Socioanalytic Theory Research Articles

Getting ahead, getting along, and getting prosocial: Examining extraversion facets, peer reactions, and leadership emergence.

Drawing upon socioanalytic theory of personality, we hypothesize and test inverted U-shaped relationships between team members' assertiveness and warmth (labeled as the "getting ahead" and "getting along" facets of extraversion) and peers' reactions (i.e., advice seeking by peers and peer liking, respectively) that, in turn, predict members' emergence as informal leaders in self-managed teams. Integrating research on prosocial motivation, we also examine whether prosocially motivated members have more enhanced positive curvilinear influences of assertiveness and warmth on peer reactions. Based on 223 members in 69 student project teams (Study 1) and 337 employees in 79 self-managed work teams (Study 2), we found support for the inverted U-shaped relationships between assertiveness and advice seeking by peers, and between warmth and peer liking. Further, prosocial motivation enhances the inverted U-shaped effect of assertiveness in Study 2 and those effects of warmth in both studies. Advice seeking by peers and peer liking, in turn, were positively related to leadership emergence in both studies. Our findings have important theoretical and practical implications for dispositional and motivational factors that shape peer reactions and facilitate leadership emergence in teams. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Manager Narcissism and Employee Silence: A Socio-Analytic Theory Perspective

Employee silence is detrimental to organizations and narcissistic managers may create conditions promoting employee silence. Drawing on socio-analytic theory, in Study 1 (81 dyads), we investigated...

Are followers satisfied with conscientious leaders? The moderating influence of leader role authenticity

SummaryLeadership scholars have yet to identify a clear and consistent relationship between leader conscientiousness and followers' satisfaction with a leader. Drawing from socioanalytic theory and related personality research, we argue that the underlying motives of leader conscientiousness can manifest in systematically different behaviors aimed at team task accomplishment, ranging from rigid and order‐driven to relatively more adaptable approaches. Importantly, we posit that the relationship between a leader's conscientiousness and adaptability is conditioned by role authenticity (i.e., the extent to which a leader believes a role permits expressions of her or his “true self”). Hence, we articulate a conditional indirect effects model whereby leader conscientiousness and leader role authenticity jointly predict leader adaptability and, in turn, increasing levels of leader adaptability are positively associated with followers' shared satisfaction with their leader. Data from a sample of fire and rescue crews provide partial support for the model. Post hoc analyses suggest that the conditioning influence of leader role authenticity on leader conscientiousness is more informative when subfacets of conscientiousness are considered.

A latent profile analysis of the Five Factor Model of personality: A constructive replication and extension

Recent research into the underlying structure of personality has created considerable debate among academics. Further, a new, person-centered approach to studying personality has recently gathered support, but results have been underwhelming and inconsistent. The present study steps into the debate from a new angle with a constructive replication and derives a model of latent personality profiles in an archival sample of over three million respondents from almost every country in the world who completed a Five-Factor Model of personality questionnaire and other work and life outcomes measures. Three latent profiles emerged from this analysis, which were characterized by the degree to which respondents endorsed the traits of Conscientiousness, Extraversion, Agreeableness, and Emotional Stability. The trait of Openness to Experience did not appear to discriminate between the three latent profiles. Consistent with socioanalytic theory, evolutionary psychology, and more nascent theory on the general factor of personality, personality profiles were labelled as maladaptive, adaptive, and highly adaptive. More adaptive personality profiles were associated with higher life satisfaction, job self-efficacy, and passion towards work, as well as favorable value systems. Theoretical implications are subsequently discussed.

Predicting career success: is the dark side of personality worth considering?

PurposeThe purpose of this paper is to clarify whether the dark side of personality adds information beyond the bright side when predicting career success.Design/methodology/approachIn total, 287 participants (150♀, Mage=37.74 and SDage=10.38) completed questionnaires on the Dark Triad (narcissism, Machiavellianism and psychopathy) and the Big Five (emotional stability, extraversion, openness, agreeableness and conscientiousness). They also provided information on their objective (salary and leadership position) and subjective (job satisfaction and satisfaction with income) career success. Regression analyses were used to estimate the Dark Triad’s incremental predictive value.FindingsThe results show that the Dark Triad only provides incremental information beyond the Big Five when predicting salary (ΔR2=0.02*) and leadership position (ΔR2=0.04*). In contrast, the Dark Triad does not explain unique variance when predicting job satisfaction or satisfaction with income.Research limitations/implicationsThe exclusive use of self-rated success criteria may increase the risk of same-source biases. Thus, future studies should include ratings derived from multiple perspectives.Practical implicationsConsidering the Dark Triad in employee selection and development seems particularly promising in the context of competitive behaviour.Social implicationsThe results are discussed in light of the socioanalytic theory. This may help to better understand behaviour in organisational contexts.Originality/valueThis study is the first that simultaneously investigates all three traits of the Dark Triad and the Big Five in combination with objective and subjective career success. In addition, it extends previous findings by answering the question of whether the Dark Triad offers incremental or redundant information to the Big Five when predicting success.

