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There is scant research on the validity of personality assessment games in selection situations. Therefore, in two experimental simulated selection studies, the construct validity of an assessment game developed to assess honesty-humility was tested. Both studies found no differences between a control condition and a simulated selection condition on honesty-humility game scores. Moreover, convergent and discriminant validity with self-reported personality were not affected by the manipulation. We obtained mixed evidence that individual differences in dispositional insight and the ability to identify criteria influenced the validity of the game. As the validity of the personality assessment game was not significantly affected in the simulated selection context, our findings may imply that well-designed personality assessment games can be used for high-stakes selection assessments.

The Linguistic Inquiry and Word Count (LIWC) is a popular closed-vocabulary text analysis software program that is used to understand whether individuals’ use of linguistic categories (i.e., word categories, such as negative affect) depends on their personality traits. Here, we present the first meta-analysis of the relations between the Big Five personality traits and 52 linguistic categories of the English language. Across 31 eligible samples (n = 85,724), the results showed that (a) self-reported personality traits are significantly correlated with linguistic categories, but the effect sizes are relatively small (the strongest effect sizes between the Big Five and linguistic categories ranged from |ρ| = .08 to .14, and the 52 LIWC categories explained on average 5.1% of personality variance); (b) observer-reported personality traits are significantly correlated with linguistic categories, with the effect sizes being small-to-medium (|ρ| = .18–.39, explaining 38.5% of personality variance); (c) 20 linguistic categories (out of 260; 5 Personality Traits × 52 LIWC Categories) correlated both with self- and observer-reported personality traits (the “kernel of truth” in linguistic markers of personality); and (d) 10 study, sample, and task characteristics significantly moderated the correlations of the linguistic categories with personality traits, showing that the effect sizes were mainly stronger for longer texts and older LIWC versions, among others.

Research on commercial computer games has demonstrated that in-game behavior is related to the players’ personality profiles. However, this potential has not yet been fully utilized for personality assessments. Hence, we developed an applied (i.e., serious) assessment game to assess the Honesty–Humility personality trait. In two studies, we demonstrate that this game adequately assesses Honesty–Humility. In Study 1 ( N = 116), we demonstrate convergent validity of the assessment game with self-reported Honesty–Humility and divergent validity with the other HEXACO traits and cognitive ability. In Study 2 ( N = 287), we replicate the findings from Study 1, and also demonstrate that the assessment game shows incremental validity—beyond self-reported personality—in the prediction of cheating for financial gain, but not of counterproductive work and unethical behaviors. The findings demonstrate that assessment games are promising tools for personality measurement in applied contexts.

We obtained free-text descriptions of liked and disliked others provided by 441 panel members (aged 24–26; 35 % male), who also completed the HEXACO PI-R in an online survey. Free-text descriptions were coded for HEXACO trait content by three judges. In line with the ‘three nightmare traits’ framework, we expected and found that language describing high levels of honesty-humility, agreeableness, and conscientiousness most distinguished liked from disliked targets (and vice versa for low levels). High extraversion also appeared in descriptions of liked targets, whereas low extraversion rarely appeared in descriptions of disliked targets. We also found support for the similarity hypothesis with participants higher in openness describing their liked (disliked) targets in terms of higher (lower) levels on this trait.

Cyberspace creates opportunities for new forms of crime that may be related to specific personality characteristics of offenders. Few studies have investigated the personality characteristics of cyber offenders. We address this gap by comparing a judicial sample of 261 suspects of cyber-dependent crime, 260 suspects of offline crime, and a community sample of 512 participants on the HEXACO personality domains and their underlying facets. This provides a nuanced picture of the cybercriminal personality and could provide information for prevention and intervention programs. Results indicate that, compared to suspects of offline crime, suspected cyber offenders score significantly lower on extraversion and significantly higher on conscientiousness and openness to experience. Cyber offenders are more similar to community participants on these main personality domains. With regard to the underlying facets, suspected cyber offenders appear to be unique in their relatively high level of diligence. They are more similar to suspected offline offenders on traits that may help them perform criminal activities, such as lower levels of modesty, fearfulness, and flexibility. They are more similar to the community sample, however, on traits that may strengthen their ability or tendency to commit cyber offenses, such as higher levels of patience, perfectionism, and prudence.

This research’s purpose was to develop a valid and transparent text-to-personality technique to fit the requirements for personnel selection assessments. In this research we developed an advanced word-counting technique, the HEXACO text-to-personality (HTTP) technique, based on prior lexical personality research to assess personality from job interviews. To evaluate the technique’s construct and criterion-related validity we conducted three studies and analysed the transcripts of asynchronous (n = 102 and 72) and face-to-face (n = 155) interviews. These studies provided four key insights. First, the HTTP technique showed small to medium correlations with self-reported and interviewer-rated personality. Second, the technique showed mixed, but generally favourable, evidence for criterion-related validity. Third, the technique produced a more construct valid personality score when the interview questions activated the predicted personality trait. Fourth, the technique’s additional features (i.e., having weighted keywords and adjusting the keywords’ weight for adjacent quantifiers) did not improve its validity; unit-weighing was approximately equally effective. Altogether, the results show that a word-count text-analysis technique can discover traces of personality in interview transcripts. Still, significant improvements are needed before these types of automatically computed text-to-personality ratings can be used to replace or supplement interviewer ratings.

