Abstract: Nine studies were conducted with the goal of developing a self-report measure of psychological entitlement and assessing its interpersonal consequences. The Psychological Entitlement Scale (PES) was found to be reliable and valid (Study 1, 2), not associated with social desirability (Study 2), stable across time (Study 3), and correlated negatively with two of the Big Five factors: agreeableness and emotional stability (Study 4). The validity of the PES was confirmed in studies that assessed willingness to take candy designated for children (Study 5) and reported deservingness of pay in a hypothetical employment setting (Study 6). Finally, the PES was linked to important interpersonal consequences including competitive choices in a commons dilemma (Study 7), selfish approaches to romantic relationships (Study 8), and aggression following ego threat (Study 9). Psychological entitlement has a pervasive and largely unconstructive impact on social behavior.

Abstract: Standard psycholexical studies of personality structure have produced a similar 6-factor solution in 7 languages (Dutch, French, German, Hungarian, Italian, Korean, Polish). The authors report the content of these personality dimensions and interpret them as follows: (a) a variant of Extraversion, defined by sociability and liveliness (though not by bravery and toughness); (b) a variant of Agreeableness, defined by gentleness, patience, and agreeableness (but also including anger and ill temper at its negative pole); (c) Conscientiousness (emphasizing organization and discipline rather than moral conscience); (d) Emotionality (containing anxiety, vulnerability, sentimentality, lack of bravery, and lack of toughness, but not anger or ill temper); (e) Honesty-Humility; (f) Intellect/Imagination/Unconventionality. A potential reorganization of the Big Five factor structure is discussed.

Abstract: Two main theoretical approaches have been put forward to explain individual differences in life satisfaction: top-down (i.e., personological) and bottom-up (i.e., situational). The authors examine the relative merit of these 2 approaches and the psychological processes underlying top-down models. Consistent with a top-down approach, meta-analytic findings indicate that Neuroticism, Extraversion, Agreeableness, and Conscientiousness are related to both various domain satisfactions and life satisfaction; however, consistent with a bottom-up approach, domain satisfactions are strongly linked to life satisfaction but only weakly linked to each other. Path analyses based on meta-analytic estimates did not support a simple "direct-effects" top-down model but supported both (a) a temperament-based top-down model and (b) an integrative model that incorporates the direct influence of domain satisfactions on life satisfaction.

Abstract: It has long been believed that personality traits vary by geographicallocation, but few studies have examined the worldwide distribution of personality profiles. Using the five-factor model of personality—a comprehensive and apparently universal trait structure—we conducted secondary analyses of data from 36 cultures. Distance from the equator and mean temperature were not meaningfully related to personality factors. However, cluster analysis showed that geographically proximatecultures often have similar profiles, and multidimensional scaling showed a clear contrast of European and American cultures with Asian and African cultures. The former were higher in extraversion and openness to experience and lower in agreeableness. A second dimension reflected differences in psychological adjustment. Observed differences between cultures may be the result of differences in gene pools or in features of culture; acculturation studies and the analyses of other natural experiments are needed to understand the origin...

Abstract: Previous research on workplace deviance has examined the relationship of either personality or employees' situational perceptions with deviant behavior. In this study, the authors focused on the joint relationship of personality and perceptions of the work situation with deviant behavior. Using 4 samples of employees and multiple operationalizations of the core constructs, the authors found support for the hypothesis that positive perceptions of the work situation are negatively related to workplace deviance. In addition, consistent with hypotheses, the personality traits of conscientiousness, emotional stability, and agreeableness moderated this relationship. Specifically, the relationship between perceptions of the developmental environment and organizational deviance was stronger for employees low in conscientiousness or emotional stability, and the relationship between perceived organizational support and interpersonal deviance was stronger for employees low in agreeableness.

