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

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.

The link between leader narcissism and follower perceptions of ethical leadership and leader effectiveness, including the potential moderating role of ethical context was investigated. Associations between narcissism and follower perceptions of both ethical and effective leadership were not significant. In highly ethical contexts, however, narcissistic leaders were perceived as ineffective and unethical. These results are interpreted in the context of the fit between leader personality and organizational ethical climate. Implications for research investigating the role that narcissism plays in leadership, as well as organizational responses to narcissistic leaders, are highlighted.

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