Is Inspiring Group Members an Effective Predictor of Social Dominance in Early Adolescence? Direct and Moderated Effects of Behavioral Strategies, Social Skills, and Gender on Resource Control and Popularity

Dominance in the peer group is important for adolescents. Resource Control Theory posits that both coercive and prosocial (positively assertive) strategies are associated with dominance. Combining Resource Control Theory with Socioanalytic Theory on personality, we hypothesized that inspiring group members would be an additional effective strategy. This study examined whether the three behavioral strategies and two types of social skills (social competence and manipulation) predicted dominance (resource control and popularity). Participants were 619 Dutch adolescents (Mage = 13.1; 47% female) in the first grade of secondary school. They completed peer reports (behavioral strategies and dominance) and self-reports (social skills). Only inspirational and coercive strategies substantially predicted dominance. Main effects of social skills emerged. Moderation between strategies and social skills was only observed for girls (e.g., coercive strategy use was associated with more popularity for girls with higher levels of social manipulation skills). This study furthered our understanding of the predictors of dominance in adolescence by including inspirational behavior and examining prosocial and antisocial skills.

Mentoring in international assignments: a personality traits perspective

PurposeThe purpose of this paper is to analyze the impact of personality and mentorship on expatriates’ psychological well-being. The authors argue that certain personality traits (extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience) have positive effects on expatriates’ psychological well-being and that these personality traits enable them to derive a greater benefit from mentorship. By doing so, this study identifies for which personality traits which type of mentoring (home or host country mentor) is most beneficial.Design/methodology/approachBased on socioanalytic theory, the authors develop theory-driven hypotheses and test them against data of 334 expatriates.FindingsThe study shows that several personality traits as well as home country mentorship have a significant positive impact on psychological well-being, whereas host country mentorship shows no significant positive effects. Moreover, the study indicates that home and host country mentorship partially moderates the relationship between personality traits and psychological well-being.Originality/valueSince the authors derive important implications for the selection process of expatriates as well as for the implementation of mentoring in multinational corporations, this study is of value for researchers and practitioners in the areas of human resource management and organizational studies.

Effect of salesperson personality on sales performance from the customer’s perspective

PurposeDrawing on socioanalytic theory, this paper aims to explore whether a moderation mediation model can describe the mechanism linking salesperson social reputation (perceived stability and plasticity) and performance (customer share of wallet) in relationship marketing. The mediator is the salesperson’s overall equity, and the moderator is the salesperson-customer congruence.Design/methodology/approachA structured questionnaire was used to obtain data from 233 customers, served by 44 personal finance advisors at five banking agencies in Canada.FindingsA multilevel approach showed that both perceived stability and perceived plasticity predict salesperson equity and performance. In addition, the empirical results indicated that the relationship between perceived stability and salesperson performance is partially mediated by salesperson overall equity. However, equity fully mediated the relationship between perceived plasticity and salesperson performance. Finally, the salesperson-customer congruence moderated the effect of both perceived stability and plastic on the salesperson overall equity.Research limitations/implicationsThis research suggests that the moderation mediation model enables predicting the relationship between the perceived personality and performance. From a managerial perspective, the author encourages sales managers to pay attention to salespersons’ equity development as well as their performance. Notably, the author suggests that sales managers support and monitor salespeople with regard to improving their social status as well as their social popularity in their interactions with customers.Originality/valuePrevious research in sales force literature focuses on salespersons’ self-personality to predict sales performance. To the best of the author’s knowledge, this study is the first to show it is important to consider the perceived personality of a salesperson in predicting their performance. This study is also the first to introduce the salesperson reputation concept and its dimensions (perceived stability and plasticity).

Extraversion and adaptive performance: Integrating trait activation and socioanalytic personality theories at work

Both trait activation and socioanalytic personality theories clarify the personality – performance relationship at work. We argue that extraversion needs to be interactively combined with both social competency (socioanalytic theory) and an activating context (trait activation theory) to demonstrate effects on a relevant type of work performance. Specifically, the aim of the present study was to examine extraversion's association with adaptive performance when combined with social competency and context (i.e., climate for personal initiative). Our results demonstrate that the three-way interaction (i.e., extraversion×social competency×climate for initiative) has a significant relationship with adaptive performance, such that the extraversion–performance association is strengthened when both social competency and climate for initiative are heightened. Our findings suggest that personality scholars should consider both socioanalytic and trait activation perspectives when investigating performance prediction. We discuss implications, strengths, limitations, and directions for future research.

