Viewing workplace deviance within a victim precipitation framework, we explore how abusive supervisors target subordinates low in core self-evaluations to explain when such employees respond by engaging in workplace deviance. We theorize that employees who are lower in CSE receive more abusive supervision, which generates subsequent harmful reactions toward supervisors, peers, and the organization. This occurs primarily when employees lack sufficient cognitive resources in dealing with supervisor abuse. We test, replicate, and extend our theoretical model in three empirical studies. Results (...) demonstrate that lower employee CSE drew more abusive supervision and led low-CSE employees to exhibit workplace deviance. This abusive supervision mediation effect was stronger for employees with comparatively lower cognitive ability levels. The findings are discussed with regard to theoretical and ethical issues in confronting employee abuse. (shrink)

This study examined the relationship between the perceived fairness of the assessment process and the intention of participants to appeal the process, while taking into consideration the influence of two personality traits. Specifically, two of the Big Five traits, neuroticism and agreeableness, were included in the model, based on their special importance in predicting “anger-like” reactions similar to that triggered by unfairness. This study builds on the theoretical integration of the two dominant frameworks of organizational justice, and on two separate (...) empirical studies that use different methodologies : a personnel selection simulation and a study of an academic examination process. The pattern of results was similar in both studies. Neuroticism was not detected as a moderator based on the significance of the interaction term, but conditional effect analysis identified the specific area of scores where neuroticism was found to have a buffer effect on intention to appeal. Agreeableness weakens the relationship between perceived fairness and intention to appeal. However, contrary to our expectation, high agreeableness does not decrease but rather increases the probability of appealing the assessment process when it is perceived as unfair, thus providing evidence for the Pollyanna myth, i.e., that highly agreeable individuals are more likely to react to and appeal unfairness. (shrink)

During the last several years social scientists have increasingly recognized the impact of globalization on research and practice. It is imperative that psychology as a field be cognizant of this ongoing shift and that psychologists begin to integrate their various models, theories, and perspectives into a global curriculum.Sponsored by the International Testing Commission, The ITC International Handbook of Testing and Assessment is dedicated to the advancement of theory, research, and practice in the area of international testing and assessment in psychology, (...) education, counseling, organizational behavior, human resource management, and related disciplines. Bringing together international contributors from a range of disciplines, each chapter provides a review of testing and assessment research and practices around the world as well as a discussion of conceptual and methodological challenges to help advance the field. As The ITC International Handbook of Testing and Assessment, it also provides a historical perspective of international testing, the development of the ITC, and its guidelines. Recognizing that cultural and international contexts are essential to a true and accurate psychology, the authors describe how cultural, economic, political, and social factors in different countries frame the science and practice of testing and assessment. The ITC International Handbook of Testing and Assessment is a must-have resource for testing professionals and graduate students from psychology and related disciplines. (shrink)