Individual differences and counterproductive academic behaviors in high school

Abstract

Counterproductive academic behaviors (CAB) is a problem that has plagued academic institutions for centuries. However, research has mostly been focused on higher learning institutes in North America. For this reason, literature on CAB must be expanded to other geographical areas and academic levels. The present research analyses the prevalence and correlates of CAB in a sample of Spanish high school students. The results indicate that CAB is a common phenomenon, cheating and low effort behaviors being the most prevalent forms. Correlational analyses revealed that conscientiousness (ρ =-.55, p < .01), emotional stability (ρ = .28, p < .01), and agreeableness (ρ =-.26, p < .05) are predictors of CAB. Multiple regression analyses showed that conscientiousness is the dimension exerting the strongest impact on CAB (β =-.64, p < .01), followed by agreeableness, and emotional stability. These three dimensions accounted for 51% of CAB variance. Last, implications for theory and practice are described.

Faking Effects on the Factor Structure of a Quasi-Ipsative Forced-Choice Personality Inventory

“…(e.g., Alonso et al, 2015;García-Izquierdo et al, 2019;García-Izquierdo et al, 2020;Golubovich et al, 2020;Heller, 2005;Rothstein & Goffin, 2006;Sackett, 2017). Empirical evidence has shown that personality instruments based on the Five-Factor model are valid predictors of relevant organizational and academic criteria, such as overall job performance, job satisfaction, leadership, and counterproductive behavior, among others (see for instance, Barrick et al, 2001; Bartram, 2005;Cuadrado et al, 2020Cuadrado et al, , 2021Delgado-Rodríguez, 2018;Judge et al, 2013;Lado & Alonso, 2017;Poropat, 2009;Salgado, 1997Salgado, , 2003Salgado et al, 2015;Salgado et al, 2013;Salgado et al, 2020). Conscientiousness and emotional stability predicted all the criteria analyzed, while the other three factors (extraversion, openness to experience, and agreeableness) predicted some specific criteria in occupational categories.…”

Effects of Faking on the Predictive Validity of a Quasi-Ipsative Forced-Choice Personality Inventory: Implications for Sustainable Personnel Selection

“…An important issue related to personnel selection processes is the examination of the validity of the instruments used to predict performance criteria. An extensive number of studies have examined the capacity of personality measures to predict several occupational and academic outcomes since they are a widely used assessment procedure in organizational and educational settings [7][8][9][10][11][12][13][14][15][16][17][18][19][20][21][22]. However, most of this research has been carried out using traditional single-stimulus (SS) personality measures, which are more susceptible to the potential adverse effects of faking (response distortion) [23][24][25][26].…”