The Role of Interpersonal Influence in Counterbalancing Psychopathic Personality Trait Facets at Work

The purpose of this study was to examine the relations of two facets of psychopathic personality (i.e., self-centered impulsivity and fearless dominance) with interpersonally directed counterproductive work behavior (CWB-I) and contextual performance (CP). Consistent with research on psychopathy, our hypothesis suggested that self-centered impulsivity (i.e., behavioral impulsivity characterized by disregard for rules and responsibilities) would be positively related to CWB-I and negatively related to CP. Using socioanalytic theory, we further suggested that fearless dominance (i.e., an egotistical personal style characterized by self-promotion and prioritization of one’s own needs before those of others) would be negatively associated with interpersonal performance (i.e., high CWB-I and low CP) only when individuals indicated low levels of interpersonal influence (i.e., a dimension of political skill reflecting an ability to adapt one’s behavior in subtle, sophisticated, and situationally effective ways). Results provided strong support for the differential relations of the psychopathic personality dimensions with the criteria of interest. Implications for theory, practice, and future research are provided in light of a number of notable strengths and limitations.

Predictors of effective formal mentoring: Is the mentor’s commitment all that matters?

ABSTRACTThe present research explores how the intersection of motivation and ability contributes to mentoring success. Extending the motivation-aptitude model of performance to mentoring effectiveness and building on socioanalytic theory, we examined whether mentor commitment and other mentor attributes impacted supervisors’ evaluation of mentors’ effectiveness. Using self-report and third-party rating data from a sample of 102 mentors and 14 supervisors from a multinational organization, support was found for our hypotheses. Consistent with our theorizing about the importance of supplementing mentor commitment with important aptitudes, the results of the multilevel analyses showed that mentor commitment did not translate to mentoring effectiveness as rated by one’s supervisor when mentors lacked getting along (i.e., self-monitoring and political skill) or getting ahead (learning goal orientation and strategic outlook) attributes.

When can feedback-seeking behavior result in a better performance rating? Investigating the moderating role of political skill

ABSTRACTFeedback-seeking behavior is generally used to acquire job-related information that enables performance improvement. However, it can also be a form of impression management that improves an employee’s reputation. In this study, we show that employees who hold an image enhancement motive are more likely to seek feedback from their supervisors. Further, this feedback-seeking behavior mediates the relationship between the image enhancement motive and task performance ratings, consistent with the self-concept enhancing tactician (SCENT) model. However, we additionally incorporate socioanalytic theory to demonstrate that this indirect effect is moderated: the image enhancement motive translates into greater feedback-seeking behavior and task performance ratings only for employees with high political skill, who are capable of acting on their image enhancement motive successfully.

Mentoring in International Assignments: A Personality Traits Perspective

This study analyzes the impact of the Big Five personality traits (Extroversion, Agreeableness, Conscientiousness, Emotional Stability, and Openness) as well as home- and host-country mentorship on expatriates’ psychological well-being. We argue that expatriates with certain personality traits derive more advantage from mentoring than others do. Based on socioanalytic theory, we develop hypotheses and test them against data of 334 expatriates currently on or recently returned from an international assignment. We find that all Big Five as well as home-country mentorship have a significant positive impact on psychological well-being, while home-country and host-country mentorship partially moderates the relationship between personality traits and psychological well-being

Career Ambition and Performance: A Socio-Analytic Perspective

Career ambition and its relationship with performance are important but understudied. Drawing on the socio-analytic theory, we develop a model of career ambition framed as ‘getting ahead’ and ‘gett...

A multi-rater framework for studying personality: The trait-reputation-identity model.

