Integrating Implicit and Explicit Social Cognitions for Enhanced Personality Assessment

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How Abusive Supervision Affects Workplace Deviance: A Moderated-Mediation Examination of Aggressiveness and Work-Related Negative Affect (2016, background): “Explicit social cognitions revolving around aggressive beliefs and attitudes are a potential explanatory mechanism of this relationship as they help capture and explain how people interpret and respond to their environment in an introspective and controlled manner (Bing et al. 2007; Frost et al. 200”
Emotional and behavioral reactions to social undermining: A closer look at perceived offender motives (2009, methodology): “Because perceptions of malicious intent may incite revenge, one way that managers may reduce conflict escalation is by using inductive personality tests such as the Conditional Reasoning Test for Aggression to screen out job applicants who are predisposed to perceive an offense or malicious intent, ”
Psychological Capital: An Evidence-Based Positive Approach (2017, background): “There is considerable support that implicit measures generally allow assessment of a construct more accurately and comprehensively than self-reporting (Bing et al. 2007, LeBel & Paunonen 2011).”