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Given that job boredom is experienced by more than half of the workforce on a daily basis, more scientific research on its potential outcomes and moderators is warranted. This study examined whether daily fluctuations in job boredom are associated with daily increases or decreases in counterproductive work behavior and organizational citizenship behavior, and whether individual differences in cognitive reappraisal moderated these relationships. Our hypotheses were tested in a daily diary study (396 daily observations); results indicated that the predicted positive relationships of job boredom with both active and passive counterproductive work behavior were supported, whereas the direction of the relationship between job boredom and organizational citizenship behavior was person-specific. Contrary to our expectations, cognitive reappraisal did not moderate any of the above relationships. Our results clearly show that scores on these constructs vary more within than between individuals and suggest that combining the within- and between-person levels, both in theorizing and analyses, is necessary to understand these phenomena better.

In this paper, we argue that psychological capital is unequally distributed among people from different social classes, ethnic backgrounds and genders. Confronting the limitations of the current, individualistic perspective on psychological capital, we offer a re-conceptualisation of the construct from a critical, interdisciplinary perspective, placing it at the intersection of sociology and psychology. We discuss the various mechanisms through which social inequalities may cause differential access to psychological capital for members of low- and high-status social groups and show how this differential access to psychological capital results in and exacerbates social inequalities. By doing this, we postulate a recursive theory on psychological capital that both recognises the formative effect of socio-organisational structures on one's psychology and vice versa.

Recent studies have highlighted the importance of personality in electoral politics. With the rise of populist and atypical personalities across stable and established democracies, pundits, journalists and other political experts often rely on their assessments of politicians’ personalities to explain their behavior. Additionally, numerous citizens depend on their expertise and assessments to form their own opinion. Given that most political experts have never personally met these politicians, how reliable are their assessments of high-profile politicians’ personality? We address this question by analyzing inter-rater reliability of ratings of US President Trumps’ personality by seven Belgian political experts. Using the NEO-FFI, our analyses indicate low inter-rater agreement on most of the Big Five personality traits and the facets of Trumps’ personality. Therefore, the excessive use of analyses based on third party assessments and interpretations of politicians’ personality should be regarded with caution given their potential impact on the wider public.

Although previous research has shown that both trait and state conscientiousness are positively associated with a wide range of positive life and work outcomes, some studies indicate that acting in a conscientious way is effortful, and that behaving outside one’s conscientiousness related comfort zone (i.e., acting counterhabitual) may lead to cognitive or affective cost. Because these costs are not likely to be evident immediately, we examine how within-person fluctuations in conscientiousness relate to within-person fluctuations in emotional exhaustion, resource depletion, and negative affect, not only concurrently, but also in a delayed fashion and cumulated over time. In two experience sampling studies, we found that higher levels of conscientiousness are concurrently related to lower levels of emotional exhaustion, resource depletion, and negative affect. When looking at delayed effects, no conclusive evidence was found for affective or cognitive costs of (counterhabitual) conscientiousness. Finally, analyzing cumulative effects revealed that repeated negative deviations from one’s typical level of conscientiousness were positively associated to exhaustion, depletion, and negative affect, while repeated positive deviations were negatively associated with depletion and unrelated to exhaustion and negative affect. Altogether, our findings suggest that self-rated conscientious behavior is generally beneficial, even if this behavior goes against one’s typical behavior.

In the present article, we aim to contribute to further progress in the field of personality disorder (PD) development by highlighting several recent methodological innovations related to (a) the measurement of personality pathology, (b) the modeling of typical features of personality pathology, and (c) the assessment of processes that characterize PD development. For each of those issues, we discuss key points of attention and methodological strategies, illustrated with recent publications in the PD research field as potential resources for future research.

