Hogan Development Survey Research Articles

Development of Dark Triad Scales for Machiavellianism, Psychopathy and Narcissism from the Hogan Development Survey

Dark Triad personalities (DT: Psychopathy, narcissism and Machiavellianism) adversely affect organisational functioning. This research was designed to answer three questions: (1) Can DT personality measures be derived from the Hogan Development Survey (HDS)? (2) Will age, tenure, and gender moderate the relationships between the DT personality measures and job performance? (3) What are the relationships between scores on the DT personality measures? Three new DT scales were derived from the HDS. Scales’ scores are discrete and measure independent constructs. Controlling for age, tenure, and gender showed significant negative correlations between the DT and job performance.
 
 Four hypotheses, derived from the research questions, were tested based on a sample of 918 managers’ responses to HDS and independent ratings of their job performance. Mapping of HDS scales was based on Ferrell and Gaddis’s (2016) correlations between HDS scales and two widely used independent DT scales.
 
 Three new DT scales were produced from the HDS. Six HDS scales map onto Machiavellianism, five onto psychopathy and four onto narcissism. All the new DT scales showed acceptable Alpha reliabilities. The mapping exercise provided evidence of construct validity. An analysis of high scorers on pairings of the three DT scales showed divergent validity. Partial correlation results after controlling for the effect of age, tenure, and gender showed significant negative correlations between psychopathy, narcissism, Machiavellianism and job performance, demonstrating criterion validity. Divergence between the three scales was found.
 
 Organisations can use the new DT scale scores for screening applicants and for identifying future management potential and provide developmental feedback to employees.

Doctors in distress: The personality profile of derailing doctors.

This study looked at the bright and dark-side personality profile of distressed and potentially derailing doctors (82% male). The derailing doctors were on average 48.75 years old, and from many specialities, in particular, general practice and surgery. In all, a group of 77 derailing British doctors, and a control group of 357 doctors completed a valid multi-dimensional test of bright-side (normal) personality (NEO-PI-R) and one of dysfunctional interpersonal themes (sub-clinical personality disorders) (HDS: Hogan Development Survey). Controlling for sex and age, the derailing doctors were more Neurotic (less resilient), and less Agreeable, Conscientious, Extraverted and Open-to- Experience. They were also more Excitable (Borderline), Sceptical (Paranoid), Cautious (Avoidant), Reserved (Schizoid), Leisurely (Passive Aggressive) and Bold (Narcissistic). Discriminant analysis showed age, Neuroticism, Extraversion, Leisurely and Excitable were, in that order, the greatest personality discriminators between those who did and did not derail. More research needs to be done on doctor derailment to inform the selection and training of doctors.

Few sex differences in dark side personality scale domains and facets

• Over 50,000 adults completed a measure of sub-clinical personality disorder. • Males and females were compared on the 11 domains and 33 facets of the disorders. • Cohen's d statistic showed very few (5 out of 44) differences >0.20. • The biggest difference was on reserved (Schizoid) and few differences on excitable (Borderline). This study examined sex differences in domain and facet scores on a new dark-side personality test (Hogan Development Survey: Form 5) measuring sub-clinical personality disorders. Over 50,000 adults completed the new HDS which assesses eleven dark-side traits and three facets of each. Comparing males and females on the 11 domains and 33 facets using t-tests and binary regressions we found that there were many significant differences on these scores, which replicated other studies. However, the Cohen's d statistic showed very few (5 out of 44) differences >0.20. The biggest difference was on Reserved (Schizoid) and few differences on Excitable (Borderline). Implications for researchers interested in assessment and selection are discussed along with limitations of the study.

Sex differences in personality scores on six scales: Many significant, but mostly small, differences

This study examined sex differences in domain and facet scores from six personality tests in various large adult samples. The aim was to document differences in large adult groups which might contribute new data to this highly contentious area. We reported on sex differences on the Myers-Briggs Type Indicator (MBTI); the Five Factor NEO-PI-R; the Hogan Personality Indicator (HPI); the Motives and Values Preferences Indicator (MVPI); the Hogan Development Survey (HDS) and the High Potential Trait Indicator (HPTI). Using multivariate ANOVAs we found that whilst there were many significant differences on these scores, which replicated other studies, the Cohen’s d statistic showed very few (3 out of 130) differences >.50. Results from each test were compared and contrasted, particularly where they are measuring the same trait construct. Implications and limitations for researchers interested in assessment and selection are discussed.

