Mark Bing | University of Mississippi (original) (raw)
Papers by Mark Bing
These studies examine the context-specific differences in implicit leadership theory (ILT)–based ... more These studies examine the context-specific differences in implicit leadership theory (ILT)–based conceptualizations (i.e., perceptual configurations) of the ideal academic leader in two contexts: private and public universities. Specifically, the authors measured the perceived importance of leadership abilities and traits among university faculty followers (i.e., non–department heads and non-deans) to reveal the ILTs of academic followers and how the ILTs influence these faculty perceptions depending on university context (i.e., private vs. public university context). The studies were conducted within academic business units, and they examined the faculties’ conceptualizations of the ideal academic leader (e.g., department head or dean) among more than 500 business school members from more than 220 universities. Conceptualizations of the ideal academic leader varied substantially across private and public contexts, indicating that the leadership characteristics desired by faculty followers are context specific. Implications of the findings and directions for future research are discussed.
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Metaphors are a common tool in brand design, from the original, enticing Apple logo to the classi... more Metaphors are a common tool in brand design, from the original, enticing Apple logo to the classic animalistic hood ornament of a Jaguar automobile. Metaphors are a powerful marketing tool as an efficient way to convey a great deal of meaning to consumers, including expressing product benefits, points of differentiation (e.g., " Iron Mountain's " name and logo, intended to express its superiority in data and document safekeeping), and even brand personality. The perspective taken here is that when applied to products, metaphors also serve as a form of design innovation. This study examines the interactions and effects of various applications of brand metaphor (linguistic, visual, and symbolic) and the forms those metaphors can take (human, animal, or nonmetaphoric) in influencing important outcomes including brand vividness, brand differentiation, and consumer preference. Based on two experiments across multiple product categories with 424 subjects, we find that the consistency of brand metaphor application and the use of animal-based metaphors in particular have significant influence on key outcomes. Implications for brand management and design innovation through the more effective use of design metaphors are considered, as are implications for theory and future research in the area.
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Because employees may be reluctant to admit to performing deviant acts, the authors of this study... more Because employees may be reluctant to admit to performing deviant acts, the authors of this study reexamined the commonly used self-report measure of workplace deviance developed by R. J. Bennett and S. L. Robinson (2000). Specifically, the self-report measure was modified into a non-self-report measure based on multiple other-reported assessments to address methodological concerns with self-reported information regarding deviant workplace behaviors. The authors assessed the psychometric properties of this new measure by first conducting an exploratory factor analysis, which indicated a 3-factor structure (production deviance, property deviance, and personal aggression). Subsequent confirmatory factor analysis on a different sample verified these findings. Taken together, the results suggest that the content and psychometric qualities of this non-self-report measure of workplace deviance closely represent S. L. Robinson and R. J. Bennett’s (1995) original typology of workplace deviance. The potential usefulness of this measure in organizational studies is discussed.
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Context-specific personality items provide respondents with a common frame of reference unlike mo... more Context-specific personality items provide respondents with a common frame of reference unlike more traditional, noncontextual personality items. The common frame of reference standardizes item interpretation and has been shown to reduce measurement error while increasing validity in comparison to noncontextual items (M. J. Schmit, A. M. Ryan, S. L. Stierwalt, & S. L. Powell, 1995). Although the frame-of-reference effect on personality scales scores has been well investigated (e.g., M. J. Schmit et al., 1995), the ability of this innovation to obtain incremental validity above and beyond the well-established, noncontextual personality scale scores has yet to be examined. The current study replicates and extends work by M. J. Schmit et al. (1995) to determine the incremental validity of the frame-of-reference effect. The results indicate that context-specific personality items do indeed obtain incremental validity above and beyond both noncontextual items and cognitive ability, and in spite of socially desirable responding induced by applicant instructions. The implications of these findings for personnel selection are discussed.
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The current article advocates integrating implicit and explicit social cognitions for enhanced pe... more The current article advocates integrating implicit and explicit social cognitions for enhanced personality assessment in organizational contexts (e.g., personnel selection settings). Several methods for measuring implicit cognitions are reviewed, and their strengths and limitations are discussed. The most widely used method for measuring explicit cognitions, the self-report questionnaire, also is described along with its strengths and limitations. Implicit and explicit cognitions then are integrated to form a general model of personality prototypes. The authors describe several mechanisms by which implicit and explicit cognitions may operate (e.g., coact, interact) to predict criteria, depending on the nature of the personality construct assessed and the outcome of interest. These different operations implicate different statistical methodologies. The authors then present specific examples of this integrative procedure for enhancing personality assessment using the construct of achievement motivation. They conclude by discussing how future research could extend and apply this general framework for use with other personality constructs.
