A Comparison of the Nomological Networks Associated With Forced-Choice and Likert Formats of the Narcissistic Personality Inventory.

The Narcissistic Personality Inventory (NPI) is one of the most popular measures of narcissism. However, its use of a forced-choice response set might negatively affect some of its psychometric properties. The purpose of this research was to compare a Likert version of the NPI, in which only the narcissistic response of each pair was given, to the original NPI, in 3 samples of participants (N = 1,109). To this end, we compared the nomological networks of the forced-choice and Likert formats of the NPI in relation to alternative measures of narcissism, narcissistic personality disorder, entitlement, self-esteem, general personality traits (reported by self and informants), interpersonal styles, and general pathological traits included in the DSM-5. The Likert format NPI-total and subscales-manifested similar construct validity to the original forced-choice format across all criteria with only minor differences that seem to be due mainly to the increased reliability and variability found in the Likert NPI Entitlement/Exploitativeness subscale. These results provide evidence that a version of the NPI that employs a Likert format can justifiably be used in place of the original.

Off-duty deviance: Organizational policies and evidence for two prevention strategies.

Anecdotal evidence suggests that organizations are increasingly concerned with employee off-duty deviance (ODD), yet management research has rarely investigated this type of deviant behavior. We define ODD as behaviors committed outside the workplace or when off-duty that are deviant by organizational and/or societal standards, jeopardize the employee's status within the organization, and threaten the interests and well-being of the organization and its stakeholders. Three studies are presented to better understand the relevance of ODD to modern organizations and then to understand potential approaches to reduce the incidence of ODD. The first study provides a qualitative review of publicly available ODD policies within the Fortune 500; the results showed that 13.4% of the Fortune 500 had a publicly available ODD policy, with the majority prohibiting criminal forms of ODD to protect the firm's reputation. The next 2 studies examine the efficacy of different approaches to reduce criminal ODD: policy adoption and personnel selection. In the second study, a longitudinal, quasi-experimental design showed a significant-albeit modest-reduction in criminal ODD following the adoption of a conduct policy. In the third and final study, a criterion-related validity design supported the predictive validity of general mental ability and prior deviance in predicting criminal ODD. This compendium of studies provides an initial empirical investigation into ODD and offers implications relevant to the deviance literature, policy development, and personnel selection.

A review of the content, criterion-related, and construct-related validity of assessment center exercises.

This study uses meta-analysis and a qualitative review of exercise descriptions to evaluate the content, criterion-related, construct, and incremental validity of 5 commonly used types of assessment center (AC) exercises. First, we present a meta-analysis of the relationship between 5 types of AC exercises with (a) the other exercise types, (b) the 5-factor model of personality, (c) general mental ability (GMA), and (d) relevant criterion variables. All 5 types of exercises were significantly related to criterion variables (ρ = .16-.19). The nomological network analyses suggested that the exercises tend to be modestly associated with GMA, Extraversion and, to a lesser extent, Openness to Experience but largely unrelated to Agreeableness, Conscientiousness, and Emotional Stability. Finally, despite sparse reporting in primary studies, a content analysis of exercise descriptions yielded some evidence of complexity, ambiguity, interpersonal interaction, and fidelity but not necessarily interdependence. (PsycINFO Database Record

Cross-lagged relations between mentoring received from supervisors and employee OCBs: Disentangling causal direction and identifying boundary conditions.

Although mentoring has documented relationships with employee attitudes and outcomes of interest to organizations, neither the causal direction nor boundary conditions of the relationship between mentoring and organizational citizenship behaviors (OCBs) has been fully explored. On the basis of Social Learning Theory (SLT; Bandura, 1977, 1986), we predicted that mentoring received by supervisors would causally precede OCBs, rather than employee OCBs resulting in the receipt of more mentoring from supervisors. Results from cross-lagged data collected at 2 points in time from 190 intact supervisor-employee dyads supported our predictions; however, only for OCBs directed at individuals (OCB-Is) and not for OCBs directed at the organization (OCB-Os). Further supporting our theoretical rationale for expecting mentoring to precede OCBs, we found that coworker support operates as a substitute for mentoring in predicting OCB-Is. By contrast, no moderating effects were found for perceived organizational support. The results are discussed in terms of theoretical implications for mentoring and OCB research, as well as practical suggestions for enhancing employee citizenship behaviors.

A test of the empirical network surrounding affective instability and the degree to which it is independent from neuroticism.

