Substantial research has examined work-related correlates of the Big Five, but few studies have investigated these traits in combination. This research addressed this issue by focusing on profiles, examining (a) the types of personality profiles found in a large working sample and their similarity to previous profiles found in samples outside of organizational contexts; (b) the relationship between personality profiles and job performance, including incremental validity in predicting job performance beyond personality traits; and (c) other characteristics associated with these personality profiles relevant to organizational settings. To examine these issues, we used an archival dataset (N = 4,103) from a concurrent criterion-related validation study conducted in a Fortune 100 company involving measures of personality, job performance, proactive personality, learning goal orientation, and creativity. Results from latent profile and regression analyses indicated (a) the presence of four personality profiles with some overlap with profiles found in other contexts, (b) limited evidence of incremental validity for personality profiles beyond personality traits, and (c) some relationships between profiles and proactive personality, learning goal orientation, and creativity. These findings suggest that additional research on personality profiles at work may be worthwhile, but these profiles may have limited value in terms of criterion-related validity.

ABSTRACTInterruptions are a common and consequential issue for many workers. Although several studies have examined work interruptions, little research has explored work characteristics as potential antecedents of interruptions, particularly from a within‐person perspective. The current study examined this issue by investigating how several prominent job characteristics relate to employee interruptions and goal attainment using a daily diary design. Specifically, 162 employed individuals completed daily measures of work characteristics (job autonomy, task variety, job complexity, and task interdependence), external interruption (intrusion) frequency, internal interruption (mind wandering) frequency, and goal attainment. Results from multilevel modeling analyses demonstrated links between work characteristics and intrusions and between mind wandering and goal attainment. These findings contribute to our understanding of both work interruptions and work design and may inform practical applications related to managing interruptions.

The purpose of this research was to develop and examine a measure of self-control strategies, proposed in the process model of self-control. Across three studies (N = 1045), we developed and refined items, examined scale dimensionality and relationships with orbiting constructs, and assessed criterion-related validity. Findings provide initial support for a 34-item measure of six self-control strategies: five strategies that were theoretically proposed in the process model and one that emerged empirically from our data. The proposed Self-Control Strategies Scale was significantly correlated with other similar measures and demonstrated expected relationships with orbiting constructs and criterion-related validity. This measure may be useful in expanding our understanding of different strategies beneficial for long-term goal pursuit.

Interruptions are a common and consequential issue for many individuals in organizational settings. Limited preliminary work suggests that certain individuals may be more susceptible to workplace interruptions but little is known about the nature and implications of these linkages with individual differences. This study examines dispositional self‐control as a predictor of workplace intrusions, focusing on (a) both intrusion frequency and severity, (b) planning as a potential mechanism, and (c) implications for task performance and work‐related stress. Participants (N = 164) first completed a measure of dispositional self‐control and then completed daily surveys for one workweek measuring planning, frequency and severity of intrusions, task performance, and work‐related stress. Results indicated that self‐control predicted both intrusion frequency and severity. In addition, both intrusion frequency and severity were found to be related to performance and stress. However, no indirect effects involving planning were found. These findings support the notion that individual differences in self‐control predict the experience of workplace intrusions; indicate that more‐conscious/effortful mechanisms (e.g., planning) may not play a prevalent role in this relationship, indirectly suggesting that less‐conscious/effortful mechanisms (e.g., habits) could be more relevant; and demonstrate that intrusion severity may be just as detrimental as intrusion frequency.

Army personnel operate in volatile and stressful environments where self-regulation is critical to maintain performance, health, and well-being. Though self-regulation is a malleable construct, the complex nature of both self-regulation and the Army context in which it is enacted makes a tailored application for individual development challenging. In this paper, we explore salient issues in the potential application of self-regulation concepts and techniques to the Army context. In doing so, we review leading conceptualizations and major theoretical models of self-regulation, discuss aspects of military professions in which self-regulation may be particularly relevant, and identify challenges associated with applying existing approaches to self-regulation in the Army context. Finally, we discuss promising self-regulation interventions for competency development that may be beneficial for the Army and highlight where future efforts should be directed.Keywords: self-regulationArmymilitaryskillswell-being Disclosure statementThe authors have no conflicts of interest to report.Additional informationFundingAspects of this work were funded through the Consortium Research Fellows Program in support of the U.S. Army Research Institute for the Behavioral and Social Sciences (ARI) at Fort Benning, Georgia.

