Development of a Rasch homogenous short form of the Pathological Narcissism Inventory

During the last decades, the narcissistic personality inventory (npi) was the most widely used questionnaire to measure narcissism as a personality trait. But the npi assesses grandiose narcissism only, while recent discussions emphasize the existence of vulnerable narcissism. The pathological narcissism inventory (pni, pincus et al., 2009) is a new questionnaire assessing these different aspects of narcissism. However, with 54 items on seven subscales, the pni is quite long to serve as a screening tool for narcissistic traits. We therefore developed a short form to facilitate its application in research and practice. Even though the pni covers different symptoms of narcissism, they are all expressions of the same underlying construct. We therefore used the rasch model to guide the item selection. Method and results: a sample of 1837 participants (67.5% female, mean age 26.8 years) was used to choose the items for the short form. Two criteria were adopted: all aspects, represented by the seven subscales in the original, should be retained, and items should be rasch homogenous. In a step-by-step procedure we excluded items successively until reaching a homogenous pool of 22 items. All remaining items had satisfactory fit indices and fitstatistics for the model were good. characteristics of the resulting short form were tested using a new independent validation sample (n=104, mean age = 32.8, 45% female). Correlations of the short pni with different validation measures were comparable to the correlations obtained with the original form, indicating that the two forms were equivalent. Conclusion: the resulting one-dimensional measure can be used as a screening questionnaire for pathological narcissism. The rasch homogeneity facilitates the comparison of narcissism scores among a variety of samples.

To boldly go: individual differences in boldness influence migratory tendency

Partial migration, whereby only a fraction of the population migrates, is thought to be the most common type of migration in the animal kingdom, and can have important ecological and evolutionary consequences. Despite this, the factors that influence which individuals migrate and which remain resident are poorly understood. Recent work has shown that consistent individual differences in personality traits in animals can be ecologically important, but field studies integrating personality traits with migratory behaviour are extremely rare. In this study, we investigate the influence of individual boldness, an important personality trait, upon the migratory propensity of roach, a freshwater fish, over two consecutive migration seasons. We assay and individually tag 460 roach and show that boldness influences migratory propensity, with bold individuals being more likely to migrate than shy fish. Our data suggest that an extremely widespread personality trait in animals can have significant ecological consequences via influencing individual-level migratory behaviour.

Accuracy of social perception: An integration and review of meta-analyses

This review examines the overall accuracy of social perception across several research topics and identifies factors that inf luence the accuracy of social perception. Findings from 14 meta-analyses examining topics such as social/personality judgments, health judgments, legal judgments, and academic/vocational judg-ments were obtained. Social perception accuracy was generally moderate, yielding an average effect size (r) of .32. However, individual meta-analytic effects varied widely, with some topics yielding small effects (e.g., lie detection, eyewitness identification) and other topics yielding large effects (e.g., educational judgments, health judgments). Several moderators of social perception accuracy were identified, includ-ing the nature of the information source, familiarity of the target, type of personality trait, and severity of the outcome being judged. These findings provide a comprehensive summary and novel integration of disparate findings on the accuracy of social perception. Concluding remarks highlight avenues for future research and call for cross-disciplinary collaborations that would enhance our understanding of social perception.

Trajectories of psychological adaptation to marital breakup after a long-term marriage

Background: Marital dissolution is known to be among the most stressful life events with long- reaching negative consequences on individuals’ lives. A limitation in research to date is that most studies have focused on the impact of marital disruption on well-being outcomes in younger adults. Furthermore, although population-based studies on divorce document a broad range of negative effects, more fine-grained analyses reveal a large heterogeneity in people’s adjustment, which is still not well understood. Objective: To explore trajectories of psychological adaptation to marital breakup after a long-term marriage, and to examine variables accounting for recovery or chronicity in terms of intrapersonal resources (personality, trait resilience, personal growth), relationship variables (satisfaction with ex- relationship, length of marriage, time since divorce) and socio-demographic variables (age, gender, financial situation). Methods: Latent transition analysis is used to examine the course of psychological adaptation (i.e., depressive symptoms, life satisfaction, hopelessness, mourning and subjective health) to divorce over two years among five profiles of 308 divorcees (mean age: 55.6 years; average duration of former marriage: 23.62 years): Two larger groups of individuals, the one which adapted very well (‘resilients’, 29%), the other quite well (‘average copers’, 49%), and three groups with major difficulties (‘vulnerables’, 6%; ‘malcontents’, 12%; and ‘resigned’, 4%). In a second step the differences among transition patterns were explored on the basis of the distal variables (i.e., intrapersonal resources, relationship variables, socio-demographics). Results: Although the probability of upward changes was higher for those individuals with lower adaptation at time 1, only a small number of individuals made an upward change from the maladapted to the well-adapted groups throughout the two years. The groups of copers and resilients remained stable in their psychological adaption. The most consistent results related to upward changes were intrapersonal resources, namely the NEO personality traits and trait resilience. Conclusion: The majority of individuals divorcing after a long-term marriage adapt successfully over time. Adaptation trajectories depend primarily on intrapersonal resources. However, a minority of divorcees exhibit enduring difficulties. Knowledge about the diversity of these trajectories of vulnerability could be of great help for designing psychological interventions to better tackle this critical life event.

