HEXACO personality correlates of adolescents' involvement in bullying situations.

Adolescents' involvement in bullying situations is-at least partially-personality trait-activated. Although some studies investigated personality correlates of bullying and being victimized, little is known about personality correlates of bystander responses (i.e., reinforcing, outsider behavior, indirect defending, and direct defending). The present study investigated whether Dutch adolescents' self-reported HEXACO personality traits could explain their peer-reported involvement in bullying (N = 552; Mage = 13.4 years, SD = 0.8 years). The results show that bullying was negatively related to honesty-humility, emotionality, agreeableness (for boys specifically), and openness, whereas reinforcing was only negatively related to honesty-humility and openness. Conversely, direct defending and outsider behavior were positively related to honesty-humility, emotionality, and openness, whereas indirect defending was only positively related to emotionality and openness. Furthermore, reinforcing was positively related to extraversion (for boys only), whereas outsider behavior was negatively related extraversion and positively to conscientiousness. Finally, being victimized was positively related to emotionality and negatively to extraversion. These findings contribute to our understanding of the heterogeneity in adolescents' involvement in bullying and fit the view of bullying and defending as strategic and goal-directed behavior. Implications for bullying prevention programs are discussed.

Behavioral Immune Trade-Offs: Interpersonal Value Relaxes Social Pathogen Avoidance.

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-100 Across 16 Languages: A Large-Scale Test of Measurement Invariance.

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.

Trait Variance and Response Style Variance in the Scales of the Personality Inventory for DSM-5 (PID-5).

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.

Measuring Adaptive Coping of Hospitalized Patients With a Severe Medical Condition: The Sickness Insight in Coping Questionnaire.

OBJECTIVES: Adaptive coping strategies are associated with less psychological distress. However, there is no brief, specific, and validated instrument for assessing adaptive coping among seriously ill patients. Our objective was to examine the validity and patient-proxy agreement of a novel instrument, the Sickness Insight in Coping Questionnaire. DESIGN: A cross-sectional design which included two related studies. SETTING: A single university-affiliated Dutch hospital. SUBJECTS: Hospitalized patients (study 1) and ICU-patients and proxies (study 2). INTERVENTIONS: None. MEASUREMENTS AND MAIN RESULTS: Study 1 (n = 103 hospitalized patients) addressed the Sickness Insight in Coping Questionnaire's performance relative to questionnaires addressing similar content areas. Coping subscales of the BRIEF COPE, Illness Cognition Questionnaire, and Utrecht Coping List were used as comparator measures in testing the construct validity of the Sickness Insight in Coping Questionnaire-subscales (fighting spirit, toughness, redefinition, positivism, and non-acceptance). The Sickness Insight in Coping Questionnaire had good internal consistency (0.64 ≤ α ≤ 0.79), a clear initial factor structure, and fair convergent (0.24 ≤ r ≤ 0.50) and divergent (r, ≤ 0.12) construct validity. Study 2 examined the performance of the Sickness Insight in Coping Questionnaire among 100 ICU patients and their close family members. This study showed that the Sickness Insight in Coping Questionnaire has good structural validity (confirmatory factor analyses with Comparative Fit Index > 0.90 and Root Mean Square Error of Approximation < 0.08) and moderate (r, 0.37; non-acceptance) to strong (r, > 0.50; fighting spirit, toughness, redefinition, and positivism) patient-close proxy agreement. CONCLUSIONS: Overall, the Sickness Insight in Coping Questionnaire has good psychometric properties. ICU clinicians can use the Sickness Insight in Coping Questionnaire to gain insight in adaptive coping style of patients through ratings of patients or their close family members.

What Is Engagement? Proactivity as the Missing Link in the HEXACO Model of Personality.

We tested the hypothesis that proactivity represents the engagement vector in the HEXACO model of personality. Questionnaire data were obtained in five studies, three of which consisted (mostly) of students: Study 1 (N = 188, Mage = 20.0, 89.4% women), Study 3 (N = 315, Mage = 20.4, 80.6% women), and Study 4 (N = 309 self-ratings, Mage = 20.0, 78.3% women; N = 307 other-ratings, Mage = 24.5, 62.2% women). Participants in the other two studies came from an ISO-certified representative community panel: Study 2 (N = 525, Mage = 51.2, 52.0% women) and Study 5 (N = 736, Mage = 42.2, 48.0% women). Proactive Personality and Proactivity were positively related to Extraversion, Conscientiousness, and Openness to Experience, but only weakly related or unrelated to Honesty-Humility, Emotionality, and Agreeableness, supporting the alignment of Proactive Personality/Proactivity with the hypothesized HEXACO engagement vector. Additionally, Proactivity explained incremental variance in self-rated job performance on top of the HEXACO facets that were most closely associated with Proactive Personality/Proactivity, that is, Social Boldness (an Extraversion facet), Diligence (a Conscientiousness facet), and Creativity (an Openness to Experience facet), but not in entrepreneurship and intrapreneurship. Proactivity is the missing engagement link in the HEXACO model of personality. The results are discussed in light of higher-order factors (e.g., general factor of personality and Alpha and Beta) of personality and bandwidth-fidelity controversies.

The HEXACO Honesty-Humility, Agreeableness, and Emotionality factors: a review of research and theory.