Murphy (2021) argues that the field of Industrial-Organizational (I/O) Psychology needs to pay more attention to descriptive statistics ('Table 1'; e.g., M, SD, reliability, correlations) when reporting and interpreting results. We agree that authors need to present a clear and transparent description of their data and that descriptive statistics and plots can be helpful in making sense of one's data and analyses (Tay et al., 2016). Many journals already require this. Although this information can be presented in the manuscript, more details can be placed in online supplements where there are fewer space limitations (e.g., detailed presentation and discussion of descriptive statistics, missing data and outliers, plots and diagrams, conceptual issues, and computer syntax). However, we strongly disagree with the claim that 'increasing complexity and diversity of data-analytic methods in organizational research has created several problems in our field' (p. 2). This claim suffers from two important oversights: (1) it neglects the crucial role of methodological fit, or the notion that theory, methods, and analyses need to be aligned, and (2) it neglects the fact that in I/O research, most constructs are not directly observable but need to be inferred indirectly though latent variable models. We expand on both issues, using examples to illustrate that the complexity and diversity of data-analytic methods is not a threat but a blessing for I/O research (and beyond). Finally, we conclude by highlighting the need for substantive-methodological synergies to solve some of the issues raised by Murphy (2021).

Research on the effects of within-person personality variability has mainly focused on the consequences for subjective well-being. Drawing on a resource-based approach, we extend this field to the work domain, expecting that since deviating from one’s average trait level is resource intensive, it should relate negatively to behaviors that require the investment of additional resources, such as organizational citizenship behavior (OCB), while it should relate positively to behaviors that replenish one’s resources, such as counterproductive work behavior. Using two personality dimensions that are predictive for work-performance (conscientiousness and core self-evaluations), and a new variability index that is not confounded by the mean, we find an effect of personality variability on negative performance outcomes (counterproductive work behavior), while no relation is found with positive forms of extra-role performance (organizational citizenship behavior). These results were replicated across three separate experience sampling studies, confirming that, while within-person personality variability is related to performance, those relationships are relatively weak and they do not hold for every performance facet.

The idea that increased levels of extraversion are beneficial to well-being is widespread. Drawing on the idea that behaving discordant to one’s trait level is demanding and effortful to maintain, and that repeated taxations of one’s self-regulatory resources are unpleasant, we examined the relationship between cumulative counterdispositional extraversion and positive feelings. In two experience-sampling (ESM) studies, participants repeatedly rated their level of state extraversion and positive feelings. Results revealed that cumulative positive deviations from one’s trait extraversion level were positively associated with positive feelings, whereas cumulative negative deviations were negatively associated with positive feelings. This confirms the idea that, also when looking at cumulative instances of extraversion-related behaviors, higher levels of extraversion go hand in hand with higher levels of positive feelings.

In this paper, we demonstrate how an integrative approach to personality—one that combines within–person and between–person differences—can be achieved by drawing on the principles of dynamic systems theory. The dynamic systems perspective has the potential to reconcile both the stable and dynamic aspect of personality, it allows including different levels of analysis (i.e. traits and states), and it can account for regulatory mechanisms, as well as dynamic interactions between the elements of the system, and changes over time. While all of these features are obviously appealing, implementing a dynamic systems approach to personality is challenging. It requires new conceptual models, specific longitudinal research designs, and complex data analytical methods. In response to these issues, the first part of our paper discusses the Personality Dynamics model, a model that integrates the dynamic systems principles in a relatively straightforward way. Second, we review associated methodological and statistical tools that allow empirically testing the PersDyn model. Finally, the model and associated methodological and statistical tools are illustrated using an experience sampling methodology data set measuring Big Five personality states in 59 participants ( N = 1916 repeated measurements). © 2020 The Authors. European Journal of Personality published by John Wiley & Sons Ltd on behalf of European Association of Personality Psychology

This study examines situational antecedents of transformational leadership by (a) studying the effect of time pressure on the emergence of transformational leadership behaviours, and (b) examining the mediating role of leaders’ state core self-evaluations. Twice per day for 10 consecutive working days, 42 leaders reported on their state core self-evaluations, transformational leadership behaviours and the time pressure they experienced, yielding 531 observations. Using multilevel path analysis, we found that time pressure had an indirect effect on transformational leadership through leaders’ state core self-evaluations. This mediated relationship was curvilinear; with time pressure having little to no effect on transformational leadership via state core self-evaluations when time pressure is below a leader’s average level of time pressure. However, once this characteristic average level is exceeded, time pressure has a negative effect on transformational leadership via its negative relationship with state core self-evaluations, and this relationship becomes stronger for increasing levels of time pressure.

