Development of a Measure of Calculative Mindset (CM): Establishing a Nomological Net and Predictive Utility of the CM Measure.

A calculative mindset (CM) describes the tendency to analyze and convert qualitative social values into numeric or monetary metrics and is a predisposition that shapes behaviors and actions of the employee. CM has been manipulated in experimental studies, but it has not been investigated in field research due to the absence of a scale to measure CM. In study 1, we followed Hinkin's scale development protocol to conceptualize, develop, and validate a measure of CM to facilirate research in organizational contexts. In Study 2, we examined the relationship between CM and measures of performance, counterproductive work behavior (CWB), organizational citizenship behaviors (OCB), and in role-performance (IRP). Results from hierarchical regression analyses indicate that CM is related to these performance outcomes and explains incremental variance over established measures of the Five-Factor Model of personality. Implications for personality research, selection of human resources, and facilitation of an ethical workplace are discussed.

Predicting students' perceptions of academic misconduct on the Hogan Personality Inventory Reliability Scale.

Interest and research on academic misconduct has become more salient in part due to recent publicized academic and organizational scandals. The current study investigated a possible interaction between perception of the university's academic culture and personality, conceptualized as Reliability, on students' perceptions of academic misconduct. A convenience sample of 217 university business students (91 men, 126 women), whose average age was 22.3 yr. (SD = 4.4) was tested. Reliability was measured with an occupational scale included in the Hogan Personality Inventory. Two hierarchical regression analyses were conducted using Cheating Intentions and Likelihood of Reporting Cheating as criteria. Age, Reliability, Integrity Culture, and the interaction between scores on Reliability and Integrity Culture were entered as predictors. Only Age and Reliability scores were significant predictors of Cheating Intentions, while all variables were significant predictors for Likelihood of Reporting Cheating. Suggestions for practice and research are provided.

Sexism and beautyism effects in selection as a function of self-monitoring level of decision maker.

The authors, in two experiments, investigated the influence of the sex and attractiveness of applicants for male and female sex-typed jobs on selection decisions made by low and high self-monitors. In both experiments, attractiveness and the congruence between applicants' sex and the sex type of the job influenced selection decisions. In addition, high self-monitors were more influenced by attractiveness and sex of the applicant when hiring for sex-typed jobs than low self-monitors, but this difference in hiring pattern was not evident when the job was gender neutral. Results indicate that job applicants may encounter different employment opportunities as a function of their sex, their physical attractiveness, the sex type of the job, and the self-monitoring level of the decision maker. Implications of results are discussed and suggestions for future research are offered.

The relationship between personality and discretionary helping behaviors.

The relationship between personality and helping behaviors in three different contexts was examined in a field study. In a sample of 178 employees from three professional organizations, measures of the Big Five Personality factors were found to be related to discretionary helping behaviors performed in the context of one's home, workplace and the larger society. Collectively, the five personality factors accounted for 7% of the variance in Household Activities and Chores, 26% of the variance in Organizational Citizenship Behaviors and 10% of the variance in Volunteerism. Implications of these relations are discussed.