Patrick D Dunlop
Dados Biográficos
| ID | 1662767 |
|---|---|
| NOME | Patrick D Dunlop |
| PRENOMES | Patrick D |
| SOBRENOME | Dunlop |
| ASSINATURA | DUNLOP P D |
| AFILIAÇÕES | The University of Western Australia |
| ORCID | 0000-0002-5225-6409 |
| VERIFICADO | Sim |
| TOTAL DE OBRAS | 16 |
| TOTAL DE CITAÇÕES | 84 |
| TOTAL COMO AUTOR | 16 |
| TOTAL COMO EDITOR | 0 |
| PRIMEIRO ANO DE PUBLICAÇÃO | 2003 |
| ANO MAIS RECENTE DE PUBLICAÇÃO | 2026 |
| ÍNDICE H | 5 |
It’s Not My Responsibility
While algorithmic decision-making technology can greatly improve efficiency at work, it has the potential to promote unethical decision making in humans who work with the technology. In this paper, we test how the moral disengagement mechanism, displacement of responsibility arises, as an outcome of working with autonomy-restrictive algorithmic decision-making (ADM) technology. We draw upon the tenets of the job characteristics model and moral di…
The Three Nonnormative Traits (TNT) and (Dis-)liking in work and nonwork settings
Past research on the Three Nonnormative Traits (TNT) has shown that high versus low levels of HEXACO honesty-humility, agreeableness, and conscientiousness – but not emotionality, openness to experience, and extraversion – distinguish who we like from who we dislike in free-text descriptions. This study of 297 participants extends this work by comparing descriptions of liked and disliked targets from work settings to those from nonwork settings. …
Trait continuity
Examining the Raine cohort study, we tested the trait continuity hypothesis by examining the extent that young adults' (25–29 years old) self‐reported HEXACO personality can be statistically predicted from multi‐dimensional parental temperament ratings collected in infancy (1–2 years old). The study incorporated a lagged design (two waves), a large sample size ( n = 563), and examined both temperament and personality as both dimensions and profil…
Three nightmare traits (TNT) and the similarity effect determine which personality traits we like and dislike
Understanding and shaping the future of work with self-determination theory
The moderating role of honesty‐humility in the association of agreeableness with interpersonal competency
The honesty‐humility factor from the HEXACO model of personality has been found to offer incremental validity in predicting several work‐related criteria over the remaining factors, yet its interplay with other personality factors is rarely examined. In this study, we examined how honesty‐humility (the tendency to be sincere, fair, non‐materialistic, and modest) can moderate the relation between agreeableness and interpersonal competency. Specifi…
Personality and intelligence
This study provides a comprehensive assessment of the associations of personality and intelligence. It presents a meta-analysis (N = 162,636, k = 272) of domain, facet, and item-level correlations between personality and intelligence (general, fluid, and crystallized) for the major Big Five and HEXACO hierarchical frameworks of personality: NEO Personality Inventory–Revised, Big Five Aspect Scales, Big Five Inventory–2, and HEXACO Personality Inv…
Navigating identities in global work
What happens when global workers identify with their culture, organization, work unit profession, and team all at the same time? Workers may experience these identities as compatible, or in conflict, with one another. The purpose of this article is to reveal attributes of global workers that lessen intrapersonal identity conflict, and to show that doing so is critical for thriving in global work, in order to help these workers learn how to naviga…
Predicting trait emotional intelligence from Hexaco personality
OBJECTIVE: The current study provides a comprehensive analysis of the overlap between trait emotional intelligence (EI) and personality. This overlap was examined using the HEXACO personality framework at both the domain and the facet levels, and through varying methods of deriving a general factor of personality (GFP). METHOD: A sample of 1,370 Australian adults (51% male, age in years M = 45.5, SD = 11.7, range: 21-71) completed the 200-item HE…
Accepters, fence sitters, or rejecters
Honest People Tend to Use Less—Not More—Profanity
This article shows that the conclusion of Feldman et al.’s (2017) Study 1 that profane individuals tend to be honest is most likely incorrect. We argue that Feldman et al.’s conclusion is based on a commonly held but erroneous assumption that higher scores on Impression Management Scales, such as the Lie Scale, are associated with trait dishonesty. Based on evidence from studies that have investigated (1) self-other agreement on Impression Manage…
Hexaco personality and Schwartz's personal values
Openness to (reporting) experiences that one never had