Multisource leadership ratings rely on the assumption that-in addition to the leader's self-evaluation-different rater groups (i.e., subordinates, peers, and superiors) bring in unique perspectives and thus provide a more well-rounded analysis of the leader's behavior. However, the way in which multisource data are typically treated in research offers little information about the precise levels of overlap and uniqueness that are encapsulated in these different perspectives. Drawing on the Trait-Reputation-Identity (TRI) model, we propose a model that conceptualizes these shared and unique perspectives in terms of latent factors reflecting, respectively, (a) the consensus about the leader (i.e., the leadership Arena), (b) the impressions conveyed to others that are distinct from self-perceptions (i.e., the leader's Reputation), and (c) the unique self-perceptions of the leader (i.e., the leader's Identity). This Leadership Arena-Reputation-Identity (LARI) model is formalized by means of bifactor modeling, which allows to statistically decompose the variance captured by multisource ratings. The LARI model was tested against five alternative models in two large multisource samples (N1 leaders = 537, N1 observers = 7,337; N2 leaders = 1,255, N2 observers = 15,777), each using different leadership instruments. In both samples, the LARI bifactor model outperformed the alternative models. A subsequent variance decomposition showed that each rater source indeed provides unique information about the target's behavior, although in varying degree. Across all leadership dimensions in both samples, superiors consistently provided the largest share of unique information among the three observer groups. Implications and future directions are discussed. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Objective: This study examined the role of the Five Factor Model and grandiose narcissism in players’ positive (i.e., constructive voice, supportive voice) and negative voice (i.e., defensive voice, destructive voice) in elite sport teams. Method: Players from six field hockey and seven korfball teams from the two highest national levels were assessed for four weeks. Using social network analyses, players’ personality was related to their self-reported voice frequency, their voice frequency as perceived by all teammates (other-ratings), and the extent to which they pass on voice. Results: Extraversion was positively related to players’ frequency of positive and negative voice. Other traits such as conscientiousness and emotional stability were only related to, respectively, positive or negative types of voice. Not all personalities (e.g., extraversion) were consistent in how they assess their own voice versus how others perceive this. Interestingly, traits such as extraversion, emotional stability and the agentic facet of narcissism were found to predict the passing on of voice. Conclusion: This study explored the importance of personality for (a) players’ frequency of a differentiated set of positive and negative voice and (b) the extent to which they function as ‘gates’ that more covertly pass on voice. Further, the results provide perspective on how specific personalities view their voice behavior versus how their teammates perceive their voice behavior. In this way, this study is a first step in identifying players who have the potential to endanger or strengthen a team in a clear or subtle, yet influential way. ispartof: Psychology Of Sport And Exercise vol:48 status: published

During the past decade, a rich literature emerged focusing on “psychological capital,” a multidimensional concept encompassing self-efficacy, hope, optimism, and resilience. So far psychological capital has been predominantly studied in the areas of work and organizational psychology, management, and organizational behavior. This paper argues that (1) the relevance of psychological capital is much broader than assumed so far and (2) that not only the outcomes but also the (social) origins and sources of psychological capital need to be studied. More specifically, the key questions that we address in this paper concern (1) how the notion of psychological capital can be integrated into a broader capital framework that allows studying (the reproduction of) social inequalities, (2) what such integration adds to disciplines such as psychology and sociology, (3) and which avenues for further research can be derived from such framework? Informed by the work of Pierre Bourdieu, we argue that psychological capital is the missing link to develop a comprehensive framework for studying (the reproduction of) social inequalities. Based on our theory building, we develop an interdisciplinary research agenda.