Existing work indicates that socio-political attitudes (or: ideology) are associated with personality, with Social Dominance Orientation and Right-Wing Authoritarianism relating most strongly to honesty-humility and openness to experience, the two value-related domains of the HEXACO framework. Using a sample of 7067 twins and siblings of twins (including 1376 complete twin pairs), we examined the degree to which these relations arise from common genetic and environmental sources. Heritability estimates for the HEXACO personality and ideology variables ranged from .34 to .58. Environmental factors shared by twins reared together showed negligible effects on individual differences in personality and ideology. At the phenotypic level, Social Dominance Orientation and Right-Wing Authoritarianism dimensions related most strongly to honesty-humility and openness to experience. These associations were mostly explained by genetic factors (48%–93%). Genetic correlations between openness to experience and the ideology scales ranged from –.29 to –.53; those between honesty-humility and the ideology scales ranged from –.31 to –.43. None of the environmental correlations exceeded | r| = .18. These results suggest that the relations between the two value-related domains of the HEXACO personality model and ideology are mostly genetic in nature, and that there is substantial overlap in the heritable components of personality and ideology.

Background The coping styles of the Sickness Insight in Coping Questionnaire (SICQ; positivism, redefinition, toughness, fighting spirit, nonacceptance) may affect the health and recovery of hospitalized critically ill patients. Research Question Do the SICQ coping styles of hospitalized critically ill patients relate to the patients health-related quality of life (HRQoL) and recovery? Study Design and Methods A prospective cohort study was conducted in a single university-affiliated Dutch hospital. Participants were critically ill adult patients admitted to a mixed medical-surgical ICU (start: n = 417; pre-ICU: n = 391; hospital discharge: n = 350; 3-month follow-up: n = 318; 6-month follow-up: n = 308; 12-month follow-up: n = 285). Coping was recorded with the SICQ pre-ICU and at discharge. HRQoL was measured with the SF-12 pre-ICU, at discharge, and 3, 6, and 12 months after discharge. Indicators of recovery were ICU and hospital length of stay, discharge disposition, and mortality. Correlation and regression analyses were used for data analysis. Results Positivism (r = 0.28-0.51), fighting spirit (r = 0.14-0.35), and redefinition (r = 0.12-0.23) associated significantly (P Interpretation SICQ coping is associated with long-term mental HRQoL, hospital length of stay, and hazard for death among hospitalized critically ill patients.

De COVID-19 pandemie kan opgevat worden als een situatie waarin een specifieke vorm van trekactivatie plaatsvindt waarbij persoonlijkheid de kans op besmetting met het COVID-19 virus kan beïnvloeden. In dit onderzoek wordt gekeken naar de relatie tussen HEXACO persoonlijkheid en COVID-19 vermijdingsgedrag, dat wil zeggen het omgaan met de bedreiging die uitgaat van de pandemie en de mate waarin men zich schikt naar de COVID-19 gedragsregels. Daarnaast wordt gekeken in hoeverre COVID-19 vermijdingsgedrag een relatie heeft met een toename in thuiswerken. In een gestratificeerde Nederlandse steekproef van 932 volwassenen (waarvan N = 526 werkten) in september 2020 werd gevonden dat – naast leeftijd – hoge emotionaliteit en consciëntieusheid en lage extraversie de voornaamste unieke persoonlijkheidsvoorspellers van COVID-19 vermijdingsgedrag waren. Daarnaast voorspelden een selectie van zes facetten (angstigheid, sociabiliteit, ijver, weetgierigheid, onconventionaliteit en proactiviteit) COVID-19 vermijdingsgedrag beter dan de HEXACO domeinschalen. De belangrijkste voorspellers van een toename in thuiswerken waren het hebben van een kantoorbaan en een hoge opleiding. Het onderzoek maakt duidelijk dat individuele verschillen een grote rol spelen in hoe men omgaat met de pandemie, maar dat verschillen in opleiding en type baan het meest bepalend zijn voor de mate waarin men is gaan thuiswerken.ABSTRACTThe COVID-19 pandemic can be understood as a situation that triggers a specif ic form of trait activation; that is, one in which personality can inf luence the chance of becoming infected. This research examines the relations between HEXACO personality and COVID-19 avoidance behaviors, which is operationalized in terms of the threat that people experience and the extent to which they comply with the COVID-19 rules of conduct. In addition, the study examines the extent to which COVID-19 avoidance behaviors relate to an increase in working from home. In a stratif ied Dutch sample of 932 adults (of which N = 526 were employed) in September 2020, we found that – in addition to age – high emotionality and conscientiousness and low extraversion were the main unique personality predictors of COVID-19 avoidance behaviors. A selection of six facets (fearfulness, sociability, diligence, inquisitiveness, unconventionality, and proactivity) predicted COVID-19 avoidance behaviors better than the HEXACO domain scales. The main predictors of an increase in working from home were having an of f ice job and a high level of education. The study shows that individual differences play an important role in how people deal with the pandemic, and that differences in education and type of job were most important for the extent to which people started working from home.

