Browsing by Author "Julian, Amanda"

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    HEXACO Personality Traits and Perceptions of Organizational Politics as Predictors of Workplace Revenge
    (2015-10-05) Julian, Amanda; Lee, Kibeom
    Given the consequences associated with employee revenge, gaining insight into antecedents of revenge in response to transgressions in the workplace is of utmost importance. The present program of research aimed to gain further insight into workplace revenge, by examining novel predictors yet to be explored within the organizational literature: HEXACO personality traits and perceptions of organizational politics (POP). Data was collected online cross-nationally from 239 employees spanning various organizations and industries. Results demonstrated that HEXACO Honesty-Humility and Conscientiousness significantly predict revenge responses, above and beyond other HEXACO personality traits. Perceptions of organizational politics (POP) however was not a significant predictor of revenge responses, nor did it act as a moderator of the relationship between Honesty-Humility and POP. The present study also examined trends between personality traits and characterizations of revenge, however due to small sample sizes these results were inconclusive. Implications of these findings and future research directions are discussed.
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    Not to be Taken Out of Context: The Development and Validation of a Contextualized Measure of Leader Personality
    (2021-03-02) Julian, Amanda; Lee, Kibeom; O'Neill, Thomas A.; Bourdage, Joshua S.; Hausdorf, Peter A.; Turner, Nick
    Contextualization refers to the process of incorporating a relevant context into a personality questionnaire (Holtrop, Born, De Vries, & De Vries, 2014). In recent years, research has demonstrated that the contextualization of a personality measure improves its criterion validity for context-congruent criteria (Shaffer & Postlethwaite, 2012). The continued interest in the application of personality to leadership research and practice (Day & Antonakis, 2012; Hogan & Kaiser, 2005; Judge, Piccolo, & Kosalka, 2009), underscores the potential utility of a personality measure contextualized to organizational leadership. Over the span of two studies and multiple samples, this dissertation sought to develop and validate a completely contextualized measure of organizational leader personality, coined the HEXACO-Lead. In brief, this research provides initial evidence for the reliability and construct validity of the newly developed HEXACO-Lead personality inventory. More specifically, findings across two independent studies support acceptable reliability, factorial validity and expected convergent/divergent correlations with generic HEXACO factor scales. The HEXACO-Lead also yields noticeably better reactions among leader respondents, compared to a generic alternative. Moreover, an examination of the measure’s ability to predict self-rated leadership criteria revealed a consistent pattern of higher predictive validity, compared to the HEXACO-60. This difference was only statistically significant for one of the four measured leadership criteria (i.e., supportive leadership), suggesting that the effects of contextualization may vary depending on the criterion of interest. Results concerning the HEXACO-Lead’s predictive validity for subordinate rated leadership criteria were somewhat inconclusive due to the small sample size available for these analyses. Overall, the results of this research are promising for the extension of personality measure contextualization to the context of organizational leadership.