Abstract: This study examined the 5-factor model of personality, transformational leadership, and team performance under conditions similar to typical and maximum performance contexts. Data were collected from 39 combat teams from an Asian military sample (N = 276). Results found that neuroticism and agreeableness were negatively related to transformational leadership ratings. Team performance ratings correlated at only.18 across the typical and maximum contexts. Furthermore, transformational leadership related more strongly to team performance in the maximum rather than the typical context. Finally, transformational leadership fully mediated the relationship between leader personality and team performance in the maximum context but only partially mediated the relationship between leader personality and team performance in the typical context. The Discussion section focuses on how these findings, although interesting, need to be replicated with different designs, contexts, and measures.

Abstract: Whereas previous research has studied the relation of either (i) personality with prejudice, (ii) personality with social dominance orientation (SDO) and right-wing authoritarianism (RWA), or (iii) SDO and RWA with prejudice, the present research integrates all approaches within the same model. In our study (N = 183), various causal models of the relationships among the Big Five, SDO, RWA, and Generalized Prejudice are proposed and tested. Generalized Prejudice scores were obtained from a factor analysis of the scores on various prejudice instruments (racism, sexism, prejudice toward homosexuals, and mentally disabled people), which yielded a one-factor solution. The best-fitting causal model, which was our suggested hypothetical model, showed that Big Five personality had no direct effect on Generalized Prejudice but an indirect effect transmitted through RWA and SDO, where RWA seems to capture personality aspects to a greater extent than SDO. Specifically, Generalized Prejudice was affected indirectly by Extraversion, Openness to Experience, and Conscientiousness through RWA, and by Agreeableness through SDO, whereas Neuroticism had no effect at all. The results are discussed against the background of previous research and the personality and social psychology approaches to the study of prejudice.

Abstract: This study examined demographic- and personality-based employee dissimilarities in relation to organizational and interpersonal deviant behaviors. Perceived organizational support (POS), organizational commitment, perceived coworker support, and coworker satisfaction were proposed as mediators. The results revealed that dissimilarities in ethnicity, Agreeableness, and Openness to Experience were significantly related to organizational deviance; dissimilarities in gender, Conscientiousness, and Extraversion were significantly related to interpersonal deviance. In addition, ethnic dissimilarity negatively predicted POS and organizational commitment, age dissimilarity positively predicted perceived coworker support, Extraversion dissimilarity positively predicted coworker satisfaction, Agreeableness dissimilarity negatively predicted POS, and Openness to Experience dissimilarity negatively predicted POS, organizational commitment, perceived coworker support, and coworker satisfaction. Finally, POS partially mediated the relationship between Agreeableness dissimilarity and organizational deviance. Interpretations of results, implications for management, and future research are discussed.

Abstract: The structure of the English personality lexicon was investigated using self-ratings (N = 310) on a set of 1,710 personality-trait adjectives. The 5-factor solution resembled the Big Five structure, but included rotational variants of Agreeableness and Emotional Stability similar to those of other languages. In the 6-factor solution an additional factor, defined by terms such as unpretentious versus sly, resembled an Honesty-Humility factor observed in other languages. The 6-factor solution also produced an especially clear 5th factor, defined by Intellect, Imagination, and Unconventionality content. The hierarchical emergence of factors from 1 to 7 was explored, and the 7-factor solution yielded a Religiosity factor, adding to the diverse array of 7th factors observed in other languages.

Abstract: This article describes a study based on two samples of sojourners and hosts in Australia and Singapore. The objectives of this research are (a) to explore the relationship between the Big Five personality dimensions and cross-cultural adjustment and (b) to test the “cultural fit” hypothesis. The first sample included 165 Singaporean and 139 Australian students in Australia; the second included 244 Australian expatriates and 671 Chinese Singaporeans in Singapore. Correlation analyses were undertaken that examined the relationship between neuroticism, extraversion, openness, agreeableness, and conscientiousness, as well as their discrepancies from host-culture norms, and cross-cultural adjustment. Findings demonstrated that neuroticism and extraversion were related to psychological and sociocultural adaptation in both sojourning samples. Agreeableness and conscientiousness were also linked to psychological well-being in both samples and to sociocultural adaptation in the Singaporean sojourning group. There ...