Research on the relationship between psychopathy and leadership effectiveness has adopted very different perspectives on psychopathy. To advance this field of research, the current paper introduces an overarching framework of “successful psychopathy” ( Lilienfeld, Watts, & Smith, 2015 ) to the leadership domain, comprising three conceptual models (the differential-severity model, the moderated-expression model, and the differential-configuration model) and their “hybrid” forms, which are combinations of two or three models. We test the three alternative conceptual models and four hybrid models in two independent samples of leader-subordinate dyads (N1 = 178 and N2 = 668) whereby leaders’ self-reported psychopathy is related to a range of subordinate-rated effectiveness criteria, including three performance dimensions and charismatic leadership. A recurrent pattern of findings across both studies provides evidence for differential effects for the various psychopathy subdimensions, whereas little support was found for the models assuming curvilinear and/or moderated effects. Implications for research on leader psychopathy are discussed.

BackgroundRecent research has emphasized the importance of within-person transactions between situational perceptions and borderline symptomatology. The current study extends current evidence by evaluating a broad range of situational perceptions and their transactions with borderline symptomatology across both private and professional contexts. Additionally, it explores whether early experiences of parental harsh punishment and emotional support during childhood, two well-established etiological factors in developmental theories of borderline symptomatology, influence the effect of daily situation perception in adulthood on borderline symptom presentation.MethodsN = 131 young adults (Mage = 20.97, s.d.age = 1.64) completed end-of-day diaries of their borderline symptoms and perceptions of the home and school or work environment for 14 days. During their mid-childhood, reports of maternal strategies of harsh punishment and emotional support were collected.ResultsFindings revealed that on the same day, borderline symptoms were associated with more negative and stressful, and less positive perceptions of both the private and professional context. Additionally, borderline symptoms predicted more negative and stressful perceptions of school/work on subsequent days. Finally, while early harsh punishment predicted overall increases in daily borderline symptoms 10 years later, emotionally supportive parenting in childhood predicted decreases in borderline symptom expression in less positive and more stressful contexts.ConclusionsThe current study points to the importance of managing BPD symptoms to reduce subsequent negative perceptions of the environment, and also indicates the relevance of exploring adult person-situation processes based on early parenting experiences.

Based on a two-week daily diary study of 31 leader–follower dyads, this article demonstrates that within-person variation in the leader’s level of state core self-evaluations is associated with within-person variation in the follower’s level of state core self-evaluations. Moreover, we provide tentative evidence that this crossover effect might be mediated by transformational leadership behavior. Our study contributes to personality and leadership research by exploring within-leader, within-follower, and within-dyad personality processes. By showing that the personality states of leader and follower fluctuate in sync, we shed light on a new way in which leaders and followers connect.

In the present paper, the relationship between neuroticism and supervisory ratings of performance is examined using a dynamic approach to personality. This approach integrates both within- and between-person differences by looking at individual differences in baseline neuroticism, neuroticism variability and neuroticism attractor strength. Our findings showed that baseline neuroticism related to lower supervisory ratings of performance, and that a high level of baseline neuroticism is particularly detrimental for people who fail to return to their baseline swiftly. Altogether, these findings demonstrate that adopting a more integrative, dynamic approach to personality has the potential to contribute to a better understanding of the personality–performance relationship. Practitioner points: How employees’ performance is perceived by their supervisors not only depends on between-person differences in employees’ average level of neuroticism, but also on the extent to which their state neuroticism levels vary Assessing personality dynamics has the potential to contribute to a better understanding of the candidate’s personality Managers should take into account that the impact of baseline personality on performance depends on how deviations from the baseline are regulated.