Most Five-Factor Model questionnaire items contain unique variance that 1) is heritable, stable, and observable; 2) demonstrates consistent associations with age and sex, and 3) is predictive of life outcomes over and above higher-order factors. This is consistent with items indexing a unique level of the personality trait hierarchy—nuances. Extending these findings to the six-trait HEXACO model, we meta-analyzed cross-rater agreement, heritability, and two-year stability using samples from Canada, Croatia, Finland, Germany, the Netherlands, and the United Kingdom. Analyses were conducted on both raw item scores and their unique variance, and estimates were corrected for short-term test-retest reliability. Median cross-rater agreement, heritability and stability estimates were, respectively, .30,.30 and .57 for raw items and .10,.16 and .39 for item residuals. After reliability correction, the respective medians rose to .46 and .25 for cross-rater agreement, .46 and .39 for heritability, and .87 and 1.00 for stability. These results are strikingly consistent with FFM-based findings, providing further evidence that personality nuances constitute a unique personality hierarchy level with trait properties comparable to those of higher-order traits.

The study of volitional personality change has received increasing attention in recent years, suggesting that individuals want to change for the better particularly on those socially desirable characteristics that they lack. However, individuals do not want to change for the better on all (even socially desirable) traits alike. In a meta-analytic summary of evidence on the Big Five, we demonstrate that individuals' trait levels are only negatively related to their change goals for Neuroticism, Extraversion, and Conscientiousness, but not for Agreeableness and Openness to Experience. In three studies, two of them preregistered, we replicated these meta-analytic findings using the HEXACO model, showing negative relations between trait levels and change goals for all dimensions, except Honesty-Humility and Openness to Experience. Strikingly, however, these trait-specific differences in correlations of trait levels and change goals disappeared once providing individuals with personality feedback before assessing their change goals, suggesting that individuals may generally want to change for the better once having sufficient self-knowledge. Nonetheless, the mechanisms driving this desire differ between traits: Whereas the perceived social desirability of individuals' trait levels accounted for change goals on most HEXACO dimensions, it did not account for change goals on Honesty-Humility and Openness to Experience. By implication, a desire to have socially desirable characteristics that one lacks can explain change goals for some traits, but not for those traits underlying individual differences in values. As an aside, the studies offer vital information on personality development of the HEXACO dimensions over time, spanning 10 and 3.5 years, respectively. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Trait-state models aim to provide an encompassing view of offender decision-making processes by linking individual dispositions to proximal factors. In an experiment using an immersive virtual reality bar fight scenario, we propose and test a trait-state model that identifies the pathways through which robust personality correlates of aggressive behavior, that is, agreeableness, emotionality, and honesty-humility, result in intentions to aggress. Using structural equation modeling, we show how these personality traits relate to intentions to aggress via anger, fear, perceived risk, and anticipated guilt/shame. Additionally, we demonstrate superior validity of our virtual scenario over a written version of the same scenario by virtue of its ability to provide more contextual realism, to establish a stronger sense of presence, and to trigger more intense emotional states relevant to the decision situation. Implications for future decision-making research and theory are discussed.

Behavioral-immune-system research has illuminated how people detect and avoid signs of infectious disease. But how do we regulate exposure to pathogens that produce no symptoms in their hosts? This research tested the proposition that estimates of interpersonal value are used for this task. The results of three studies ( N = 1,694), each conducted using U.S. samples, are consistent with this proposition: People are less averse to engaging in infection-risky acts not only with friends relative to foes but also with honest and agreeable strangers relative to dishonest and disagreeable ones. Further, a continuous measure of how much a person values a target covaries with comfort with infection-risky acts with that target, even within relationship categories. Findings indicate that social prophylactic motivations arise not only from cues to infectiousness but also from interpersonal value. Consequently, pathogen transmission within social networks might be exacerbated by relaxed contamination aversions with highly valued social partners.

The HEXACO Personality Inventory–Revised (HEXACO–PI–R) has become one of the most heavily applied measurement tools for the assessment of basic personality traits. Correspondingly, the inventory has been translated to many languages for use in cross-cultural research. However, formal tests examining whether the different language versions of the HEXACO–PI–R provide equivalent measures of the 6 personality dimensions are missing. We provide a large-scale test of measurement invariance of the 100-item version of the HEXACO–PI–R across 16 languages spoken in European and Asian countries (N = 30,484). Multigroup exploratory structural equation modeling and confirmatory factor analyses revealed consistent support for configural and metric invariance, thus implying that the factor structure of the HEXACO dimensions as well as the meaning of the latent HEXACO factors is comparable across languages. However, analyses did not show overall support for scalar invariance; that is, equivalence of facet intercepts. A complementary alignment analysis supported this pattern, but also revealed substantial heterogeneity in the level of (non)invariance across facets and factors. Overall, results imply that the HEXACO–PI–R provides largely comparable measurement of the HEXACO dimensions, although the lack of scalar invariance highlights the necessity for future research clarifying the interpretation of mean-level trait differences across countries.

Getting along (i.e. to be liked) and getting ahead (i.e. to be popular) are two fundamental psychological motives that have important consequences for adolescents’ well–being. Especially antisocial behavioural tendencies, which are less well covered by the Big Five than by the HEXACO model, have been shown to differentially predict likeability and popularity. In this study, possible differential relations between personality and likeability and popularity were investigated using the HEXACO Simplified Personality Inventory and sociometric measures of likeability and popularity among 552 (12 to 14 years old) adolescents. Results showed that agreeableness was the most important likeability predictor, whereas extraversion (positive), openness to experience, honesty–humility, and agreeableness (all three negative) were the most important popularity predictors. Facet–level analyses revealed that selected HEXACO facets (greed avoidance, fearfulness, social boldness, gentleness, prudence, perfectionism, aesthetic appreciation, and altruism) most strongly—and in opposite directions—differentiated in the prediction of likeability and popularity. Furthermore, none of the expected interactions but several masking and cancellation effects were observed. The results, which are also discussed in light of interpersonal circumplex, resource control strategies, hierarchical differentiation, and socioanalytic frameworks, suggest that—among early adolescents—differential personality predictors may make it difficult to both get along and get ahead. © 2020 The Authors. European Journal of Personality published by John Wiley & Sons Ltd on behalf of European Association of Personality Psychology

