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Maladaptive personality constructs, measures, and work behaviors: Scientific background and employment practice recommendations

Dilchert, S., Ones, D. S., & Krueger, R. F.
Industrial and Organizational Psychology, 7, 98-110.
(2014)

Important changes have been occurring in the clinical psychology literature that are relevant to how maladaptive personality characteristics are conceptualized, measured, and used in workplace applications. We aim to clarify distinctions among maladaptive personality traits, measures of maladaptive personality constructs, and their behavioral consequences at work. In pursuing a connection between the industrial–organizational (I–O) and clinical psychology literatures on maladaptive personality, we distinguish maladaptive constructs, maladaptive measures, and maladaptive work behaviors. Conceptual clarification and linguistic precision are essential, as their distinctions are not merely academic but have important consequences for workplace research and practice.

Review of Non-Verbal IQ Test

Dilchert, S.
In J. F. Carlson, K. F. Geisinger, & J. L. Johnson (Eds.),
Mental measurements yearbook (19th ed., pp. 491-494). Lincoln, NE: University of Nebraska Press.
(2014)

This review provides information about the development, reliability, and validity of the Non-Verbal IQ Test (NVIQT). The NVIQT is a nonverbal measure of cognitive ability, developed to assess spatial ability and pattern recognition. The stated purpose of the test is to serve as a measure of intelligence that minimizes irrelevant cultural or educational influences on test scores. The technical manual accompanying the test does not further delineate the nature of the construct that the test is intended to assess. Limited information is provided on the intended target population or intended uses of the test…

Openness in cross-cultural work settings: A multi-country study of expatriates

Albrecht, A.-G., Dilchert, S., Deller, J., & Paulus, F. M.
Journal of Personality Assessment, 96, 64-75.
(2014)

Openness plays an important role in determining what kind of experiences individuals seek out not only in their personal lives, but also in work environments. The objectives of this study were (a) to examine the influence of openness and its facets on the decision to work abroad and (b) to study whether employees’ openness relates to cross-cultural adjustment as well as job and life satisfaction. We investigated these questions among a sample of 2,096 expatriates. In addition to self-reports of openness and cross-cultural adjustment, ratings of subjects’ adjustment were also obtained from 928 knowledgeable others. The openness facets of actions, ideas, and values appear to be good predictors of acceptance of international assignments. In addition, global Openness and its facets Openness to actions and feelings relate to self- and other ratings of cross-cultural adjustment.

The well-rounded, green MBA

Dilchert, S.
The MBA Series – Guest Articles by Leaders in Business Education. http://www.triplepundit.com/2013/10/rounded-green-mba/.
(2013)

The MBA Series – Guest Articles by Leaders in Business Education.
What are the lessons we want our future leaders to experience before they take the helm of some of the world’s most impactful organizations?

Construct- and criterion-related validity of the German Core Self-Evaluations Scale: A multi-study investigation

Albrecht, A.-G., Paulus, F. M., Dilchert, S., Deller, J., & Ones, D. S.
Journal of Personnel Psychology, 12, 85-91.
(2013)

This research presents an in-depth investigation of the core self-evaluations (CSE) construct in several German samples. The English language (U.S.-American) version of the Core Self-Evaluations Scale (CSES; see Judge, Erez, Bono, & Thoresen, 2003) was adapted and translated into German. The study expands knowledge of CSE relationships with work-relevant experience constructs by providing the first reports of relationships with professional experience and job tenure. Criterion-related validities were examined for grade point average, organizational citizenship behaviors, and turnover intentions, extending English language based findings to a new language and cultural context (German) for the first time. The explicit examinations of the German CSES and other demographic (age, gender) and experience variables (organizational tenure) also provide the first investigations of these relationships, advancing the knowledge about the nomological network of the CSE construct. A constructive discussion of CSE measurement issues (frame of reference and item-specific response styles) is provided in order to improve future CSE measurement.

Age and environmental sustainability: A meta-analysis

Wiernik, B. M., Ones, D. S., & Dilchert, S.
Journal of Managerial Psychology, 28, 826-856.
(2013)

Research has shown that individuals of different ages hold different environmental attitudes and perform environmental behaviors of different kinds and to varying degrees. The strength and direction of age-effects observed across studies has been inconsistent, however. This study examined the relationship between age and a variety of environmental sustainability-related psychological variables using meta-analytic techniques.
Methodology: Relationships between age and environmental concern, environmental values, attitudes toward environmental behaviors, environmental awareness, environmental knowledge, environmental motives, environmental intentions, and pro-environmental behaviors were examined. Data from relevant studies between 1970 and 2010 were meta-analyzed to determine the magnitudes of relationships between age and environmental variables, and to investigate whether effects generalize across studies.
Findings: Most relationships were negligibly small. Small but generalizable relationships indicated that older individuals appear to be more likely to engage with nature, avoid environmental harm, and conserve raw materials and natural resources.
Value: Stereotypes about age-differences in environmental sustainability are commonly held in organizations. If work and organizational psychologists are to encourage and help individuals to be more environmentally responsible at work, understanding how age affects these efforts is imperative. By meta-analytically estimating age-differences in environmental sustainability variables, the present study helps to dispel erroneous stereotypes and guide organizations to implement effective environmental interventions.

