Okay, it's past time for a research update. Let's see what's going on out there:
- Looking to get a better salary offer? Research by Thorsteinson suggests that you shouldn't be afraid to aim high...
- Trying to hire for creativity? You'll be interested in Madjar et al.'s research that indicated that depending on the type of creativity you're after (i.e., radical or incremental) both personal and environmental factors play a role. For example, if you're after radical creativity, look for a willingness to take risks and career commitment.
- You stats guys and gals out there will want to check out Johnson et al.'s study that investigated common method variance (CMV). Specifically, they found that by applying different types of remedies for CMV, they altered the relationship between two variables (core self-evaluation and job satisfaction). Something to consider when investigating criterion-related validity.
- Speaking of core self-evaluation, Chen disputes the inclusion of several factors in the concept, and argues that problems exist with its convergent and discriminant validity.
- Observer ratings of personality are hot. And Oh, Wang, and Mount get into the action with their study that found (as other have) that observer ratings yield higher predictive validities than self-reports. Now if we only had an easily-accessible database of observer ratings...
- Do hiring managers really discriminate against obese individuals? Yep, as Agerstrom and Rooth show. Specifically, scores on the implicit association test predicted whether hiring managers were likely to invite obese applicants for an interview.
- Looking to increase the number of staff that exhibit organizational citizenship behaviors? (ya know, things like helping out a co-worker when they don't have to) You might look first to the supervisor, as Yaffe and Kark demonstrate.
- A recent study that found that more women on a team increased group performance garnered some press, but the real story was the predictive role played by social competence (which women happened to score higher on). The authors pondered whether social competence could be trained, thus increasing group performance. Well, a new study by Kotsou et al. seems to suggest just that, showing that a group-format intervention increased emotional competence in adults (it also resulted in lower cortisol secretion and better subjective and physical well-being).
- Speaking of trying to maximize team performance, a study by Humphrey et al. found that both short- and long-term team performance was highest when variance in conscientiousness scores was lowest but variance in extroversion was highest. What does this mean? It suggests that people perform best when around others with similar levels of conscientiousness but perform better when working with people that vary in their levels of extroversion. Fascinating, and something to consider when hiring for or building teams.
- And speaking (again) of emotional competence, Seal et al. describe the development of a new measure of social and emotional development.
- Finally there is Hee et al. with an important study of prejudice. Specifically, the authors found that prejudice against out-group members increases with in-group size and perceptions of homogeneity among both the in-group and out-group. In addition to validating the importance of intergroup contact, this research suggests prejudice may be reduced when dealing with small groups and increasing an understanding of the differences within each group. Makes a lot of sense.
Last but not least, for you IPAC members don't forget that presentations from the just-concluded conference (which I heard was a rousing success) are starting to be posted in the members-only portion of the website. Good stuff!