to respond honestly. Finally, in a novel repeated-measures personnel selection paradigm (N = 259), we observed more overclaiming during a selection assessment compared with a research assessment, and we observed that this job-application overclaiming behavior predicted deviant behavior following selection. Altogether, the results show that overclaiming behavior is most indicative of faking in job application assessments when an OCQ contains job-relevant (rather than job-irrelevant) content. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

Does the name say it all? Investigating phoneme-personality sound symbolism in first names.

Sound symbolism has typically been demonstrated as an association between certain phonemes and perceptual dimensions (e.g., size or shape). For instance, the maluma-takete effect is the sound symbolic association between sonorant and voiceless stop phonemes and round and sharp visual shapes, respectively. Here we explored a novel association between phonemes and a more abstract dimension: personality. Further, although sound symbolism has often been examined using nonwords, here we studied it in the context of existing first names. In Experiments 1 and 2, we presented first names containing sonorant versus voiceless stop consonants and found that participants associated these with different personality factors from the HEXACO model of personality. In general, names with sonorant phonemes (e.g., Mona, Owen) were associated with high Emotionality, Agreeableness, and Conscientiousness, whereas names with voiceless stop phonemes (e.g., Katie, Curtis) were associated with high Extraversion. In Experiment 3, we examined whether the associations of a person's name predict their personality. A sample of 1,071 individuals provided their names and completed a HEXACO personality inventory. We found no real-world evidence of the associations we observed in the lab. In Experiment 4, we used invented names and tested participants in the lab once again, finding evidence of the same associations as in Experiment 1 and 2. This suggests that phonemes, and not just existing knowledge of individuals with particular names, are key to the associations observed. Finally, in Experiment 5, we found that these effects are not mediated by likability. We discuss potential mechanisms for the observed associations. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Once an Impression Manager, Always an Impression Manager? Antecedents of Honest and Deceptive Impression Management Use and Variability across Multiple Job Interviews.

Research has examined the antecedents of applicants' use of impression management (IM) tactics in employment interviews. All existing empirical studies have measured IM in one particular interview. Yet, applicants generally interview multiple times for different positions, and thus have multiple opportunities to engage in IM, before they can secure a job. Similarly, recent theoretical advances in personnel selection and IM research have suggested that applicant behaviors should be considered as dynamic and adaptive in nature. In line with this perspective, the present study is the first to examine the role of individual differences in both applicants' use of IM tactics and the variability in IM use across multiple interviews. It also highlights which honest and deceptive IM tactics remain stable vs. vary in consecutive interviews with different interviewers and organizations. Results suggest that applicants high in Extraversion or core self-evaluations tend to engage in more honest self-promotion but do not adapt their IM approach across interviews. In contrast, applicants who possess more undesirable personality traits (i.e., low on Honesty-Humility and Conscientiousness, but high on Machiavellianism, Narcissism, Psychopathy, or Competitive Worldviews) tend to use more deceptive IM (and especially image creation tactics) and are also more likely to adapt their IM strategy across interviews. Because deceptive IM users can obtain better evaluations from interviewers and the personality profile of those users is often associated with undesirable workplace outcomes, this study provides additional evidence for the claim that deceptive IM (or faking) is a potential threat for organizations.

Openness to (reporting) experiences that one never had: Overclaiming as an outcome of the knowledge accumulated through a proclivity for cognitive and aesthetic exploration.

Overclaiming-in which individuals overstate their level of familiarity with items-has been proposed as a potential indicator of positive self-presentation. However, the precise nature and determinants of overclaiming are not well understood. Herein, we provide novel insights into overclaiming through 4 primary studies (comprising 6 samples) and a meta-analysis. Based on past empirical work and theoretical discussions suggesting that overclaiming may be the result of several processes-including an egoistic tendency to self-enhance, intentional impression managing behavior, and memory biases-we investigate various potential dispositional bases of this behavior. We hypothesized that overclaiming would best be predicted by a dispositional tendency to be curious and explorative (i.e., high Openness to Experience) and by a dispositional tendency to be disingenuous and self-centered (i.e., low Honesty-Humility). All studies provided support for the first hypothesis; that is, overclaiming was positively associated with Openness. However, no study supported the hypothesis that overclaiming was associated with Honesty-Humility. The third and fourth studies, where multiple mechanisms were compared simultaneously, further revealed that overclaiming can be understood as a result of knowledge accumulated through a general proclivity for cognitive and aesthetic exploration (i.e., Openness) and, to a lesser extent, time spent in formal education. (PsycINFO Database Record

To Fake or Not to Fake: Antecedents to Interview Faking, Warning Instructions, and Its Impact on Applicant Reactions.

In the present study, we examined the antecedents and processes that impact job interviewees' decisions to engage in deceptive impression management (i.e., interview faking). Willingness and capacity to engage in faking were found to be the processes underlying the decision to use deceptive impression management in the interview. We also examined a personality antecedent to this behavior, Honesty-Humility, which was negatively related to the use of deceptive impression management through increased willingness to engage in these behaviors. We also tested a possible intervention to reduce IM. In particular, we found that warnings against faking - specifically, an identification warning - reduced both the perceived capacity to engage in interview faking, and subsequent use of several faking behaviors. Moreover, this warning reduced faking without adversely impacting applicant reactions.

