Although interest in within-person variability in grandiose narcissism is growing, measurement to... more Although interest in within-person variability in grandiose narcissism is growing, measurement tools are lacking that allow studying fluctuations in this personality characteristic in a differentiated manner (i.e., distinguishing narcissistic admiration and rivalry). This study explores whether a measurement approach using the six-item version of the Narcissistic Grandiosity Scale (NGS Rosenthal et al. ( )) and six additional newly formulated adjectives allows assessing state admiration and rivalry. Structural characteristics and convergent validity of this approach were examined in an experience sampling study in which 114 adults participated, providing state assessments twice a day (total number of observations = 1306). Multilevel bifactor analyses revealed three factors (i.e., one general and two specific factors) at both within-and between-person levels. Further, admiration and rivalry showed a pattern of within-person associations with fluctuations in self-esteem and Big Five states that were consistent with theoretical expectations. Finally, average state admiration and average state rivalry correlated substantively with trait measures of these respective constructs assessed one week prior to the experience sampling design.
Educational and Psychological Measurement, Mar 11, 2009
In recent years, pay satisfaction has been increasingly studied in an international context, prom... more In recent years, pay satisfaction has been increasingly studied in an international context, prompting the importance of examining whether the Pay Satisfaction Questionnaire (PSQ) is invariant across countries other than the United States. This study investigated the measurement invariance across three countries, namely, the United States (N ¼ 321), Belgium (N ¼ 301), and Cyprus (N ¼ 132). Results showed that the measurement structure of the PSQ was invariant across these different countries because there was no departure from measurement invariance in terms of factor form, factor pattern coefficients, factor variances, and factor covariances. These results show promise for the equivalence of PSQ ratings across different countries. Future research is needed to test the equivalence further across other countries and samples.
The relation between affect and retrospective duration estimation has hardly been examined. In th... more The relation between affect and retrospective duration estimation has hardly been examined. In this paper, we contribute to filling this gap by studying the influence of arousal on the remembered duration of positive events. On the basis of the contextual change model, we expected that high-arousal positive events would be remembered as longer compared with low-arousal positive events. To test this hypothesis, we set up a naturalistic study in which participants were asked at the end of a pleasant amusement park ride at the local fair to rate how pleasant and aroused they felt during the ride as well as to estimate the ride's duration. Feeling more aroused during a ride was associated with longer estimates of the ride's duration. Results are discussed within the framework of retrospective time estimation models.
This paper describes the too little/too much (TLTM) scale as an innovation in rating scale method... more This paper describes the too little/too much (TLTM) scale as an innovation in rating scale methodology that may facilitate research on the too-much-of-a-good-thing effect. Two studies demonstrate how this scale can improve the ability to detect curvilinear relationships in leadership research. In Study 1, leaders were rated twice on a set of leader behaviors: once using a traditional five-point Likert scale and once using the TLTM scale, which ranged between-4 (much too little), 0 (the right amount), and +4 (much too much). Only linear effects were observed for the Likert ratings, while the TLTM ratings demonstrated curvilinear, inverted-U-shaped relationships with performance. Segmented regressions indicated that Likert ratings provided variance associated with the "too little" range of the TLTM scale, but not in the "too much" range. Further, the TLTM ratings added incremental validity over Likert ratings, which was entirely due to variance from the "too much" range. Study 2 replicated these findings using a more fine-grained, nine-point Likert scale, ruling out differences in scale coarseness as an explanation for why the TLTM scale was better at detecting curvilinear effects.
