¶ … Integrative Typology of Personality Assessment for Aggression: Implications for Predicting Counterproductive Workplace Behavior," Bing et al. discuss the relevance of personality measures on organizational behavior and psychology. The authors present a typology of personality that may be particularly relevant from a human resources perspective. Self-reports are central to the personality assessments, as are conditions requiring situational and conditional reasoning. The emphasis in this study is on aggression and aggressive tendencies. The authors note the methodological weaknesses in prior research using self-reports, as "individuals possessing negative attributes, such as aggression, may be reluctant to reveal these attributes to others," (Bing et al. 722). In fact, research has shown that persons who tend toward aggression can also cultivate false sense of self with "inflated, positive, and inaccurate self-perceptions," (Bing et al. 722). To correct for the biases inherent in self-reports, the authors propose a new method of personality assessment based on "implicit or unconscious cognitions" that underlie the structure of aggression (Bing et al. 722).
1a. What Were the Authors Writing About?
To measure indirect precursors to aggression, the authors rely on the Conditional Reasoning Test of Aggression (CRTA). The CRTA helps to prevent methodological biases by shifting focus from self-reports toward measures that can pinpoint indirect and underlying tendencies. Basically, the CRTA measures biases in the person's reasoning and judgments, as well as revealing cognitive biases when asked to explain their actions and motivations. It is presumed that understanding the implicit reasoning behind aggressive behaviors will lead to better predictability of aggression in the workplace, which can in turn be counterproductive. The CRTA points out the mechanisms whereby persons justify their behaviors, including hostile attribution bias, potency bias, retribution bias, victimization by powerful others bias, derogation of target bias, and social discounting bias. The authors simplify the study by focusing exclusively on hostile attribution bias, while referring to prior literature on other biases that may be of interest to the reader.
Hostile attribution bias is defined as "the tendency to see harmful intent as the motivation behind others' actions," (Bing et al. 723). Persons who demonstrate hostile attribution bias or any other cognitive bias may be more ready, willing, and able to perform aggressive acts and also to justify those acts. The focus of the...
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