Honesty–Humility and a Person–Situation Interaction at Work

By Ingo Zettler, Benjamin E. Hilbig. 2010

151 citations recorded by the source corpus.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/7fc45f2d6d4e0c6419c5a5cb9a39bd05fed81760

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In Clinical Psychology

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

The dark side of personality at work (2014, methodology): “The HEXACO Honesty–Humility dimension has been consistently shown to predict workplace deviance (e.g., Lee, Ashton, & de Vries, 2005; Zettler & Hilbig, 2010).”
Motives for Organizational Citizenship Behavior: Personality Correlates and Coworker Ratings of OCB (2012, background): “In addition, perceptions of a political organizational environment could lead individuals to engage in OCB for IM purposes, as they see such behaviors as necessary to “get ahead” (Chen & Fang, 2008; Zettler & Hilbig, 2010).”
Personality, Punishment and Public Goods: Strategic Shifts towards Cooperation as a Matter of Dispositional Honesty–Humility (2012, background): “In any case, future research will need to replicate the current findings while controlling for socially desirable responding, for example, by using peer reports of personality (Lee, Ashton, Morrison, Cordery, & Dunlop, 2008) or by adding noise to responses in the social dilemma game (Moshagen, Hilbi”
Predicting Counterproductive Work Behavior from Guilt Proneness (2012, background): “…anxiety (Spector and Fox 2005), organizational constraints (Fox et al. 2011; Spector and Fox 2005; Spector et al. 2010) and organizational politics (Zettler and Hilbig 2010).6 Instead, our goal with this paper was to extend the CWB literature to include a predisposition to feel guilt over…”
Explaining workplace delinquency: The role of Honesty–Humility, ethical culture, and employee surveillance (2015, background): “…although research has investigated the interaction between Honesty–Humility and perceptions of organizational politics (Wiltshire et al., 2014; Zettler & Hilbig, 2010) and the interactions between personality and situational strength (Meyer et al., 2014) in the prediction of counterproductive…”