Personality and workplace impression management: correlates and implications.

In the present study, we investigated the role of personality in understanding impression management (IM) behaviors. We hypothesized that the HEXACO model of personality could provide an intricate understanding of the dispositional bases of IM behaviors, as well as coworkers' ability to accurately perceive the IM of those they work with. Using 2 samples (N = 176 and N = 366), we found that the common core underlying 5 IM behaviors possesses a strong negative relationship with the personality trait of Honesty-Humility, such that individuals low in this trait were more likely to report using all IM behaviors. Furthermore, we found that the unique variance associated with specific IM behaviors can be understood using other traits included in the HEXACO personality model, including Emotionality, Extraversion, Agreeableness, and Conscientiousness. In a subset of the data (N = 100), we examined self-coworker convergence in IM and personality. We found that while coworkers are adequate at judging traditional personality traits, the self-coworker convergence for all 5 IM behaviors, as well as the personality trait of Honesty-Humility, were not significant. This adds to a growing body of evidence that coworkers may not be good at accurately perceiving IM or Honesty-Humility in the workplace.

Examining Equity Sensitivity: An Investigation Using the Big Five and HEXACO Models of Personality.

The construct of equity sensitivity describes an individual's preference about his/her desired input to outcome ratio. Individuals high on equity sensitivity tend to be more input oriented, and are often called "Benevolents." Individuals low on equity sensitivity are more outcome oriented, and are described as "Entitleds." Given that equity sensitivity has often been described as a trait, the purpose of the present study was to examine major personality correlates of equity sensitivity, so as to inform both the nature of equity sensitivity, and the potential processes through which certain broad personality traits may relate to outcomes. We examined the personality correlates of equity sensitivity across three studies (total N = 1170), two personality models (i.e., the Big Five and HEXACO), the two most common measures of equity sensitivity (i.e., the Equity Preference Questionnaire and Equity Sensitivity Inventory), and using both self and peer reports of personality (in Study 3). Although results varied somewhat across samples, the personality variables of Conscientiousness and Honesty-Humility, followed by Agreeableness, were the most robust predictors of equity sensitivity. Individuals higher on these traits were more likely to be Benevolents, whereas those lower on these traits were more likely to be Entitleds. Although some associations between Extraversion, Openness, and Neuroticism and equity sensitivity were observed, these were generally not robust. Overall, it appears that there are several prominent personality variables underlying equity sensitivity, and that the addition of the HEXACO model's dimension of Honesty-Humility substantially contributes to our understanding of equity sensitivity.

He said, she said: work, biopsychosocial, and lifestyle contributions to coronary heart disease risk.

OBJECTIVE: To test a model incorporating job characteristics, biopsychosocial, lifestyle, and nonmodifiable factors as they relate to coronary heart disease (CHD). Specifically, job characteristics and nonwork social ties (NWST) were examined as predictors of biopsychosocial health (BPSH), which was, in turn, expected to predict CHD directly and indirectly through influencing lifestyle. We also examined how age and family history of premature heart disease predicted objectively measured CHD risk. Within this model, sex differences were explored. METHOD: A structural equation modeling analysis of data from a cross-sectional sample of 541 employees (317 men and 224 women) taking part in a cross-organization workplace wellness program. T tests of sex differences were also conducted. RESULTS: Positive perceptions of job characteristics and NWST predicted positive BPSH. BPSH displayed no direct relationship to CHD risk, but positively predicted a healthier lifestyle. A healthier lifestyle was related to lower levels of CHD risk. Family history, but not age, was also useful in predicting CHD risk. Analyses indicated that men were significantly worse on all objective measures of CHD risk factors, but no other main effect sex differences were found. There were no differences between men and women in the relationships between variables. CONCLUSIONS: Adds to a body of literature indicating the importance of psychological components of the job in determining biopsychosocial health, and the importance of this variable in its impact on lifestyle decisions. The results support continued efforts to guide future interventions on lifestyle for both men and women.

Similarity and assumed similarity in personality reports of well-acquainted persons.

The authors obtained self- and observer reports of personality from pairs of well-acquainted college students. Consistent with previous findings, results of Study 1 showed strong cross-source agreement for all 6 HEXACO personality factors (rs approximately .55). In addition, the authors found modest levels of similarity (r approximately .25) between dyad members' self-reports on each of 2 dimensions, Honesty-Humility and Openness to Experience. For these same 2 factors, dyad members' self-reports were correlated with their observer reports of the other dyad member (r approximately .40), thus indicating moderately high assumed similarity. In Study 2, Honesty-Humility and Openness to Experience were the 2 personality factors most strongly associated with the 2 major dimensions of personal values, which also showed substantial assumed similarity. In Study 3, assumed similarity was considerably stronger for close friends than for nonfriend acquaintances. Results suggest that assumed similarity for Honesty-Humility and Openness to Experience reflects a tendency to overestimate one's similarity to persons with whom one has a close relationship, but only on those personality characteristics whose relevance to values gives them central importance to one's identity.