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The HEXACO personality factors of Agreeableness-versus-Anger (A) and Honesty-Humility (H) are interpreted as two complementary aspects of reciprocal altruistic tendency. Here we consider several ways of representing the positive associations between the defining traits of A and of H, through common factor analysis of self-report HEXACO Personality Inventory-Revised (HEXACO-PI-R) facet scale scores (N ≈ 111,000). We describe orthogonal solutions that differ in the extent to which H facets show secondary loadings on A (and vice versa), as well as an oblique solution compatible with a higher-order "cooperativeness" factor. We discuss the psychological plausibility of these solutions, and we review research showing differential associations of several phenomena or outcomes with A and H. We conclude that the optimal representation of A/H trait associations is not yet known but that the value of separate A and H factor scales is well established.

To examine the associations of religiousness with personality characteristics.We obtained self-ratings of religiousness along with self-reports on the HEXACO Personality Inventory-Revised in a sample of nearly 200,000 online respondents. Respondents also indicated their religious affiliation, religiousness of upbringing, and political orientation; a subset of the respondents also indicated attitudes about immigration and foreign aid.Religiousness showed weak associations (|r|s 0.15) with several HEXACO factors but somewhat stronger associations with the Fairness and Altruism facets (both rs 0.20). On those facets, participants with the highest religiousness self-rating (7 on a 1-to-7 scale) averaged about 1 SD higher than did participants with the lowest religiousness self-rating. In addition, religiousness was negatively related to the Unconventionality facet among persons whose upbringing was very religious, but not among persons whose upbringing was very nonreligious. Religiousness/personality associations were generally quite similar within different religious affiliations (Hinduism, Islam, Judaism, Buddhism, and several branches of Christianity) but were stronger within relatively religious countries than within nonreligious countries. Despite the positive association of religiousness with the Altruism facet, religiousness was uncorrelated with pro-out-group attitudes (i.e., favoring multicultural immigration and foreign aid).The findings advance our understanding of religiousness/personality associations.

Although the validity of integrity tests for predicting the focal criterion of counterproductive work behaviour (CWB) is well-established, little research has yet addressed the incremental CWB-related validity of integrity tests beyond basic personality traits. The present research addresses this issue by re-analyzing data adopted from Marcus, Lee, and Ashton (2007), in which four different overt and personality-based integrity tests and the HEXACO-Personality Inventory (Lee & Ashton, 2004) were related to CWB. Integrity accounted for practically significant proportions of incremental variance beyond personality across all integrity tests, yet effect sizes of incremental validity dropped considerably if Honesty-Humility was added to traditional Big Five dimensions. In addition, findings suggest that CWB is best predicted by a combination of integrity and personality tests. Copyright © 2013 ASAC. Published by John Wiley & Sons, Ltd. Resume Meme si la validite des tests d'integrite utilises pour predire le critere focal du comportement contreproductif au travail (CWB) est bien etablie, peu de travaux se sont penches sur la validite incrementielle des tests d'integrite lies au CWB au-dela des traits de personnalite de base. La presente recherche examine ce probleme en re-analysant des donnees adoptees de Marcus, Lee et Ashton (2007) dans lesquelles quatre tests d'integrite differents ouverts et bases sur la personnalite et l'inventaire de personnalite d'HEXACO (Lee & Ashton, 2004) etaient relies au CWB. Dans tous ces tests d'integrite, on s'apercoit que l'integrite rend bien compte d'une bonne partie de la variance incrementielle au-dela de la personnalite. Cependant, les ampleurs de l'effet de la validite incrementielle chutent considerablement lorsqu'on ajoute l'honnetete l'humilite aux cinq principales dimensions traditionnelles. Les resultats indiquent aussi qu'une combinaison des tests d'integrite et de personnalite predit mieux le CWB. Copyright © 2013 ASAC. Published by John Wiley & Sons, Ltd.

There is considerable scientific interest in the psychological correlates of pro-environmental behaviors. Much research has focused on demographic and social-psychological characteristics of individuals who consistently perform such actions. Here, we report the results of two studies in which we explored relations between broad personality traits and pro-environmental actions. Using a wide variety of behavior and personality measures, we consistently found moderate positive relations between Openness to Experience and pro-environmental activities in both a community sample (Study 1: N = 778) and an undergraduate student sample (Study 2: N = 115). In Study 2 we showed that the effect of Openness on pro-environmental behaviors was fully mediated by individuals’ environmental attitudes and connection to nature. Our findings suggest that high levels of aesthetic appreciation, creativity, and inquisitiveness, but not personality traits associated with altruism, may have motivated the performance of pro-environmental actions among our respondents. Implications for intervention development are discussed.