Gewissenhaftigkeit

[Conscientiousness]
Dilchert, S., & Ones, D. S.
In W. Sarges (Ed.),
Management-Diagnostik (4th ed., pp. 323-332).
Göttingen, Germany: Hogrefe.
(2013)

Gewissenhaftigkeit umfasst – wie die meisten Konstrukte höherer Ordnung – eine Vielzahl zusammenhängender, aber dennoch konzeptionell unterschiedlicher Facetten. Ziel dieses Kapitels ist es, die Bedeutung des psychologischen Konstrukts, einschließlich seiner wichtigsten Facetten, zu skizzieren und eine Übersicht darüber zu geben, wie es mit dem Arbeitsleben von Managern zusammenhängt.

Counterproductive work behaviors: Concepts, measurement, and nomological network

Ones, D. S., & Dilchert, S.
In K. F. Geisinger, B. A. Bracken, J. F. Carlson, J.-I. C. Hansen, N. R. Kuncel, S. P. Reise, & M. C. Rodriguez (Eds.),
APA handbook of testing and assessment in psychology (pp. 643-659).
Washington, DC: American Psychological Association.
(2013)

The work psychology literature has collectively referred to undesirable employee behaviors as counterproductive work behavior (CWB). In the quest to better understand this construct, this chapter offers a measurement-based, quantitative, psychological perspective. The purpose is to provide an overview of CWB and its measurement in work psychology. To this end, first the construct space for CWB is defined, locating it in models of job performance. Second, competing definitions from the literature and the strengths and weaknesses of each are summarized. Third, both broad measures and specific indicators of the construct and its lower order factor structure are described. Fourth, the reliability of scale scores in this domain is reviewed. Fifth, the measurement of CWB using observer reports is discussed. Sixth, findings on individual-differences correlates of CWB measures from the meta-analytic literature are summarized. The authors also offer some recommendations for better conceptualization and measurement of the CWB construct domain.

Measuring, understanding, and influencing employee green behaviors

Ones, D. S., & Dilchert, S.
In A. H. Huffman & S. R. Klein,
Green organizations: Driving change with I-O Psychology (pp. 115-148).
New York: Routledge.
(2013)

In this chapter, we first highlight evidence that environmental sustainability and responsibility are increasingly valued by many corporations. Second, we delineate environmental sustainability constructs at both the organizational and individual levels of analysis. At the organizational level, we distinguish environmental performance from social responsibility, and highlight how each is related to organizational financial performance. At the individual level, we distinguish between general pro-environmental behaviors and employee green behaviors. We also discuss how employee green behaviors relate to constructs such as employee engagement, task performance, organizational citizenship behaviors, counterproductive work behaviors, and organizational tenure. Third, we describe a taxonomy of employee green behaviors, noting functional and motivational differences among categories. Fourth, we review person-based approaches (recruiting, staffing) and intervention-based approaches (training, motivational interventions) that can be used to influence employee green behaviors in organizations. We conclude by highlighting streams of employee-focused research that will contribute to improving environmental sustainability of organizations.

Environmental sustainability at work: A call to action

Ones, D. S., & Dilchert, S.
Industrial and Organizational Psychology, 5, 444-466.
(2012)

As world economies and organizations transform to minimize, mitigate, and neutralize their environmental impact and adapt for environmental sustainability, industrial and organizational psychologists are uniquely positioned to aid in these efforts. Industrial and organizational (I–O) psychology has a central role to play and a duty to contribute to organizational greening initiatives. In making our case, we first describe how economic activities, organizations, and workplaces of today are in the midst of unprecedented change in terms of their impacts on and relations with the natural environment. To ensure conceptual clarity, we then delineate environmental sustainability constructs that are relevant in work settings and distinguish them from related concepts (e.g., social responsibility). We also provide an overview of psychological contributions to environmental sustainability and note that so far there is limited I–O psychological research and application. We conclude by describing ways in which I–O psychologists can contribute.