ABSTRACT The present study examines individual differences in the relationship between two core c... more ABSTRACT The present study examines individual differences in the relationship between two core concepts of the self-determination theory (SDT), namely satisfaction with the autonomy, competence, and relatedness need and motivation (autono-mous vs. controlled). Based on the values component of SDT we hypothesised at least two different subpopulations with different need satisfaction– motivation patterns. Data from 349 Romanian volunteers revealed that two groups (or subpopulations) of volunteers can be distinguished, supporting our hypothesis. For the first and largest group, the pattern is in line with the SDT assumption that satisfaction of the autonomy and competence need has an effect on the autonomous forms of motivation. This group is in line with people endorsing intrinsic values. The second group of volunteers, however, revealed that satisfaction with the relatedness need links up with the controlled forms of motivation, and satisfaction of autonomy and competence needs does not predict autonomous motivation. This group is expected to favor extrinsic values. Both relationship patterns were further linked to work engagement and intention to quit, in order to shed light on the practical importance of the observed differences.
International Journal of Nursing Studies, Dec 1, 2011
What is already known about the topic? Nurse turnover is one of the most important contributing f... more What is already known about the topic? Nurse turnover is one of the most important contributing factors to the worldwide nursing shortage. Although many studies have examined the antecedents of nurse turnover and turnover intention, developing a single broadly accepted, comprehensive nurse turnover model remains a challenge. Previous studies have identified job satisfaction and organizational commitment as the principal antecedents of nurse turnover intention. However, it remains unclear which is the most important predictor of turnover intention.
European Journal of Work and Organizational Psychology, Jan 19, 2017
, with details of the nature of the infringement. We will investigate the claim and if justified,... more , with details of the nature of the infringement. We will investigate the claim and if justified, we will take the appropriate steps.
We challenge the assumption that satisfaction with rewards has the same effect on the behaviour a... more We challenge the assumption that satisfaction with rewards has the same effect on the behaviour and attitudes of every employee, and hypothesise that there are individual differences in the effects of (satisfaction with) financial, material and psychological rewards on turnover intentions and task performance. Survey data from 179 employees are combined with supervisor-rated task performance data and analysed with cluster-wise regression analysis. As for task performance, no employee types or individual differences were found. However, we identified three different employee types revealing a unique relationship pattern between satisfaction with financial, material and psychological rewards and turnover intentions. These employee types also differed in socio-demographic characteristics and work values. Our findings illustrate that to be able to fully understand the underlying relationship between rewards and employee outcomes, scholars need to adopt an individual difference perspective and methodology. Implications for practice, limitations and opportunities for future studies are discussed.
Recent studies have highlighted the importance of personality in electoral politics. With the ris... more Recent studies have highlighted the importance of personality in electoral politics. With the rise of populist and atypical personalities across stable and established democracies, pundits, journalists and other political experts often rely on their assessments of politicians' personalities to explain their behavior. Additionally, numerous citizens depend on their expertise and assessments to form their own opinion. Given that most political experts have never personally met these politicians, how reliable are their assessments of high-profile politicians' personality? We address this question by analyzing inter-rater reliability of ratings of US President Trumps' personality by seven Belgian political experts. Using the NEO-FFI, our analyses indicate low inter-rater agreement on most of the Big Five personality traits and the facets of Trumps' personality. Therefore, the excessive use of analyses based on third party assessments and interpretations of politicians' personality should be regarded with caution given their potential impact on the wider public.
Under the increasing influence of trait-perspectives on leadership, the current study introduces ... more Under the increasing influence of trait-perspectives on leadership, the current study introduces a personality-based measure of charisma. In order to obtain a Five-Factor Model (FFM) prototype for the charismatic leader, experts in the field of leadership and personality research were invited to participate in an expert panel. For each of the 30 NEO PI-R facets, experts (N = 38) rated the prototypic case of a successful charismatic leader on a scale ranging between 1 (extremely low) and 9 (extremely high). Based on the FFM count technique (Miller et al., 2005), an easy-to-use count was developed in which facets that were rated as being prototypically high (≥ 7) or low (≤ 3) were summed together to calculate the FFM charisma score. To investigate the predictive validity of the FFM charisma count in terms of workrelated outcomes, the 1994 Ghent alumni sample was used in which college alumni (N = 262) were administered the NEO PI-R before entering the labor market and 15 years later when their professional careers had unfolded. The results demonstrate that FFM charisma was positively related to extrinsic career outcomes 15 years later, including income, number of subordinates, and managerial level. Moreover, FFM charisma was positively associated with adaptive performance, and with career roles that directly relate to charismatic leadership. It is concluded that the FFM charisma compound provides opportunities to map charismatic tendencies in a career-relevant way.