Diseño metodológico para la creación y desarrollo de organizaciones innovadoras, basadas en un modelo de liderazgo que genere entornos facilitadores de la creatividad, implantación de procesos de innovación y creación de productos y servicios innovadores

La presente investigación tiene como objetivo el desarrollo de una metodología que favorezca la innovación en las empresas a través de la actividad directiva, analizando a su vez, su influencia a nivel macro, en los sistemas de innovación, en las políticas de innovación y en el capital intelectual y a nivel micro, en la innovación, en el desempeño y en el clima organizacional. Se estima importante realizar un estudio sobre este tema debido a que la innovación se considera un pilar crítico para el desarrollo social a través de la competitividad de las empresas, así como, una fuente importante de ventaja competitiva. Existe abundante literatura sobre la influencia de la innovación en la gestión empresarial y el papel que el liderazgo desempeña en términos generales. Sin embargo, la literatura presenta diversos estilos de liderazgo sin mostrar una línea consistente de interrelación entre ellos, por lo que finalmente no existe una relación sólida entre el liderazgo, la gestión empresarial y la innovación. Este hecho se debe, como se muestra en la tesis, a que la literatura analiza las organizaciones y el liderazgo desde una perspectiva sociológica u organizacional, y otra desde la perspectiva psicológica sin aportar una línea de articulación entre ambas. Es decir, la literatura analiza el comportamiento organizacional pero no su causa. A lo largo de la tesis se van desarrollando diferentes líneas de trabajo que se convierten en aportaciones empíricas y académicas. Así, una de las aportaciones de la tesis es la sustitución de la figura del líder como persona, por la de un directivo con una doble función; por un lado, la función de liderazgo cuyo objetivo es generar cambio y por el otro, la función de gestionar el día a día o desempeño. Sustituir la figura del líder por una doble funcionalidad directiva facilita la comprensión del concepto liderazgo, lo que permite a su vez, establecer estrategias para su desarrollo, haciendo una realidad el que el liderazgo puede ser aprendido. Este resultado constituye la primera aportación de la tesis. Así mismo, a través de un exhaustivo análisis de la literatura, se desarrolla una propuesta de liderazgo integrado de acuerdo con el modelo Stuart-Kotze, el cual se describe también ampliamente. Encontrar un modelo único de liderazgo supone la piedra angular para el desarrollo de la metodología. Esta propuesta de liderazgo integrado da lugar a la segunda aportación de la tesis. Del mismo modo, se realiza un estudio en profundidad de la perspectiva psicológica de las organizaciones desarrollando el constructo Miedo al Error (ME) que resulta ser un rasgo de la personalidad existente en todos los seres humanos y que presenta una influencia negativa tanto en el desempeño, como en la innovación empresarial. Este resultado permite identificar cuales son las verdaderas barreras para el ejercicio del liderazgo, señalando que la disminución del ME debe ser considerada como una competencia de la Inteligencia Emocional a ser desarrollada por los directivos. Este resultado constituye la tercera aportación de la tesis. Una vez desarrollado el modelo de gestión empresarial expuesto, se procede a su validación, analizando la relación entre los constructos que definen el modelo de gestión: el desempeño, la innovación y el ME. Para identificar las influencias o relaciones de causalidad que subyacen entre los constructos, se utilizó la técnica del modelo de ecuaciones estructurales (SEM). La población objeto de estudio estuvo constituida por 350 profesionales con responsabilidad directiva, procedentes de empresas del sector servicios repartidas por toda la geografía española. Como fuente primaria de recolección de información se utilizó el cuestionario desarrollado por Stuart-Kotze M-CPI (Momentum Continuous Performance Improvement). En primer lugar se procedió a evaluar las propiedades psicométricas del modelo de medida, llevándose a cabo un análisis factorial exploratorio (AFE) y un análisis factorial confirmatorio (AFC) de segundo orden. Los resultados obtenidos ponen de manifiesto que el constructo desempeño (D) viene determinado por dos dimensiones, (DOP), desempeño orientado hacia la planificación y (DORT), desempeño orientado hacia la realización de la tarea. Es decir, la muestra de directivos no percibe que la planificación en el día a día y la realización de la tarea estén articuladas. Posteriormente se procede a realizar el contraste del modelo a través del método de ecuaciones estructurales. Los resultados muestran que la relación de influencia de la dimensión DOP no es significativa, por lo que el constructo D queda representado únicamente por la dimensión DORT. Los resultados de la investigación proporcionan conclusiones e hipótesis para futuras investigaciones. Si bien la muestra de directivos realiza un plan estratégico, éste no se tiene en cuenta en el día a día. Este hecho podría explicar el alto grado de administración por crisis tan frecuente en la empresa española. A su vez, el ME presenta una influencia negativa en la innovación, lo que concuerda con la literatura. Al respecto, considerar el ME como un rasgo de la personalidad, presente tanto en directivos como en colaboradores, facilita la comprensión de las barreras de la organización hacia la comunicación abierta a la vez, que una dirección de trabajo para la mejora de la capacidad innovadora de la organización. Por último, los resultados establecen la existencia de una relación causal entre el desempeño diario y la innovación. Con respecto a este segundo resultado y analizando los comportamientos que identifican el constructo D surgen también varias conclusiones e hipótesis para futuras investigaciones. Los resultados ponen de manifiesto que la muestra de directivos genera iniciativas de cambio con la finalidad de que el trabajo diario salga adelante según los estándares de calidad definidos. Sin embargo, estas iniciativas sólo proceden de los directivos, sin participación alguna de los colaboradores, los cuales son sólo responsables de la implementación produciéndose la consiguiente desmotivación y pérdida de oportunidades. Esta conclusión pone de manifiesto que la innovación de las empresas de la muestra sucede para garantizar la eficiencia de los procesos existentes, pero en ningún caso surge de la iniciativa de buscar una mejor eficacia empresarial. Este hecho plantea un origen doble de la innovación en los