Bright and Dark-Side Traits Associated With Interests in Commerce vs Science: Different Personality Profiles of the Scientist-Practitioner.

This study focused on the idea that there are predictable differences between those individuals who opt for Scientific rather than the Commerce/Practitioner jobs and consulting assignments. A total of 2278 adults from a variety of occupations completed three validated questionnaires: the first assessed the behavioural tendency of an individual when one is exposed to stress and which could derail one's business career (HDS: Hogan Development Survey); the second the values and preferences that indicate work motivation (MVPI: The Motives, Values and Preferences Inventory), and the third, seven bright-side personality factors (HPI: Hogan Personality Inventory). The MVPI measured interests in scientific and commercial/enterprising activities. Correlations, regressions and SEM indicated both similarities and differences in the relationship between personality traits and values. Bright-side personality traits accounted for more the variance for those interested in Science while dark-side traits accounted for more variance for those interested in the Commerce. The biggest difference occurred in Inquisitiveness (Curiosity, Openness to Experience) which was much higher for those interested in science. Implications for personnel selection, job-fit and promotion were discussed.

Dark side personality and safety-related traits

This study examined the relationship between eleven dark-side personality traits and six established safety competencies in a large sample. Over twenty-five thousand Americans completed a questionnaire on Safety-Related behaviour in the work-place which measured six different, but related, safety competencies. They also completed a Dark Side personality measure (Hogan Development Survey). Factor analysis revealed the six safety competencies consisted of two factors which, along with the total score, were the criterion variables. Step-wise regressions indicated that Dark Side traits Excitable (Borderline), Mischievous (Psychopath) and Colourful (Histrionic) were related negatively to the safety-related traits. In addition, the higher order Dark Side factor “Moving Against Others” (Cluster B) was associated with high risk, low safety competencies. There were interesting and important differences showing very different correlates of the three criterion variables. Problems of method invariance, as well the role of individual differences in safety-related traits and competencies, were discussed.

Leaders in focus: generational differences from a personality-centric perspective

Abstract The generational differences among leaders have progressively captured the attention of both researchers and practitioners interested in their dynamics within the work environment. Many analyses in this respect have been focused on the differences between Millennials (Generation Y) and Generation X members from a personality-centric perspective, the great majority of the examinations revolving around Western research samples. By acknowledging the current state and assuming the calls for further investigations advanced by various researchers, this conceptual and empirical undertaking aims to provide an exploratory outlook on generational differences among Romanian leaders, by employing worldwide reputed research instruments such as the Hogan Personality Inventory (HPI), Hogan Development Survey (HDS) and Motives, Values, Preferences Inventory (MVPI). A sample of over 700 subjects was considered in the running of the statistical analyses, thus allowing to draw pertinent conclusions apposite to the envisaged population. Even though statistically significant findings were retrieved on few scales pertaining to the three applied instruments, one key insight advanced by the present endeavor resides in the extension of the scope of the existing literature dedicated to the generational differences from a leadership perspective via the integration of an Eastern European landscape which adds to the evidence in the field and opens up new research challenges for complementary scrutiny.

Locating mental toughness in factor models of personality

We examined the degree to which two factor models of personality capture mental toughness. We focused on item and facet-level correlates of mental toughness in three widely used personality inventories – HEXACO and Hogan Personality Inventory (bright side personality) and Hogan Development Survey (dark side personality). US-based college students and NCAA athletes (Sample 1; N = 285) and working adults (Sample 2; N = 218) took the Sports Mental Toughness Questionnaire and the HEXACO-60 (Sample 1) and the HPI and HDS (Sample 2). We used lasso regression with cross-validation to identify the HEXACO-60's items and HPI and HDS' facets predicting mental toughness. In Study 1 the strongest predictors of mental toughness were 12 items coming from the eXtraversion, Emotionality, and Conscientiousness scales. Item content examinations indicated that people scoring high on mental toughness tended to endorse items related to pushing for results, having elevated energy levels, and a high degree of self-confidence. In Study 2, emotional control, ambition, self-efficacy, creativity, and low anxiety emerged as the strongest facet correlates of mental toughness. Mental toughness is located between factors of the HEXACO model, but much more squarely aligned with Ambition in the HPI inventory.

