Individual Differences In Conscientiousness Research Articles

An Italian adaptation of the Child-Adolescent Perfectionism Scale: Testing measurement invariance across grade levels and exploring associations with academic achievement.

This study aims to examine the properties of an Italian version of the Child-Adolescent Perfectionism Scale (CAPS), one of the most widely used instrument for the assessment of self-oriented (SOP) and socially-prescribed (SPP) perfectionism in young people. The study was conducted on two large samples of middle (n = 379, Mage = 11.31) and high school (n = 451, Mage = 15.21) students. Confirmatory factor analysis supported the expected three-factor structure, comprising SOP-Striving, SOP-Critical, and SPP. Multigroup analyses provided evidence of configural, metric, and (partial) scalar measurement invariance across grade levels. Structural invariance (i.e., the invariance of factor variances and covariances) was also established. The scale scores exhibited a differentiated pattern of relations with personality traits and academic achievement, as measured by school grades: SOP-Critical and SPP were positively related to neuroticism and have adverse effects on grades of middle and high school students, respectively. SOP-Striving, by contrast, was positively related to conscientiousness and predicted higher grades. The SOP-Striving-achievement relation was consistent across grade levels and held even after controlling for individual differences in conscientiousness and neuroticism. In sum, results from this study establish sound psychometric properties for an Italian version of the CAPS, providing support for the dual nature of self-oriented perfectionism among adolescents of different ages.

Linking interactional injustice to EVLN outcomes

PurposeThe study aims to examine a moderated mediation model of effects of conscientiousness on the mediating role of psychological contract violation (PCV) on interactional injustice and employees EVLN (exit, voice, loyalty and neglect) outcomes relationships.Design/methodology/approachA sample of 422 full-time managerial employees working across different service sector-based Indian organizations was used to test the proposed moderated mediation. The analysis was performed using Hayes’ Process Macro.FindingsResults revealed that (i) the effect of interactional injustice on employee EVLN outcomes is mediated through PCV and (ii) the strength of this indirect effect is dependent on individual differences in conscientiousness. As such, the overall pattern of relationships supported moderated mediation, in that, the indirect effect of interactional injustice on voice and loyalty through PCV was stronger for employees high (as compared with those low) in conscientiousness.Research limitations/implicationsA cross-sectional design and use of self-reported questionnaire data in the sample are a few limitations of the study.Originality/valueThis study advances the existing literature on interactional injustice by extending its range of outcomes as well as by examining the underlying and intervening conditions in the interactional injustice-outcomes relationship.

Planning for the future: The relationship between conscientiousness, temporal focus and implicit space-time mappings

In a broad range of cultures, people implicitly associate the past and future with the back and front in their minds. According to the Temporal Focus Hypothesis (TFH), the metaphoric associations between front-back space and time are shaped by their attentional focus on temporal events. Recent research demonstrates that people's temporal focus and their resulting implicit space-time mappings are malleable and result from a complex of factor. Based on the findings about the interplay between personality trait and temporal reasoning, we investigated whether individual differences in conscientiousness exert additional influences on implicit spatializations of time. Across three studies in laboratory and field settings, we measured students' and non-student adults' conscientiousness based on their self-reports and naturally occurring punctual behavior. Results from these studies showed that participants who conceptualized the future as in front of them evidenced a higher level of conscientiousness trait than those who conceptualized the past as in front of them. These findings shed new light on the TFH by extending the range of individual differences that may influence people's spatial conceptions of time.

Interruptions, Unreasonable Tasks, and Quality-Threatening Time Pressure in Home Care: Linked to Attention Deficits and Slips, Trips, and Falls.

BackgroundIn industrial countries, home care of community dwelling elderly people is rapidly growing. Frequent injuries in home caregivers result from slips, trips, and falls (STFs). The current study tests attentional cognitive failure to mediate the association between work stressors and STFs.MethodsA sample of 125 home caregivers participated in a questionnaire study and reported work interruptions, unreasonable tasks, quality-threatening time pressure, conscientiousness, attentional cognitive failures, and STFs.ResultsIn structural equation modeling, the mediation model was shown to fit empirical data. Indirect paths with attentional cognitive failures as the link between work stressors and STF were all significant in bootstrapping tests. An alternative accident-prone person model, that suggests individual differences in conscientiousness to predict attentional cognitive failures that predict more frequent work stressors and STFs, showed no significant paths between work conditions and STFs.ConclusionTo prevent occupational injury, work should be redesigned to reduce work interruptions, unreasonable tasks, and quality-threatening time pressure in home care.