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Organizational Research Methods, 2007
The current article advocates integrating implicit and explicit social cognitions for enhanced pe... more The current article advocates integrating implicit and explicit social cognitions for enhanced personality assessment in organizational contexts (e.g., personnel selection settings). Several methods for measuring implicit cognitions are reviewed, and their strengths and limitations are discussed. The most widely used method for measuring explicit cognitions, the self-report questionnaire, also is described along with its strengths and limitations. Implicit and explicit cognitions then are integrated to form a general model of personality prototypes. The authors describe several mechanisms by which implicit and explicit cognitions may operate (e.g., coact, interact) to predict criteria, depending on the nature of the personality construct assessed and the outcome of interest. These different operations implicate different statistical methodologies. The authors then present specific examples of this integrative procedure for enhancing personality assessment using the construct of achievement motivation. They conclude by discussing how future research could extend and apply this general framework for use with other personality constructs.
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International Journal of Selection and Assessment, 2014
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Political skill is a relatively newly articulated construct. Despite its novelty, it has been inv... more Political skill is a relatively newly articulated construct. Despite its novelty, it has been investigated in a variety of contexts, showing promise not only as a descriptor of several organizational phenomena, but also as a predictor of job performance. Given this status, it seems appropriate to review the empirical literature to this point for political skill's overall viability as a predictor of job performance (i.e., task and contextual performance), as well as to investigate one potential moderator of the political skill-to-performance relationship, namely, the interpersonal and social requirements of occupations. We present a brief review of political skill. We then describe juxtaposed theoretical positions from which are derived two very different patterns representing the relationship between the social requirements of occupations and the strength of the political skill-to-performance ratings correlation. Next, we meta-analyze known studies that link political skill scores to ratings of task and contextual performance to test these differing predictions. Results indicate that on-the-average political skill is a valid predictor of both task and contextual performance ratings. However, as the interpersonal and social requirements of the occupations increased, so did the strength of the positive relationship between political skill and task performance ratings. Also as hypothesized, political skill was found to be a better predictor of contextual performance than task performance. Implications for personnel selection and training practices are discussed, and future research directions are suggested.
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Journal of Vocational Behavior, 2011
Political skill is a relatively newly articulated construct. Despite its novelty, it has been inv... more Political skill is a relatively newly articulated construct. Despite its novelty, it has been investigated in a variety of contexts, showing promise not only as a descriptor of several organizational phenomena, but also as a predictor of job performance. Given this status, it seems appropriate to review the empirical literature to this point for political skill's overall viability as a
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Animal Learning & Behavior, 1997
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The Journal of applied psychology, 2015
It is widely established that the Big Five personality traits of conscientiousness, agreeableness... more It is widely established that the Big Five personality traits of conscientiousness, agreeableness, and emotional stability are antecedents to workplace deviance (Berry, Ones, & Sackett, 2007). However, these meta-analytic findings are based on self-reported personality traits. A recent meta-analysis by Oh, Wang, and Mount (2011) identified the value of acquaintance-reported personality in the prediction of job performance. The current investigation extends prior work by comparing the validities of self- and acquaintance-reported personality in the prediction of workplace deviance across 2 studies. We also hypothesized and tested an interactive, value-added integration of self- with acquaintance-reported personality using socioanalytic personality theory (R. T. Hogan, 1991). Both studies assessed self- and acquaintance-rated Big Five traits, along with supervisor-rated workplace deviance. However, the studies varied the measures of workplace deviance, and the 2nd study also included ...
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Organizational Behavior and Human Decision Processes, 2011
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Organizational Research Methods, 2007
Abstract The current article advocates integrating implicit and explicit social cognitions for en... more Abstract The current article advocates integrating implicit and explicit social cognitions for enhanced personality assessment in organizational contexts (eg, personnel selection settings). Several methods for measuring implicit cognitions are reviewed, and their ...