Journal of Occupational Health Psychology, Jul 1, 2018
, with details of the nature of the infringement. We will investigate the claim and if justified,... more , with details of the nature of the infringement. We will investigate the claim and if justified, we will take the appropriate steps.
Personality and Individual Differences, Dec 1, 2008
In recent years, researchers have recognized the need for very short scales to measure basic pers... more In recent years, researchers have recognized the need for very short scales to measure basic personality dimensions. One of the most widely used instruments is the Ten Item Personality Inventory (TIPI), aimed at measuring the dimensions of the Five-Factor-Model of personality. The present paper examines to what extent the advantages of minimal length may come at the cost of decreased validity by examining how well the TIPI scales represent the Five-Factor-Model dimensions in a Dutch-speaking sample. Moreover, it was tested to what extent the TIPI covers the central core underlying each Five-Factor-Model dimension. The results show that the TIPI is a valid alternative for the existing Five-Factor-Model instruments when time is scarce, although the central core of mainly openness is not adequately captured by the respective TIPI scale scores.
Nonprofit and Voluntary Sector Quarterly, Feb 13, 2012
In the present study, we use the self-determination theory (SDT) as a framework to explore the me... more In the present study, we use the self-determination theory (SDT) as a framework to explore the mediating role of needs satisfaction (i.e., autonomy, competence, and relatedness) on the relationship between the volunteers' motivation and two aspects of the organizational context (i.e., social network and autonomous vs. controlled work climate). Data from 349 Romanian volunteers provided general support for SDT and emphasized the effect of an autonomy-supportive climate initiated by the coordinator in volunteers' autonomous motivation. The results showed that needs satisfaction acts as a partial mediator of the relationship between work climate and volunteers autonomous motivation. The social network size was positively related to needs satisfaction but has no direct impact on autonomous motivation. Practical implications and future research are discussed.
Although citizenship behaviours can vary for each individual over the course of months, weeks, or... more Although citizenship behaviours can vary for each individual over the course of months, weeks, or even days, research has predominantly looked at this concept through a static lens. In this paper, we combine a between- and within-person level approach in examining the circumstances under which people engage in organizational citizenship behaviours towards the organization (OCBO). Drawing from conservation of resources theory, we tested how fluctuations in resources, represented by need satisfaction, relate to fluctuations in OCBO at three different levels: between individuals, within individuals, as well as over time. Seventy-three volunteers working in holiday camps filled out a daily diary study for eight consecutive working days, measuring OCBO and need satisfaction (N = 439). Multilevel regression analyses revealed that individuals who were on average higher in need satisfaction performed on average more OCBOs. At the within-person level, higher momentary levels of need satisfac...
Although previous research has shown that both trait and state conscientiousness are positively a... more Although previous research has shown that both trait and state conscientiousness are positively associated with a wide range of positive life and work outcomes, some studies indicate that acting in a conscientious way is effortful, and that behaving outside one’s conscientiousness related comfort zone (i.e., acting counterhabitual) may lead to cognitive or affective cost. Because these costs are not likely to be evident immediately, we examine how within-person fluctuations in conscientiousness relate to within-person fluctuations in emotional exhaustion, resource depletion, and negative affect, not only concurrently, but also in a delayed fashion and cumulated over time. In two experience sampling studies, we found that higher levels of conscientiousness are concurrently related to lower levels of emotional exhaustion, resource depletion, and negative affect. When looking at delayed effects, no conclusive evidence was found for affective or cognitive costs of (counterhabitual) cons...