The construct of Oddity was examined in relation to the dimensions of normal personality variation and a dimension of schizotypy and dissociation. In 2 studies involving samples of community adults (N = 409) and college students (N = 378), Oddity-as operationalized in terms of perceived strangeness or eccentricity-was found to be moderately related to a Schizotypy/Dissociation factor and also to factors of normal personality variation, particularly Openness to Experience. The modest loading of Oddity on the Schizotypy/Dissociation factor, along with the somewhat stronger projection of Oddity within the space of normal personality dimensions, indicates that the Schizotypy/Dissociation factor should not be interpreted as a dimension of Oddity. The interpretation of the Schizotypy/Dissociation factor is discussed, as are the implications of these results for proposed dimensional models of personality disorders.

Honesty-Humility, one of the six major personality dimensions included in the HEXACO model of personality structure, has previously been found to show negative correlations with workplace deviance. In this study, we hypothesised that Extraversion would moderate the relationship between Honesty-Humility and workplace deviance. In particular, we posited that the relation between Honesty-Humility and workplace deviance would be stronger among employees who are high on Extraversion than among those low on Extraversion. The hypothesis was tested using three different samples across Australia, Canada, and the Netherlands. It was found in two of the three samples that high levels of Extraversion did indeed amplify the relationship between (low) Honesty-Humility and workplace deviance. Results suggest a potentially important role for multiplicative effects of personality variables on workplace criteria.

This paper describes how the lengths of the first and second dimensions in narrow pH-range 2-DE affect the number of detected protein spots, by analysis of human breast carcinoma cell line lysates prefractionated by solution phase IEF. The aim is to maximize throughput while minimizing experimental costs. In this study, systematic evaluation of narrow-range IPG strip lengths showed that separation distances were very important, with dramatic increases in resolution when longer gels were used. Compared with 7 cm minigels, maximal resolution was obtained using 18 and 24 cm IPG strips. Systematic evaluation of SDS-PAGE gel length showed a far weaker influence of separation length on resolution in the second dimension compared with that observed for the IEF dimension. There was little benefit in using separation distances greater than 12-15 cm, at least with currently available electrophoresis units. The work shows that regions of the IPG strip not containing any proteins can be excised to fit a smaller gel if prefractionation using IEF in solution has been performed. As expected, larger 2-DE gel volumes resulting from the use of longer IPG strips and second dimension gels decreased detection sensitivity when equal protein loads were used. However, this effect could be readily eliminated by increasing the loads applied to IPG strips.

Two studies tested the correspondence between six dimensions obtained in lexical studies of personality structure and the proposed HEXACO personality framework. Study 1 examined the English personality lexicon using 449 adjectives selected according to rated frequency of use in personality description. Six validimax-rotated factors derived from adjective self-ratings showed strong convergent and weak discriminant correlations with questionnaire markers of the HEXACO factors; the six adjective dimensions were also recovered from peer ratings. In Study 2, lay judges rated the conceptual similarity between HEXACO factor descriptions and adjective lists summarizing the six indigenous lexical personality factors of each of 12 languages. Across languages, a pattern of strong convergent and weak discriminant similarity ratings was observed; similarity ratings for the English factors of Study 1 were comparable to those for other languages' factors. Results indicate that the six dimensions of the HEXACO framework are recovered from the personality lexicons of various languages.

Recent research has suggested that a six-dimensional model of personality called the HEXACO framework may have particular value in organizational settings because of its ability to predict integrity-related outcomes. In this series of studies, the potential value of the HEXACO factor known as Honesty-Humility was further examined. First, the empirical distinctness of this construct from the other major dimensions of personality was demonstrated in a high-stakes personnel selection situation. Second, Honesty-Humility was found to predict scores on an integrity test and a business ethical decision-making task beyond the level of prediction that was possible using measures based on a traditional Big Five model of personality. This finding was also observed when Honesty-Humility was assessed by familiar acquaintances of the target persons. The applicability of the HEXACO model within industrial and organizational psychology was then discussed.

Although the criterion-related validity of integrity tests is well established, there has not been enough research examining which personality constructs contribute to their criterion-related validity. Moreover, evidence of how well findings on integrity tests in North America generalize to non-English speaking countries is virtually absent. This research addressed these issues with data obtained from employees and students in Canada and Germany (total N= 853). Specifically, we tested the hypotheses that (a) Honesty–Humility, as specified in the HEXACO model of personality, is relatively more important than the Big 5 dimensions of personality in accounting for the criterion-related validity of overt integrity tests, whereas (b) the Big 5 are relatively more important in explaining the validity of personality-based integrity tests. These predictions were tested using 2 criteria (counterproductive work behavior and counterproductive academic behavior) as well as 2 overt and 2 personality-based integrity tests. We found evidence of the expected differences between types of integrity tests largely regardless of culture of the sample, specific test, criterion, or population under research, pointing to some degree of generalizability of findings in integrity testing research. Implications include theoretical refinements in research on integrity testing and encouragement of practical applications beyond North America.