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The Journal of Social Psychology, 2004
The authors measured Internal State Awareness (ISA) and Self-Reflectiveness (SR) factors from the... more The authors measured Internal State Awareness (ISA) and Self-Reflectiveness (SR) factors from the Private Self-Consciousness Scale in Iranian (N = 325) and U.S. (N = 401) university students. In both societies, positive correlations with Need for Cognition and Internal Control and negative correlations with external control and obsessive thinking confirmed ISA as an adaptive form of self-consciousness. In partial correlations in which the authors controlled for ISA, SR was associated cross-culturally with greater Obsessive Thinking. This outcome conformed with the authors’ expectations that SR would have negative mental health implications, but other data revealed complexities in the SR association with adjustment. Differences between samples failed to yield any simple support for F. Fukuyama’s (1992) suggestion that Iranians might be more “alienated” (pp. 236–237) in their psychological functioning. The present study most importantly offered cross-cultural evidence in favor of the claim that better measures of an introspective self-awareness need to be developed.
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Journal of Personality Assessment, 1999
A measurement of a conditional disposition, academic hypercompetitiveness, was created via the co... more A measurement of a conditional disposition, academic hypercompetitiveness, was created via the contextualization of hypercompetitiveness scale items into situations and circumstances relevant to academic life. An investigation of the construct and criterion-related validity of this new instrument, the Hypercompetitiveness in Academia (HIA) scale, was conducted. The HIA scale was found to be more strongly associated with academic outcomes and achievements than a scale measuring individual differences in a generalized, context-independent, hypercompetitive disposition. Conversely, the generalized hypercompetitiveness scale was found to be more strongly associated with measures of antisocial dispositions. The implications of this research on Horney's (1937) theory of neurosis, the possible negative repercussions of academic hypercompetitiveness, and the study of individual differences through investigations of conditional dispositions were discussed.
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Journal of Management, 2008
Business writers and practitioners recommend that core organizational values be integrated into e... more Business writers and practitioners recommend that core organizational values be integrated into employee work life for enhanced organizational productivity, yet no published studies have empirically examined the antecedents and outcomes of values enactment. Using longitudinal data on 2,622 employees, hierarchical linear modeling (HLM) results revealed that tenure and department-level values enactment were significant predictors of individual values enactment. Furthermore, employees who demonstrated high levels of values enactment were less likely to leave, and employees of high or low levels of values enactment in departments whose levels of values enactment matched their own were the most likely to be promoted.
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Journal of Applied Psychology, 2009
Because employees may be reluctant to admit to performing deviant acts, the authors of this study... more Because employees may be reluctant to admit to performing deviant acts, the authors of this study reexamined the commonly used self-report measure of workplace deviance developed by R. J. Bennett and S. L. Robinson (2000). Specifically, the self-report measure was modified into a non-self-report measure based on multiple other-reported assessments to address methodological concerns with self-reported information regarding deviant workplace behaviors. The authors assessed the psychometric properties of this new measure by first conducting an exploratory factor analysis, which indicated a 3-factor structure (production deviance, property deviance, and personal aggression). Subsequent confirmatory factor analysis on a different sample verified these findings. Taken together, the results suggest that the content and psychometric qualities of this non-self-report measure of workplace deviance closely represent S. L. Robinson and R. J. Bennett's (1995) original typology of workplace deviance. The potential usefulness of this measure in organizational studies is discussed. (PsycINFO Database Record (c) 2009 APA, all rights reserved).
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Journal of Applied Psychology, 2007
This study presents an integrative typology of personality assessment for aggression. In this typ... more This study presents an integrative typology of personality assessment for aggression. In this typology, self-report and conditional reasoning (L. R. James, 1998) methodologies are used to assess 2 separate, yet often congruent, components of aggressive personalities. Specifically, self-report is used to assess explicit components of aggressive tendencies, such as self-perceived aggression, whereas conditional reasoning is used to assess implicit components, in particular, the unconscious biases in reasoning that are used to justify aggressive acts. These 2 separate components are then integrated to form a new theoretical typology of personality assessment for aggression. Empirical tests of the typology were subsequently conducted using data gathered across 3 samples in laboratory and field settings and reveal that explicit and implicit components of aggression can interact in the prediction of counterproductive, deviant, and prosocial behaviors. These empirical tests also reveal that when either the self-report or conditional reasoning methodology is used in isolation, the resulting assessment of aggression may be incomplete. Implications for personnel selection, team composition, and executive coaching are discussed.
