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Feb 16, 2022
02/22
Feb 16, 2022
by
B. Wang; Reinout E. de Vries; Wendy Andrews
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Seven items were developed to measure a unidimensional construct - advancement motive, which is conceptualized as a desire for acquiring promotion opportunities/higher-level jobs in the workplace. We aim to establish its validity by correlating it to the following constructs or questions: motivation to achieve power, distinct power motives (dominance, prestige, and leadership motives), psychological entitlement, career goals, ambition, advancement motive for job-hopping, status-driven risk...
Source: https://osf.io/5mupy/
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0.0
Dec 30, 2021
12/21
Dec 30, 2021
by
B. Wang; Reinout E. de Vries; Wendy Andrews
data
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Source: https://osf.io/v3nhg/
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0.0
Dec 30, 2021
12/21
Dec 30, 2021
by
B. Wang; Reinout E. de Vries; Wendy Andrews
data
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36 items have been developed to construct the Hazardous Organization Preference Scale from a previous preregistered study (osf.io/js7vf). These items have been further validated in a working adult sample. Results indicated the unidimensional nature of the Hazardous Organization Preference Scale. HEXACO Honesty-Humility was found to be the strongest personality predictor. The purpose of the current study is two-fold: 1) to further establish the structure, psychometric properties, and select...
Source: https://osf.io/bz235/
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Dec 23, 2021
12/21
Dec 23, 2021
by
Antonis Koutsoumpis; Reinout E. de Vries; Janneke Oostrom; Djurre Holtrop; Sina Ghassemi; Ward van Breda
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With the advent of sophisticated machine-learning methods, practitioners rely more and more on asynchronous video interviews (AVI) to automatically assess job candidates. However, very little published empirical evidence is available to tell that AVIs are valid and reliable methods of measuring one’s personality. In this project, we collect AVIs from mock job video interviews and explore whether algorithmic assessment is suitable to automatically measure personality, job-related competences,...
Source: https://osf.io/95j6v/
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Nov 26, 2021
11/21
Nov 26, 2021
by
Antonis Koutsoumpis; Janneke Oostrom; Sina Ghassemi; Djurre Holtrop; Reinout E. de Vries; Ward van Breda
data
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Real assessment candidates will take a high-stakes digital unstructured interview with a professional consultant at the LTP Business Psychology company, located in Amstelveen, the Netherlands. The video interview will take place online and will be video and audio recorded. As part of their assessment, applicants provide personality self-reports and demographic information. At a later stage, trained observers will watch the recordings and rate personality traits, competences, and the...
Source: https://osf.io/wvdjt/
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0.0
Oct 13, 2021
10/21
Oct 13, 2021
by
Antonis Koutsoumpis; Djurre Holtrop; Janneke Oostrom; Reinout E. de Vries; Sina Ghassemi; Ward van Breda
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In this online study (hosted by 123test.com), participants will be asked to provide personality self-reports and respond verbally to a series of personality questions in an online video interview, while their responses in the latter task are video recorded. Machine learning techniques will be applied to test whether self- and observer-reported personality scores can be predicted from video interviews. Three separate modalities of the video data will be extracted and tested: verbal features (the...
Source: https://osf.io/z2n84/
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Sep 10, 2021
09/21
Sep 10, 2021
by
Annika Karinen; Cagla Cinar; Joshua M. Tybur; Reinout E. de Vries
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Preregistration for Study 2, data, scripts, and materials for 'Who likes ugly? Understanding the enjoyment of grotesque art'
Source: https://osf.io/4hjcp/
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0.0
Sep 7, 2021
09/21
Sep 7, 2021
by
B. Wang; Reinout E. de Vries; Wendy Andrews
data
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36 items have been developed from a previous pre-registered study. These items are used as a unidimensional scale for measuring hazardous organization preferences. The purpose of the current study is two-fold: 1) to further establish the structure, psychometric properties, and select final scale items, 2) using the same items to measure employees’ perceptions of the organizations they currently work for so as to investigate the effects of organization preferences-perceptions fit on work...
Source: https://osf.io/pmhcw/
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Sep 7, 2021
09/21
Sep 7, 2021
by
Ranran Li; Daniel Balliet; Isabel Thielmann; Reinout E. de Vries
data
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Initially formulated by Mischel (1977), the situational strength hypothesis has had an important influence on the person-situation debate. The situational strength hypothesis posits that the way personality translates into behavior depends on the strength of the situation. Specifically, strong situations – compared to weak situations – restrict behavioral variance and thus prevent personality from being expressed in behavior. Lately, however, researchers have started to question the...
Source: https://osf.io/4u36w/
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Aug 29, 2021
08/21
Aug 29, 2021
by
B. Wang; Reinout E. de Vries; Wendy Andrews
data
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The Imposter phenomenon (IP) is prevalent in both academia and workplace. People who experience this phenomenon have difficulties in internalizing past success and achievement. Previous research has confirmed its diverse detrimental impact on both individual well-being and organizational effectiveness, thus devotes much effort into the investigation of its antecedents. Neuroticism and Conscientiousness of the Big Five are found to be the most important personality trait predictors. We...
Source: https://osf.io/nfbe4/
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0.0
Aug 25, 2021
08/21
Aug 25, 2021
by
B. Wang; Reinout E. de Vries; Wendy Andrews
data
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Because of experimenter error, the data collection of a previously preregistered study (10.17605/OSF.IO/PMHCW) has to be terminated only with data of Time 1. The planned sample size was 400 and we finally have collected 333 responses before realizing the error. We hereby preregister this analysis plan of the data in hand. New participants will be recruited for the original two-wave study that will be completed as originally planned.
Source: https://osf.io/s975b/
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Aug 24, 2021
08/21
Aug 24, 2021
by
B. Wang; Reinout E. de Vries; Wendy Andrews
data
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Employees with dark personality traits have been found to have a detrimental impact on organizational outcomes. Yet, organizations may unintentionally attract such applicants. For instance, disclosing that an organization is fast-growing, offers high salaries, etc., with the intention of attracting applicants with desirable characteristics, is likely to garner interest from applicants with dark personality traits instead. The current research aims to deepen our understanding of what...
Source: https://osf.io/pxqct/
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Aug 17, 2021
08/21
Aug 17, 2021
by
Patrick Dunlop; Reinout E. de Vries; Anupama Bharadwaj
data
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In this study, participants were asked to describe using written text, a person they liked and a person they disliked. Participants also completed a self-report HEXACO100 questionnaire, excluding the altruism items. The written descriptions were coded by three judges, who were asked to identify descriptions that included high levels or low levels of each of the six HEXACO personality dimensions. Judges also identified any descriptions that were particularly vitriolic. All judges were trained in...
Source: https://osf.io/43wnv/