Organizational citizenship behaviors (OCBs) represent an important aspect of job performance, as these actions contribute to organizational functioning in several ways. Although there is growing recognition of the importance of within-person OCB dynamics over time and some work is beginning to suggest self-concept may be an important antecedent of OCBs, previous research does not appear to have integrated these two lines of work. Thus, the present research proposed and examined such an integration, focusing on self-concept orientation and targeted OCBs using a within-person daily survey approach. More specifically, drawing from Greenwald et al.'s unified theory of implicit social cognition and Bolino et al.'s self-regulatory framework, this study examined within-person relationships between self-concept orientation, motives, intentions, and targeted OCBs. Participants (99 employed individuals from the United States) completed daily measures of these variables for up to 15 days. Results from multilevel modeling analyses were largely supportive of the proposed hypotheses, highlighting the relevance of self-concept components in the context of OCBs over time. These findings may contribute to both theoretical development and practical applications, as they provide a more detailed view of self-concept and OCBs over time that might be considered in attempts to enhance citizenship behaviors in organizations.

Purpose Allocation of individuals' resources among multiple goals is an increasingly prominent theoretical and practical issue. Despite several theoretical perspectives that highlight the potential role of affect in this resource allocation process, empirical work on the topic is quite limited with little focus on the activation dimension of affect. This study aimed to provide further insight into this issue.

Economic individualism—involving a belief that the individual should be in control of his/her own economic decisions and an increased emphasis on competition and achievement—is becoming more prominent in several areas of the world, but little is known about the implications of this characteristic for employee attitudes and behavior. Our study investigated the impact of economic individualism on job engagement. More specifically, the research developed and examined a model involving work motivation as a mediator and growth need strength as a moderator. Employees (N = 235, 58.3% male, 33.6% 20–29 years old, 53.2% with a bachelor’s degree) from several companies in South Korea completed survey measures of economic individualism, job engagement, work motivation, and growth need strength. Findings supported work motivation as a mediator and indicated that the indirect effect through work motivation was significant at high levels of growth need strength although not at low levels. These findings provide new insights regarding the individual-level engagement implications of economic individualism and when and why these implications hold, as prior research on economic individualism has focused on the organizational and societal levels.

Self-control has important consequences, but key questions remain regarding the underlying mechanisms involved in self-control over time. This research examined this issue, focusing on the process model of depletion. In particular, this study examined have-to and want-to motivation over time to provide a direct examination of central process model propositions and to investigate extensions to this model involving antecedents and outcomes associated with individual differences in have-to and want-to slopes and intercepts. Participants (N = 238) were presented with a self-control task for 45 min and reported have-to and want-to motivation levels every three minutes. Delay of gratification, future time perspective (antecedents), and task performance (outcome) were also measured. Results from multilevel modeling analyses indicated that have-to motivation decreased over time, want-to motivation increased over time, total time on the self-control task predicted have-to slope, future time perspective predicted have-to intercept, and have-to slope predicted task performance. These findings provide support for aspects of the process model, lead to new insights regarding self-control over time, and suggest additional directions for future research to further expand our understanding of control processes.

Purpose Substantial research has examined the self-concept, but little work has investigated the contents and structure of the self-concept in combination within performance settings, particularly from a within-person perspective. Thus, this research developed and examined a conceptual framework based on Greenwald et al. (2002) to understand how core self-evaluations (CSE) and self-concept clarity (SCC) interact to influence motivational orientation with implications for performance dimensions. Design/methodology/approach Full-time employees (N = 138) completed daily measures of CSE, SCC, motivational orientation, organizational citizenship behaviors (OCBs) and counterproductive work behaviors (CWBs) over the course of three weeks. Findings Multilevel modeling indicated CSE influences motivational orientation, SCC can moderate these relationships and motivational orientation relates to OCBs and counterproductive work behaviors. Originality/value This work contributes to this research area by developing and examining an integrative conceptual framework involving aspects of self-concept, motivation and performance from a within-person perspective.

Self-control has been linked to a range of important outcomes. However, little research has examined how individuals high in self-control achieve these positive outcomes. This research investigated the day-to-day behaviors and experiences that may be responsible for these links, focusing on off-task thoughts/behaviors. Specifically, two studies examined mind wandering, distractions, interruptions, and procrastination as mechanisms linking self-control with task completion, GPA, job performance, and affect. Participants initially completed measures of dispositional self-control. They were then sent survey links twice a day for seven days to assess day-to-day behaviors/experiences. Results supported the role of off-task thoughts/behaviors in relationships between self-control and task completion, GPA, job performance, and affect. These findings shed new light on how self-control leads to valued outcomes. (C) 2020 Elsevier Inc. All rights reserved.