Paunonen (2002) recently developed the Supernumerary Personality Inventory (SPI), a measure of 10 traits that have low loadings within the space of the Big Five personality factors. If the SPI personality traits are representative of the domain of non-Big Five personality traits, then the major source of the variance in the SPI traits would be expected to correlate strongly with the sixth factor of personality, Honesty-Humility. We tested this hypothesis using self-report measures (N=200) of the SPI traits, of the Big Five, and of the new six-dimensional (“HEXACO”) structure. Results indicated that the first unrotated factor underlying the 10 SPI traits was heavily saturated with variance from Honesty-Humility (r=.65). Nevertheless, the 10 SPI traits contained substantial amounts of unique variance not accounted for by the HEXACO or the Big Five variables, highlighting the importance of the facet-level assessment of personality traits.

Systematic detection of low-abundance proteins in human blood that may be putative disease biomarkers is complicated by an extremely wide range of protein abundances. Hence, depletion of major proteins is one potential strategy for enhancing detection sensitivity in serum or plasma. This study compared a recently commercialized HPLC column containing antibodies to six of the most abundant blood proteins ("Top-6 depletion") with either older Cibacron blue/Protein A or G depletion methods or no depletion. In addition, a prototype spin column version of the HPLC column and an alternative prototype two antibody spin column were evaluated. The HPLC polyclonal antibody column and its spin column version are very promising methods for substantially simplifying human serum or plasma samples. These columns show the lowest nonspecific binding of the depletion methods tested. In contrast other affinity methods, particularly dye-based resins, yielded many proteins in the bound fractions in addition to the targeted proteins. Depletion of six abundant proteins removed about 85% of the total protein from human serum or plasma, and this enabled 10- to 20-fold higher amounts of depleted serum or plasma samples to be applied to 2-D gels or alternative protein profiling methods such as protein array pixelation. However, the number of new spots detected on 2-D gels was modest, and most newly visualized spots were minor forms of relatively abundant proteins. The inability to detect low-abundance proteins near expected 2-D staining limits was probably due to both the highly heterogeneous nature of most plasma or serum proteins and masking of many low-abundance proteins by the next series of most abundant proteins. Hence, non2-D methods such as protein array pixelation are more promising strategies for detecting lower abundance proteins after depleting the six abundant proteins.

La relation entre le comportement antisocial au travail (ASB) et des traits de personnalite generaux a eteetudiee sur un echantillon compose de 267 salaries coreens. L’ASB au travail a ete conceptualisea partir de deux dimensions, l’ASB dirigee contre les individues (ASBI) et l’ASB dirigee contre l’organisation (ASBO). La personnalite a eteevaluee grâce au Big Five et a un sixieme facteur ≪honnetete-humilite≫ (Ashton & Lee, 2001). Les analyses de regression multiple indiquerent que l’honnetete-humilite et l’extraversion jouaient un role essentiel dans la prediction de l’ASBI et de l’ASBO. De plus, Agreeablenessetait reliee a l’ASBI tandis que Conscientiousness l’etait a l’ASBO. On parle aussi de la necessite d’adopter un modele optimal des traits de personnalite. The relationship between workplace Anti-Social Behavior (ASB) and higher-order personality traits was investigated using a sample of 267 Korean employees. Workplace ASB was conceptualized as having two dimensions: ASB directed against individuals (ASBI) and ASB directed against the organization (ASBO). Personality was assessed using adjective measures of the Big Five factors and of a sixth factor, Honesty-Humility (Ashton & Lee, 2001). Multiple regression analyses indicated that Honesty-Humility and Extraversion played prominent roles in predicting both ASBI and ASBO. Also, Agreeableness was related to ASBI, whereas Conscientiousness was related to ASBO. The importance of adopting an optimal framework of personality traits was discussed.

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 both subjectively and objectively. OCB, however, failed to contribute to the prediction of business unit performance beyond the level that was achieved by WDB. It appeared, therefore, that the presence of deviant employees among business units impinges upon the performance of the business unit as a whole, whereas OCBs had comparatively little effect. Copyright © 2004 John Wiley & Sons, Ltd.

We conducted two studies to determine whether the three-component model of organisational commitment (Meyer & Allen, 1991) is generalisable to a non-Western culture using data from South Korea. In Study 1, we found that when the 6-item versions of the scales (Meyer, Allen, & Smith, 1993) were translated into Korean, the psychometric properties of the Affective Commitment Scale were similar to those found in North America, but problems were identified in the Continuance and Normative Commitment Scales. In Study 2, we found that these problems could be overcome by adopting a revised set of items written in North America. The new scales demonstrated good psychometric properties in terms of factorial validity, internal consistency, and criterion-related validity with respect to turnover intention. We concluded that the three commitment constructs are likely to generalise to non-Western cultures, but that there might be a need to refine the measures for cross-cultural research.