Affective instability (AI) is as a central component of a number of psychiatric disorders, but it has received relatively little empirical attention as an individual construct. The goal of the current study was to study AI in the context of a broad empirical network of relevant constructs and compare its pattern of relations with those generated by trait neuroticism, both of which were assessed using both self- and informant reports. In a sample of 343 college students, the present study examined the correlations generated by an AI factor (derived from a factor analysis of relevant scales) in comparison to neuroticism in relation to personality and etiological and outcome variables. An exploratory factor analysis revealed a one-factor structure of AI related to the experience of intense and changeable negative affect and subsequent physical and behavioral consequences. The correlations generated by self- and informant reports of AI with these external criteria were almost perfectly correlated with the correlations demonstrated by self- and informant reports of neuroticism. Self- and informant reports of AI generated a pattern of results consistent with its role in a number of psychological disorders that are associated with substantial impairment. The current data suggest that AI might be best conceived of as largely overlapping with neuroticism rather than as a distinct construct.

A test of two brief measures of grandiose narcissism: the narcissistic personality inventory-13 and the narcissistic personality inventory-16.

The most widely used measure of trait narcissism is the Narcissistic Personality Inventory (NPI), which can provide both total and subscale scores. However, with a length of 40 items, this measure may not be ideal in settings in which time or participant attention may limit the types of measures that can be administered. In response, Ames, Rose, and Anderson (2006) created the NPI-16, which provides a shorter, unidimensional measure of the construct. In the present research, we examine the reliability and validity of the NPI-16 in conjunction with a new short measure of narcissism, the NPI-13, which provides both a total score and 3 subscale scores (Leadership/Authority; Grandiose Exhibitionism; Entitlement/Exploitativeness). Across 2 studies, we demonstrate that both short measures manifest good convergent and discriminant validity and adequate overall reliability. The NPI-13 may be favored over the NPI-16 because it allows for the extraction of 3 subscales, consistent with the use of its parent measure.

An interdisciplinary meta-analysis of the potential antecedents, correlates, and consequences of protégé perceptions of mentoring.

This meta-analysis summarized youth, academic, and workplace research on the potential antecedents (demographics, human capital, and relationship attributes), correlates (interaction frequency, relationship length, performance, motivation, and social capital), and consequences (attitudinal, behavioral, career-related, and health-related outcomes) of protégé perceptions of instrumental support, psychosocial support, and relationship quality to the mentor or to the relationship. A total of 173 meta-analytic correlations were computed based on data from 173 samples and a combined N of 40,737. Among antecedents, positive protégé perceptions were most strongly associated with greater similarity in attitudes, values, beliefs, and personality with their mentors (ρ ranged from .38 to .59). Among correlates, protégé perceptions of greater instrumental support (ρ = .35) and relationship quality (ρ = .54) were most strongly associated with social capital while protégé perceptions of greater psychosocial support were most strongly associated with interaction frequency (ρ = .25). Among consequences, protégé perceptions of greater instrumental support (ρ = .36) and relationship quality (ρ = .38) were most strongly associated with situational satisfaction while protégé perceptions of psychosocial support were most highly associated with sense of affiliation (ρ = .41). Comparisons between academic and workplace mentoring generally revealed differences in magnitude, rather than direction, of the obtained effects. The results should be interpreted in light of the methodological limitations (primarily cross-sectional designs and single-source data) and, in some instances, a small number of primary studies.

Clarifying the contribution of assessee-, dimension-, exercise-, and assessor-related effects to reliable and unreliable variance in assessment center ratings.

Though considerable research has evaluated the functioning of assessment center (AC) ratings, surprisingly little research has articulated and uniquely estimated the components of reliable and unreliable variance that underlie such ratings. The current study highlights limitations of existing research for estimating components of reliable and unreliable variance in AC ratings. It provides a comprehensive empirical decomposition of variance in AC ratings that: (a) explicitly accounts for assessee-, dimension-, exercise-, and assessor-related effects, (b) does so with 3 large sets of operational data from a multiyear AC program, and (c) avoids many analytic limitations and confounds that have plagued the AC literature to date. In doing so, results show that (a) the extant AC literature has masked the contribution of sizable, substantively meaningful sources of variance in AC ratings, (b) various forms of assessor bias largely appear trivial, and (c) there is far more systematic, nuanced variance present in AC ratings than previous research indicates. Furthermore, this study also illustrates how the composition of reliable and unreliable variance heavily depends on the level to which assessor ratings are aggregated (e.g., overall AC-level, dimension-level, exercise-level) and the generalizations one desires to make based on those ratings. The implications of this study for future AC research and practice are discussed.

