PurposeThe purpose of this study is to add to the currently limited research on individual level people analytics (PA) adoption by focusing on a vital resource in the implementation of PA, namely the technology used for PA. We draw on the unified theory of acceptance and use of technology (UTAUT) to examine antecedents of the use of technology for PA.Design/methodology/approachThis study uses latent profile analysis to examine how different antecedents of PA (technology) adoption jointly act among 279 users of a specific PA technology.FindingsThis study identifies four user profiles, that we labeled the skeptic diplomats, the optimistic strugglers, the optimists, and the enthusiasts. These profiles relate to differences in user satisfaction and the frequency and versatility of PA technology use. This study demonstrates that performance benefits, social influence, required effort, and facilitating conditions jointly affect the use of PA technology, but that the latter two might be the most influential factors.Practical implicationsThis study offers recommendations to practitioners and organizations on which actions by managers and the organization can be taken to support the use of PA technology.Originality/valueCompared to previous research, we take a different approach by applying latent profile analysis to examine the combined effect of antecedents on user behavior and user satisfaction. In addition to a different analytical approach, we also extend existing research on individual PA adoption by focusing on actual behaviors and behavioral intention.

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

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.

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.

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

We present a comprehensive meta-analysis of the relations between personality and workplace deviance. More specifically, we compared the validities of the Big Five domain scales with the HEXACO dom...