Overclaiming-in which individuals overstate their level of familiarity with items-has been proposed as a potential indicator of positive self-presentation. However, the precise nature and determinants of overclaiming are not well understood. Herein, we provide novel insights into overclaiming through 4 primary studies (comprising 6 samples) and a meta-analysis. Based on past empirical work and theoretical discussions suggesting that overclaiming …
Predicting Risk‐Mitigating Behaviors From Indecisiveness and Trait Anxiety
Past research suggests that indecisiveness and trait anxiety may both decrease the likelihood of performing risk‐mitigating preparatory behaviors (e.g., preparing for natural hazards) and suggests two cognitive processes (perceived control and worrying) as potential mediators. However, no single study to date has examined the influence of these traits and processes together. Examining them simultaneously is necessary to gain an integrated underst…
Not too little, but not too much
Workplace deviance, organizational citizenship behavior, and business unit performance
The influences of organizational citizenship behavior (OCB) and workplace deviant behavior (WDB) on business unit performance were investigated using data from branches of a fast food organization. Data included measures of WDB and OCB obtained from staff, ratings of performance provided by supervisors, and objective measures of performance. It was found that WDB was negatively and significantly associated with business unit performance measured …
Accepters, fence sitters, or rejecters
Workplace deviance, organizational citizenship behavior, and business unit performance
The influences of organizational citizenship behavior (OCB) and workplace deviant behavior (WDB) on business unit performance were investigated using data from branches of a fast food organization. Data included measures of WDB and OCB obtained from staff, ratings of performance provided by supervisors, and objective measures of performance. It was found that WDB was negatively and significantly associated with business unit performance measured …
Personality and intelligence
This study provides a comprehensive assessment of the associations of personality and intelligence. It presents a meta-analysis (N = 162,636, k = 272) of domain, facet, and item-level correlations between personality and intelligence (general, fluid, and crystallized) for the major Big Five and HEXACO hierarchical frameworks of personality: NEO Personality Inventory–Revised, Big Five Aspect Scales, Big Five Inventory–2, and HEXACO Personality Inv…
Navigating identities in global work
What happens when global workers identify with their culture, organization, work unit profession, and team all at the same time? Workers may experience these identities as compatible, or in conflict, with one another. The purpose of this article is to reveal attributes of global workers that lessen intrapersonal identity conflict, and to show that doing so is critical for thriving in global work, in order to help these workers learn how to naviga…
Not too little, but not too much
Hexaco personality and Schwartz's personal values
Openness to (reporting) experiences that one never had
Overclaiming-in which individuals overstate their level of familiarity with items-has been proposed as a potential indicator of positive self-presentation. However, the precise nature and determinants of overclaiming are not well understood. Herein, we provide novel insights into overclaiming through 4 primary studies (comprising 6 samples) and a meta-analysis. Based on past empirical work and theoretical discussions suggesting that overclaiming …
Three nightmare traits (TNT) and the similarity effect determine which personality traits we like and dislike
Workplace deviance, organizational citizenship behavior, and business unit performance
The influences of organizational citizenship behavior (OCB) and workplace deviant behavior (WDB) on business unit performance were investigated using data from branches of a fast food organization. Data included measures of WDB and OCB obtained from staff, ratings of performance provided by supervisors, and objective measures of performance. It was found that WDB was negatively and significantly associated with business unit performance measured …
Not too little, but not too much
Predicting Risk‐Mitigating Behaviors From Indecisiveness and Trait Anxiety
Past research suggests that indecisiveness and trait anxiety may both decrease the likelihood of performing risk‐mitigating preparatory behaviors (e.g., preparing for natural hazards) and suggests two cognitive processes (perceived control and worrying) as potential mediators. However, no single study to date has examined the influence of these traits and processes together. Examining them simultaneously is necessary to gain an integrated underst…
Hexaco personality and Schwartz's personal values
Openness to (reporting) experiences that one never had
