scholarly journals Intelligence and Creativity: Mapping Constructs on the Space-Time Continuum

2020 ◽  
Vol 9 (1) ◽  
pp. 1
Author(s):  
Giovanni Emanuele Corazza ◽  
Todd Lubart
Keyword(s):  
Personality Traits ◽  
Space Time ◽  
Two Dimensions ◽  
Future Research ◽  
Unified Framework ◽  
Research Directions ◽  
Creative Behavior ◽  
Future Research Directions ◽  
Time Continuum ◽  
Context Characteristics

This theoretical article proposes a unified framework of analysis for the constructs of intelligence and creativity. General definitions for intelligence and creativity are provided, allowing fair comparisons between the two context-embedded constructs. A novel taxonomy is introduced to classify the contexts in which intelligent and/or creative behavior can be embedded, in terms of the tightness vs. looseness of the relevant conceptual space S and available time T. These two dimensions are used to form what is identified as the space-time continuum, containing four quadrants: tight space and tight time, loose space and tight time, tight space and loose time, loose space and loose time. The intelligence and creativity constructs can be mapped onto the four quadrants and found to overlap more or less, depending on the context characteristics. Measurement methodologies adapted to the four different quadrants are discussed. The article concludes with a discussion about future research directions based on the proposed theoretical framework, in terms of theories and hypotheses on intelligence and creativity, of eminent personalities and personality traits, as well as its consequences for developmental, educational, and professional environments.

Job Apathy

2015 ◽  
Vol 25 (3) ◽  
pp. 484-501 ◽  
Author(s):  
Gordon B. Schmidt ◽  
Guihyun Park ◽  
Jessica Keeney ◽  
Sonia Ghumman
Keyword(s):  
Employee Engagement ◽  
The United States ◽  
Two Dimensions ◽  
Popular Media ◽  
Incremental Validity ◽  
Future Research ◽  
Research Directions ◽  
Personal Initiative ◽  
Future Research Directions ◽  
Practical Implications

Work anecdotes and popular media programs such as Office Space, The Office, and Dilbert suggest that there are a number of workers in the United States who feel a sense of apathy toward their workplace and their job. This article develops these ideas theoretically and provides validity evidence for a scale of job apathy across two studies. Job apathy is defined as a type of selective apathy characterized by diminished motivation and affect toward one’s job. A scale of job apathy was developed and data from a sample of currently or recently employed college students supported two dimensions: apathetic action and apathetic thought. Job apathy was found to be empirically distinct from clinical apathy, negative affectivity, cynicism, and employee engagement. Job apathy was also found to have incremental validity in the prediction of personal initiative, withdrawal, and organizational deviance. Practical implications and future research directions for job apathy are discussed.

Auditing Fair Value Measurements: A Synthesis of Relevant Research

2006 ◽  
Vol 20 (3) ◽  
pp. 287-303 ◽  
Author(s):  
Roger D. Martin ◽  
Jay S. Rich ◽  
T. Jeffrey Wilks
Keyword(s):  
Decision Making ◽  
Fair Value ◽  
Two Dimensions ◽  
Judgment And Decision Making ◽  
Future Research ◽  
Relevant Research ◽  
Research Directions ◽  
Academic Literature ◽  
Future Research Directions ◽  
Fair Value Measurements

To contribute to the PCAOB project on auditing fair value measurements (FVMs), we synthesize relevant academic literature to offer insights, conclusions, and future research directions for auditors, standard-setters, and academics focusing on auditing FVMs. We structure our synthesis along two dimensions: (1) an emphasis on the auditor's need to understand how FVMs are prepared, and (2) the audit steps and procedures necessary to verify and attest to FVMs, including an awareness of the potential biases inherent in auditing FVMs. Drawing primarily from the judgment and decision-making literature, we highlight a number of potential biases and limitations in the preparation and audit of FVMs. Additionally, we note that the specialized valuation knowledge necessary to effectively audit FVMs will be difficult for auditors to gain and maintain.

scholarly journals Desegregating HRM: A Review and Synthesis of Micro and Macro Human Resource Management Research

2002 ◽  
Vol 28 (3) ◽  
pp. 247-276 ◽  
Author(s):  
Patrick M. Wright ◽  
Wendy R. Boswell
Keyword(s):  
Two Dimensions ◽  
Future Research ◽  
Management Research ◽  
Significant Progress ◽  
Individual Group ◽  
Research Directions ◽  
Integrative View ◽  
Future Research Directions ◽  
Or Organization ◽  
Level Of Analysis

Since the early 1980s the field of HRM has seen the independent evolution of two independent subfields (strategic and functional), which we believe is dysfunctional to the field as a whole. We propose a typology of HRM research based on two dimensions: level of analysis (individual/group or organization) and number of practices (single or multiple). We use this framework to review the recent research in each of the four subareas. We argue that while significant progress has been made within each area, the potential for greater gains exists by looking across each area. Toward this end we suggest some future research directions based on a more integrative view of HRM. We believe that both areas can contribute significantly to each other resulting in a more profound impact on the field of HRM than each can contribute independently.

