Follower-leader HEXACO personality fit and follower work engagement

Based on person-supervisor complementary fit and job demands-resources theory, we examined if discrepancies between leaders’ and followers’ HEXACO personality traits are associated with followers’ work engagement. We expected that when leaders score lower on emotionality compared to their followers, they are an important source of support, leading to increases in follower engagement. Additionally, we argue that discrepancies in follower and leader openness to experience–irrespectively of the direction of this difference–constitute a hindrance to followers, resulting in decreased work engagement. Results from 130 matched follower-leader dyads using polynomial regression analyses supported our hypotheses. We additionally found that followers are more engaged in their work when their leader scores higher on emotionality than they do. These findings highlight the crucial role that the interaction of leaders’ and followers’ personality traits plays for followers’ work engagement, which should be an important consideration for organizations when matching leader-follower dyads.</p

Follower-leader HEXACO personality fit and follower work engagement

Based on person-supervisor complementary fit and job demands-resources theory, we examined if discrepancies between leaders’ and followers’ HEXACO personality traits are associated with followers’ work engagement. We expected that when leaders score lower on emotionality compared to their followers, they are an important source of support, leading to increases in follower engagement. Additionally, we argue that discrepancies in follower and leader openness to experience–irrespectively of the direction of this difference–constitute a hindrance to followers, resulting in decreased work engagement. Results from 130 matched follower-leader dyads using polynomial regression analyses supported our hypotheses. We additionally found that followers are more engaged in their work when their leader scores higher on emotionality than they do. These findings highlight the crucial role that the interaction of leaders’ and followers’ personality traits plays for followers’ work engagement, which should be an important consideration for organizations when matching leader-follower dyads.</p

Who is healthier? A meta-analysis of the relations between the HEXACO personality domains and health outcomes

Researchers and practitioners have long been interested in the relations of basic personality domains with health. Whereas previous meta-analyses have focused on the Big Five traits, we provide the first meta-analysis of the relations between the HEXACO domains, as assessed by HEXACO Personality Inventories, and various health outcomes (k = 276, N = 92,319). In general, relations of the HEXACO domains were strongest with mental health, followed by health behavior, whereas relations with physical health outcomes were weak and largely non-significant. All HEXACO domains were significantly linked to mental health and health behavior outcomes. Extraversion exhibited the strongest correlation with mental health (ρ = .48), whereas Honesty-Humility (ρ = .31), Agreeableness versus Anger (ρ = .25), and Conscientiousness (ρ = .31) were most predictive of health behavior. Physical health was only significantly associated with Emotionality (ρ = −.14) and Conscientiousness (ρ = .10). Honesty-Humility explained incremental variance over the Big Five in several health behavior outcomes, whereas it had little incremental validity for mental and physical health outcomes. Finally, comparing the variance that the HEXACO and the Big Five domains explained in specific health outcomes demonstrated that each personality model occasionally exhibited superior criterion-related validity. Hence, the choice of the more useful personality model could be outcome-dependent

Who is healthier? A meta-analysis of the relations between the HEXACO personality domains and health outcomes

Researchers and practitioners have long been interested in the relations of basic personality domains with health. Whereas previous meta-analyses have focused on the Big Five traits, we provide the first meta-analysis of the relations between the HEXACO domains, as assessed by HEXACO Personality Inventories, and various health outcomes (k = 276, N = 92,319). In general, relations of the HEXACO domains were strongest with mental health, followed by health behavior, whereas relations with physical health outcomes were weak and largely non-significant. All HEXACO domains were significantly linked to mental health and health behavior outcomes. Extraversion exhibited the strongest correlation with mental health (ρ = .48), whereas Honesty-Humility (ρ = .31), Agreeableness versus Anger (ρ = .25), and Conscientiousness (ρ = .31) were most predictive of health behavior. Physical health was only significantly associated with Emotionality (ρ = −.14) and Conscientiousness (ρ = .10). Honesty-Humility explained incremental variance over the Big Five in several health behavior outcomes, whereas it had little incremental validity for mental and physical health outcomes. Finally, comparing the variance that the HEXACO and the Big Five domains explained in specific health outcomes demonstrated that each personality model occasionally exhibited superior criterion-related validity. Hence, the choice of the more useful personality model could be outcome-dependent

Constructive and destructive leadership in job demands-resources theory:A meta-analytic test of the motivational and health-impairment pathways