Examining the relationship between bright and dark personality traits in two management samples

There is considerable interest in finding ways to screen for dark personality traits (maladaptive interpersonal and personality tendencies) in personnel selection assessments given their pernicious effects on job performance and leadership behavior. This has proved challenging because of socially desirable response biases and ethical restrictions regulating the use of psychiatric measures. Recent advances in the understanding of the dimensional nature of personality suggest that measures of bright personality can be used to predict dark personality traits. The current research extends this research to the California Psychological Inventory (CPI) and employs multiple regression analyses to examine the bright–dark trait relationships in two samples of managers who underwent employment testing. Study 1 found that CPI scales significantly predicted each of the self-reported Hogan Development Survey dark traits. Study 2 extended this research to supervisor ratings and found that CPI scales significantly predicted 6 out of 11 dark traits as rated by supervisors. These studies further our understanding of the relationship between bright and dark personality traits and provide support for another method to screen for, and address the lack of observer assessments of, dark personality traits in workplace contexts.

A Big Five facet analysis of sub-clinical dependent personality disorder (Dutifulness)

This study aimed to examine a Big Five, normal personality trait, “bright side” analysis of a sub-clinical personality disorder: Dependency Personality Disorder. Around 6000 British adults completed the NEO-PI-R which measures the Big Five personality factors at the domain and the facet level. They also completed the Hogan Development Survey (HDS) which has a measure of sub-clinical Dependency Personality Disorder called Dutiful as one of its eleven dysfunctional interpersonal tendencies. Correlation and regression results confirmed many of the associations between the Big Five domains and facets and sub-clinical Dependency. The Dutiful (Dependent) scale from the HDS was the criterion variable in all analyses. The results showed that those high on Dutiful are highly unstable Neurotic, Agreeable people who are low on Openness. They are Anxious, Compliant, Self-Conscious, Unassertive and Vulnerable. It is thus possible to assess subclinical personality disorder “dark-side” traits, like Dutifulness, in terms of normal “bright-side” traits. Limitations of the study are acknowledged.

Detecting the dark side of personality using social media status updates

Organizations use personality assessments to inform recruitment decisions as they are predictive of work-related outcomes. While accurate, these assessments are time-consuming and expensive. Using digital records of behavior to assess personality may offer an alternative solution to overcome these limitations. In this study, we explore whether the “dark side” of personality (non-clinical dysfunctional dispositions) can be inferred through the language used in Facebook Status Updates. Using the Hogan Development Survey (HDS), machine learning methods, and the Linguistic Inquiry and Word Count, language use was found to hold a relationship with HDS scores. The Excitable, Dutiful and Bold scales held the strongest relationship with language (R = 0.27, 0.25 & 0.22, respectively), while the Cautious, Colorful and Leisurely scales held the weakest relationship (R = 0.06, 0.07, & 0.08, respectively). This study extends previous research by demonstrating that the full spectrum of dysfunctional dispositions can be measured using online language. Implications for theory and practice are discussed.

Intention to quit and the role of dark personality and perceived organizational support: A moderation and mediation model.

This study investigated the role of individual differences (dark personality) and situational factors (perceived organisational support) in explaining intention to quit. Four hundred and fifty-one (50 of which females) ambulance personnel completed three questionnaires (Hogan Development Survey; Perceived Organisational Support Survey; and a single item Intention to Quit measure) as a part of a selection and development assessment. Employees high on Excitable, Sceptical, and Mischievous, but low on Colourful were found to have greater intentions to quit. Additionally, employees high on Excitable, Sceptical, Reserved, and Leisurely, but low on Dutiful and Diligent had lower perceptions of organisational support. Structural Equation Modelling revealed that perceived organisational support plays both a mediating and moderating role on dark personality and intention to quit. Theoretical implications of personality’s role in perceived organisational support and intention to quit are discussed.