procesos. La innovación proactiva que buscaría la mejora de la eficacia de la organización y una innovación de carácter reactiva que buscaría la salvaguarda de la eficiencia. Quizás sea esta la causa del gap existente entre la innovación en España y la innovación de los países que ocupan los primeros puestos en el ranking de producción de innovación lo que constituye un importante punto de partida para una investigación futura. ABSTRACT This research aims to develop a methodology that supports innovation in companies through the managers’ activity, analysing in turn its influence at the macro level: innovation systems, innovation policies and Intellectual capital and at the micro level: innovation itself, performance and organizational climate. It is considered important to conduct a study on this subject due to the fact that innovation is considered a critical pillar for the development and future of the enterprise and an important source of competitive advantage. There is abundant literature about the influence of innovation in business management and the role that leadership plays in general terms. However, the literature presents various styles of leadership without showing a consistent relationship among them, so finally there is not a strong relationship among leadership, business management and innovation. As shown in the thesis, this is due to the fact that the literature analyses organizations and leadership from a sociological or organizational perspective and from a psychological perspective, without providing a hinge line between the two. That is, the existing literature discusses organizational behaviour but not its cause. Throughout the thesis, different lines of work that become empirical and academic contributions have been developed. Thus, one of the contributions of the thesis is replacing the figure of the leader as a person, by a manager with a dual function. Firstly, we have the leadership role which aims to generate change and, on the other hand, the function to manage the day-to-day task or performance. Replacing the figure of the leader by a dual managerial functionality facilitates the understanding of the leadership concept, allowing in turn, to establish development strategies and making true that leadership can be learned. This outcome is the first contribution of the thesis. Likewise, through a comprehensive literature review, an integrated leadership proposal is developed, according to the Kotze model, which is also described widely. Finding a specific leadership model represents the cornerstone for the development of the methodology. This integrated leadership proposal leads to the second contribution of the thesis. Similarly, an in-depth study was conducted about the psychological perspective of the organizations disclosing the construct Fear of Failure. This construct is a personality trait that exists in all human beings and has a negative influence on both performance and business innovation. This outcome allows identifying which are the real barriers to the exercise of leadership, noting that the decrease in fear of failure must be considered as an Emotional Intelligence competence to be developed by managers. This outcome represents the third contribution of the thesis. Once a business management model has been developed, we proceed to its validation by analysing the relationship among the model constructs: management, innovation and fear of failure. To identify the influence or causal relationships underlying the constructs, a structural equation model (SEM) technique was used. The study population consisted of 350 professionals with managerial responsibility, from companies in the services sector scattered throughout the Spanish geography. As a primary source for gathering information a questionnaire developed by Kotze M-CPI (Continuous Performance Improvement Momentum) was used. First we proceeded to evaluate the psychometric properties of the measurement model, carrying out an exploratory factorial analysis (EFA) and a confirmatory factorial analysis (CFA) of second order. The results show that the performance construct D is determined by two-dimensions (DOP: performance oriented to planning) and (DORT: aiming at the realization of the task). That is, the sample of managers does not perceive that planning and the daily task are articulated. Then, we proceeded to make the contrast of the model through a structural equation model SEM. The results show that the influence of the DOP dimension is not significant, so that only the DORT dimension finally represents the construct D. The research outcomes provide conclusions and hypotheses for future research. Although the managers in the sample develop a strategic plan, it seems that managers do not take it into account in their daily tasks. This could explain the high degree of crisis management so prevalent in the Spanish companies. In turn, the fear of failure has a negative influence on innovation, consistent with the literature. In this regard, the fear of failure is considered as a personality trait, present in both managers and employees, which enables the understanding of organizational barriers to open communication and provides a direction to improve the organization’s innovative capacity as well. Finally, the results establish a causal relationship between daily performance and innovation. Regarding this second outcome and analysing the behaviours that identify the construct D, several conclusions and hypotheses for future research arise as well. The results show that the managers in the sample show initiatives of change in order to make everyday work go ahead, according to defined quality standards. However, these initiatives only come from managers without any participation of coworkers, which are only responsible for the implementation, and this produces discouragement and loss of opportunities. This finding shows that the innovation by the companies in the sample happens to guarantee the efficiency of existing processes, but do not arise from an initiative that seeks better business efficacy. This raises two sources of innovation in processes. The first source would be a proactive innovation that would seek improved organizational efficacy. The second one is a reactive innovation that would seek to safeguard efficiency. Perhaps this is the cause of the existing gap between the innovation activity in Spain and the innovation activity in those countries that occupy the top positions in the ranking of innovation outcomes. The Spanish companies seek process efficiency and the top innovators business efficacy. This is an important starting point for future research.