We examined the emotional basis of work engagement by focusing on the relationship between arousal and work vigour. Drawing on the DynAff model of Kuppens, Oravecz, and Tuerlinckx (2010), we looked at three elements underlying the temporal dynamics of arousal: (1) the level of baseline arousal (i.e., the attractor state around which arousal fluctuates), (2) the amount of variability in arousal around this baseline, and (3) the swiftness with which people return to their arousal baseline once they deviated from it. We conducted a five-day experience sampling study, in which 88 employees reported on their momentary core affect (i.e., their momentary level of valence and arousal), while vigour was measured at the end of the study. Results showed that higher levels of baseline arousal were related to increased levels of vigour. Furthermore, we found that baseline arousal interacted with arousal variability in the sense that only people with low levels of baseline arousal and low levels of arousal variability experienced lower levels of vigour. Together, our findings suggest that, if we want to advance our understanding of the emotional basis of work engagement, we need to look into the temporal dynamics underlying it.

Children with a constellation of dark traits may be particularly challenging to parents because these traits are associated with an increased chance for parents to lose a supportive attitude in dealing with the child's difficultness and to turn instead toward punishing strategies. The present study looks with more detail into the construct of parental punishment and examines differences and similarities in the effects of physical (harsh) versus nonphysical (corrective) discipline on the developmental course of childhood five-factor model-based dark traits across a 10-year time span. Data were drawn from an ongoing (masked for review) longitudinal study, including five assessment points across 10 years (Ntime 1 = 720, 54.4% girls, age range Time 1 = 8-14.78 years, M = 10.73, SD = 1.39). Latent growth modeling suggested significant differences between both kinds of parental discipline in terms of contrasting effects on subsequent growth in dark traits and also showed a number of age-and gender-specific effects of parental discipline on the developmental course of dark traits. These findings underscore the relevance of a more differentiated perspective on effects of parental punishment in understanding childhood maladaptive trait outcomes and may offer fruitful guidelines for the development of intervention programs targeting children that are difficult to manage. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Rather than focusing on their dynamic interplay, research in I/O psychology has mostly focused on either person-level variables as predictors of work behaviors or the impact of situational variables on employees’ behaviors. By studying person and situation variables independently or by treating the situation as fixed, previous studies have largely failed to capture the active role employees take in affecting and managing their work situations. This raises the question of how adequately current research that focuses on either the person or the situation captures the reality of work life. To address this issue, this paper aims to provide a starting point for the integration of person-situation interactions at work into an overarching process model (i.e., Person-Situation Navigation Mechanisms Framework; Rauthmann & Sherman, 2016), and illustrates how previous research on I/O constructs can be positioned within this framework.

Conjoint measurement is a technique that is aimed at inferring measurement or interval scales from rank-ordered factorial data.

Employee silence, the withholding of work-related ideas, questions, or concerns from someone who could effect change, has been proposed to hamper individual and collective learning as well as the detection of errors and unethical behaviors in many areas of the world. To facilitate cross-cultural research, we validated an instrument measuring four employee silence motives (i.e., silence based on fear, resignation, prosocial, and selfish motives) in 21 languages. Across 33 countries (N = 8,222) representing diverse cultural clusters, the instrument shows good psychometric properties (i.e., internal reliabilities, factor structure, measurement invariance). Results further revealed similarities and differences in the prevalence of silence motives between countries, but did not necessarily support cultural stereotypes. To explore the role of culture for silence, we examined relationships of silence motives with the societal practices cultural dimensions from the GLOBE Program. We found relationships between silence motives and power distance, institutional collectivism, and uncertainty avoidance. Overall, the findings suggest that relationships between silence and cultural dimensions are more complex than commonly assumed. We discuss the explanatory power of nations as (cultural) units of analysis, our social scientific approach, the predictive value of cultural dimensions, and opportunities to extend silence research geographically, methodologically, and conceptually info:eu-repo/semantics/publishedVersion

