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article evaluation Bold text Biological basis of personality

The first sentence about the history seems off topic.

Could go into more detail about the twin experiment.

Talk about where the different personality tests are used and how they are beneficial to the biology side of personality.

explain what the two factor model of personality is.

The sections about "Genetic and molecular correlations to personality" and "Brain imaging basis of personality" are much longer than the other sections which leads to an imbalance of information.

The article is neutral.

The citations I tested worked.

 add to an article 

Biological basis of personality

The results of the study concluded that neuroticism was a result of up to eighty percent of genetics. There was a stronger correlation among identical twins rather than fraternal twins.

Karon, B. P., & Saunders, D. R. (1957). Some Implications of the Eysenck-Prell Study of "The Inheritance of Neuroticism:" A Critique.

Situational Strength

Keeler, K. R., Kong, W., Dalal, R. S., & Cortina, J. M. (2019). Situational strength interactions: Are variance patterns consistent with the theory? Journal of Applied Psychology, 104(12), 1487–1513. doi: 10.1037/apl0000416

Sitzmann, T., Ployhart, R. E., & Kim, Y. (2019). A process model linking occupational strength to attitudes and behaviors: The explanatory role of occupational personality heterogeneity. Journal of Applied Psychology, 104(2), 247–269. doi: 10.1037/apl0000352

Dalal, R. S., Alaybek, B., Sheng, Z., Holland, S. J., & Tomassetti, A. J. (2019). Extending Situational Strength Theory to Account for Situation-Outcome Mismatch. Journal of Business and Psychology. doi: 10.1007/s10869-019-09632-z

Lozano, J. H. (2017). The Situational Strength Hypothesis and the Measurement of Personality. Social Psychological and Personality Science, 9(1), 70–79. doi: 10.1177/1948550617699256

Alaybek, B., Dalal, R. S., Sheng, Z., Morris, A. G., Tomassetti, A. J., & Holland, S. J. (2017). Situational Strength Cues from Social Sources at Work: Relative Importance and Mediated Effects. Frontiers in Psychology, 8. doi: 10.3389/fpsyg.2017.01512

Meyer, R. D., Dalal, R. S., José, I. J., Hermida, R., Chen, T. R., Vega, R. P., … Khare, V. P. (2011). Measuring Job-Related Situational Strength and Assessing Its Interactive Effects With Personality on Voluntary Work Behavior. Journal of Management, 40(4), 1010–1041. doi: 10.1177/0149206311425613

131.151.252.117 (talk) 16:24, 7 March 2020 (UTC)

Maaß, U., & Ziegler, M. (2017). Narcissistic self-promotion is not moderated by the strength of situational cues. Personality and Individual Differences, 104, 482–488. https://doi-org.libproxy.mst.edu/10.1016/j.paid.2016.09.008

Bowling, N. A., Khazon, S., Meyer, R. D., & Burrus, C. J. (2015). Situational strength as a moderator of the relationship between job satisfaction and job performance: A meta-analytic examination. Journal of Business and Psychology, 30(1), 89–104. https://doi-org.libproxy.mst.edu/10.1007/s10869-013-9340-7

Meyer, R. D., Dalal, R. S., & Bonaccio, S. (2009). A meta-analytic investigation into the moderating effects of situational strength on the conscientiousness-performance relationship. Journal of Organizational Behavior, 30(8), 1077–1102. https://doi-org.libproxy.mst.edu/10.1002/job.602

Smithikrai, C. (2008). Moderating effect of situational strength on the relationship between personality traits and counterproductive work behaviour. Asian Journal of Social Psychology, 11(4), 253–263. https://doi-org.libproxy.mst.edu/10.1111/j.1467-839X.2008.00265.x

Situational Strength in the Workplace

Situational strength comes from perception of a behavior. A meta-analysis was performed by Bowling et al to test the relationship of situational strength between job satisfaction and job performance. The results of this were that constraints and consequences both led to a negative relationship. Job satisfaction and job performance were more related to each other in strong versus weak situations. They found that situational strength had to be the mediator between the two. An example they provided is that an employer would use situational strength to understand that the more satisfied an employee is the better their performance is, and the opposite the less satisfied an employee is the worse their performance is. This holds true for most cases, with some limitations such as the employer holding the same job title as the employee and having a lower level of situational strength.