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These studies examine the context-specific differences in implicit leadership theory (ILT)–based ... more These studies examine the context-specific differences in implicit leadership theory (ILT)–based conceptualizations (i.e., perceptual configurations) of the ideal academic leader in two contexts: private and public universities. Specifically, the authors measured the perceived importance of leadership abilities and traits among university faculty followers (i.e., non–department heads and non-deans) to reveal the ILTs of academic followers and how the ILTs influence these faculty perceptions depending on university context (i.e., private vs. public university context). The studies were conducted within academic business units, and they examined the faculties’ conceptualizations of the ideal academic leader (e.g., department head or dean) among more than 500 business school members from more than 220 universities. Conceptualizations of the ideal academic leader varied substantially across private and public contexts, indicating that the leadership characteristics desired by faculty followers are context specific. Implications of the findings and directions for future research are discussed.
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Metaphors are a common tool in brand design, from the original, enticing Apple logo to the classi... more Metaphors are a common tool in brand design, from the original, enticing Apple logo to the classic animalistic hood ornament of a Jaguar automobile. Metaphors are a powerful marketing tool as an efficient way to convey a great deal of meaning to consumers, including expressing product benefits, points of differentiation (e.g., " Iron Mountain's " name and logo, intended to express its superiority in data and document safekeeping), and even brand personality. The perspective taken here is that when applied to products, metaphors also serve as a form of design innovation. This study examines the interactions and effects of various applications of brand metaphor (linguistic, visual, and symbolic) and the forms those metaphors can take (human, animal, or nonmetaphoric) in influencing important outcomes including brand vividness, brand differentiation, and consumer preference. Based on two experiments across multiple product categories with 424 subjects, we find that the consistency of brand metaphor application and the use of animal-based metaphors in particular have significant influence on key outcomes. Implications for brand management and design innovation through the more effective use of design metaphors are considered, as are implications for theory and future research in the area.
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Because employees may be reluctant to admit to performing deviant acts, the authors of this study... more Because employees may be reluctant to admit to performing deviant acts, the authors of this study reexamined the commonly used self-report measure of workplace deviance developed by R. J. Bennett and S. L. Robinson (2000). Specifically, the self-report measure was modified into a non-self-report measure based on multiple other-reported assessments to address methodological concerns with self-reported information regarding deviant workplace behaviors. The authors assessed the psychometric properties of this new measure by first conducting an exploratory factor analysis, which indicated a 3-factor structure (production deviance, property deviance, and personal aggression). Subsequent confirmatory factor analysis on a different sample verified these findings. Taken together, the results suggest that the content and psychometric qualities of this non-self-report measure of workplace deviance closely represent S. L. Robinson and R. J. Bennett’s (1995) original typology of workplace deviance. The potential usefulness of this measure in organizational studies is discussed.
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Context-specific personality items provide respondents with a common frame of reference unlike mo... more Context-specific personality items provide respondents with a common frame of reference unlike more traditional, noncontextual personality items. The common frame of reference standardizes item interpretation and has been shown to reduce measurement error while increasing validity in comparison to noncontextual items (M. J. Schmit, A. M. Ryan, S. L. Stierwalt, & S. L. Powell, 1995). Although the frame-of-reference effect on personality scales scores has been well investigated (e.g., M. J. Schmit et al., 1995), the ability of this innovation to obtain incremental validity above and beyond the well-established, noncontextual personality scale scores has yet to be examined. The current study replicates and extends work by M. J. Schmit et al. (1995) to determine the incremental validity of the frame-of-reference effect. The results indicate that context-specific personality items do indeed obtain incremental validity above and beyond both noncontextual items and cognitive ability, and in spite of socially desirable responding induced by applicant instructions. The implications of these findings for personnel selection are discussed.
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The current article advocates integrating implicit and explicit social cognitions for enhanced pe... more The current article advocates integrating implicit and explicit social cognitions for enhanced personality assessment in organizational contexts (e.g., personnel selection settings). Several methods for measuring implicit cognitions are reviewed, and their strengths and limitations are discussed. The most widely used method for measuring explicit cognitions, the self-report questionnaire, also is described along with its strengths and limitations. Implicit and explicit cognitions then are integrated to form a general model of personality prototypes. The authors describe several mechanisms by which implicit and explicit cognitions may operate (e.g., coact, interact) to predict criteria, depending on the nature of the personality construct assessed and the outcome of interest. These different operations implicate different statistical methodologies. The authors then present specific examples of this integrative procedure for enhancing personality assessment using the construct of achievement motivation. They conclude by discussing how future research could extend and apply this general framework for use with other personality constructs.
