Agreeableness and Its Consequences: A Quantitative Review of Meta-Analytic Findings.

Agreeableness impacts people and real-world outcomes. In the most comprehensive quantitative review to date, we summarize results from 142 meta-analyses reporting effects for 275 variables, which represent > 1.9 million participants from > 3,900 studies.

COVID-19 and the workplace: Implications, issues, and insights for future research and action.

The impacts of COVID-19 on workers and workplaces across the globe have been dramatic. This broad review of prior research rooted in work and organizational psychology, and related fields, is intended to make sense of the implications for employees, teams, and work organizations. This review and preview of relevant literatures focuses on (a) emergent changes in work practices (e.

Meta-analytic criterion profile analysis.

Intraindividual patterns or configurations are intuitive explanations for phenomena, and popular in both lay and research contexts. Criterion profile analysis (CPA; Davison & Davenport, 2002) is a well-established, regression-based pattern matching procedure that identifies a pattern of predictors that optimally relate to a criterion of interest and quantifies the strength of that association. Existing CPA methods require individual-level data, limiting opportunities for reanalysis of published work, including research synthesis via meta-analysis and associated corrections for psychometric artifacts.

A century of research on conscientiousness at work.

Evidence from more than 100 y of research indicates that conscientiousness (C) is the most potent noncognitive construct for occupational performance. However, questions remain about the magnitudes of its effect sizes across occupational variables, its defining characteristics and functions in occupational settings, and potential moderators of its performance relation. Drawing on 92 unique meta-analyses reporting effects for 175 distinct variables, which represent > 1.

Extraversion advantages at work: A quantitative review and synthesis of the meta-analytic evidence.

How and to what extent does extraversion relate to work relevant variables across the lifespan? In the most extensive quantitative review to date, we summarize results from 97 published meta-analyses reporting relations of extraversion to 165 distinct work relevant variables, as well as relations of extraversion's lower order traits to 58 variables. We first update all effects using a common set of statistical corrections and, when possible, combine independent estimates using second-order meta-analysis (Schmidt & Oh, 2013). We then organize effects within a framework of four career domains-education, job application, on the job, and career/lifespan-and five conceptual categories: motivations, values, and interests; attitudes and well-being; interpersonal; performance; and counterproductivity.

Direct and conceptual replications of the taxometric analysis of type a behavior.

We present direct and conceptual replications of the influential taxometric analysis of Type A Behavior (TAB; Strube, 1989), which reported evidence for the latent typology of the construct. Study 1, the direct replication (N = 2,373), duplicated sampling and methodological procedures of the original study, but results showed that the item indicators used in the original study lacked sufficient validity to unambiguously determine latent structure. Using improved factorial subscale indicators to further test the question, multiple taxometric procedures, in combination with parallel analyses of simulated data, failed to replicate the original typological finding.

Using Item Response Theory to Develop Measures of Acquisitive and Protective Self-Monitoring From the Original Self-Monitoring Scale.

For the past 40 years, the conventional univariate model of self-monitoring has reigned as the dominant interpretative paradigm in the literature. However, recent findings associated with an alternative bivariate model challenge the conventional paradigm. In this study, item response theory is used to develop measures of the bivariate model of acquisitive and protective self-monitoring using original Self-Monitoring Scale (SMS) items, and data from two large, nonstudent samples ( Ns = 13,563 and 709).

Self-Monitoring and the Metatraits.

Prior attempts at locating self-monitoring within general taxonomies of personality traits have largely proved unsuccessful. However, past research has typically neglected (a) the bidimensionality of the Self-Monitoring Scale and (b) the hierarchical nature of personality. The objective of this study was to test hypotheses that the two self-monitoring factors are located at the level of the metatraits.

A contemporary taxometric analysis of the latent structure of self-monitoring.

One of the most provocative findings in the personality psychology literature is evidence that the latent structure of self-monitoring is categorical. That is, individuals can be classified as either high or low self-monitors (Gangestad & Snyder, 1985). Surprisingly, in the three decades since its original publication, this study has never been replicated.

Self-other rating agreement and leader-member exchange (LMX): a quasi-replication.

Data from a sample of 83 elected community leaders and 391 direct-report staff (resulting in 333 useable leader-member dyads) were reanalyzed to test relations between self-other rating agreement of servant leadership and member-reported leader-member exchange (LMX). Polynomial regression analysis indicated that the self-other rating agreement model was not statistically significant. Instead, all of the variance in member-reported LMX was accounted for by the others' ratings component alone.

Self-other rating agreement and leader-member exchange (LMX).

Data from a sample of 83 elected community leaders and 391 direct-report staffers (resulting in 306 useable leader-member dyads) were used to test relations between self-other rating agreement of leadership and member-reported leader-member exchange (LMX). Results of polynomial regression analysis indicated that the self-other rating agreement model was not significantly related to member-reported LMX. Instead, virtually all of the variance in member-reported LMX was accounted for by others' ratings.