Personality and social psychology have historically been divided between personality researchers who study the impact of traits and social-cognitive researchers who study errors in trait judgments. However, a broader view of personality incorporates not only individual differences in underlying traits but also individual differences in the distinct ways a person's personality is construed by oneself and by others. Such unique insights are likely to appear in the idiosyncratic personality judgments that raters make and are likely to have etiologies and causal force independent of trait perceptions shared across raters. Drawing on the logic of the Johari window (Luft & Ingham, 1955), the Self-Other Knowledge Asymmetry Model (Vazire, 2010), and Socioanalytic Theory (Hogan, 1996; Hogan & Blickle, 2013), we present a new model that separates personality variance into consensus about underlying traits (Trait), unique self-perceptions (Identity), and impressions conveyed to others that are distinct from self-perceptions (Reputation). We provide three demonstrations of how this Trait-Reputation-Identity (TRI) Model can be used to understand (a) consensus and discrepancies across rating sources, (b) personality's links with self-evaluation and self-presentation, and (c) gender differences in traits. We conclude by discussing how researchers can use the TRI Model to achieve a more sophisticated view of personality's impact on life outcomes, developmental trajectories, genetic origins, person-situation interactions, and stereotyped judgments. (PsycINFO Database Record

Are proactive personalities always beneficial? Political skill as a moderator.

Does proactive personality always enhance job success? The authors of this study draw on socioanalytic theory of personality and organizational political perspectives to study employees' political skill in moderating the effects of proactive personality on supervisory ratings of employee task performance, helping behaviors, and learning behaviors. Multisource data from 225 subordinates and their 75 immediate supervisors reveal that proactive personality is associated negatively with supervisory evaluations when political skill is low, and the negative relationship disappears when political skill is high. Implications and future research directions are discussed.

A Moderated Mediation Model of Personality, Self-Monitoring, and OCB

Drawing on socioanalytic theory, the present study examines a moderated mediation model of personality, self-monitoring, and organizational citizenship behavior. Results from a field study demonstrated that the relationship between self-ratings and observer ratings of personality was moderated by participants’ self-monitoring. Specifically, the relationship between self-rated and observer-rated Agreeableness was higher for low self-monitors, but the relationship between self-rated and observer-rated Conscientiousness was higher for high self-monitors. Last, we found that self-monitoring moderated the indirect effects of self-rated personality on organizational citizenship behavior through observer ratings of personality.

Leader Advancement Motive, Political Skill, Leader Behavior, and Effectiveness: A Moderated Mediation Extension of Socioanalytic Theory

We examine socioanalytic theory from a leadership perspective and extend this research to examine the mediating mechanisms through which leader getting ahead motive and social competence influence leader effectiveness outcomes. A first-stage moderated mediation model was tested and supported, positioning the Leader Motive to Get Ahead × Political Skill interaction as influencing perceived institutional effectiveness and follower satisfaction with one’s leader through leader initiating structure behavior. This research both supports the relevance of socioanalytic theory for predicting leadership outcomes and extends socioanalytic theory to examine a mediating mechanism through which the interaction of the leader getting ahead motive and social competencies affects relevant performance outcomes. Contributions, strengths and limitations, directions for future research, and practical implications are discussed.

What Drives Adult Personality Development? A Comparison of Theoretical Perspectives and Empirical Evidence

Increasing numbers of empirical studies provide compelling evidence that personality traits change across the entire lifespan. What initiates this continuing personality development and how does this development proceed? In this paper, we compare six theoretical perspectives that offer testable predictions about why personality develops the way it does and identify limitations and potentials of these perspectives by reviewing how they hold up against the empirical evidence. While all of these perspectives have received some empirical support, there is only little direct evidence for propositions put forward by the five–factor theory of personality and the theory of genotype → environment effects. In contrast, the neo–socioanalytic theory appears to offer a comprehensive framework that fits the empirical findings and allows the integration of other, more specialized, perspectives that focus on specific aspects of personality development like the role of time, systematic differences between categories of social roles or the active partake of the person himself or herself. We draw conclusions on the likely driving factors for adult personality development and identify avenues for future research. Copyright © 2014 European Association of Personality Psychology

A Conceptual and Empirical Review of the Structure of Assessment Center Dimensions

Although the design, scoring, and interpretation of assessment centers (ACs) commonly focuses on job-relevant dimensions, over three decades of past studies have questioned the evidentiary basis underlying dimension-based interpretations of ACs. This review combines multiple approaches to examine the structure of AC dimensions. First, we consulted the AC, job performance, leadership, and personality literatures to articulate competing models of the dimensions underlying AC ratings. Next, meta-analytic confirmatory factor analysis (CFA) was used to compare the fit of these models to existing AC data. The results supported a model including administrative skills, relational skills, and drive. Third, socioanalytic theory was used as a basis to examine the nomological network of these three broad factors, specifically their relationships with general mental ability and the five factor model of personality. The analyses supported the nomological network of drive and administrative skills but less so for relational skills. These findings are discussed with regard to the construct-related validity of AC dimensions, the fidelity of ACs to the broader criterion domain, and the value of applying generalizable models to the analysis of AC ratings.