Intra-individual Response Variability as an Indicator of Insufficient Effort Responding: Comparison to Other Indicators and Relationships with Individual Differences

Surveys are one of the most popular ways to collect employee information. Because of their widespread use, data quality is an increasingly important concern. The purpose of this paper is to (1) introduce the intra-individual response variability (IRV) index as an easily calculated and flexible way to detect insufficient effort responding (IER); (2) examine the extent to which various IER indices detect the same or different respondents engaging in IER behavior; and (3) investigate relationships between individual differences and commonly used IER indices to better understand systematic and theoretically relevant IER behavior. In a two-part study, 199 undergraduates responded to questionnaires online, and various IER indices were calculated. The IRV index identifies different respondents than other IER indices. Values on the IRV index (as well as other IER indices) are related to scores on theoretically meaningful individual differences in conscientiousness, agreeableness, and boredom proneness. This study provides researchers with a robust, easily calculated, and flexible means for screening questionnaire data for IER behavior. Practical recommendations for finding and making decisions about IER behavior patterns are provided. This study introduces the IRV index, an extension of the long string, used to identify survey research participants who likely engaged in one type of IER behavior. It is also one of the first studies to evaluate the extent to which IER indices identify different respondents as having engaged in IER and provides additional evidence that values on these indices are related to individual differences.

Workflow interruptions and failed action regulation in surgery personnel.

BackgroundWorkflow interruptions during surgery may cause a threat to patient's safety. Workflow interruptions were tested to predict failure in action regulation that in turn predicts near-accidents in surgery and related health care.MethodsOne-hundred-and-thirty-three theater nurses and physicians from eight Swiss hospitals participated in a cross-sectional questionnaire survey. The study participation rate was 43%.ResultsStructural equation modeling confirmed an indirect path from workflow interruptions through cognitive failure in action regulation on near-accidents (p < 0.05). The indirect path was stronger for workflow interruptions by malfunctions and task organizational blockages compared with workflow interruptions that were caused by persons. The indirect path remained meaningful when individual differences in conscientiousness and compliance with safety regulations were controlled.ConclusionTask interruptions caused by malfunction and organizational constraints are likely to trigger errors in surgery. Work redesign is recommended to reduce workflow interruptions by malfunction and regulatory constraints.

Individual Differences in the Effectiveness of Error Management Training for Developing Negotiation Skills

This study investigated whether the effectiveness of an error management approach to training negotiation knowledge and skill depended on individual differences in conscientiousness, extraversion, and openness to experience. Participants were randomly assigned to two training programs that incorporated key elements of an error management and behavioral modeling approach to training, and were trained in the complex interpersonal skill of negotiation. At the end of training, declarative knowledge acquisition, procedural knowledge acquisition, declarative knowledge retention, and transfer performance were assessed at different points in time. Results suggested that the effectiveness of the error management training program was dependent on individual levels of conscientiousness and extraversion. For several learning outcomes, the performance of highly conscientious and extraverted individuals was superior in the error management condition, while the performance of less conscientious and introverted individuals was superior in the behavioral modeling condition. The implications of these findings, and suggestions for future research, are discussed.

When does adaptive performance lead to higher task performance?

SummaryAdaptive performance is a facet of performance that reflects acquiring enhanced competencies in response to change. Micro‐level researchers have assumed that adaptive performance is beneficial for task performance. Similarly, macro‐level researchers have suggested that organizations need to attend to, monitor, and respond to contingencies in their environments for adaptive performance to be beneficial for firm performance. Drawing from the attention‐based theory of the firm and resource theory, we suggest that perceptions of organizational politics and individual differences in conscientiousness constitute contingencies of the adaptive performance–task performance relationship. In a sample of 92 call center employees, we found that adaptive performance is positively associated with task performance but that conscientiousness and organizational politics jointly influence the adaptive performance–task performance relationship. Copyright © 2011 John Wiley &amp; Sons, Ltd.

Linking workplace incivility to citizenship performance: The combined effects of affective commitment and conscientiousness

SummaryAlthough all human relationships are believed to generally adhere to the basic tenets of social exchange theory, recent research suggests that exchange processes may vary as a function of individual differences. We tested this possibility by examining whether the effects of uncivil workplace exchanges on employee attitudes and behavior were moderated by conscientiousness. Using matched data from 190 job incumbents and their supervisors, we found (i) the effect of workplace incivility on citizenship performance to be transmitted through affective commitment and (ii) the strength of this effect to depend on individual differences in conscientiousness. As such, the overall pattern of relationships supported moderated mediation, in that, the indirect effect of workplace incivility on citizenship performance through affective commitment was stronger for individuals high (as compared with those low) in conscientiousness. These findings broaden the focus of prior research by illustrating that, in addition to the mediating effects of cognitive and stress‐based factors, social exchange processes are important for understanding incivility's adverse effects on citizenship performance and that such exchanges are moderated by individual differences in conscientiousness. Copyright © 2011 John Wiley &amp; Sons, Ltd.