Conscientiousness is typically seen as a positive or desired personality trait in the workplace, with the overall assumption being “the more, the better”. Drawing on the behavioral concordance model, we challenge this assumption, expecting that the highest level of positive affect and the lowest level of negative affect will correspond at the point where state and trait conscientiousness converge. Using an experience sampling study and an event reconstruction study, we show that deviations from one’s level of trait conscientiousness relate to variations in positive and negative affect, but not in a straightforward way. While wellbeing was lower when people behaved less conscientiously than they normally do, increases beyond one’s typical conscientiousness level were largely unrelated to wellbeing. Moreover, people high in trait conscientiousness suffered more from negative deviations from their trait level than people low in trait conscientiousness. As a whole, our findings suggest that the interplay of personality states and personality traits is complicated, with both the state level and deviations from the trait level being relevant to wellbeing—calling for an integrative approach to personality. peerReviewed

The vast majority of vocational research adopts a variable-centered approach. Implicit in this approach is the assumption that the population under study is homogeneous, and that therefore we can use a set of “averaged” parameters to describe it. Person-centered methods are a family of methods that relax this assumption of population homogeneity, viewing the individual as holistic and paying more attention to how specific configurations of variables, present in different subgroups of the population, act in concert to shape behavior. Despite the potential advantages of person-centered research, the adoption of this approach by vocational researchers has been relatively slow for both conceptual (e.g., What exactly is person-centered research?) and methodological (e.g., Which methods?) reasons. In response to these issues, the goal of the present article is to showcase the role and relevance of person-centered methods for vocational research. Having discussed different conceptualizations of the term “person-centered” we present a structured overview of the most relevant person-centered techniques. This overview includes a description of the formal characteristics of each technique, as well as an overview of existing applications of these techniques in the literature. Finally, we provide a balanced discussion of both the advantages and challenges associated with the person-centered approach.

Most, if not all, workplace phenomena are dynamic, meaning that they emerge, evolve, and dissolve over time. Yet, the role of time is commonly overlooked in OB literature. This special issue showcases how a temporal process-oriented lens can be used to study dynamics of workplace phenomena. In this editorial, we define the term dynamics, arguing that research on workplace dynamics focuses on how within-person (or more broadly, within-unit) processes unfold over time. Moreover, we zoom in on the diverse roles of time, illustrating the rich diversity in research on workplace dynamics, and we highlight three specific challenges for scholars wanting to pursue this line of research. We conclude that the time has come to move from a differential to a temporal and process-oriented perspective, allowing us to understand what happens, how things happen, and why things happen at the workplace.

We performed a daily diary study to examine the mediating role of autonomy need satisfaction and competence need satisfaction in the relationships between job characteristics (i.e., job resources, challenge and hindrance demands) and strain and performance. For 10 consecutive working days, 194 employees reported on their daily job resources, challenge and hindrance demands, task performance, strain level, and satisfaction of the needs for competence and autonomy. Multilevel path modeling demonstrated that the within-person relationships between job resources, challenge and hindrance demands, and strain are mediated by autonomy need satisfaction, but not by competence need satisfaction. However, the relationships between job resources and hindrance demands, and performance are mediated by both competence and autonomy need satisfaction. Our findings show that organizations may benefit from designing jobs that provide employees with the opportunity to satisfy their basic needs for competence and autonomy. (PsycINFO Database Record

The dark triad of personality has traditionally been defined by 3 interrelated constructs, defined as Narcissism, Machiavellianism, and Psychopathy. Although the content of each of these constructs is clearly represented in childhood maladaptive trait measures, no studies have jointly addressed the prospective developmental course of this core set of maladaptive characteristics throughout childhood and adolescence. The current study uses latent growth modeling to explore how early dark traits develop over time, relying on a selected set of 6 childhood maladaptive traits that conceptually cover the adult dark triad. Across a 5-wave multi-informant design spanning 10 years of childhood, adolescence, and emerging adulthood (Nwave 1 = 717, 54.4% girls, age range T1 = 8-14.7 years, mean age = 10.73), results indicate that childhood dark traits show to some extent shared growth across time, although notable unique growth variance was also observed. Early dark traits further demonstrate significant association patterns with an adult dark triad measure across informants and are increasingly able to discriminate among more and less prototypical profiles of adult dark triad scores. Findings are discussed from a developmental psychopathology framework, underscoring that the proposed set of childhood dark traits represents a meaningful developmental precursor of the adult dark triad. (PsycINFO Database Record