Studies have shown that situational strength is related to counterproductive work behavior. Counterproductive work behavior can lead to being absent, stealing, fraud, aggression, and more. The increases in crime in the workplace has happened in every region. Counterproductive work behavior is usually considered unacceptable and can lead to harming others. Studies have found that the two traits most responsible for the effect of counterproductive work behavior are agreeableness and contentiousness. This was evident across many cultures. Continuousness has been found to be the trait with the strongest prediction rate on counterproductive work behavior. The influence of the trait is more likely to be stronger the weaker the situation. Group norms were also considered when the studies were performed. One of the results of the group norm study was that after seeing someone being rewarded for an action, the observer is more like to perform that same action expecting a reward.

Self-promotion is frequently used in the workplace. This can be lying on a job application and having a high self-esteem. The act of self-promotion is often caused by the narcissism personality trait. A study was performed to test how situational strength ties into narcissism being used for self-promotion. The results showed that situational strength is not a moderator of narcissistic self-promotion. There was only resistance in strong situations, which is not enough to show that it plays a role in preventing it.

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Situational strength has been meta-analyzed by Keeler, K. R., Kong, W., Dalal, R. S., & Cortina, J. M. who found that much of the research for this topic that holds Mischelian reasoning as a basis or structure for their research do not argue the issues of variance constraints and do not properly justify the use of this reasoning. Other similar research done by Sitzmann, T., Ployhart, R. E., & Kim, Y. focus on how the occupation influences the person. These researchers found that it was difficult to assess the individuals because of the negative implications and bias given with certain personality traits creating low reliability (Sitzmann, 2019). Further research in this topic of situational strength would need to address the bias and account for the variations of personalities that are seen as better or worse in society (Sitzmann, 2019). Other research attempts to shed light upon the subject by introducing the implications that a large portion of job performance is employee organizational citizenship behavior and the organizational citizenship behaviors and task performance correlations may describe the conceptualization of situational strength (Dalal, 2019). SummerBurnes (talk) 03:54, 15 March 2020 (UTC)

PEER REVIEW OF ORIGINAL ARTICLE Peer Review of the Original Situational Strength Article

Giving the definition of what situational strength is defined at the beginning but, could have some work done to be more clear. The section goes on to give an example but, I believe that with more work done to the definition, the wordy example might not be needed.

The Origins and History Section goes back into explaining what situational strength is through examples. While the examples are easier to follow than a string of seemingly eloquently placed words, even with the smaller amount of text. I believe that the exact definition needs to be worked on to create something that can simply explain the term Situational Strength.

More information about the topic would be more interesting. One example of this would be to find out how scientists came up with this term and what it was originally used for. Potentially hiring practices involved in earlier eras or even if it went by a different name at one time. An explanation of why this is a significant term today and why it is getting the attention now. The importance of this trait to society and the individual could be interesting as we are naturally curious about how this could affect daily life.

The development of this trait would be more informative as it is something I am sure not many people are familiar with currently. They might question what this trait clearly looks like and how to recognize it. Others may be interested in how to develop this trait. Another thing to question about this particular trait for hiring practices would be the pros and cons associated with this trait in the workplace, in relationships, and in making decisions as the article does talk about safety and psychological freedom.

The text does stress that it is considered a personality trait and not governed by the situation as we learned in personality theory that personality is not determined by the situation and also that individual differences do play a role in what a person does in a situation. The text does talk about the relationship between personality and situation that has been discovered before to give more background to the term.

The facets and implications of situational strength are outlined nicely and defined well so that the reader can examine the options someone using situational strength might use. The last part talks about the dimensionality of this trait which has apparently not yet been determined and the structure of this being determined will be helpful in navigating this personality trait.

There was an introduction of a few important persons in the article but, clearly the citations and resources are lacking.

SummerBurnes (talk) 04:53, 29 March 2020 (UTC)