Overclaiming-in which individuals overstate their level of familiarity with items-has been proposed as a potential indicator of positive self-presentation. However, the precise nature and determinants of overclaiming are not well understood. Herein, we provide novel insights into overclaiming through 4 primary studies (comprising 6 samples) and a meta-analysis. Based on past empirical work and theoretical discussions suggesting that overclaiming …
Honest People Tend to Use Less—Not More—Profanity
This article shows that the conclusion of Feldman et al.’s (2017) Study 1 that profane individuals tend to be honest is most likely incorrect. We argue that Feldman et al.’s conclusion is based on a commonly held but erroneous assumption that higher scores on Impression Management Scales, such as the Lie Scale, are associated with trait dishonesty. Based on evidence from studies that have investigated (1) self-other agreement on Impression Manage…
Accepters, fence sitters, or rejecters
Predicting trait emotional intelligence from Hexaco personality
OBJECTIVE: The current study provides a comprehensive analysis of the overlap between trait emotional intelligence (EI) and personality. This overlap was examined using the HEXACO personality framework at both the domain and the facet levels, and through varying methods of deriving a general factor of personality (GFP). METHOD: A sample of 1,370 Australian adults (51% male, age in years M = 45.5, SD = 11.7, range: 21-71) completed the 200-item HE…
Navigating identities in global work
What happens when global workers identify with their culture, organization, work unit profession, and team all at the same time? Workers may experience these identities as compatible, or in conflict, with one another. The purpose of this article is to reveal attributes of global workers that lessen intrapersonal identity conflict, and to show that doing so is critical for thriving in global work, in order to help these workers learn how to naviga…
Understanding and shaping the future of work with self-determination theory
The moderating role of honesty‐humility in the association of agreeableness with interpersonal competency
The honesty‐humility factor from the HEXACO model of personality has been found to offer incremental validity in predicting several work‐related criteria over the remaining factors, yet its interplay with other personality factors is rarely examined. In this study, we examined how honesty‐humility (the tendency to be sincere, fair, non‐materialistic, and modest) can moderate the relation between agreeableness and interpersonal competency. Specifi…
Personality and intelligence
This study provides a comprehensive assessment of the associations of personality and intelligence. It presents a meta-analysis (N = 162,636, k = 272) of domain, facet, and item-level correlations between personality and intelligence (general, fluid, and crystallized) for the major Big Five and HEXACO hierarchical frameworks of personality: NEO Personality Inventory–Revised, Big Five Aspect Scales, Big Five Inventory–2, and HEXACO Personality Inv…
Trait continuity
Examining the Raine cohort study, we tested the trait continuity hypothesis by examining the extent that young adults' (25–29 years old) self‐reported HEXACO personality can be statistically predicted from multi‐dimensional parental temperament ratings collected in infancy (1–2 years old). The study incorporated a lagged design (two waves), a large sample size ( n = 563), and examined both temperament and personality as both dimensions and profil…
Three nightmare traits (TNT) and the similarity effect determine which personality traits we like and dislike
The Three Nonnormative Traits (TNT) and (Dis-)liking in work and nonwork settings
Past research on the Three Nonnormative Traits (TNT) has shown that high versus low levels of HEXACO honesty-humility, agreeableness, and conscientiousness – but not emotionality, openness to experience, and extraversion – distinguish who we like from who we dislike in free-text descriptions. This study of 297 participants extends this work by comparing descriptions of liked and disliked targets from work settings to those from nonwork settings. …
It’s Not My Responsibility
While algorithmic decision-making technology can greatly improve efficiency at work, it has the potential to promote unethical decision making in humans who work with the technology. In this paper, we test how the moral disengagement mechanism, displacement of responsibility arises, as an outcome of working with autonomy-restrictive algorithmic decision-making (ADM) technology. We draw upon the tenets of the job characteristics model and moral di…
Psychology (16 obras) · Social Psychology (14 obras) · Personality (10 obras) · Big Five personality traits (9 obras) · Personality Traits and Psychology (9 obras) · Developmental psychology (6 obras) · Trait (6 obras) · Job Satisfaction and Organizational Behavior (4 obras) · Social and Intergroup Psychology (4 obras) · Agreeableness (3 obras)