Aggression, avoidance, shame and narcissism in fragile masculinity

The overwhelming representation of males in physically aggressive acts and violent crime suggests that masculinity contributes to the gender discrepancy. Fragile masculinity, a term denoting the cultural mandate and the individual’s perception that manhood is precarious, has been posited as particularly meaningful in understanding the etiology of aggression and relational avoidance in men. Empirical work suggests that there is a link among these constructs (Vandello, 2013), but the literature has not fully explored variables that may inform or impact these connections. Based on psychodynamic theories of narcissism, shame and aggression, this study aimed to empirically test their impact. Mediation and moderation analyses were conducted to better understand the role of fragile masculinity, narcissism, and shame in contributing to enactments of aggression and avoidance of relationships, and they proved to be significant. In a random sample (n = 302) of males in the United States, strong evidence demonstrated a mediating effect of narcissism, including grandiose and vulnerable narcissism as well as entitlement rage, between fragile masculinity, and trait aggression, state aggression, as well as relational avoidance. A bootstrapping procedure confirmed the significance of mediation effects. Further, half of the male participants (n = 153) listened to a shame inducing audio scenario, and the other half (n = 149) listened to a neutral scenario to determine if those who are currently experiencing state shame would endorse higher state aggression. State shame moderated the association between entitlement rage and state aggression. Results suggest that the combination of fragile masculinity with narcissism and state shame is critical to consider in prevention and treatment of aggression and relational avoidance

Cross-cultural evidence for the influence of positive self-evaluation on cross-cultural differences in well-being

Poster Session F - Well-Being: abstract F197We propose that cultural norms about realism and hedonism contribute to the cross-cultural differences in well-being over and above differences in objective living conditions. To test this hypothesis, we used samples from China and the United States. Results supported the mediating role of positive evaluative bias in cross-cultural differences in well-being.postprin

Values and need satisfaction across 20 world regions

Poster Session F - Motivation/Goals: abstract F78Intrinsic valuing predicts the satisfaction of psychological needs (Niemiec, Ryan, & Deci, 2009). We conceptually replicate and extend this finding across 20 world regions. In multi-level models, Schwartz’s (1992) self-transcendence value was positively related to autonomy, competence, and relatedness satisfaction, even when controlling for the Big Five.postprin

Examining Generational Differences in the Workplace: Work Centrality, Narcissism, and Their Relation to Employee Work Engagement

In the workplace of today, an unprecedented four generations of workers work side by side. While this blend of generations adds valuable diversity to the workforce, it also adds complexity. Despite popular interest in the subject of generations in the workplace, systematic research of the specific generational differences of work centrality, narcissism, and their relation to employee engagement is limited. It is vital to examine the possibility of significant generational differences in order for HRD practitioners and scholars to understand the focus and direction of strategies intended to improve individual and organizational performance. Using a quantitative research methodology, an online survey was conducted with of Baby Boomer, Generation X and Millennial generation employees ages 18 - 69 in small to mid-size organizations from fourteen different industry sectors in Midwestern United States (N=405) . The study did not find statistically significant generational differences regarding work centrality and narcissism among the Baby Boomer, Generation X, and Millennial generations, yet did determine significant generational differences regarding employee engagement among the Baby Boomer and Millennial cohorts. Two noteworthy findings of the study have the most significant implications for HRD: decreasing employee engagement for the Millennial generation and, that work centrality can predict employee engagement. These findings extend the current knowledge regarding work centrality and employee engagement and suggest HRD practitioners and scholars can best manage the different generations by developing and implementing strategies that increase and sustain high levels of work centrality and foster employee engagement to ensure optimum workforce performance

Using Habituation and Affective Forecasting to Distinguish When the Passive Enjoyment of Harm Begets the Active Pursuit of Aggression

Understanding the antecedents and impellers of aggression is key to preventing violence, and individual differences have been identified as some of the key factors of interest in the study of aggression. Antisocial personality traits such as psychopathy, Machiavellianism, Narcissism, and Sadism have received considerable focus from researchers. Among these traits, Sadism stands above them all as arguably the most malevolent of all trait constructs in psychology. Sadism shows the strongest correlations with aggression among malevolent traits and is uniquely linked to unprovoked aggression, even when it is costly. Sadism thus represents an extreme risk factor for aggression, and studying its roots and nomological network are essential. One closely- related construct of interest is schadenfreude–the experience of joy at another’s pain. The present study examined two possible mechanisms by which the passive enjoyment of harm (i.e., schadenfreude) may beget a desire to actively pursue harm among those high in Sadism: habituation to schadenfreude and affective prediction errors in schadenfreude. Results found that although individuals high in Sadism have a desire to cause harm to others, and habituate to schadenfreude faster than those low in Sadism, this habituation did not influence their desire to aggress, nor mediate the relationship between Sadism and a desire to aggress. In addition, Sadism was not related to schadenfreude forecasting errors, nor were forecasting errors related to a desire to harm, nor did they mediate the relationship between Sadism and a desire to aggress. Ultimately these results identify the experience of pleasure from another person’s suffering as a possible risk factor for aggression among individuals high in Sadism, and represents an avenue for violence intervention among these people

A Cross-cultural Comparative Study of Dark Triad and Five-Factor Personality Models in Relation to Prejudice and Aggression

When examining socially malevolent outcomes in the form of prejudice and aggression, previous research on the Dark Triad and five-factor personality models has failed to consider potential cross-cultural differences. A deeper understanding of cross-cultural variations is necessary because these factors represent important social problems and risks. Prior investigation has so far only established preliminary relationships between the Dark Triad and the Big Five model and these outlined associations influence prejudice and aggression. Accordingly, this thesis consisted of two phases. The first examined interrelationships between Dark Triad traits (psychopathy, narcissism, and Machiavellianism) and Big Five personality dimensions (extraversion, neuroticism, agreeableness, openness, conscientiousness) in UK and Russian samples. The second used the results from the initial phase to inform the baseline of a predictive model, which was extended. Both phases used cross-sectional designs, correlation-based methods of analysis (e.g., confirmatory factor analysis, structural equation modelling with mediation, path analysis and invariance analysis), and large samples, comprising a range of backgrounds and ages. The analysis identified the strongest and weakest relationships between personality traits and prejudice and aggression. This research made an original contribution to existing literature by identifying novel relationships

An Investigation of Key Personality Traits of Managers and Executives

The current study examined the key personality traits of executives and managers, and its relationship with their career satisfaction. Executives and managers consists of the top management and their personality has important implications for the performance and development of an organization. The present study attempted to understand the commonalities and differences between the broad and narrow personality traits of executives and managers. Archival data on personality traits and career satisfaction of executives and managers working in different industries around the United States was extracted from eCareerfit.com. Data was analyzed using Independent t-test, Pearson correlation and Fisher’s Z test. The overall results show significant difference among managers and executives on nine personality traits, with executives scoring higher on seven personality traits. No significant difference in the correlation between the nine personality traits and career satisfaction of managers and executives were found. A discussion of all the broad and narrow personality traits is offered

False beliefs and naive beliefs: They can be good for you

Naive physics beliefs can be systematically mistaken. They provide a useful test-bed because they are common, and also because their existence must rely on some adaptive advantage, within a given context. In the second part of the commentary we ask questions about when a whole family of misbeliefs should be considered together as a single phenomenon