Identifying the Emergency Medicine Personality: A Multisite Exploratory Pilot Study.

This study aimed to understand the personality characteristics of emergency medicine (EM) residents and assess consistency and variations among residency programs. In this cross-sectional study, a convenience sample of residents (N=140) at five EM residency programs in the United States completed three personality assessments: the Hogan Personality Inventory (HPI)-describing usual tendencies; the Hogan Development Survey (HDS)-describing tendencies under stress or fatigue; and the Motives, Values, and Preferences Inventory (MVPI)-describing motivators. Differences between EM residents and a normative population of U.S. physicians were examined with one-sample t-tests. Differences between EM residents by program were analyzed using one-way analysis of variance tests. One-hundred forty (100%), 124 (88.6%), and 121 (86.4%) residents completed the HPI, HDS, and MVPI, respectively. For the HPI, residents scored lower than the norms on the adjustment, ambition, learning approach, inquisitive, and prudence scales. For the HDS, residents scored higher than the norms on the cautious, excitable, reserved, and leisurely scales, but lower on bold, diligent, and imaginative scales. For the MVPI, residents scored higher than the physician population norms on altruistic, hedonistic, and aesthetics scales, although lower on the security and tradition scales. Residents at the five programs were similar on 22 of 28 scales, differing on one of 11 scales of the HPI (interpersonal sensitivity), two of 11 scales of the HDS (leisurely, bold), and three of 10 scales of the MVPI (aesthetics, commerce, and recognition). Our findings suggest that the personality characteristics of EM residents differ considerably from the norm for physicians, which may have implications for medical students' choice of specialty. Additionally, results indicated that EM residents at different programs are comparable in many areas, but moderate variation in personality characteristics exists. These results may help to inform future research incorporating personality assessment into the resident selection process and the training environment.

Dark Leadership Impact on Psychological Well-being and Work-Family Conflict: Implications for Project Success of Bahrain Companies

This paper examines dark personality traits of leaders involved in management and proposes a conceptual framework for future studies. Based on the personality characteristics identified using Hogan Development survey, the influence of personality traits is hypothesized to affect the well-being of employees and consequently, business success. The study shows a negative relationship between the personality traits of leaders and the psychological well-being of employees and work-family conflict. According to the developed concept, there is a negative impact on business and project success due to the work-life conflict and psychological well-being of employees supervised by project leaders with a negative personality. Most of the studies in this area has focused on identifying the positive aspects of leadership, thus limiting the discussion on the implication of dark leadership. The originality of this paper can be described in the context of research on project leaders, whose negative traits are linked towards business and project failure. This dissertation contributes to leadership literature by identifying the significance of negative personality traits and by presenting the link to business failures.

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

Dark side correlates of job reliability and stress tolerance in two large samples

This study set out to examine how dark-side traits (derailers) are related to stress tolerance and job reliability. Over 8000 adult Britons from two separate assessment centres completed two validated questionnaires: the first measured the “dark-side” traits which can derail one's career (HDS: Hogan Development Survey) and the second two established, criterion-related, scales called the Occupational Scales (HPI: Hogan Personality Inventory): Stress Tolerance which is associated with the ability to handle pressure well and not be tense and anxious; Job Reliability which identifies people who are honest, dependable and responsive to supervision. Hierarchical regressions showed that some “dark-side” factors like Excitable and Cautious were related to both Occupational variables while being Leisurely, Bold, Mischievous and Colourful were powerful negative predictors of work reliability. The Moving Against People factor was the strongest predictor of Stress Tolerance and Reliability while the Moving Away from People factor was also a powerful predictor of Reliability. The results highlight “dark-side” traits (Excitable, Cautious, Mischievous, Imaginative) which were most related to two crucial features of successful management.