We review research and theory on the HEXACO personality dimensions of Honesty-Humility (H), Agreeableness (A), and Emotionality (E), with particular attention to the following topics: (1) the origins of the HEXACO model in lexical studies of personality structure, and the content of the H, A, and E factors in those studies; (2) the operationalization of the H, A, and E factors in the HEXACO Personality Inventory-Revised; (3) the construct validity of self-reports on scales measuring the H factor; (4) the theoretical distinction between H and A; (5) similarity and assumed similarity between social partners in personality, with a focus on H and A; (6) the extent to which H (and A and E) variance is represented in instruments assessing the "Five-Factor Model" of personality; and (7) the relative validity of scales assessing the HEXACO and Five-Factor Model dimensions in predicting criteria conceptually relevant to H, A, and E.

The disgust traits: Self-other agreement in pathogen, sexual, and moral disgust sensitivity and their independence from HEXACO personality.

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) 2023 APA, all rights reserved).

Construct and Predictive Validity of an Assessment Game to Measure Honesty-Humility.

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.

Self-, other-, and meta-perceptions of personality: Relations with burnout symptoms and eudaimonic workplace well-being.

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).

SICQ Coping and the Health-Related Quality of Life and Recovery of Critically Ill ICU Patients: A Prospective Cohort Study.

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 (ß = .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.

Corrigendum: The Main Dimensions of Sport Personality Traits: A Lexical Approach.

[This corrects the article DOI: 10.3389/fpsyg.2020.02211.].

Who wants to change and how? On the trait-specificity of personality change goals.

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).

Compensation Preferences: The Role of Personality and Values.

The present study investigated relations between personality and values on the one hand and compensation preferences on the other. We hypothesized that HEXACO Honesty-Humility and self-transcendence versus self-enhancement values predict preference for higher relative compensation level and that HEXACO Openness to Experience and openness to change versus conservation values predict preference for compensation variability. Furthermore, we expected perceived utility of money and risk aversion to mediate the respective relations. The hypotheses were tested using a sample of 2,210 employees from a large international organization. The results provided support for the direct and mediated relations between personality and values on the one hand and preferences for compensation variability and level on the other.

Gossip and reputation in everyday life.

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 (ngossip = 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'.

How genetic and environmental variance in personality traits shift across the life span: Evidence from a cross-national twin study.

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 Main Dimensions of Sport Personality Traits: A Lexical Approach.

To uncover the main dimensions of sport personality traits, a lexical study was conducted. In the first two phases, 321 adjectives denoting the way somebody practices sports were selected. In the third phase, 555 respondents self-rated the adjectives. Congruence analyses provided evidence of six factors, five of which are sport personality trait factors (friendly fairness, resilience, drive, perfectionism, and inventiveness) plus one physical individual difference factor (agility). Marker scales from the sport personality trait factors show convergent correlations with the generic HEXACO personality obtained years earlier. Furthermore, meaningful relations with the six most frequently practiced sport and leisure activities were observed. Contextualized sport personality trait factors can be useful in research on sport preferences, sport behaviors, and sport outcomes.

Liar! Liar! (when stakes are higher): Understanding how the overclaiming technique can be used to measure faking in personnel selection.

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).

The Dutch HEXACO Personality Inventory: psychometric properties, self-other agreement, and relations with psychopathy among low and high acquaintanceship dyads.

The HEXACO model (Lee & Ashton, 2004, 2006) of personality structure is based on 6 dimensions that have been recovered in lexical studies of personality in various languages. In this study, we examined a Dutch version of the HEXACO Personality Inventory (HEXACO-PI; Lee & Ashton, 2004) and found it to have satisfactory psychometric properties. Additionally, we examined the level of self-other agreement for the HEXACO-PI variables and the relation of HEXACO-PI Honesty-Humility with the Self-Report Psychopathy Scale (Williams, Paulhus, & Hare, 2007) at varying levels of self-other acquaintanceship. Self-other agreement was found to be high, especially among dyads with high levels of acquaintanceship. Self-reported and other-reported Honesty-Humility and Emotionality were the strongest predictors of psychopathy. The relation between other-reported Honesty-Humility and self-reported psychopathy was near zero for dyads with low levels of acquaintanceship but was moderately strong for dyads with high levels of acquaintanceship.

Three Nightmare Traits in Leaders.

This review offers an integration of dark leadership styles with dark personality traits. The core of dark leadership consists of Three Nightmare Traits (TNT)-leader dishonesty, leader disagreeableness, and leader carelessness-that are conceptualized as contextualized personality traits aligned with respectively (low) honesty-humility, (low) agreeableness, and (low) conscientiousness. It is argued that the TNT, when combined with high extraversion and low emotionality, can have serious ("explosive") negative consequences for employees and their organizations. A Situation-Trait-Outcome Activation (STOA) model is presented in which a description is offered of situations that are attractive to TNT leaders (situation activation), situations that activate TNT traits (trait activation), and the kinds of outcomes that may result from TNT behaviors (outcome activation). Subsequently, the TNT and STOA models are combined to offer a description of the organizational actions that may strengthen or weaken the TNT during six career stages: attraction, selection, socialization, production, promotion, and attrition. Except for mainly negative consequences of the TNT, possible positive consequences of TNT leadership are also explored, and an outline of a research program is offered that may provide answers to the most pressing questions in dark leadership research.