Grandiose and vulnerable narcissism: a nomological network analysis.

Evidence has accrued to suggest that there are 2 distinct dimensions of narcissism, which are often labeled grandiose and vulnerable narcissism. Although individuals high on either of these dimensions interact with others in an antagonistic manner, they differ on other central constructs (e.g., Neuroticism, Extraversion). In the current study, we conducted an exploratory factor analysis of 3 prominent self-report measures of narcissism (N=858) to examine the convergent and discriminant validity of the resultant factors. A 2-factor structure was found, which supported the notion that these scales include content consistent with 2 relatively distinct constructs: grandiose and vulnerable narcissism. We then compared the similarity of the nomological networks of these dimensions in relation to indices of personality, interpersonal behavior, and psychopathology in a sample of undergraduates (n=238). Overall, the nomological networks of vulnerable and grandiose narcissism were unrelated. The current results support the need for a more explicit parsing of the narcissism construct at the level of conceptualization and assessment.

Further evidence for the validity of assessment center dimensions: a meta-analysis of the incremental criterion-related validity of dimension ratings.

This study investigates the incremental variance in job performance explained by assessment center (AC) dimensions over and above personality and cognitive ability. The authors extend previous research by using meta-analysis to examine the relationships between AC dimensions, personality, cognitive ability, and job performance. The results indicate that the 7 summary AC dimensions postulated by W. Arthur, Jr., E. A. Day, T. L. McNelly, & P. S. Edens (2003) are distinguishable from popular individual difference constructs and explain a sizeable proportion of variance in job performance beyond cognitive ability and personality.

Leader emergence: the case of the narcissistic leader.

These studies investigate whether individuals with high narcissism scores would be more likely to emerge as leaders during leaderless group discussions. The authors hypothesized that narcissists would emerge as group leaders. In three studies, participants completed personality questionnaires and engaged in four-person leaderless group discussions. Results from all three studies reveal a link between narcissism and leader emergence. Studies 1 and 2 further reveal that the power dimension of narcissism predicted reported leader emergence while controlling for sex, self-esteem, and the Big Five personality traits. Study 3 demonstrates an association between narcissism and expert ratings of leader emergence in a group of executives. The implications of the propensity of narcissists to emerge as leaders are discussed.

An examination of the factor structure of Diagnostic and Statistical Manual of Mental Disorders, Fourth Edition, narcissistic personality disorder criteria: one or two factors?

A growing body of research has suggested that narcissistic personality disorder (NPD) contains 2 factors or types: overt/grandiose and covert/vulnerable. A recent factor analysis of Diagnostic and Statistical Manual of Mental Disorders, Fourth Edition (DSM-IV), NPD symptoms supported a similar 2-factor model. The present research tested this proposed 2-factor solution against a 1-factor solution (N = 289; 72% patients) using both confirmatory factor analysis and an examination of associations between the resultant factors and theoretically relevant criteria (other personality disorders; depression, anxiety). The results of the confirmatory factor analysis supported a 1-factor solution. Likewise, the 2 factors each yielded a similar pattern of correlations with relevant criteria. Together, these results argue against a 2-factor structure for the current DSM-IV NPD symptoms. Given the broader research literature suggesting a 2-factor structure of narcissism, strategies for assessing both overt/grandiose and covert/vulnerable forms of narcissism in DSM-V are discussed.

Expanding the criterion domain? A quantitative review of the OCB literature.

The authors investigate the construct validity of the organizational citizenship behavior (OCB)-task performance distinction by providing a quantitative review of the OCB literature. The authors extend previous meta-analytic reviews of the OCB literature by (a) using confirmatory factor analysis (CFA) to investigate the dimensionality of OCB, (b) using CFA to examine the distinction between OCB and task performance, and (c) examining the relationship between a latent OCB factor and task performance and attitudinal variables. Results support a single factor model of OCB that is distinct from, albeit strongly related to, task performance. In addition, results show that OCB consistently relates more strongly to attitudes than does task performance and shares a modest amount of variance with attitudinal correlates beyond task performance.

Increasing UV detection sensitivity in the supercritical fluid chromatographic analysis of alcohol polyethers.

