Analog Scales as Temperament Measures in the Baseline Officer Longitudinal Data Set (BOLDS)

Milan, Lynn M.

doi:10.1037/e741662011-001

Cited by 2 publications

(3 citation statements)

References 5 publications

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“…Scores correlate highly with actual NEO‐PI scores, ranging from 0.67 (neuroticism) to 0.52 (agreeableness), and show appropriate convergent and discriminant validity. More detailed information on the West Point analog NEO‐PI is available in reports by Evans (1997), Milan (2002), and Milan et al (2002). Missing data on some of the component items resulted in somewhat reduced values of n for the analog NEO‐PI scales, ranging from n =768 on conscientiousness to n =901 on agreeableness. Hardiness .…”

Section: Methodsmentioning

confidence: 99%

Big five personality factors, hardiness, and social judgment as predictors of leader performance

Bartone

Eid

Johnsen

et al. 2009

Leadership &Amp; Organization Development Journal

106

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Purpose-The purpose of this paper is to evaluate the influence of psychological hardiness, social judgment, and "Big Five" personality dimensions on leader performance in US military academy cadets at West Point. Design/methodology/approach-Army cadets were studied in two different organizational contexts, i.e. summer field training and during academic semesters. Leader performance was measured with leadership grades (supervisor ratings) aggregated over four years at West Point. Findings-After controlling for general intellectual abilities, hierarchical regression results showed leader performance in the summer field training environment is predicted by Big Five extroversion, and hardiness, and a trend for social judgment. During the academic period context, leader performance is predicted by mental abilities, Big Five conscientiousness, and hardiness, with a trend for social judgment. Research limitations/implications-Results confirm the importance of psychological hardiness, extroversion, and conscientiousness as factors influencing leader effectiveness, and suggest that social judgment aspects of emotional intelligence can also be important. These results also show that different Big Five personality factors may influence leadership in different organizational contexts. Practical implications-The study identifies personality factors related to leader performance in different types of work environments or contexts. Results can be used to improve leader selection and development programs. Originality/value-This is the first study to examine the influence of psychological hardiness together with Big Five personality factors on leader performance. It identifies hardiness as an important predictor of leadership, while also showing that organizational context makes a difference for what Big Five personality factors influence leader performance: extroversion appears to be more influential in highly social and active work environments, whereas conscientiousness has greater salience in academic and business settings.

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Section: Methodsmentioning

confidence: 99%

Big five personality factors, hardiness, and social judgment as predictors of leader performance

Bartone

Eid

Johnsen

et al. 2009

Leadership &Amp; Organization Development Journal

106

View full text Add to dashboard Cite

show abstract

“…Analog scales of the NEO‐PI were empirically derived using two self‐report measures administered annually to cadets. The NEO‐PI analog scales have been shown to be consistent and valid measures of the original personality scales (Evans, 1997; Milan, 2002). Openness to experience (Evans, 1997), which has been shown to be a correlate of creative personality (Feist, 1999; Sternberg & Lubart, 1995), was utilized as a personality measure of creativity.…”

Section: Study 1: Novice Officer Sample Methodsmentioning

confidence: 99%

“…ABLE analog scale (Evans, 1997). As with the NEO‐PI analog scales, ABLE analog scales (White et al., 1993) have been shown to be consistent and valid measures of the original personality scales (Evans, 1997; Milan, 2002). The Emotional Stability subscale assesses emotional self‐management and consistent social relations, including items that measure emotional and physical health, stress, satisfaction, social self‐confidence, and understanding of others.…”

Section: Study 1: Novice Officer Sample Methodsmentioning

confidence: 99%

Leader Creativity as a Predictor of Leading Change in Organizations¹

Matthew

2009

J Applied Social Pyschol

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This investigation examined leader creativity, broadly conceptualized as a confluence of personal attributes, as a predictor of leading change in organizations. Because organizational change occurs primarily in the social system in support of the technical system, the role of social-emotional competency was also examined. Two correlational studies were conducted in samples of U.S. Army officers. As predicted, leader creativity was a significant predictor of leading change. Creativity measures explained 42% of the variance in leading change performance measures in novice officers and 71% of the variance in early-to mid-career officers. Social-emotional competency was also a significant predictor of leading change, but less than creativity."The art of the creative leader is the art of institution-building, the reworking of human and technological materials to fashion an organization that embodies new and enduring values" (Selznick, 1957, pp. 152-153).

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Analog Scales as Temperament Measures in the Baseline Officer Longitudinal Data Set (BOLDS)

Cited by 2 publications

References 5 publications

Big five personality factors, hardiness, and social judgment as predictors of leader performance

Big five personality factors, hardiness, and social judgment as predictors of leader performance

Leader Creativity as a Predictor of Leading Change in Organizations¹

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Analog Scales as Temperament Measures in the Baseline Officer Longitudinal Data Set (BOLDS)

Cited by 2 publications

References 5 publications

Big five personality factors, hardiness, and social judgment as predictors of leader performance

Big five personality factors, hardiness, and social judgment as predictors of leader performance

Leader Creativity as a Predictor of Leading Change in Organizations1

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Leader Creativity as a Predictor of Leading Change in Organizations¹