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Although employee selection is typically oriented toward the assessment of knowledge, skills, and abilities to identify employees who will complement such an environment, it is perhaps equally important to distinguish employees with the potential to disrupt it. Workers high in narcissistic grandiosity tend to abuse their power and control for personal gain, engage in abusive behaviors toward others, and disobey organizational policies. Across four studies, we sought to develop the Narcissism Interview Scale for Employment (NISE) to assess narcissistic grandiosity. Study 1 created interview questions that elicited responses with narcissistic grandiosity content, structured as both behavioral/situational and work-specific. Study 2 identified the best performing items and developed rating materials. Study 3 demonstrated the NISE is associated with traditional survey assessments of narcissistic grandiosity and predicted interpersonal aggression. Study 4 demonstrated that applicants are likely to perceive the NISE at least as favorably as other popular interview questions. Overall, the results showed that the NISE may be incorporated into the interview process to assess applicant narcissistic grandiosity tendencies, but additional research is needed to further establish the construct validity of the instrument, clarify applicant reactions to its use, and assess its predictive utility across a variety of work contexts.

Two complementary studies were conducted to compare emotional support and instrumental support in the workplace. Study 1 included meta-analyses with 142 independent samples containing 68,354 participants and tested the moderation effects of source of support (supervisor vs. coworker) and support scale type (received vs. availability). Study 2 incorporated a two-wave survey design and objective ratings of participant job demands. Overall, emotional support and instrumental support were strongly correlated and demonstrated a similar pattern of effects with work criteria. However, the emotional support-instrumental support relationship is stronger within occupations higher in emotional labor demands. Moderation effects of support on stressor-criteria relationships were also reviewed among the primary studies in the meta-analysis. For both emotional support and instrumental support, buffering effects and reverse buffering effects were commonly found, which indicates that contextual factors need to be considered to determine when support mitigates or exacerbates the effect of stressors on work criteria. Moderation effects of source of support (supervisor vs. coworker) and support scale type (received vs. availability) were also tested. In general, support was more strongly correlated with criteria when the source of support was the supervisor and the scale included items about the availability of support. The findings from the two studies provide researchers and practitioners a guide for when emotional support and instrumental support converge or diverge. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

As a departure from traditional situational perspectives, researchers have given increased attention to the dispositional basis of attitudes. Recently, Hepler and Albarracín (2013) introduced a construct that they called "dispositional attitude" and provided validity evidence for a new scale--the Dispositional Attitude Measure (DAM). Although the DAM was introduced as a "new" approach for assessing the dispositional component of attitudes, there is considerable conceptual similarity between it and the Neutral Objects Satisfaction Questionnaire (NOSQ; Judge & Bretz, 1993; Weitz, 1952). In a series of 4 studies, we attempt to replicate the predictive validity of the DAM and empirically examined the distinctiveness of the DAM from the NOSQ. Our findings suggest that the DAM does not consistently predict attitudes (e.g., attitudes toward fictional consumer products, attitudes toward common objects, job satisfaction) after the NOSQ is controlled. As a whole, our results suggest that the DAM and NOSQ assess the same underlying construct and both are valid measures of the dispositional basis of attitudes., ((c) 2015 APA, all rights reserved).)