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Organizational Research Methods, 2007
The current article advocates integrating implicit and explicit social cognitions for enhanced pe... more The current article advocates integrating implicit and explicit social cognitions for enhanced personality assessment in organizational contexts (e.g., personnel selection settings). Several methods for measuring implicit cognitions are reviewed, and their strengths and limitations are discussed. The most widely used method for measuring explicit cognitions, the self-report questionnaire, also is described along with its strengths and limitations. Implicit and explicit cognitions then are integrated to form a general model of personality prototypes. The authors describe several mechanisms by which implicit and explicit cognitions may operate (e.g., coact, interact) to predict criteria, depending on the nature of the personality construct assessed and the outcome of interest. These different operations implicate different statistical methodologies. The authors then present specific examples of this integrative procedure for enhancing personality assessment using the construct of achievement motivation. They conclude by discussing how future research could extend and apply this general framework for use with other personality constructs.
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International Journal of Selection and Assessment, 2014
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Political skill is a relatively newly articulated construct. Despite its novelty, it has been inv... more Political skill is a relatively newly articulated construct. Despite its novelty, it has been investigated in a variety of contexts, showing promise not only as a descriptor of several organizational phenomena, but also as a predictor of job performance. Given this status, it seems appropriate to review the empirical literature to this point for political skill's overall viability as a predictor of job performance (i.e., task and contextual performance), as well as to investigate one potential moderator of the political skill-to-performance relationship, namely, the interpersonal and social requirements of occupations. We present a brief review of political skill. We then describe juxtaposed theoretical positions from which are derived two very different patterns representing the relationship between the social requirements of occupations and the strength of the political skill-to-performance ratings correlation. Next, we meta-analyze known studies that link political skill scores to ratings of task and contextual performance to test these differing predictions. Results indicate that on-the-average political skill is a valid predictor of both task and contextual performance ratings. However, as the interpersonal and social requirements of the occupations increased, so did the strength of the positive relationship between political skill and task performance ratings. Also as hypothesized, political skill was found to be a better predictor of contextual performance than task performance. Implications for personnel selection and training practices are discussed, and future research directions are suggested.
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Journal of Vocational Behavior, 2011
Political skill is a relatively newly articulated construct. Despite its novelty, it has been inv... more Political skill is a relatively newly articulated construct. Despite its novelty, it has been investigated in a variety of contexts, showing promise not only as a descriptor of several organizational phenomena, but also as a predictor of job performance. Given this status, it seems appropriate to review the empirical literature to this point for political skill's overall viability as a
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Animal Learning & Behavior, 1997
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The Journal of applied psychology, 2015
It is widely established that the Big Five personality traits of conscientiousness, agreeableness... more It is widely established that the Big Five personality traits of conscientiousness, agreeableness, and emotional stability are antecedents to workplace deviance (Berry, Ones, & Sackett, 2007). However, these meta-analytic findings are based on self-reported personality traits. A recent meta-analysis by Oh, Wang, and Mount (2011) identified the value of acquaintance-reported personality in the prediction of job performance. The current investigation extends prior work by comparing the validities of self- and acquaintance-reported personality in the prediction of workplace deviance across 2 studies. We also hypothesized and tested an interactive, value-added integration of self- with acquaintance-reported personality using socioanalytic personality theory (R. T. Hogan, 1991). Both studies assessed self- and acquaintance-rated Big Five traits, along with supervisor-rated workplace deviance. However, the studies varied the measures of workplace deviance, and the 2nd study also included ...
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Organizational Behavior and Human Decision Processes, 2011
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Organizational Research Methods, 2007
Abstract The current article advocates integrating implicit and explicit social cognitions for en... more Abstract The current article advocates integrating implicit and explicit social cognitions for enhanced personality assessment in organizational contexts (eg, personnel selection settings). Several methods for measuring implicit cognitions are reviewed, and their ...