Although interest in within-person variability in grandiose narcissism is growing, measurement to... more Although interest in within-person variability in grandiose narcissism is growing, measurement tools are lacking that allow studying fluctuations in this personality characteristic in a differentiated manner (i.e., distinguishing narcissistic admiration and rivalry). This study explores whether a measurement approach using the six-item version of the Narcissistic Grandiosity Scale (NGS Rosenthal et al. ( )) and six additional newly formulated adjectives allows assessing state admiration and rivalry. Structural characteristics and convergent validity of this approach were examined in an experience sampling study in which 114 adults participated, providing state assessments twice a day (total number of observations = 1306). Multilevel bifactor analyses revealed three factors (i.e., one general and two specific factors) at both within-and between-person levels. Further, admiration and rivalry showed a pattern of within-person associations with fluctuations in self-esteem and Big Five states that were consistent with theoretical expectations. Finally, average state admiration and average state rivalry correlated substantively with trait measures of these respective constructs assessed one week prior to the experience sampling design.
Educational and Psychological Measurement, Mar 11, 2009
In recent years, pay satisfaction has been increasingly studied in an international context, prom... more In recent years, pay satisfaction has been increasingly studied in an international context, prompting the importance of examining whether the Pay Satisfaction Questionnaire (PSQ) is invariant across countries other than the United States. This study investigated the measurement invariance across three countries, namely, the United States (N ¼ 321), Belgium (N ¼ 301), and Cyprus (N ¼ 132). Results showed that the measurement structure of the PSQ was invariant across these different countries because there was no departure from measurement invariance in terms of factor form, factor pattern coefficients, factor variances, and factor covariances. These results show promise for the equivalence of PSQ ratings across different countries. Future research is needed to test the equivalence further across other countries and samples.
The relation between affect and retrospective duration estimation has hardly been examined. In th... more The relation between affect and retrospective duration estimation has hardly been examined. In this paper, we contribute to filling this gap by studying the influence of arousal on the remembered duration of positive events. On the basis of the contextual change model, we expected that high-arousal positive events would be remembered as longer compared with low-arousal positive events. To test this hypothesis, we set up a naturalistic study in which participants were asked at the end of a pleasant amusement park ride at the local fair to rate how pleasant and aroused they felt during the ride as well as to estimate the ride's duration. Feeling more aroused during a ride was associated with longer estimates of the ride's duration. Results are discussed within the framework of retrospective time estimation models.
This paper describes the too little/too much (TLTM) scale as an innovation in rating scale method... more This paper describes the too little/too much (TLTM) scale as an innovation in rating scale methodology that may facilitate research on the too-much-of-a-good-thing effect. Two studies demonstrate how this scale can improve the ability to detect curvilinear relationships in leadership research. In Study 1, leaders were rated twice on a set of leader behaviors: once using a traditional five-point Likert scale and once using the TLTM scale, which ranged between-4 (much too little), 0 (the right amount), and +4 (much too much). Only linear effects were observed for the Likert ratings, while the TLTM ratings demonstrated curvilinear, inverted-U-shaped relationships with performance. Segmented regressions indicated that Likert ratings provided variance associated with the "too little" range of the TLTM scale, but not in the "too much" range. Further, the TLTM ratings added incremental validity over Likert ratings, which was entirely due to variance from the "too much" range. Study 2 replicated these findings using a more fine-grained, nine-point Likert scale, ruling out differences in scale coarseness as an explanation for why the TLTM scale was better at detecting curvilinear effects.
