Comparing domain- and facet-level relations of the HEXACO personality model with workplace deviance:A meta-analysis

Personality research suggests that the prediction of organizational behavior can be improved by examining the criterion-related validity of narrow personality facets. In the current study, we provide meta-analytic effect size estimates (k = 29) for the relations of all HEXACO domains and facets with workplace deviance and re-analyze available data (k = 9) to compare the criterion-related validity of the HEXACO domains with that of their constituent facets. Findings provided evidence for a masking effect among the facets of Honesty-Humility and a cancellation effect among the facets of Openness to Experience. Furthermore, facets generally outperformed domains in predicting workplace deviance. This was most notable for the Fairness facet, which explained almost as much variance in workplace deviance as all six HEXACO domains combined. These results suggest that using a few HEXACO facets to predict workplace deviance can be more efficient than using all six broad domains

Comparing domain-and facet-level relations of the HEXACO personality model with workplace deviance

Personality research suggests that the prediction of organizational behavior can be improved by examining thecriterion-related validity of narrow personality facets. In the current study, we provide meta-analytic effect sizeestimates (k= 29) for the relations of all HEXACO domains and facets with workplace deviance and re-analyzeavailable data (k= 9) to compare the criterion-related validity of the HEXACO domains with that of theirconstituent facets. Findings provided evidence for a masking effect among the facets of Honesty-Humility and acancellation effect among the facets of Openness to Experience. Furthermore, facets generally outperformeddomains in predicting workplace deviance. This was most notable for the Fairness facet, which explained almostas much variance in workplace deviance as all six HEXACO domains combined. These results suggest that using afew HEXACO facets to predict workplace deviance can be more efficient than using all six broad domains

A Multilab Replication of the Ego Depletion Effect

There is an active debate regarding whether the ego depletion effect is real. A recent preregistered experiment with the Stroop task as the depleting task and the antisaccade task as the outcome task found a medium-level effect size. In the current research, we conducted a preregistered multilab replication of that experiment. Data from 12 labs across the globe (N = 1,775) revealed a small and significant ego depletion effect, d = 0.10. After excluding participants who might have responded randomly during the outcome task, the effect size increased to d = 0.16. By adding an informative, unbiased data point to the literature, our findings contribute to clarifying the existence, size, and generality of ego depletion

A meta-analysis of the relations between personality and workplace deviance: Big Five versus HEXACO

We present a comprehensive meta-analysis of the relations between personality and workplace deviance. More specifically, we compared the validities of the Big Five domains with those of the HEXACO domains for predicting workplace deviance. We found that HEXACO Honesty-Humility shows the strongest relation with workplace deviance, followed by Conscientiousness (Big Five and HEXACO)and Agreeableness (Big Five and HEXACO). Big Five Neuroticism (positively)and HEXACO Emotionality (negatively)also correlate with workplace deviance. However, HEXACO and Big Five Openness to Experience and Extraversion do not contribute substantially to the prediction of workplace deviance. For the most part, these results support the conceptual differences between the Big Five and the HEXACO personality models. We also found that the HEXACO domains (31.97%)explain more variance in workplace deviance than the Big Five domains (19.05%). Consequently, the HEXACO model appears to be a viable alternative to the Big Five model when predicting and explaining levels of workplace deviance. Theoretical and practical implications of the findings as well as limitations and future research ideas are discussed

A Multilab Replication of the Ego Depletion Effect

10.1177/1948550619887702SOCIAL PSYCHOLOGICAL AND PERSONALITY SCIENCE12114-2

A Multilab Replication of the Ego Depletion Effect

status: publishe

Multi-Lab Replication Reveals A Small but Significant Ego Depletion Effect

There is an active debate regarding whether the ego depletion effect is real. A recent pre-registered experiment with the Stroop task as the depleting task and the antisaccade task as the outcome task found a medium level effect size. In the current research, we pre-registered a multi-lab collaborating project to replicate that experiment. Data from twelve labs across the globe (N = 1775) revealed a small but significant ego depletion effect, g = 0.12, CI95 = [0.02, 0.21]. The data also provided some evidence in support of a moderating effect of individual differences in lay theory about willpower, such that participants with an unlimited-resource theory evinced a weaker depletion effect. Finally, a series of auxiliary analyses provided important implications for future studies investigating the robustness of ego depletion, such that strictly controlled experimental settings and outcome tasks with medium difficulty might be better for observing a stronger depletion effect