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The Journal of Social Psychology, 2004
The authors measured Internal State Awareness (ISA) and Self-Reflectiveness (SR) factors from the... more The authors measured Internal State Awareness (ISA) and Self-Reflectiveness (SR) factors from the Private Self-Consciousness Scale in Iranian (N = 325) and U.S. (N = 401) university students. In both societies, positive correlations with Need for Cognition and Internal Control and negative correlations with external control and obsessive thinking confirmed ISA as an adaptive form of self-consciousness. In partial correlations in which the authors controlled for ISA, SR was associated cross-culturally with greater Obsessive Thinking. This outcome conformed with the authors’ expectations that SR would have negative mental health implications, but other data revealed complexities in the SR association with adjustment. Differences between samples failed to yield any simple support for F. Fukuyama’s (1992) suggestion that Iranians might be more “alienated” (pp. 236–237) in their psychological functioning. The present study most importantly offered cross-cultural evidence in favor of the claim that better measures of an introspective self-awareness need to be developed.
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Journal of Personality Assessment, 1999
A measurement of a conditional disposition, academic hypercompetitiveness, was created via the co... more A measurement of a conditional disposition, academic hypercompetitiveness, was created via the contextualization of hypercompetitiveness scale items into situations and circumstances relevant to academic life. An investigation of the construct and criterion-related validity of this new instrument, the Hypercompetitiveness in Academia (HIA) scale, was conducted. The HIA scale was found to be more strongly associated with academic outcomes and achievements than a scale measuring individual differences in a generalized, context-independent, hypercompetitive disposition. Conversely, the generalized hypercompetitiveness scale was found to be more strongly associated with measures of antisocial dispositions. The implications of this research on Horney's (1937) theory of neurosis, the possible negative repercussions of academic hypercompetitiveness, and the study of individual differences through investigations of conditional dispositions were discussed.
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Journal of Management, 2008
Business writers and practitioners recommend that core organizational values be integrated into e... more Business writers and practitioners recommend that core organizational values be integrated into employee work life for enhanced organizational productivity, yet no published studies have empirically examined the antecedents and outcomes of values enactment. Using longitudinal data on 2,622 employees, hierarchical linear modeling (HLM) results revealed that tenure and department-level values enactment were significant predictors of individual values enactment. Furthermore, employees who demonstrated high levels of values enactment were less likely to leave, and employees of high or low levels of values enactment in departments whose levels of values enactment matched their own were the most likely to be promoted.
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Journal of Applied Psychology, 2009
Because employees may be reluctant to admit to performing deviant acts, the authors of this study... more Because employees may be reluctant to admit to performing deviant acts, the authors of this study reexamined the commonly used self-report measure of workplace deviance developed by R. J. Bennett and S. L. Robinson (2000). Specifically, the self-report measure was modified into a non-self-report measure based on multiple other-reported assessments to address methodological concerns with self-reported information regarding deviant workplace behaviors. The authors assessed the psychometric properties of this new measure by first conducting an exploratory factor analysis, which indicated a 3-factor structure (production deviance, property deviance, and personal aggression). Subsequent confirmatory factor analysis on a different sample verified these findings. Taken together, the results suggest that the content and psychometric qualities of this non-self-report measure of workplace deviance closely represent S. L. Robinson and R. J. Bennett's (1995) original typology of workplace deviance. The potential usefulness of this measure in organizational studies is discussed. (PsycINFO Database Record (c) 2009 APA, all rights reserved).
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Journal of Applied Psychology, 2007
This study presents an integrative typology of personality assessment for aggression. In this typ... more This study presents an integrative typology of personality assessment for aggression. In this typology, self-report and conditional reasoning (L. R. James, 1998) methodologies are used to assess 2 separate, yet often congruent, components of aggressive personalities. Specifically, self-report is used to assess explicit components of aggressive tendencies, such as self-perceived aggression, whereas conditional reasoning is used to assess implicit components, in particular, the unconscious biases in reasoning that are used to justify aggressive acts. These 2 separate components are then integrated to form a new theoretical typology of personality assessment for aggression. Empirical tests of the typology were subsequently conducted using data gathered across 3 samples in laboratory and field settings and reveal that explicit and implicit components of aggression can interact in the prediction of counterproductive, deviant, and prosocial behaviors. These empirical tests also reveal that when either the self-report or conditional reasoning methodology is used in isolation, the resulting assessment of aggression may be incomplete. Implications for personnel selection, team composition, and executive coaching are discussed.
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