Australian School of Business

Background: Recent work suggests that 2 biologically based traits convey risk for alcohol misuse: reward sensitivity ⁄ drive and (rash) impulsiveness. However, the cognitive mechanisms through which these traits convey risk are unclear. This study tested a model predicting that the risk conveyed by reward sensitivity is mediated by a learning bias for the reinforcing outcomes of alcohol consumption (i.e., positive alcohol expectancy). The model also proposed that the risk conveyed by rash impulsiveness (RI) is mediated by drinkers' perceived ability to resist alcohol (i.e., drinking refusal self-efficacy). Methods: Study 1 tested the model in a sample of young adults (n = 342). Study 2 tested the model in a sample of treatment-seeking substance abusers (n = 121). All participants completed a battery of personality, cognitive, and alcohol use questionnaires and models were tested using structural equation modeling. Results: In both studies, the hypothesized model was found to provide a good fit to the data, and a better fit than alternative models. In both young adults and treatment-seeking individuals, positive alcohol expectancy fully mediated the association between reward sensitivity and hazardous alcohol use. For treatment seekers, drinking refusal self-efficacy fully mediated the association between RI and hazardous drinking. However, there was partial mediation in the young adult sample. Furthermore, neither trait was directly associated with the other cognitive mediator. Conclusions: The hypothesized model was confirmed on a large sample of young adults and replicated on a sample of treatment-seeking substance abusers. Taken together, these findings shed further light on the mechanisms through which an impulsive temperament may convey risk for alcohol misuse.

A sample of 523 newly ordained female Anglican clergy in England, Ireland, Scotland and Wales completed the Eysenck Personality Profiler (EPP). The data demonstrated that the female clergy tended to be less extravert than women in general, less neurotic than women in general, and less toughminded than women in general. These findings help to clarify the way in which women clergy tend to project a characteristically masculine personality profile in respect of one major dimension of personality (neuroticism), but a characteristically feminine personality pro file in respect of the other two major dimensions of personality (psychoticism and extraversion).

We examine the relationship between lateral preference, the Five Factor Model of personality, risktaking propensity and maverickism. We take an original approach by narrowing our research focus to only functional aspects of maverickism. Results with 458 full-time workers identify lateral preference as a moderator of the neuroticism-maverickism relationship. Extraversion, openness to experience and low agreeableness were also each found to predict maverickism. The propensity of individuals high in maverickism to take risks was also found to be unaffected by task feedback. Our results highlight the multifaceted nature of maverickism, identifying both personality and task conditions as determinants of this construct.

Reproduction in any form (including the internet) is prohibited without prior permission from the Society Table 4. Regression results between the learning scales and university outcomes in Study 1 University outcomes Multi-scale performance Learning scale

Previous research shows that correlations tend to increase in magnitude when individuals are aggregated across groups. This suggests that uncorrelated constellations of personality variables (such as the primary scales of Extraversion and Neuroticism) may display much higher correlations in aggregate factor analysis. We hypothesize and report that individual level factor analysis can be explained in terms of Giant Three (or Big Five) descriptions of personality, whereas aggregate level factor analysis can be explained in terms of Gray's physiological based model. Although alternative interpretations exist, aggregate level factor analysis may correctly identify the basis of an individual's personality as a result of better reliability of measures due to aggregation. We discuss the implications of this form of analysis in terms of construct validity, personality theory, and its applicability in general. Copyright © 2003 John Wiley & Sons, Ltd.

The authors evaluate a model suggesting that the performance of highly neurotic individuals, relative to their stable counterparts, is more strongly influenced by factors relating to the allocation of attentional resources. First, an air traffic control simulation was used to examine the interaction between effort intensity and scores on the Anxiety subscale of Eysenck Personality Profiler Neuroticism in the prediction of task performance. Overall effort intensity enhanced performance for highly anxious individuals more so than for individuals with low anxiety. Second, a longitudinal field study was used to examine the interaction between office busyness and Eysenck Personality Inventory Neuroticism in the prediction of telesales performance. Changes in office busyness were associated with greater performance improvements for highly neurotic individuals compared with less neurotic individuals. These studies suggest that highly neurotic individuals outperform their stable counterparts in a busy work environment or if they are expending a high level of effort.

This study investigated personnel directors and managers' willingness to revise their current selection procedures as a result of both their attitude towards disabled persons and their knowledge of the Disability Discrimination Act 1995 (DDA). The DDA states that 'reasonable adjustments' must be made to the selection process for persons with a disability to enable them to compete on an equal level with non-disabled candidates. Results showed that employer willingness to comply with the Act is predicted by attitude towards disabled people and knowledge of the legislation. The results are discussed in terms of the likely impact that the DDA will have on the employment situation for persons with a disability and the factors which might aVect its success.

Objective: Although disinhibition is widely implicated in impulse-control related psychopathologies, debate remains regarding the underlying approach and avoidance processes of this construct. In two studies, we simultaneously tested three competing models in which varying levels of extraversion, neuroticism and hemispheric lateral preference are associated with disinhibition. Method: In both studies (Study 1, N = 92; Study 2, N = 124), participants were randomly allocated to one of two versions of the Go/No Go task: one where participants were primed through reward to make more 'go' responses and another where no such priming occurred. Neuroticism, extraversion and hemispheric lateral preference measures were also collected. Results: Across both studies, disinhibition was greatest in individuals who reported both a left hemispheric lateral preference and high neuroticism. This pattern was only found for those who were primed through reward to make more 'go' responses. There was no association with extraversion. Conclusions: Contrary to previous research, our results suggest that left hemispheric asymmetry and neuroticism and not extraversion drives disinhibited approach, following the establishment of a pre-potent approach response set. This has salient implications for the theoretical understanding of disinhibited behavior as well as for the study of continued maladaptive approach behavior.