Abstract: The authors examined the contributions of infant's temperament and parent's personality to their relationship. In Study 1, 102 infants, mothers, and fathers were studied when infants were 7 months; in Study 2, 112 infants and mothers were followed from 9 to 45 months. Infants' temperament (joy, fear, anger, and attention) was observed in standard temperament paradigms. Parents' personality measures encompassed the Big Five traits and Empathy in Study 1 and Mistrust, Manipulativeness, Aggression, Dependency, Entitlement, and Workaholism in Study 2. Parent-child relationship (shared positive affect and parental responsiveness in Studies 1 and 2 and parental tracking of the infant in Study 1) was observed in naturalistic contexts. In Study 1, mothers' Neuroticism, Empathy, and Conscientiousness and fathers' Agreeableness, Openness, and Extraversion related to the relationship with the infants. All measures of infant temperament also related to the emerging relationship. In Study 2, maternal Mistrust, Manipulativeness, Dependency, and Workaholism predicted the relationship with the child.

Abstract: The goal of the study was to determine the association between gender and the Big Five personality factors, and to identify the role of personality factors in the association between gender and depression among adults in the United States. Data were drawn from the Midlife Development in the United States Survey (N=3032). Multivariate analysis of variance (MANOVA) was used to examine gender differences on the Big Five personality factors (i.e. agreeableness, neuroticism, openness to experience, extraversion, and conscientiousness). Multivariate logistic regression analyses were conducted to examine the relation between gender and depression, and to test whether this association is moderated by neuroticism. Levels of neuroticism, agreeableness, extraversion, and conscientiousness were significantly higher among females than among males; in contrast, level of openness to experience was significantly higher among males. Female gender was associated with increased odds of experiencing depression. Results showed that neuroticism played a significant contributory role in the relationship between being female and major depression, though the role of gender remained statistically significant after adjustment. These data suggest that gender differences in personality factors, specifically neuroticism, may play a key role in the well-documented gender difference in depression. Our findings indicate that neuroticism may moderate the association between female gender and increased risk of depression among adults. These findings require replication using longitudinal data.

Abstract: The authors examined the relationship between 6 personality dimensions (Big Five personality factors and positive expressivity) and marital satisfaction in 132 distressed, treatment-seeking couples and 48 nondistressed couples. This study's focus on personality similarity in distressed couples, a population of interest to researchers and clinicians, is unique. Results suggest that higher neuroticism, lower agreeableness, lower conscientiousness, and less positive expressivity are tied to marital dissatisfaction. However, low overall levels of partner similarity were found on these variables. Furthermore, partner similarity on these variables did not independently predict relationship satisfaction. This suggests that nonpathological variations in these personality dimensions do not contribute to satisfaction, and that similarity between partners' personalities may not be closely tied to marital happiness.

Abstract: Possible antecedents of entrepreneurial interest and activity that may be present in adolescence are investigated, based on J.L. Holland’s RIASEC vocational personality model which describes an entrepreneurial vocational personality type that includes both entrepreneurial competence and entrepreneurial interests. Entrepreneurial competence and entrepreneurial interests may relate to personality traits and parenting. These issues were examined with data from 320 tenth-grade students and 139 small business founders in East Germany. Using structural equation modeling, the results show that an entrepreneurial personality (low agreeableness, neuroticism, high extraversion, openness, and conscientiousness) and authoritative parenting were linked in both samples to adolescent entrepreneurial competence. Entrepreneurial competence predicted stronger entrepreneurial interests, which in students related to entrepreneurial career choices, and in business founders to earlier timing of startups.Early startup and a founder's entrepreneurial personality were beneficial for success. Two implications are discussed: (1) bankers offering venture capital loans should thoroughly assess personality traits, and (2) programs fostering entrepreneurship should target adolescents as well as adults. (TNM)