Alcohol ethoxylates (AEOs) that contain a wide distribution of oligomers pose a challenge for ultraviolet (UV) absorbance detection due to the fact that the AEOs absorb strongly only in the range of commercial UV detectors between 190 and 200 nm. Most mobile phase components, with the exceptions of water and carbon dioxide, also absorb in this region. Ethoxylated hexadecanol and octadecanol were derivatized with disilazane-chlorosilane mixtures for the formation of phenyl containing silylethers. Derivatized samples were analyzed by supercritical fluid chromatography (SFC) coupled with both electrospray ionization mass spectrometry and UV absorbance detection. An increase in the number of phenyl groups incorporated into the derivatives increased the number of oligomers observed by UV detection. An increase in the number of oligomers detected increased the calculated average molar ethoxylate values. The average molar oligomer values calculated by SFC-UV for these alcohols were consistent with the nominal reported values.

Determination of alcohol polyether average molar oligomer value/distribution via supercritical fluid chromatography coupled with UV and MS detection.

Supercritical fluid chromatography (SFC) was used for the analysis of ethoxylated and propoxylated surfactants. Samples were derivatized to phenylated silyl ethers with a disilazane-chlorosilane mixture. Addition of a phenyl group to the surfactant allowed UV-absorbance detection of each oligomer. Acetonitrile and methanol were evaluated as mobile phase modifiers. Better peak shape was realized with methanol-modified CO2 on an octadecyl silica bonded phase than with acetonitrile-modified CO2. Peak assignments were made via SFC coupled with electrospray ionization-mass spectrometry (ESI-MS) in the positive ion mode. A sulfonamide-embedded alkyl stationary phase was also evaluated for separation of the derivatized samples. SFC-UV and SFC-ESI-MS data were jointly used for calculation of average molar oligomer values which were then compared to values calculated from 1H NMR data of non-derivatized samples. The derivatization or separation method using the sulfonamide embedded phase required no preliminary cleanup and yielded reproducible oligomer values that were consistent with those of the manufacturer's nominal values.

Separation of derivatized alcohol ethoxylates and propoxylates by low temperature packed column supercritical fluid chromatography using ultraviolet absorbance detection.

Supercritical fluid chromatography (SFC) is capable of separating oligomers of alcohol ethoxylates (AEOs) and propoxylates (APOs) samples with pure carbon dioxide. The instrumental conditions, however, needed for separation necessitate both high temperature and high pressure. Derivatization of alcohol polyether samples with an UV absorbing agent has been achieved with a phenylated disilazane in hopes of employing a solvent-modified CO2 mobile phase in conjunction with both lower CO2 pressure and lower temperature for oligomer separation. A silylether containing a single phenyl group was formed via the derivatization of the hydroxyl termini of AEO and APO samples. The derivatized polyethers were detected at 215 nm with little or no interference from the mobile phase. Octadecylsilica (ODS) and a polar embedded alkyl bonded silica stationary phase were studied with the organic solvent-modified CO2 mobile phase. The combination of an ODS phase and the polar embedded phase, tandemly stacked, produced the best chromatographic separation of oligomeric species. Data from SFC-UV separations combined with peak assignments from SFC with electrospray ionization-mass spectrometric (ESI-MS) detection produced average molar oligomer values for each surfactant sample.

A study of polyethoxylated alkylphenols by packed column supercritical fluid chromatography.

Alkylphenol polyethoxylates (APEs) are a widely used group of nonionic surfactants in commercial production. Characterization of the composition of APE mixtures can be exploited for the determination of their most effective uses. In this study sample mixtures contain nonylphenol polyethoxylates and octylphenol polyethoxylates. The separation of individual alkylphenols by ethoxylate units is performed by supercritical fluid chromatography (SFC)-UV as well as normal-phase high-performance liquid chromatographic (HPLC)-UV employing packed columns. The stationary phase and column length are varied in the SFC setup to produce the most favorable separation conditions. Additionally, combinations of packed columns of different stationary phases are tested. The combination of a diol and a cyano column is found to produce optimal results. An advantage of using packed columns instead of capillary columns is the ability to inject large amounts of sample and thus collect eluted fractions. In this regard, fractions from SFC runs are collected and analyzed by flow injection analysis-electrospray ionization-mass spectroscopy in order to positively identify the composition of the fractions. In comparing the separation of APE mixtures by SFC and HPLC, it is found that SFC provides shorter retention times with similar resolution. In addition, less solvent waste is produced using SFC.