In this article, we attempt to integrate Dickman's (1990) descriptive concept of Functional Impulsivity (FI) with Gray's (1970, 1991) Reinforcement Sensitivity Theory (RST). Specifically, we consider that FI bears great conceptual similarity to Gray's concept of rewardreactivity, which is thought to be caused by the combined effects of a Behavioral Activation System (BAS) and Behavioral Inhibition System (BIS). In our first study, we examine the construct validity and structural correlates of FI. Results indicate that FI is related positively to measures of BAS and Extraversion, negatively to measures of BIS and Neuroticism, and is separate from Psychoticism and typical trait Impulsivity, which Dickman calls Dysfunctional Impulsivity (DI). In our second study, we use a go/no-go discrimination task to examine the relationship between FI and response bias under conditions of rewarding and punishing feedback. Results indicate that FI, along with two measures of BAS, predicted the development of a response bias for the rewarded alternative. In comparison, high DI appeared to reflect indifference toward either reward or punishment. We consider how these findings might reconcile the perspectives of Gray and Dickman and help clarify the broader understanding of Impulsivity.

This study examined the relationship between ear preference, personality, and performance ratings on 203 telesales staff. Social desirability scores were a significant predictor of two relatively independent sets of supervisor ratings (actual performance and developmental potential) in interaction with ear preference. It was found that the social desirability scale was a significant positive predictor for staff preferring a right ear headset, but a negative predictor for staff preferring a left ear headset. These results were interpreted in terms of different strategies used to achieve successful sales.

Executive functioning relates to cognitive processes that are effortful and controlled, whereas processes underlying personality are assumed to be routine and automatic (Elliot & Thrash, 2002; 2010). We evaluated potential influences between these dual systems by examining the link between executive functioning and biologically based personality measures associated with original reinforcement sensitivity theory (o-RST) and revised reinforcement sensitivity theory (r-RST). Results showed that flight (a tendency to commit to poorly planned, escape behavior) negatively predicted executive functioning. We find partial support for the general hypothesis of links between the dual systems. Generally, r-RST was a better predictor of executive functioning than o-RST. The proposed structure of the r-RST measurement model was confirmed.

This paper investigated the relationship between the total number of Can|t Decide "CD# scores on an extensive "339 item#\ computer administered personality test "Eysenck Personality Pro_ler^EPP# and the personality trait scores from that test[ Across a diverse range of occupational groups\ the CD score was moderately\ positively correlated with Neuroticism "r 9[13\ P ³ 9[990# but the size of the correlation varied substantially according to the occupational group of the test!takers[ Moderated regression analysis indicated that the average psychoticism score of the group interacted with CDs to predict an individual|s neuroticism[ This relationship shows how the tough!mindedness of the {occupational culture|\ as de_ned by the scores of peers\ moderates neuroticism of the participants[ The results underpin the importance of looking at test! taking styles and how they interact with the environment[ This quasi!experimental study represents a new approach to investigating neuroticism\ whilst avoiding the ethical issues of conducting actual experimental studies[ Þ 0888 Elsevier Science Ltd[ All rights reserved[

The Eysenck Personality Questionnaire-Revised (EPQ-R), the Eysenck Personality Pro®ler Short Version (EPP-S), and the Big Five Inventory (BFI-V4a) were administered to 135 postgraduate students of business in Pakistan. Whilst Extraversion and Neuroticism scales from the three questionnaires were highly correlated, it was found that Agreeableness was most highly correlated with Psychoticism in the EPQ-R and Conscientiousness was most highly correlated with Psychoticism in the EPP-S. Principal component analyses with varimax rotation were carried out. The analyses generally suggested that the ®ve factor model rather than the three-factor model was more robust and better for interpretation of all the higher order scales of the EPQ-R, EPP-S, and BFI-V4a in the Pakistani data. Results show that the superiority of the ®ve factor solution results from the inclusion of a broader variety of personality scales in the input data, whereas Eysenck's three factor solution seems to be best when a less complete but possibly more important set of variables are input.

Just over two hundred telephone sales sta completed the Eysenck Personality Inventory (EPI) and Honey and Mumford's Learning Styles Questionnaire (LSQ). Extraversion was highly correlated both positively and negatively with three of the four LSQ measures. The lie scale from the EPI was also systematically correlated with the Activist and Re¯ector scales of the LSQ. Both the EPI and LSQ traits were modestly correlated with two criteria: ratings of Actual Performance and Development Potential. Regressions were used to determine the best predictors of the two ratings measures. Personality variables (extraversion, neuroticism) and certain learning styles (re¯ector, pragmatist) were statistically signi®cant predictors of rated performance, though they accounted for less than 10% of the explained variance. The results concur with recent meta-analytical studies that show personality variables account for a small but important amount of variance in measures of work performance.>

The present study investigated how demographic, personality, and climate variables act to predict departmental theft. Participants in the current field survey were 153 employees from 17 departments across two stores. The results of confirmatory factor analyses supported the construct validity of the Big Five Inventory (John, Donahue, & Kentle, 1991) and the Occupational Climate Questionnaire (Furnham & Gunter, 1997) in UK work settings. The results of regression analysis indicate that the variability in departmental theft is accountable in terms of a linear combination of demographic, personality, and climate factors. We concluded that an expanded theoretical perspective (utilizing demographic, personality, and climate variables) explained more variance than might otherwise be expected from any single perspective. Indeed, climate, personality, and demographic variables operated legitimately at the departmental level. Finally, we explained aggregated personality as a form of social interaction which is the by-product of individual differences.

ABSTRACT This study investigates the effects of executive mobility on the viability of the firms executives have left behind. While prior work has demonstrated the strong negative effect of departing executives, inadequate attention has been paid to the role of these executives' functional background.