Job characteristics in nursing and cognitive failure at work.

ObjectivesStressors in nursing put high demands on cognitive control and, therefore, may increase the risk of cognitive failures that put patients at risk. Task-related stressors were expected to be positively associated with cognitive failure at work and job control was expected to be negatively associated with cognitive failure at work.MethodsNinety-six registered nurses from 11 Swiss hospitals were investigated (89 women, 7 men, mean age = 36 years, standard deviation = 12 years, 80% supervisors, response rate 48%). A new German version of the Workplace Cognitive Failure Scale (WCFS) was employed to assess failure in memory function, failure in attention regulation, and failure in action exertion. In linear regression analyses, WCFS was related to work characteristics, neuroticism, and conscientiousness.ResultsThe German WCFS was valid and reliable. The factorial structure of the original WCF could be replicated. Multilevel regression task-related stressors and conscientiousness were significantly related to attention control and action exertion.ConclusionThe study sheds light on the association between job characteristics and work-related cognitive failure. These associations were unique, i.e. associations were shown even when individual differences in conscientiousness and neuroticism were controlled for. A job redesign in nursing should address task stressors.

Do conscientious individuals live longer? A quantitative review.

Following up on growing evidence that higher levels of conscientiousness are associated with greater health protection, the authors conducted a meta-analysis of the association between conscientiousness-related traits and longevity. Using a random-effects analysis model, the authors statistically combined 20 independent samples. In addition, the authors used fixed-effects analyses to examine specific facets of conscientiousness and study characteristics as potential moderators of this relationship. Effect sizes were computed for each individual sample as the correlation coefficient r, based on the relationship between conscientiousness and mortality risk (all-cause mortality risk, longevity, or length of survival). Higher levels of conscientiousness were significantly and positively related to longevity (r = .11, 95% confidence interval = .05-.17). Associations were strongest for the achievement (persistent, industrious) and order (organized, disciplined) facets of conscientiousness. Results strongly support the importance of conscientiousness-related traits to health across the life span. Future research and interventions should consider how individual differences in conscientiousness may cause and be shaped by health-relevant biopsychosocial events across many years.

A MULTILEVEL INTEGRATION OF PERSONALITY, CLIMATE, SELF‐REGULATION, AND PERFORMANCE

The purpose of this multilevel study was to test whether regulatory focus mechanisms (promotion focus and prevention focus; Higgins, 1997, American Psychologist, 52, 1280–1300; Higgins, 2000, American Psychologist, 55, 1217–1230) can help explain how group safety climate and individual differences in Conscientiousness relate to individual productivity and safety performance. Results, based on a sample of 254 employees from 50 work groups, showed that safety climate and conscientiousness predicted promotion and prevention regulatory focus, which in turn mediated the relationships of safety climate and Conscientiousness with supervisor ratings of productivity and safety performance. Implications for theory and research on climate, motivation, and performance and avenues for future research are discussed.

The work-family interface and job performance: Moderating effects of conscientiousness and perceived organizational support.

Based on conservation of resources (COR) theory, the authors hypothesized that two aspects of the work-family interface--family-to-work conflict (FWC) and family-to-work enrichment (FWE)--are related to job performance. The authors also hypothesized that two variables moderate those relationships--individual differences in conscientiousness and aspects of the work environment in terms of perceived organizational support (POS). Data collected from a matched set of 136 private sector workers and their respective supervisors revealed that high FWC was more strongly related to lower job performance: (1) among high- than low-conscientiousness workers and (2) among workers reporting low rather than high levels of organizational support. However, FWE was unrelated to job performance.

On the Social Nature of Personality: Effects of Extraversion, Agreeableness, and Feedback about Collective Resource Use on Cooperation in a Resource Dilemma

The present research investigated how individual differences in Extraversion and Agreeableness affect cooperation in an experimental resource dilemma. Manipulated feedback indicated either that the common resource was being used at a sustainable rate or that it was being rapidly depleted. As predicted, Extraversion was generally negatively related to cooperation, whereas Agreeableness was generally positively related to cooperation. Whereas individuals high in Extraversion and individuals low in Agreeableness were unresponsive to feedback regarding collective resource use, individuals low in Extraversion and individuals high in Agreeableness exercised more self-restraint when the common resource was severely threatened. Exploratory analyses revealed neither interactive effects of Extraversion and Agreeableness nor effects of individual differences in Conscientiousness, Emotional Stability, and Intellect. Together, these results highlight the importance of individual differences in Extraversion and Agreeableness in social dilemma settings.