Previous followership research has focused on relations between voters' personality and preferences for actual politicians' personality traits, but there is a lack of research on the relations between voters' personality and preferences for ideal political leadership styles. The aim of this research was to explore – during a presidential election – the relations between voters' HEXACO personality traits and their leadership preferences based on the circumplex leadership model. In a sample of 233 voters from Serbia, we investigated preference for presidential (charismatic, avoidant, autocratic, and democratic) leadership styles using a vignettes-based measure. The results revealed that a charismatic style (high communion and high agency) was – in line with our proposed functional principle – the most preferred style. Furthermore, HEXACO Emotionality and Honesty-Humility were most consistently related to preferred presidential leadership styles. Emotionality was positively related to a preference for a charismatic and democratic style and negatively to a preference for an autocratic style. Honesty-Humility was negatively related to a preference for an avoidant and autocratic style. We propose that the results for Emotionality may be explained by the need fulfillment principle, whereas the results for the remaining traits may be explained by the similarity principle.

Decades of research have shown that about half of individual differences in personality traits is heritable. Recent studies have reported that heritability is not fixed, but instead decreases across the life span. However, findings are inconsistent and it is yet unclear whether these trends are because of a waning importance of heritable tendencies, attributable to cumulative experiential influences with age, or because of nonlinear patterns suggesting Gene × Environment interplay. We combined four twin samples (N = 7,026) from Croatia, Finland, Germany, and the United Kingdom, and we examined age trends in genetic and environmental variance in the six HEXACO personality traits: Honesty-Humility, Emotionality, Extraversion, Agreeableness, Conscientiousness, and Openness. The cross-national sample ranges in age from 14 to 90 years, allowing analyses of linear and nonlinear age differences in genetic and environmental components of trait variance, after controlling for gender and national differences. The amount of genetic variance in Extraversion, Agreeableness, and Openness followed a reversed U-shaped pattern across age, showed a declining trend for Honesty-Humility and Conscientiousness, and was stable for Emotionality. For most traits, findings provided evidence for an increasing relative importance of life experiences contributing to personality differences across the life span. The findings are discussed against the background of Gene × Environment transactions and interactions. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

The BFI-2 has been known to be suboptimal in assessing HEXACO Honesty-Humility (H). Recently, Denissen, Soto, Geenen, John, and van Aken (2022) attempted to improve the BFI-2's coverage of H by adding an Honesty facet to the Agreeableness scale. The present research was conducted to examine how well H variance is accounted for by this expanded BFI-2 Agreeableness scale. The results (N = 434) indicated that expanded BFI-2 Agreeableness did not noticeably improve the variance accounted for in HEXACO-60 Honesty-Humility, nor did it increase the prediction of H-related outcome variables. However, the BFI-2's coverage of H could be substantially enhanced by an ad hoc 3-facet H scale developed in this study, which defined a factor separate from the five defined by the original 15 BFI-2 facet scales.

The recent rise in controversial politicians has garnered substantial interest in the assessment of their personality. Observer ratings of politicians' personality, however, may suffer from evaluative and value-related biases. Evaluative biases are likely to differentially affect personality ratings of preferred and non-preferred politicians, whereas value-related biases are likely to affect ratings of honesty-humility and openness to experience of preferred politicians in line with the self-based heuristic or assumed similarity effect. In a stratified sample (final N = 203) of the Dutch population, respondents/voters provided self-ratings and observer ratings of the political leaders of the seven largest political parties on the HEXACO Simplified Personality Inventory (HEXACO-SPI). Findings showed evaluative biases on honesty-humility, extraversion, conscientiousness, and openness to experience. Furthermore, observer ratings of politicians were generally lower than self-ratings on honesty-humility and higher on extraversion, suggesting high perceived politicians' narcissism. Findings on the value-related bias showed that assumed similarity was higher for honesty-humility and openness to experience among politicians of a preferred party than among politicians of non-preferred parties. Additionally, assumed similarity effects were also present for emotionality among preferred politicians and for extraversion and conscientiousness among both preferred and non-preferred politicians, suggesting a self-based prototypicality effect.

Studies on Amazon Mechanical Turk (MTurk) often include check questions in personality inventories to ensure data quality. However, a subset of MTurk workers may give only meaningful responses to these checks while giving noncompliant responses to the other questions. We demonstrate in an analysis of five MTurk datasets using the statistical approach of Lee and Ashton (2018) that this selectively responsive subset can be detected on the HEXACO personality inventory. Our lower bound estimate is that at least 2% in each sample did not get caught with the check questions while giving noncompliant responses on the personality inventory. Overall, researchers who strive to remove noise due to noncompliant responding may benefit from complementing check questions with a statistical approach.