Personalidad e infancia. Diferencias en función de los niveles de perfeccionismo auto-orientado

El objetivo de este trabajo consistió en conocer si existen diferencias en los cinco grandes rasgos de la personalidad (Extraversión, Cordialidad, Neuroticismo, Apertura a la experiencia y Conciencia) entre los participantes con altos y bajos niveles de Perfeccionismo Auto-Orientado (PAO) en población infantil española. Se empleó una muestra compuesta por 483 alumnos entre 8 y 11 años, así como la subescala PAO de la Child and Adolescent Perfectionism Scale (CAPS) y el Cuestionario Big Five de personalidad para niños (BFQ-N) que evalúa los cinco grandes rasgos de la personalidad. Los resultados de la prueba t de Student mostraron que los participantes con altos niveles de PAO obtuvieron medias significativamente más altas en Extraversión, Apertura a la experiencia y Cordialidad que sus iguales con bajos niveles de PAO. Contrariamente, no se observaron diferencias significativas entre ambos grupos en lo que respecta a las puntuaciones medias en Neuroticismo y Conciencia. Los resultados no coinciden con las evidencias empíricas previas, sugiriendo que la relación que se establece entre el PAO y la personalidad puede variar en función de la edad o la cultura.

Émergence des comportements de leadership transformationnel : examen de l’apport d’une approche basée sur les composites de personnalité et d’une perspective interactionniste