Abstract: The relationship between the big five of personality and work involvement was investigated in a questionnaire study with a sample of 279 white‐collar workers, who were employed on a full‐time basis in clerical, administrative and managerial positions. Hypotheses were tested by means of hierarchical regressions that controlled for the effects of demographics and human capital. Scores on agreeableness were negatively related to scores on work involvement and to total hours worked per week; and the extroversion × openness interaction made a positive contribution to scores on work involvement. Overall, the findings suggest the existence of an, albeit not strong or extensive, relationship between the big five of personality and work involvement. The limitations of the study and its implications for practice are discussed.

Abstract: Continuity and change in Person-Environment Fit (PE Fit) and its relation to personality development was studied in a 4-year longitudinal study of college students (N=305). PE Fit demonstrated moderate rank-order stability and small increases in mean-levels over time. Antecedents to PE Fit included gender (being male), high academic ability, low agreeableness, and low neuroticism. Outcomes associated with PE Fit included greater personality consistency and changes in personality in the direction of higher self-esteem and lower agreeableness and neuroticism. The implications of the findings for personality development are discussed.

Abstract: General intelligence, Big Five personality traits, and the construct Work Drive were studied in relation to two measures of collegiate academic performance: a single course grade received by undergraduate students in an introductory psychology course, and self-reported GPA. General intelligence and Work Drive were found to be significantly positively related to both course grade and GPA, while one Big Five trait (Emotional Stability) was related to course grade only. Hierarchical multiple regression analysis revealed the incremental validity of Work Drive beyond Emotional Stability and over and above general intelligence: Work Drive accounted for 7% and 14% of unique course grade and GPA variance, respectively, when Emotional Stability was entered last; and Work Drive accounted for 6% and 13% of unique course grade and GPA variance, respectively, when Work Drive was entered last. In both cases, Emotional Stability did not provide significant unique variance. Findings are presented and discussed in the context of examining how cognitive and non-cognitive variables predict academic performance, and in terms of implications for using course grade versus GPA as a criterion for collegiate academic performance. ********** During the last several decades, researchers have investigated relationships between numerous predictors and academic performance. Mouw and Khanna (1993) indicate that the prediction of academic success in college has become "a large scale operation." Important within the educational system, similar predictions are important in industrial research, as recent studies indicate the predictive ability of grades vis-a-vis job performance (Roth, BeVier, Switzer, & Schippman, 1996). Many employers screen job applicants based on a minimum grade point average threshold, or consider grades as a heavily weighted criterion when analyzing resumes (Reilly & Warech, 1993). Academic success predictors usually consist of cognitive measures, pertaining to mental ability or intelligence; and non-cognitive measures, especially personality traits. Results, while occasionally varied, have continued to support the conclusion that both cognitive ability factors and certain personality traits consistently predict academic performance (Dyer, 1987; Hoschl & Kozeny, 1997; Mount & Barrick, 1991; Mouw & Khanna, 1993; Paunonem, Rush, & King, 1994; Rau & Durand, 2000; Rothstein, Paunonem, Rush, & King, 1994; Wolfe & Johnson, 1995). Most researchers have studied high school grades, ACT scores, and SAT scores as cognitive predictors (Chemers, 2001; Dyer, 1987). "Academic success" has generally been operationalized as collegiate cumulative grade-point-average (GPA), averaged across courses. However, as discussed by Lounsbury, Sundstrom, Loveland, and Gibson (2003), there are several concerns about these measures. The Educational Testing Service does not claim that it measures general intelligence, but that the SAT measures verbal and mathematical reasoning abilities. In addition, cumulative GPA incorporates variability among instructors and courses as uncontrolled sources of variance. Lounsbury et al. (ibid) contend that the grade in a single course would avoid such variability and might serve as a better validity criterion for research on cognitive and personality predictors. Their research, however, measured only course grade as a criterion and did not compare predictor validities with GPA. This formed a main rationale for the present study. Before turning to the specific objectives of the current investigation, the role of personality measures in research on academic performance will be considered. Barrick and Mount's (1991) seminal work established a taxonomy of personality traits known as the "Big Five": Extraversion, Emotional Stability, Agreeableness, Conscientiousness, and Openness to Experience. These factors are often studied in relation to various outcomes, and research during the past decade has found several Big Five predictors of academic success: Agreeableness and Conscientiousness (Fritzche, McIntire, & Yost, 2002); Conscientiousness (Busato, Prins, Elshout, & Hamaker, 2000; Musgrave-Marquart, Bromley, & Dalley, 1997; Paunonen & Ashton, 2001) and Openness (Paunonen & Ashton, 2001). …