The Dark Side of Conscientiousness

This paper reports on two studies, each with large adult populations, which look at Dark-Side correlates (subclinical Personality Disorders) of two different measures of Trait Conscientiousness. In the first study, 5300 British adults completed the Prudence scale of the Hogan Personality Inventory (HPI) as well as the Hogan Development Survey (HDS), which measures Dark-Side traits. Correlation and regression results confirmed many of the associations between the seven facets of the Prudence scale and the Dark Side traits. Results showed that people who score high on Excitable, Mischievous and Imaginative reported low scores, while those who scored high on Diligent reported high scores on Prudence and its facets. In the second study, 6700 British adults completed the NEO-PI-R Conscientiousness Scale with six facet scores as well as the HDS. Regressions showed a similar pattern: people scoring high on Bold and Diligent, and low on Excitable and Cautious reported higher Conscientiousness. Similarities and differences in the findings for the two studies are considered. Paradoxically Conscientiousness is negatively associated with those Dark Side traits that are correlated with leadership emergence. Limitations of these studies are discussed.

The Dark Side of Poor Adjustment: Personality Disorders and Trait Neuroticism

This paper reports on two studies, with large adult populations, which examined “dark-side” correlates (subclinical Personality Disorders: PDs) of two established measures of Neuroticism (N). It aimed to examine the relationship between the PDs and trait N. In the first study, 5300 British adults completed the Adjustment scale of the Hogan Personality Inventory (HPI) as well as the Hogan Development Survey (HDS) which measures the Personality Disorders (PDs). Results showed that people who score high on Excitable (Borderline), Cautious (Avoidant) and Sceptical (Paranoid) had low Adjustment (high Neuroticism), though there were significant differences between the different facets scores. In the second study, 6700 British adults completed the NEO-PI-R Neuroticism Scale with five Domain and six facet scores as well as the HDS. Regressions on the Domain and Facet scores showed a similar pattern: people scoring high on Cautious (Avoidant) and to a lesser extent Excitable (Borderline) and Sceptical (Paranoid) had higher Neuroticism scores. Similarities and differences in the findings for the two studies are considered. Limitations are also discussed.

Can successful sales people become successful managers? Differences in motives and derailers across two jobs.

This study, with 2 samples to test for cross-validation, examined how dark-side traits (derailers) and work values (motives) are related to occupational potential in sales and managerial jobs. The central question for many is how, when, or, indeed, whether to promote successful sales people to managerial jobs. In total, 3,581 adult Britons taking part in 2 separate assessment centers completed 3 validated questionnaires: The first measured the behavioral tendency of an individual when one is exposed to stress that could derail one's career (HDS, Hogan Development Survey); the second measured the values and preferences that indicate work motivation (MVPI, Motives, Values, Preferences Inventory); and the third involved 2 job-related potential profiles (Management and Sales; HPI, Hogan Personality Inventory). There were gender differences on the measures that matched previous research in the area. Hierarchical regressions showed that some dark-side traits and values (Bold and Colorful, Affiliation and Power) were associated positively with potential in both areas, while others (Excitable, Skeptical, and Hedonistic) were negatively and significantly related. There were various scales where scores were associated with potential in opposite directions: Sales was positive but Management negative on Mischievous, Imaginative, and Recognition. Factor Analysis revealed similar higher order factors of the dark-side and values measure to previous findings. This article discusses implications of the study for personnel selection, job fit, and promotion. Limitations and implications of the research are also discussed.

The Dark Side of Resilience and Burnout: A Moderation-Mediation Model.

This study tested whether specific dark-side traits may be beneficial in manifesting and maintaining Resilience, whilst others are vulnerability factors for Burnout. Four hundred and fifty-one (50 female) ambulance personnel completed three questionnaires as a part of a selection and development assessment. The study utilised the Hogan Development survey as a measure of dark side personality, the Copenhagen Burnout Inventory to assess work-related burnout, and the Resilience Scale– 14 to measure resilience levels. Those high on Excitable and Cautious but low on Bold and Reserved were linked to an increased vulnerability to Burnout. Also those high on Bold and Diligent yet low on the Excitable, Cautious, and Imaginative scales were more resilient. Structural Equation Modelling revealed that resilience plays both a mediating and moderating role on personality and burnout. Theoretical implications suggest future research assessing the predictive capacity of psychological variables on burnout should account the indirect effect of resilience.