ABSTRACT The present study examines individual differences in the relationship between two core c... more ABSTRACT The present study examines individual differences in the relationship between two core concepts of the self-determination theory (SDT), namely satisfaction with the autonomy, competence, and relatedness need and motivation (autono-mous vs. controlled). Based on the values component of SDT we hypothesised at least two different subpopulations with different need satisfaction– motivation patterns. Data from 349 Romanian volunteers revealed that two groups (or subpopulations) of volunteers can be distinguished, supporting our hypothesis. For the first and largest group, the pattern is in line with the SDT assumption that satisfaction of the autonomy and competence need has an effect on the autonomous forms of motivation. This group is in line with people endorsing intrinsic values. The second group of volunteers, however, revealed that satisfaction with the relatedness need links up with the controlled forms of motivation, and satisfaction of autonomy and competence needs does not predict autonomous motivation. This group is expected to favor extrinsic values. Both relationship patterns were further linked to work engagement and intention to quit, in order to shed light on the practical importance of the observed differences.
International Journal of Nursing Studies, Dec 1, 2011
What is already known about the topic? Nurse turnover is one of the most important contributing f... more What is already known about the topic? Nurse turnover is one of the most important contributing factors to the worldwide nursing shortage. Although many studies have examined the antecedents of nurse turnover and turnover intention, developing a single broadly accepted, comprehensive nurse turnover model remains a challenge. Previous studies have identified job satisfaction and organizational commitment as the principal antecedents of nurse turnover intention. However, it remains unclear which is the most important predictor of turnover intention.
European Journal of Work and Organizational Psychology, Jan 19, 2017
, with details of the nature of the infringement. We will investigate the claim and if justified,... more , with details of the nature of the infringement. We will investigate the claim and if justified, we will take the appropriate steps.
We challenge the assumption that satisfaction with rewards has the same effect on the behaviour a... more We challenge the assumption that satisfaction with rewards has the same effect on the behaviour and attitudes of every employee, and hypothesise that there are individual differences in the effects of (satisfaction with) financial, material and psychological rewards on turnover intentions and task performance. Survey data from 179 employees are combined with supervisor-rated task performance data and analysed with cluster-wise regression analysis. As for task performance, no employee types or individual differences were found. However, we identified three different employee types revealing a unique relationship pattern between satisfaction with financial, material and psychological rewards and turnover intentions. These employee types also differed in socio-demographic characteristics and work values. Our findings illustrate that to be able to fully understand the underlying relationship between rewards and employee outcomes, scholars need to adopt an individual difference perspective and methodology. Implications for practice, limitations and opportunities for future studies are discussed.
Recent studies have highlighted the importance of personality in electoral politics. With the ris... more Recent studies have highlighted the importance of personality in electoral politics. With the rise of populist and atypical personalities across stable and established democracies, pundits, journalists and other political experts often rely on their assessments of politicians' personalities to explain their behavior. Additionally, numerous citizens depend on their expertise and assessments to form their own opinion. Given that most political experts have never personally met these politicians, how reliable are their assessments of high-profile politicians' personality? We address this question by analyzing inter-rater reliability of ratings of US President Trumps' personality by seven Belgian political experts. Using the NEO-FFI, our analyses indicate low inter-rater agreement on most of the Big Five personality traits and the facets of Trumps' personality. Therefore, the excessive use of analyses based on third party assessments and interpretations of politicians' personality should be regarded with caution given their potential impact on the wider public.
Under the increasing influence of trait-perspectives on leadership, the current study introduces ... more Under the increasing influence of trait-perspectives on leadership, the current study introduces a personality-based measure of charisma. In order to obtain a Five-Factor Model (FFM) prototype for the charismatic leader, experts in the field of leadership and personality research were invited to participate in an expert panel. For each of the 30 NEO PI-R facets, experts (N = 38) rated the prototypic case of a successful charismatic leader on a scale ranging between 1 (extremely low) and 9 (extremely high). Based on the FFM count technique (Miller et al., 2005), an easy-to-use count was developed in which facets that were rated as being prototypically high (≥ 7) or low (≤ 3) were summed together to calculate the FFM charisma score. To investigate the predictive validity of the FFM charisma count in terms of workrelated outcomes, the 1994 Ghent alumni sample was used in which college alumni (N = 262) were administered the NEO PI-R before entering the labor market and 15 years later when their professional careers had unfolded. The results demonstrate that FFM charisma was positively related to extrinsic career outcomes 15 years later, including income, number of subordinates, and managerial level. Moreover, FFM charisma was positively associated with adaptive performance, and with career roles that directly relate to charismatic leadership. It is concluded that the FFM charisma compound provides opportunities to map charismatic tendencies in a career-relevant way.