Abstract: E.S. Barratt, L.F. Orozco-Cabal, and F.G. Moeller, Impulsivity and sensation seeking: A historical perspective on current challenges. R.M. Stelmack, On personality and arousal: A historical perspective on Eysenck and Zuckerman. J. Strelau and M. Kaczmarek, Warsaw studies on sensation seeking. J. Joireman and D.M. Kuhlman, The Zuckerman-Kuhlman Personality Questionnaire: Origin, development, and validity of a measure to assess an alternative Five-Factor Model of personality. P. Schmitz, On the alternative Five-Factor Model: Structure and correlates. A. Angleitner, R. Riemann, and F. Spinath, Investigating the ZKPQ-III-R: Psychometric properties, relations to the Five-Factor Model, and genetic and environmental influences on its scales and facets. S.B.G. Eysenck, How the impulsiveness and venturesomeness factors evolved after the measurement of psychoticism. P.G. Bazana and R.M. Stelmack, Stability of personality across the life span: A meta-analysis. A.M. Johnson and P.A. Vernon, The genetic basis of substance abuse: Mediating effects of sensation seeking. A. Furnham, Personality and leisure activity: Sensation seeking and spare-time activities. M. Goma-i-Freixanet, Sensation seeking and participation in physical risk sports. S.A. Ball, Personality traits, disorders, and substance abuse. L. Donohew, M.T. Bardo, and R.S. Zimmerman, Personality and risky behavior: Communication and prevention. G.D. Matthews, Neuroticism from the top down: Psychophysiology and negative emotionality. B. Brocke, The multilevel approach in sensation seeking: Potentials and findings of a four-level research program. V. De Pascalis, On the psychophysiology of extraversion. R. Haier, Brain imaging studies of personality: The slow revolution. J. Siegel, Electrophysiological correlates of sensation seeking behavior in rats, cats, and humans. P. Netter, Personality and hormones. J. Hennig, Personality, serotonin, and noradrenaline. T.H. Rammsayer, Extraversion and the dopamine hypothesis. B. af Klinteberg, L. von Knorring, and L. Oreland, On the psychobiology of impulsivity. Allan D. Pickering, The neuropsychology of impulsive antisocial sensation seeking personality traits: From dopamine to hippocampal function?

Abstract: The Five-Factor Model was used to examine personality organization in 211 six-year-old children (135 maltreated and 76 nonmaltreated). Longitudinal assessments were conducted at ages 7, 8, and 9. Six-year-old maltreated children exhibited lower agreeableness, conscientiousness, and openness to experience and higher neuroticism than did nonmaltreated children. Maltreated children also were more frequently represented in less adaptive personality clusters than were their nonmaltreated counterparts. A particularly vulnerable profile occurred predominantly among maltreated children and was related to experiencing both abuse and neglect. Child maltreatment and personality clusters were related to individual differences perceived by peers. Longitudinal stability of the personality dimensions also was assessed. At age nine, evidence was found for maintenance of the organization of the personality clusters obtained at age six and for continuity of maltreated children's personality liabilities.