Objectives: This study proposes an alternative hypothetical scenario method capitalizing on the potential of virtual reality (VR). Rather than asking participants to imagine themselves in a specific situation, VR perceptually immerses them in it. We hypothesized that experiencing a scenario in VR would increase feelings of being “present” in the situation, and add to perceived realism compared to the written equivalent. This, in turn, was expected to trigger stronger emotional experiences influencing subsequent behavioral intentions. Methods: In an experiment, participants ( N = 153), visitors of a large music festival, either read a “bar fight” scenario or experienced the scenario in VR. Following the scenario, they were presented a series of questions including intention to aggress, perceived risk, anticipated shame/guilt, presence, perceived realism, and anger. Analyses were conducted using analysis of variance, stepwise regression, and mediation analysis using nonparametric bootstrapping. Results: In line with expectations, the results indicate significant differences between conditions with the VR scenario triggering stronger presence, higher realism, and higher intention to aggress. Importantly, presence and anger mediated the relation between condition and intention to aggress. Conclusions: We show that the VR scenario method may provide benefits over written scenarios for the study of criminal decision-making. Implications are discussed.

The goal of this research was to develop an implicit association test for honesty-humility (IAT-HH) and assess its validity. Construct validity was established by conducting correlations and confirmatory factor analysis. A model with honesty-humility facets measured by two related but distinct method factors (self-report vs. implicit) showed superior fit, suggesting that our IAT-HH captured important substantive variance, but also IAT-specific variance. We further investigated criterion-related validity in relation to academic behaviour of Belgian university students (N = 161), using both desirable and undesirable criteria. Our results suggest that IATs of honesty-humility may show measurement overlap with self-reports. However, the IAT-HH could neither predict self-report nor behavioural academic criteria. Predicting behaviour with the IAT-HH appears to be complex and is discussed.

The present study examined whether disagreement between self-, other-, and meta-perceptions of personality was related to burnout symptoms and eudaimonic workplace well-being. We expected disagreement in personality perceptions to explain incremental variance in burnout symptoms and eudaimonic workplace well-being beyond the main effects of the different personality ratings. Participants were 459 Dutch employees and their 906 colleagues (who provided other ratings of personality). The results, based on polynomial regression with response surface analyses, highlighted strong main effects of self-rated personality traits in relation to burnout symptoms and eudaimonic workplace well-being. This study provides, as far as we know, the first empirical evidence that self-rated Honesty-Humility negatively predicts burnout symptoms. Results showed little evidence on incremental effects of disagreement between personality perceptions, with one clear exception: when respondents misjudged how their colleagues would rate them on Honesty-Humility (i.e., discrepancy between meta- and other-perceptions), respondents experienced more feelings of burnout and less eudaimonic workplace well-being. Our study contributes to the literature by providing evidence that discrepancies between meta- and other-perceptions of Honesty-Humility affect employee well-being (i.e., burnout symptoms and eudaimonic workplace well-being).

Having dispositional insight allows people to accurately process information about personality traits and their behavioral expressions in different situations. Dispositional insight may be especially important for people who, in their interaction with other people, have to help, judge, or manage them. In this study, we investigated the relations of dispositional insight with HEXACO personality and intelligence using a sample of 1330 undergraduate students. Dispositional insight was measured with the 78-item version of the Dispositional Insight Test (DIT), which is a modified version of the Revised Interpersonal Judgment Inventory (R-IJI), and which contains 13 items for each of the HEXACO traits. In our study, the DIT showed very strongly relations to cognitive ability (as measured with the ICAR) but—apart from a weak to moderate positive relation with honesty-humility—only very weak relations with HEXACO personality traits, even when the DIT was split into its targeted HEXACO-based facets.

A broad literature indicates that pathogen, sexual, and moral disgust sensitivity relate to, among other things, political attitudes, moral condemnation, and symptoms of psychopathology. Consequently, disgust sensitivity has been widely assessed across subfields of psychology. Yet, no work has examined whether self-reports in disgust sensitivity reflect systematic trait variation that is detectable by others, and the extent to which such variation is distinct from broader personality. Here, we present the first study to examine self-other agreement in pathogen, sexual, and moral disgust sensitivity. Romantic partners (n₁ = 290), friends (n₂ = 212), and acquaintances (n₃ = 140) rated each other on these three domains of disgust sensitivity and on HEXACO personality. Correlations between dyad partners' self and other ratings were calculated to estimate the magnitude of self-other agreement. We found self-other agreement in all domains of disgust sensitivity (rs of .46, .66, and .36 for pathogen, sexual, and moral disgust sensitivity, respectively), with this agreement weakly to moderately inferred from personality perceptions (percentages mediated by HEXACO were 15%, 7%, and 33% for pathogen, sexual, and moral disgust sensitivity, respectively). These results suggest that pathogen, sexual, and moral disgust sensitivity reflect systematic trait variation that is detectable by others and distinct from broader personality traits. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Gossip—a sender communicating to a receiver about an absent third party—is hypothesized to impact reputation formation, partner selection, and cooperation. Laboratory experiments have found that people gossip about others' cooperativeness and that they use gossip to condition their cooperation. Here, we move beyond the laboratory and test several predictions from theories of indirect reciprocity and reputation-based partner selection about the content of everyday gossip and how people use it to update the reputation of others in their social network. In a Dutch community sample ( N = 309), we sampled daily events in which people either sent or received gossip about a target over 10 days ( n gossip = 5284). Gossip senders frequently shared information about targets’ cooperativeness and did so in ways that minimize potential retaliation from targets. Receivers overwhelmingly believed gossip to be true and updated their evaluation of targets based on gossip. In turn, a positive shift in the evaluation of a target was associated with higher intentions to help them in future interactions, and with lower intentions to avoid them in the future. Thus, gossip is used in daily life to impact and update reputations in a way that enables partner selection and indirect reciprocity. This article is part of the theme issue ‘The language of cooperation: reputation and honest signalling’.