The Perils of Perfectionism in Sports and Exercise

2005 ◽  
Vol 14 (1) ◽  
pp. 14-18 ◽  
Author(s):  
Gordon L. Flett ◽  
Paul L. Hewitt
Keyword(s):  
Personality Traits ◽  
Performance Outcomes ◽  
Future Research ◽  
Positive Outcomes ◽  
Research Directions ◽  
Perfect Performance ◽  
Future Research Directions ◽  
Sports And Exercise ◽  
Personality Construct

Perfectionism is a multidimensional personality construct that has been linked with various forms of maladjustment. In this article, we discuss the role of perfectionism as a maladaptive factor in sports and exercise, and we describe a phenomenon we identify as the perfectionism paradox. We note that even though certain sports require athletes to achieve perfect performance outcomes, the tendency to be characterized by perfectionistic personality traits and to be cognitively preoccupied with the attainment of perfection often undermines performance and fosters a sense of dissatisfaction with performance. We review existing findings in the literature on sports and exercise and demonstrate that the extreme orientation that accompanies perfectionism is antithetical to attaining positive outcomes. Finally, future research directions are outlined.

A geometric taxonomy of personality scales

1991 ◽  
Vol 5 (5) ◽  
pp. 343-365 ◽  
Author(s):  
Jerry S. Wiggins ◽  
Ross Broughton
Keyword(s):  
Personality Traits ◽  
A Priori ◽  
Future Research ◽  
Circumplex Model ◽  
Research Directions ◽  
Interpersonal Traits ◽  
Future Research Directions ◽  
Computational Procedures ◽  
Personality Description ◽  
Orthogonal Coordinates

Previous taxonomies of personality traits have been lexical in nature and have been concerned primarily with the meaning of adjectives in personality description. The taxonomy presented in this article employed personality scales as the units to be classified and was guided by theoretical, rather than lexical, considerations. A priori distinctions among different domains of trait‐descriptive terms identified a distinctive domain of interpersonal traits within which a preliminary conceptually‐based taxonomy was developed. The Interpersonal Adjective Scales (IAS) were constructed to provide geometrically precise semantic markers of that domain in the form of a circumplex model organized around the orthogonal coordinates of dominance and nurturance. In the course of a decade of research, some 172 personality scales were classified with reference to the IAS by computational procedures described in detail. Advantages and limitations of the current geometric taxonomy of personality scales are discussed, and future research directions are indicated.

scholarly journals Organizational Trust: A Gateway to Psychological Empowerment

2016 ◽  
Vol 9 (1) ◽  
pp. 52 ◽  
Author(s):  
Sanad A. Alajmi
Keyword(s):  
Psychological Empowerment ◽  
Organizational Trust ◽  
Industrial Area ◽  
Two Dimensions ◽  
Three Dimensions ◽  
Future Research ◽  
Research Directions ◽  
Industrial Companies ◽  
Future Research Directions ◽  
The Relationship

<p>This study investigates the relationship between psychological empowerment of employees and organizational trust within Kuwaiti industrial companies. It focuses on two dimensions of organizational trust; namely, trust in supervisors and trust in the organization. A total of 450 questionnaires were submitted to industrial companies in the Subhan Industrial Area, of which350 were completed. The results indicate that a significant positive correlation exists between psychological empowerment of the employees of these companies and organizational trust. The findings indicate that trust in the supervisor and in the organizationexplains21.8% and 13.1%, respectively, of the variation in psychological empowerment. Trust in the supervisor correlates significantly and positively with all dimensions of psychological empowerment whereas trust in the organization correlates significantly and positively with only three dimensions of psychological empowerment; namely, meaning, competence, and self-determination. The study concludes by explaining the limitations involved and suggests future research directions to enhance psychological empowerment and trust in industrial companies in Kuwait.</p>

scholarly journals Personality-dependent dispersal: characterization, ontogeny and consequences for spatially structured populations

2010 ◽  
Vol 365 (1560) ◽  
pp. 4065-4076 ◽  
Author(s):  
J. Cote ◽  
J. Clobert ◽  
T. Brodin ◽  
S. Fogarty ◽  
A. Sih
Keyword(s):  
Personality Traits ◽  
Structured Populations ◽  
Future Research ◽  
Research Directions ◽  
Spatially Structured Populations ◽  
Behavioural Characteristics ◽  
Dispersal Tendency ◽  
Widespread Phenomenon ◽  
Future Research Directions ◽  
The Relationship

Dispersal is one of the most fundamental components of ecology, and affects processes as diverse as population growth, metapopulation dynamics, gene flow and adaptation. Although the act of moving from one habitat to another entails major costs to the disperser, empirical and theoretical studies suggest that these costs can be reduced by having morphological, physiological or behavioural specializations for dispersal. A few recent studies on different systems showed that individuals exhibit personality-dependent dispersal, meaning that dispersal tendency is associated with boldness, sociability or aggressiveness. Indeed, in several species, dispersers not only develop behavioural differences at the onset of dispersal, but display these behavioural characteristics through their life cycle. While personality-dependent dispersal has been demonstrated in only a few species, we believe that it is a widespread phenomenon with important ecological consequences. Here, we review the evidence for behavioural differences between dispersers and residents, to what extent they constitute personalities. We also examine how a link between personality traits and dispersal behaviours can be produced and how personality-dependent dispersal affects the dynamics of metapopulations and biological invasions. Finally, we suggest future research directions for population biologists, behavioural ecologists and conservation biologists such as how the direction and the strength of the relationship between personality traits and dispersal vary with ecological contexts.

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