Core self-evaluations (CSEs) represent a prominent construct with links to a number of important organizational behaviors and outcomes. Previous research on this variable appears to have assumed that CSE is a stable trait. However, very little research has examined this assumption, particularly over longer time periods. This study investigated this issue, focusing on within-person variability in CSE. Drawing from several theoretical perspectives related to self-concept, we examined the extent to which levels of this construct varied over several years as well as potential predictors of this variability. Hierarchical linear modeling analyses indicated there was substantial within-person variance in CSE over time and this variability was related to income and education. These findings shed additional light on the fundamental nature of CSE, contributing to a new perspective on this construct with potential implications for employees, organizations, and researchers.

Engaging in multiple tasks is a common and important issue in many achievement settings. This research examined task type (quantitative and qualitative) and resource allocation (time) trends in this context. Prior research has focused largely on quantitative tasks and general predictor‐allocation relationships, neglecting qualitative tasks and the potential for multiple distinct allocation trends. These issues were examined in two studies (N = 75 and N = 118) involving quantitative and qualitative tasks. Results indicated that over time participants reduced resource allocation to the qualitative task but not to the quantitative task. Both studies also revealed multiple distinct allocation trends in addition to these general patterns. These findings highlight the importance of examining different task types and exploring for multiple distinct trends underlying broader patterns in multiple task research.

Recent work on augmented cognition has begun to highlight the importance of self-regulatory processes. In an effort to expand further in this direction, this paper outlines the nature and potential implications of an emerging view of self-regulation focusing on five major self-control strategies. In particular, we discuss how this self-control strategies perspective may help inform our understanding of current augmented cognition approaches, suggest new directions for the development of mitigation strategies, and highlight new research directions. This preliminary discussion integrating self-control strategies and augmented cognition may stimulate additional work that could benefit both research areas.

Extensive research has demonstrated that self-control predicts a range of outcomes, but little work has examined the implications of self-control over time. This study examined self-control levels and slopes across adolescence and young adulthood as predictors in the work, relationship, and well-being domains. Drawing from developmental tasks theory, two possibilities were explored: high levels of self-control or increasing levels of self-control across this developmental period may be important to these outcomes. Data from the National Longitudinal Study of Adolescent to Adult Health were used, with self-control measured across four waves and outcomes measured during the last wave. Results were more consistent with the proposition that high levels of self-control across this developmental period may be important to the outcomes examined. (C) 2017 Elsevier Inc. All rights reserved.

Dominance analysis (DA) has been established as a useful tool for practitioners and researchers to identify the relative importance of predictors in a linear regression. This article examines the joint impact of two common and pervasive artifacts-sampling error variance and measurement unreliability-on the accuracy of DA. We present Monte Carlo simulations that detail the decrease in the accuracy of DA in the presence of these artifacts, highlighting the practical extent of the inferential mistakes that can be made. Then, we detail and provide a user-friendly program in R (R Core Team, 2017) for estimating the effects of sampling error variance and unreliability on DA. Finally, by way of a detailed example, we provide specific recommendations for how researchers and practitioners should more appropriately interpret and report results of DA. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Purpose: This article examines the importance of selecting for “flair factors,” or those differentiating personal qualities that make the critical difference in achieving superior outcomes in modern organizations.Design/methodology/approach: Conceptual research about flair factors, key predictors of performance, and effective selection tools are reviewed and propositions related to improving the personnel selection process are developed.Findings: This review reveals six flair factors—grit, execution, general intelligence, emotional intelligence, personal integrity, and communication effectiveness—as well as three selection tools—structured interviews, situational assessment writing assignments, and assessment centers—that can improve the selection process.Originality/value: This article highlights the overlooked concept of flair factors in the selection process, identifies six factors that are vital for successful employee selection, suggests three tools to improve selection processes, and presents five propositions for practitioners and scholars.

Contextual display rules refer to perceptions of the particular emotions that should be displayed in a specific set of circumstances. As such, it is important to examine within-person variance in such perceptions within the dynamic context of real-life organizations. To this end, experience sampling methodology was used to highlight within-person variance in display rules and examine event-level predictors of these contextual display rules. Thirty-nine university staff members were surveyed four times per day about their most recent interaction. Employee momentary affect (pleasantness and activation) and relationship with the interaction target (solidarity and relative power) were examined as predictors of both contextual display rule perceptions and deviation from those display rules. Pleasantness of affect related positively to the level of expression allowed by the display rule, whereas activation of affect and target solidarity related positively to deviation from display rules. Complex interactions were also found between the predictors, further highlighting the complexity of the emotional labour process.