How leaders perceive employee deviance: Blaming victims while excusing favorites.

Drawing from theories of attribution and perception, we posit that employees who are victims of rudeness are themselves (inappropriately) evaluated by leaders as being interpersonally deviant. We further theorize that employees who are themselves rude to others at work are evaluated negatively, but not when they have high-quality relationships with leaders or are seen as high performers. We tested our predictions across 4 studies.

Acquaintance ratings of the Big Five personality traits: incremental validity beyond and interactive effects with self-reports in the prediction of workplace deviance.

It is widely established that the Big Five personality traits of conscientiousness, agreeableness, and emotional stability are antecedents to workplace deviance (Berry, Ones, & Sackett, 2007). However, these meta-analytic findings are based on self-reported personality traits. A recent meta-analysis by Oh, Wang, and Mount (2011) identified the value of acquaintance-reported personality in the prediction of job performance.

In the eyes of the beholder: A non-self-report measure of workplace deviance.

Because employees may be reluctant to admit to performing deviant acts, the authors of this study reexamined the commonly used self-report measure of workplace deviance developed by R. J. Bennett and S.

An integrative typology of personality assessment for aggression: implications for predicting counterproductive workplace behavior.

This study presents an integrative typology of personality assessment for aggression. In this typology, self-report and conditional reasoning (L. R.

Private self-consciousness factors: relationships with need for cognition, locus of control, and obsessive thinking in Iran and the United States.

The authors measured Internal State Awareness (ISA) and Self-Reflectiveness (SR) factors from the Private Self-Consciousness Scale in Iranian (N = 325) and U.S. (N = 401) university students.

Two facets of self-knowledge: cross-cultural development of measures in Iran and the United States.

Self-knowledge is an ideal not only within psychological theory and practice but also within the religious and philosophical foundations of many cultures. In 6 studies conducted in Iran and the United States, the authors sought to construct and to validate scales for measuring two facets of self-knowledge. Experiential self-knowledge was defined as an ongoing sensitivity to the self in the present.

Incremental validity of the frame-of-reference effect in personality scale scores: a replication and extension.

Context-specific personality items provide respondents with a common frame of reference unlike more traditional, noncontextual personality items. The common frame of reference standardizes item interpretation and has been shown to reduce measurement error while increasing validity in comparison to noncontextual items (M. J.