The work of volunteers is indispensable for the well functioning of healthcare organizations, and for maintaining the quality of care in times of austerity. As feelings of intrinsic motivation stimulate volunteer well-being and their long-term engagement, we study how team inclusion relates to volunteers’ intrinsic motivation during their activities. We hypothesize that volunteers’ perceptions of inclusion are positively related to intrinsic motivation, via the satisfaction of their basic needs for autonomy, competence, and relatedness. To test our hypothesis, we conducted a daily-diary study, obtaining a final sample of 43 volunteers and 204 completed diaries. Multilevel path analyses showed that team inclusion was positively related to volunteers’ intrinsic motivation during their activities. Subsequent mediation analyses revealed that competence and relatedness need satisfaction mediated this relationship. Thus, when volunteers feel part of the team with which they complete their activities, they experience intrinsic motivation because feeling included stimulates their feelings of being competent and being related to others.

We depict the physical and psychological challenges of commercial fishing in Alaska as well as the uplifts, or positive experiences fishermen report. We describe an array of coping methods that are utilized during the fishing season and the contexts in which they occur. Our findings help clarify the link between human behavior, stressors, coping mechanisms employed, and uplifts experienced when working in extreme conditions. By doing this, we provide a better understanding of the effects that severe conditions have on wellbeing, such as working for long periods of time in cramped quarters in remote, extreme environments, and how Alaskan fishermen cope with them.

We build on a novel model of personality [PersDyn] that captures three sources of individual differences (here applied to neuroticism): (1) one's baseline level of behavior, affect, and cognitions (baseline); (2) the extent to which people experience different neuroticism levels (variability); and (3) the swiftness with which they return to their neuroticism baseline once they deviated from it (attractor strength). To illustrate the model, we apply the PersDyn model to the study of the relationship between neuroticism and emotional exhaustion. In the first study, we conducted a 5-day experience sampling study on 89 employees who reported on their level of state neuroticism six times per day. We found that higher levels of baseline neuroticism and variability were related to increased emotional exhaustion. Furthermore, we found an interaction effect between baseline and attractor strength: people with a high baseline and high attractor strength tend to experience a high degree of emotional exhaustion, whereas people with low levels of baseline neuroticism are less likely to suffer from exhaustion if their attractor strength is high. In the second study, we conducted a laboratory experiment on 163 participants, in which we manipulated state neuroticism via short movie clips. Although the PersDyn parameters were not related to post-experiment emotional exhaustion, the interaction effect between baseline and attractor strength was replicated. It is concluded that a dynamic approach to neuroticism is important in understanding emotional exhaustion.

In the present paper, we offer an integrative approach to personality that combines within-person and between-person differences. By drawing on the principles of dynamic systems theory, we present Personality Dynamics model – a novel framework that captures people's typical pattern of changes in personality states using three model parameters: baseline personality, reflecting the stable set point around which one's states fluctuate, personality variability, or the extent to which one's personality states fluctuate across time and situations, and personality attractor force, pertaining to the swiftness with which deviations of one's baseline are pulled back to the baseline. We argue that the dynamic approach to personality represented in the PersDyn model has the potential to integrate different perspectives on individual differences. We also demonstrate that the dynamic approach to personality offers a consensual paradigm of personality with the potential to advance our understanding and knowledge of individual differences, by detailing the factors and processes included in the model, as well as links to existing theories and applications in various research lines. ispartof: Personality And Individual Differences vol:144 pages:11-18 status: published