Integrating the leadership literature with Job Demands-Resources (JD-R) theory, we conducted a pre-registered meta-analysis of the relations of different leadership behaviors with followers’ work engagement and burnout. We found that constructive leadership relates positively to followers’ work engagement (k = 588, (Formula presented.) =.467) and negatively to followers’ burnout (k = 346, (Formula presented.) =−.327), whereas destructive leadership relates negatively to followers’ work engagement (k = 72, (Formula presented.) =−.220) and positively to followers’ burnout (k = 122, (Formula presented.) =.381). We furthermore demonstrated that both followers’ work engagement and burnout partially mediate the relations of both constructive and destructive leadership with followers’ job performance. However, the indirect relation of constructive leadership with followers’ job performance via followers’ work engagement is clearly the strongest, suggesting that leaders stimulate followers’ job performance primarily because they motivate followers. We discuss how the findings of this theory-driven meta-analysis help to integrate leadership research in JD-R theory and generate important insights for leadership behavior and training.</p

Constructive and destructive leadership in job demands-resources theory:A meta-analytic test of the motivational and health-impairment pathways

Integrating the leadership literature with Job Demands-Resources (JD-R) theory, we conducted a pre-registered meta-analysis of the relations of different leadership behaviors with followers’ work engagement and burnout. We found that constructive leadership relates positively to followers’ work engagement (k = 588, (Formula presented.) =.467) and negatively to followers’ burnout (k = 346, (Formula presented.) =−.327), whereas destructive leadership relates negatively to followers’ work engagement (k = 72, (Formula presented.) =−.220) and positively to followers’ burnout (k = 122, (Formula presented.) =.381). We furthermore demonstrated that both followers’ work engagement and burnout partially mediate the relations of both constructive and destructive leadership with followers’ job performance. However, the indirect relation of constructive leadership with followers’ job performance via followers’ work engagement is clearly the strongest, suggesting that leaders stimulate followers’ job performance primarily because they motivate followers. We discuss how the findings of this theory-driven meta-analysis help to integrate leadership research in JD-R theory and generate important insights for leadership behavior and training.</p

Why older employees engage in less counterproductive work behavior and in more organizational citizenship behavior: Examining the role of the HEXACO personality traits

Meta-analytic research has established that age exhibits a small negative correlation with counterproductive work behavior (CWB) and a small positive correlation with organizational citizenship behavior (OCB). However, there is a lack of research examining why these relations exist, although it has been proposed that age-related changes in personality traits might explain these relations. Personality traits are generally assumed to be relatively stable, but small changes do occur across the adult lifespan: Especially those personality domains that are predictive of CWB and OCB change with increasing age. In line with these arguments, the current meta-analytic results (k = 18) demonstrate that HEXACO Honesty-Humility, Emotionality, and Conscientiousness mediate the relation between age and CWB, and that HEXACO Emotionality, Conscientiousness, and Openness to Experience mediate the relation between age and OCB. These results provide evidence that age-related changes in personality can explain the relation of age with these two dimensions of contextual job performance. Limitations and ideas for future research are discussed

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

Practicing psychotherapists are more skilled at downregulating negative emotions than other professionals

Laypeople and psychotherapists alike tend to assume that psychotherapists are more effective than the average population in regulating negative emotions. Being receptive to patients’ distress and being able to downregulate negative emotions are important skills for psychotherapists to provide effective help and sustain their own well-being. We investigated whether psychotherapists react to negative material differently and downregulate emotions more effectively than individuals working in other, nontherapeutic, professions. Practicing psychotherapists (n = 21) and a control group of nontherapists (n = 18) were exposed to pictures designed to elicit negative emotions in varying intensities and were asked to rate their emotional response, first after viewing them naturally and then after choosing and applying one of two given regulation strategies (i.e., distraction and reappraisal). Both groups responded similarly in terms of emotional reactivity and strategy choices, but psychotherapists were more effective than nontherapists in reducing their emotional response after applying emotion regulation strategies. We suggest that psychotherapists’ comparable emotional reactivity and more effective emotion regulation make them well prepared to provide effective help to patients and safeguard their own well-being

Social Value Orientation, Expectations, and Cooperation in Social Dilemmas:A Meta-analysis

Interdependent situations are pervasive in human life. In these situations, it is essential to form expectations about the others' behaviour to adapt one's own behaviour to increase mutual outcomes and avoid exploitation. Social value orientation, which describes the dispositional weights individuals attach to their own and to another person's outcome, predicts these expectations of cooperation in social dilemmas—an interdependent situation involving a conflict of interests. Yet, scientific evidence is inconclusive about the exact differences in expectations between prosocials, individualists, and competitors. The present meta-analytic results show that, relative to proselfs (individualists and competitors), prosocials expect more cooperation from others in social dilemmas, whereas individualists and competitors do not significantly differ in their expectations. The importance of these expectations in the decision process is further highlighted by the finding that they partially mediate the well-established relation between social value orientation and cooperative behaviour in social dilemmas. In fact, even proselfs are more likely to cooperate when they expect their partner to cooperate