Background The coping styles of the Sickness Insight in Coping Questionnaire (SICQ; positivism, redefinition, toughness, fighting spirit, nonacceptance) may affect the health and recovery of hospitalized critically ill patients. Research Question Do the SICQ coping styles of hospitalized critically ill patients relate to the patients health-related quality of life (HRQoL) and recovery? Study Design and Methods A prospective cohort study was conducted in a single university-affiliated Dutch hospital. Participants were critically ill adult patients admitted to a mixed medical-surgical ICU (start: n = 417; pre-ICU: n = 391; hospital discharge: n = 350; 3-month follow-up: n = 318; 6-month follow-up: n = 308; 12-month follow-up: n = 285). Coping was recorded with the SICQ pre-ICU and at discharge. HRQoL was measured with the SF-12 pre-ICU, at discharge, and 3, 6, and 12 months after discharge. Indicators of recovery were ICU and hospital length of stay, discharge disposition, and mortality. Correlation and regression analyses were used for data analysis. Results Positivism (r = 0.28-0.51), fighting spirit (r = 0.14-0.35), and redefinition (r = 0.12-0.23) associated significantly (P < .05) with mental HRQoL after discharge. Furthermore, positivism associated positively (P < .01) with physical HRQoL (r = 0.17-0.26) after discharge. Increase in positivism (r = 0.13), redefinition (r = 0.13), and toughness (r = 0.13) across the period of hospitalization associated positively (P ≤ .05) with mental HRQoL at discharge. Pre-ICU positivism associated with hospital length of stay (ρ = −.21, P ≤ .05) and hazard for death (HR = 0.57, P < .01) and had a unidirectional effect on mental HRQoL (β = .30, P < .001). Interpretation SICQ coping is associated with long-term mental HRQoL, hospital length of stay, and hazard for death among hospitalized critically ill patients., Graphical Abstract

Behavioral immune system research has illuminated how people detect and avoid signs of infectious disease. But how do we regulate exposure to pathogens that produce no symptoms in their hosts? This manuscript tests the proposition that estimates of interpersonal value are used for this task. Three studies (N = 1694), each conducted using U.S. samples, are consistent with this proposition: people are less averse to engaging in infection-risky acts not only with friends relative to foes, but also with honest and agreeable strangers relative to dishonest and disagreeable ones. Further, a continuous measure of how much a person values a target covaries with comfort with infection-risky acts with that target, even within relationship categories. Findings indicate that social prophylactic motivations arise not only from cues to infectiousness, but also interpersonal value. Consequently, pathogen transmission within social networks might be exacerbated by relaxed contamination aversions with highly valued social partners.

© 2021 The Author(s). Published with license by Taylor & Francis Group, LLC.Several meta-analyses have demonstrated that personality is an important predictor of organizational citizenship behavior (OCB). However, these meta-analyses have almost exclusively focused on Big Five personality domains, whereas recent evidence suggests that personality might be captured more accurately by the six HEXACO domains. Here, we provide a comprehensive meta-analysis of all HEXACO domain- and facet-level relations with OCB (k = 21). Extraversion (ρ = .347) exhibits the strongest relation with OCB, followed by Conscientiousness (ρ = .319), Agreeableness (ρ = .217), Honesty-Humility (ρ = .208), and Openness to Experience (ρ = .195). Emotionality does not correlate with OCB (ρ = −.002). The six HEXACO domains explain 13.7% of the variance in OCB, whereas the amount of explained variance increases by 3.4% when using the 24 HEXACO facets (R2 = .171). This discrepancy can be explained by masking effects among the facets of Honesty-Humility and Conscientiousness, and by a cancellation effect among the facets of Emotionality. Theoretical, methodological, and practical implications as well as limitations and ideas for future research are discussed.

Overclaiming questionnaires (OCQs), which capture overclaiming behavior, or exaggerating one's knowledge about a given topic, have been proposed as potentially indicative of faking behaviors that plague self-report assessments in job application settings. The empirical evidence on the efficacy of OCQs in this respect is inconsistent, however. We draw from expectancy theory to reconcile these inconsistencies and identify the conditions under which overclaiming behavior will be most indicative of faking. We propose that the assessment context must be tied to an outcome with high valence, and that the content of the OCQ must match the perceived knowledge requirements of the target job, such that overclaiming knowledge of that content will be instrumental to receiving a job offer. We test these propositions through three studies. First, in a sample of 519 applicants to firefighter positions, we demonstrate that overclaiming on a job-relevant OCQ is positively associated with other indicators of faking and self-presentation. Next, we demonstrate through a repeated-measures experiment (N = 252) that participants in a simulated personnel selection setting overclaim more knowledge on a job-relevant OCQ than on a job-irrelevant OCQ, compared with when they are instructed to respond honestly. Finally, in a novel repeated-measures personnel selection paradigm (N = 259), we observed more overclaiming during a selection assessment compared with a research assessment, and we observed that this job-application overclaiming behavior predicted deviant behavior following selection. Altogether, the results show that overclaiming behavior is most indicative of faking in job application assessments when an OCQ contains job-relevant (rather than job-irrelevant) content. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

