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首页> 外文期刊>Journal of Applied Psychology >Integrative typology of personality assessment for aggression: Implications for predicting counterproductive workplace behavior
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Integrative typology of personality assessment for aggression: Implications for predicting counterproductive workplace behavior

机译：侵略性人格评估的整体类型学：预测适得其反的工作场所行为的含义

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This study presents an integrative typology of personality assessment for aggression. In this typology, self-report and conditional reasoning (L. R. James, 1998) methodologies are used to assess 2 separate, yet often congruent, components of aggressive personalities. Specifically, self-report is used to assess explicit components of aggressive tendencies, such as self-perceived aggression, whereas conditional reasoning is used to assess implicit components, in particular, the unconscious biases in reasoning that are used to justify aggressive acts. These 2 separate components are then integrated to form a new theoretical typology of personality assessment for aggression. Empirical tests of the typology were subsequently conducted using data gathered across 3 samples in laboratory and field settings and reveal that explicit and implicit components of aggression can interact in the prediction of counterproductive, deviant, and prosocial behaviors. These empirical tests also reveal that when either the self-report or conditional reasoning methodology is used in isolation, the resulting assessment of aggression may be incomplete. Implications for personnel selection, team composition, and executive coaching are discussed.
机译：这项研究提出了侵略性人格评估的综合类型学。在这种类型学中，自我报告和条件推理（L. R. James，1998）方法被用来评估攻击性人格的两个独立的但通常是一致的组成部分。具体而言，自我报告用于评估攻击倾向的外在成分，例如自我感知的攻击，而条件推理则用于评估隐含成分，尤其是用于证明攻击行为合理的无意识偏见。然后将这两个单独的部分整合在一起，以形成一种针对侵略性的人格评估的新理论类型学。随后，使用在实验室和现场环境中从3个样本中收集的数据对类型进行了实证检验，结果表明，侵略的显性和隐性成分可以在预测适得其反，越轨和亲社会行为中相互作用。这些实证检验还表明，当单独使用自我报告或条件推理方法时，对侵略性的最终评估可能是不完整的。讨论了人员选择，团队组成和高管教练的含义。

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