An Integrative Typology Of Personality Assessment For Aggression

999 WordsOct 20, 20144 Pages
When it comes to selecting an employee for a job position, personality comes into play on account of the fact that it can affect behavior in the workplace. Whether positive or negative effects, it is important for the possibility of aggressive behavior to be considered as to avoid hiring persons who prove to be dishonorable toward the business through their negative actions. After reading “An Integrative Typology of Personality Assessment for Aggression: Implications for Predicting Counterproductive Workplace Behavior,” the authors heavily emphasize two cognitions: explicit and implicit. Their main concentration for this particular study involves aggression and how to properly test it using self-report as well as a type of “integrative typology.” The implicit cognition is “not accessible to consciousness and therefore measurable only by indirect means,” suggesting that testing for aggressiveness requires “an indirect measurement… integrated with a self-report” (page 723). The study sets out to prove the validity of these methods as a useful tool for businesses to determine the capabilities, whether positive or negative, of their potential or current employees. To help better understand the types of decisions being made in terms of aggression, the authors categorize employees into three sections: manifest aggressives, prosocials, latent aggressives, and overcompensating prosocials (page 724). Both latent aggressives and prosocials believe themselves to not be aggressive, but
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