In Nederland en Vlaanderen wordt veelvuldig gebruikgemaakt van interessevragenlijsten bij (studie)loopbaanvraagstukken. In tegenstelling tot de populariteit van deze vragenlijsten in de praktijk wordt er relatief weinig wetenschappelijk onderzoek gedaan naar beroepsinteresses in het Nederlandse taalgebied. In dit artikel wordt het Sferische model van beroepsinteresses geïntroduceerd, evenals de Nederlandse vertaling van de Personal Globe Inventory(PGI; Tracey, 2002) als een meetinstrument voor dit model. Het Sferische model voegt Prestige-interesse als derde interessedimensie toe aan de traditionele tweedimensionale circumplex van beroepsinteresses. Verder deelt het Sferische model de traditionele circumplex op in acht in plaats van zes interessegebieden. Aan de hand van 12 steekproeven uit Nederland en Vlaanderen is de kwaliteit van de PGI-lang en PGI-kort onderzocht. De psychometrische kenmerken van de Nederlandse vertaling van de PGI-lang en PGI-kort bleken acceptabel tot uitstekend: de items van de vragenlijst laadden grotendeels op de bedoelde schalen, de schalen correleerden volgens een circumplexordening, en de betrouwbaarheden waren acceptabel. De grootste sekseverschillen werden gevonden op mensen-versus-dingen interesse en Prestige-interesse was iets sterker bij jongere deelnemers en hoogopgeleiden. Toekomstig onderzoek kan zich richten op het beter begrijpen van de inhoud van Prestige-interesse en de betekenis van deze dimensie voor (studie)loopbaanprocessen en -uitkomsten.

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.

The aim of the current study was to examine the HEXACO personality traits in relation to followers’ preference for charismatic, relationship-oriented, and task-oriented leadership. Based on the similarity perspective, we expected followers high on Honesty-Humility, Extraversion, and Openness to Experience to prefer a charismatic leader, and those followers high on conscientiousness and low on Openness to Experience to prefer a task-oriented leader. In addition, from a need fulfillment perspective, we expected followers high on Emotionality to prefer a task- and a relationship-oriented leader. We examined these expectations using paper vignette methodology in a sample of 272 undergraduates. The results showed that most participants preferred a relationship-oriented leader over a charismatic or task-oriented leader. In addition, we found support for all our hypotheses, with the exception of the relations between Honesty-Humility and preference for charismatic leadership, and Conscientiousness and preference for task-oriented leadership. Our findings contribute to the nomological network of the role of follower characteristics in the leader-follower relationship. Implications and suggestions for research on charismatic leadership are provided.

The current study investigated how self- and other-ratings of vocational interests converge among student–parent dyads. Using the Personal Globe Inventory–Short, we obtained data from a pooled sample of 271 (high school senior and university) student–parent dyads. Participants rated their own vocational interests and those of the other dyad member. First, profile correlations revealed high levels of self-other agreement, moderate levels of assumed similarity, and low levels of similarity and reciprocity in vocational interests. These correlations are highly similar to those found in personality research. Second, profile elevation showed a reversed pattern compared to interest perceptions, with high levels of self-other agreement and moderate levels of assumed similarity, indicating that profile elevation may mostly be an artifact/rater bias and not a substantive factor. Ipsatization of the vocational interest scales somewhat reduced profile elevation bias. Third, same-gender dyads overestimated their similarity in vocational interests more than different-gender dyads.

The present study evaluated the ability of item–level bifactor models (a) to provide an alternative explanation to current theories of higher order factors of personality and (b) to explain socially desirable responding in both job applicant and non–applicant contexts. Participants (46% male; mean age = 42 years, SD = 11) completed the 200–item HEXACO Personality Inventory–Revised either as part of a job application ( n = 1613) or as part of low–stakes research ( n = 1613). A comprehensive set of invariance tests were performed. Applicants scored higher than non–applicants on honesty–humility ( d = 0.86), extraversion ( d = 0.73), agreeableness ( d = 1.06), and conscientiousness ( d = 0.77). The bifactor model provided improved model fit relative to a standard correlated factor model, and loadings on the evaluative factor of the bifactor model were highly correlated with other indicators of item social desirability. The bifactor model explained approximately two–thirds of the differences between applicants and non–applicants. Results suggest that rather than being a higher order construct, the general factor of personality may be caused by an item–level evaluative process. Results highlight the importance of modelling data at the item–level. Implications for conceptualizing social desirability, higher order structures in personality, test development, and job applicant faking are discussed. Copyright © 2017 European Association of Personality Psychology

Overclaiming-in which individuals overstate their level of familiarity with items-has been proposed as a potential indicator of positive self-presentation. However, the precise nature and determinants of overclaiming are not well understood. Herein, we provide novel insights into overclaiming through 4 primary studies (comprising 6 samples) and a meta-analysis. Based on past empirical work and theoretical discussions suggesting that overclaiming may be the result of several processes-including an egoistic tendency to self-enhance, intentional impression managing behavior, and memory biases-we investigate various potential dispositional bases of this behavior. We hypothesized that overclaiming would best be predicted by a dispositional tendency to be curious and explorative (i.e., high Openness to Experience) and by a dispositional tendency to be disingenuous and self-centered (i.e., low Honesty-Humility). All studies provided support for the first hypothesis; that is, overclaiming was positively associated with Openness. However, no study supported the hypothesis that overclaiming was associated with Honesty-Humility. The third and fourth studies, where multiple mechanisms were compared simultaneously, further revealed that overclaiming can be understood as a result of knowledge accumulated through a general proclivity for cognitive and aesthetic exploration (i.e., Openness) and, to a lesser extent, time spent in formal education. (PsycINFO Database Record