Journal of Occupational Health Psychology, Jul 1, 2018
, with details of the nature of the infringement. We will investigate the claim and if justified,... more , with details of the nature of the infringement. We will investigate the claim and if justified, we will take the appropriate steps.
Personality and Individual Differences, Dec 1, 2008
In recent years, researchers have recognized the need for very short scales to measure basic pers... more In recent years, researchers have recognized the need for very short scales to measure basic personality dimensions. One of the most widely used instruments is the Ten Item Personality Inventory (TIPI), aimed at measuring the dimensions of the Five-Factor-Model of personality. The present paper examines to what extent the advantages of minimal length may come at the cost of decreased validity by examining how well the TIPI scales represent the Five-Factor-Model dimensions in a Dutch-speaking sample. Moreover, it was tested to what extent the TIPI covers the central core underlying each Five-Factor-Model dimension. The results show that the TIPI is a valid alternative for the existing Five-Factor-Model instruments when time is scarce, although the central core of mainly openness is not adequately captured by the respective TIPI scale scores.
Nonprofit and Voluntary Sector Quarterly, Feb 13, 2012
In the present study, we use the self-determination theory (SDT) as a framework to explore the me... more In the present study, we use the self-determination theory (SDT) as a framework to explore the mediating role of needs satisfaction (i.e., autonomy, competence, and relatedness) on the relationship between the volunteers' motivation and two aspects of the organizational context (i.e., social network and autonomous vs. controlled work climate). Data from 349 Romanian volunteers provided general support for SDT and emphasized the effect of an autonomy-supportive climate initiated by the coordinator in volunteers' autonomous motivation. The results showed that needs satisfaction acts as a partial mediator of the relationship between work climate and volunteers autonomous motivation. The social network size was positively related to needs satisfaction but has no direct impact on autonomous motivation. Practical implications and future research are discussed.
Although citizenship behaviours can vary for each individual over the course of months, weeks, or... more Although citizenship behaviours can vary for each individual over the course of months, weeks, or even days, research has predominantly looked at this concept through a static lens. In this paper, we combine a between- and within-person level approach in examining the circumstances under which people engage in organizational citizenship behaviours towards the organization (OCBO). Drawing from conservation of resources theory, we tested how fluctuations in resources, represented by need satisfaction, relate to fluctuations in OCBO at three different levels: between individuals, within individuals, as well as over time. Seventy-three volunteers working in holiday camps filled out a daily diary study for eight consecutive working days, measuring OCBO and need satisfaction (N = 439). Multilevel regression analyses revealed that individuals who were on average higher in need satisfaction performed on average more OCBOs. At the within-person level, higher momentary levels of need satisfac...
Although previous research has shown that both trait and state conscientiousness are positively a... more Although previous research has shown that both trait and state conscientiousness are positively associated with a wide range of positive life and work outcomes, some studies indicate that acting in a conscientious way is effortful, and that behaving outside one’s conscientiousness related comfort zone (i.e., acting counterhabitual) may lead to cognitive or affective cost. Because these costs are not likely to be evident immediately, we examine how within-person fluctuations in conscientiousness relate to within-person fluctuations in emotional exhaustion, resource depletion, and negative affect, not only concurrently, but also in a delayed fashion and cumulated over time. In two experience sampling studies, we found that higher levels of conscientiousness are concurrently related to lower levels of emotional exhaustion, resource depletion, and negative affect. When looking at delayed effects, no conclusive evidence was found for affective or cognitive costs of (counterhabitual) cons...
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Papers by Joeri Hofmans