A trait-environment-state model of Unethical Business Decisions was developed and tested in two studies in a Pacific Islands setting (i.e., Fiji and the Marshall Islands). In Study 1 (N = 212), we conceptualized and operationalized the environment using two situational variables named ‘Perceived Environmental Corruption’ (PEC) and ‘Perceived Environmental Normativeness’ (PEN). Both environmental variables were (respectively positively and negatively) related to Unethical Business Decisions through the states Felt Lure, Perceived Risk, and (to a lesser extent) Negative Affect. In Study 2 (N = 235), we replicated these findings and additionally showed that HEXACO Honesty-Humility was negatively related to Unethical Business Decisions through Felt Lure and Negative Affect. Furthermore, an interaction between Honesty-Humility and Perceived Environmental Corruption on Felt Lure was observed, indicating that the negative relation between Honesty-Humility and Felt Lure was stronger when the environment was perceived to afford corruption than when it was not.

Abusive supervision is detrimental to both subordinates and organizations. Knowledge about individual differences in personality related to abusive supervision may improve personnel selection and potentially reduce the harmful effects of this type of leadership. Using the HEXACO personality framework, we hypothesized that subordinates perceive leaders high on Agreeableness and Honesty-Humility as less abusive. In a sample of 107 unique supervisor-subordinate dyads that filled out the online questionnaire, we found that both Agreeableness and Honesty-Humility were negatively related to subordinate perceptions of abusive supervision. Our findings contribute to our understanding of the origins of abusive supervision and hopefully stimulate future research on supervisor personality and abusive supervision.

Abstract. Unobtrusive behavioral cues of personality traits can be found in physical and virtual environments (e.g., office environments and social media profiles), but detecting and coding such cues are a painstaking effort, and therefore impractical for research purposes. Measuring people’s choices in a virtual, gamified environment may offer a suitable substitute. It is currently unknown whether Honesty-Humility can also be assessed in a virtual environment. In two studies, we demonstrate that Honesty-Humility can be inferred with at least modest validity from virtual behavior cues. In a third study, we tested the fakeability of the virtual cues. This study found that even under faking instructions the virtual cues were related to Honesty-Humility, however, the virtual cues were just as fakeable as self-reported Honesty-Humility. Our results imply that virtual cues can be incorporated in serious games to measure personality. Future research may investigate whether the identified virtual cues are able to predict important Honesty-Humility related outcomes.

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.

Prosociality is a central topic in positive psychology. An important but under-studied distinction can be made between active and reactive expressions. We suggest that the novel construct of social mindfulness represents active rather than reactive prosociality. Across four studies (N = 2,594), including a multi-wave representative sample spanning six years, social mindfulness is found to correlate with personality traits associated with prosocial and/or antisocial behavior. We find positive associations with empathy, social value orientation, and general prosocial behavior, and negative associations with moral disengagement and narcissism. Importantly, social mindfulness emerges as an active rather than a reactive characteristic that is more strongly related to HEXACO honesty-humility (active cooperation) than to HEXACO agreeableness (reactive cooperation). The association between social mindfulness and honesty-humility was found across measures six years apart. Given the well-established link between prosociality and well-being, emphasizing social mindfulness may be a good start to promote the latter.

Using self- and observer reports on the Personality Inventory for DSM–5 (PID–5) and the HEXACO Personality Inventory–Revised (HEXACO–PI–R), we identified for each inventory several trait dimensions (each defined by both self- and observer reports on the facet-level scales belonging to the same domain) and 2 source dimensions (each defined by self-reports or by observer reports, respectively, on all facet-level scales). Results (N = 217) showed that the source dimensions of the PID–5 were very large (much larger than those of the HEXACO–PI–R), and suggest that self-report (or observer report) response styles substantially inflate the intercorrelations and the alpha reliabilities of the PID–5 scales. We discuss the meaning and the implications of the large PID–5 source components, and we suggest some methods of controlling their influence.

The use of reliability estimates is increasingly scrutinized as scholars become more aware that test–retest stability and self–other agreement provide a better approximation of the theoretical and practical usefulness of an instrument than its internal reliability. In this study, we investigate item characteristics that potentially impact single–item internal reliability, retest reliability, and self–other agreement. Across two large samples (N = 6690 and N = 4396), two countries (Estonia and The Netherlands), and two personality inventories (the NEO PI–3 and the HEXACO–PI–R), results show that (i) item variance is a strong predictor of self–other agreement and retest reliability but not of single–item internal reliability; (ii) item variance mediates the relations between evaluativeness and self–other agreement; and (iii) self–other agreement is predicted by observability and item domain. On the whole, weak relations between item length, negations, and item position (indicating effects of questionnaire length) on the one hand, and single–item internal reliability, retest reliability, and self–other agreement on the other, were observed. In order to increase the predictive validity of personality scales, our findings suggest that during the construction of questionnaire items, researchers are advised to pay close attention especially to item variance, but also to evaluativeness and observability. Copyright © 2016 European Association of Personality Psychology