Comprendre ce qui amène un leader à émettre des comportements de leadership transformationnel fascine les chercheurs et praticiens depuis plusieurs années (Bommer, Rubin, & Baldwin, 2004; Bono & Judge, 2004; Shamir & Howell, 1999 ; Stogdill, 1948; Yukl, 1999). Or, jusqu’à présent, ces facteurs sont encore bien peu étudiés et compris comparativement aux conséquences de ce style de leadership. Dans cette lignée, la présente thèse répond à différents enjeux soulevés par les auteurs à ce sujet (Dinh & Lord, 2012; Zaccaro, 2007) en cherchant à préciser le rôle joué par différents antécédents individuels et contextuels du leadership transformationnel. Cet objectif sera poursuivi par l’adoption d’une perspective interactionniste qui intègre des antécédents de personnalité et de contexte ainsi par l’évaluation de la personnalité à l’aide d’une modélisation de la personnalité orientée vers le critère à prédire (variable composite). La présente thèse est composée de trois articles poursuivant les objectifs suivant : 1) Effectuer une synthèse de la littérature empirique portant sur les antécédents individuels et contextuels du leadership transformationnel; 2) Vérifier les liens empiriques entre la personnalité mesurée à l’aide de variables composites, plus précisément le modèle des Great Eight de Bartram (2005), et le leadership transformationnel; 3) Tester empiriquement l’effet d’interaction entre les variables de personnalité et les variables contextuelles pour prédire le leadership transformationnel. Le premier article vise d’abord à circonscrire et organiser les connaissances empiriques actuelles provenant d’une quarantaine d’articles concernant les antécédents du leadership transformationnel. L’article s’organise en trois thèmes principaux : les antécédents individuels de personnalité, les antécédents contextuels et l’étude des interactions entre le volet individuel et contextuel. Plusieurs constats et pistes de recherches sont discutés et mettent la table pour les deux articles subséquents. Ainsi, le second article s’intéresse au potentiel explicatif d’un modèle de personnalité orienté vers le critère pour prédire le leadership. Plus spécifiquement, le modèle des Great Eight proposé par Bartram (2005) est mis en relation avec les comportements de leadership transformationnel et de récompense contingente. Les résultats, obtenus auprès de 113 gestionnaires et de leurs 799 subordonnés, donnent peu d’appui à la valeur ajoutée du modèle utilisé, mais indiquent que certaines tendances de personnalité sont associées au leadership. Des analyses supplémentaires permettent de nuancer la compréhension des effets observés dans la documentation scientifique et offrent quelques pistes de groupements de traits pouvant prédire les différents comportements de leadership. Le troisième article s’inspire de la théorie de l’activation des traits (Tett & Burnett, 2003) pour vérifier l’effet combiné de la personnalité du gestionnaire et du contexte dans lequel il évolue en vue de prédire le leadership transformationnel. Les résultats (ngestionnaires = 89; nsubordonnés = 643) n’offrent qu’un appui modéré au rationnel sous-jacent du modèle de l’activation des traits. Toutefois, il en ressort que l’aspect relationnel du gestionnaire (opérationnalisé par le composite de personnalité « soutien et coopération ») est associé à l’émergence du leadership transformationnel uniquement lorsque les facteurs contextuels (considération organisationnelle, latitude décisionnelle) sont perçus positivement par le gestionnaire. L’étude permet donc d’éclaircir une part de la variabilité observée dans les études antérieures concernant la tendance relationnelle du gestionnaire, en soulignant sa sensibilité à des facteurs contextuels positifs.

Émergence des comportements de leadership transformationnel : examen de l’apport d’une approche basée sur les composites de personnalité et d’une perspective interactionniste

Comprendre ce qui amène un leader à émettre des comportements de leadership transformationnel fascine les chercheurs et praticiens depuis plusieurs années (Bommer, Rubin, & Baldwin, 2004; Bono & Judge, 2004; Shamir & Howell, 1999 ; Stogdill, 1948; Yukl, 1999). Or, jusqu’à présent, ces facteurs sont encore bien peu étudiés et compris comparativement aux conséquences de ce style de leadership. Dans cette lignée, la présente thèse répond à différents enjeux soulevés par les auteurs à ce sujet (Dinh & Lord, 2012; Zaccaro, 2007) en cherchant à préciser le rôle joué par différents antécédents individuels et contextuels du leadership transformationnel. Cet objectif sera poursuivi par l’adoption d’une perspective interactionniste qui intègre des antécédents de personnalité et de contexte ainsi par l’évaluation de la personnalité à l’aide d’une modélisation de la personnalité orientée vers le critère à prédire (variable composite). La présente thèse est composée de trois articles poursuivant les objectifs suivant : 1) Effectuer une synthèse de la littérature empirique portant sur les antécédents individuels et contextuels du leadership transformationnel; 2) Vérifier les liens empiriques entre la personnalité mesurée à l’aide de variables composites, plus précisément le modèle des Great Eight de Bartram (2005), et le leadership transformationnel; 3) Tester empiriquement l’effet d’interaction entre les variables de personnalité et les variables contextuelles pour prédire le leadership transformationnel. Le premier article vise d’abord à circonscrire et organiser les connaissances empiriques actuelles provenant d’une quarantaine d’articles concernant les antécédents du leadership transformationnel. L’article s’organise en trois thèmes principaux : les antécédents individuels de personnalité, les antécédents contextuels et l’étude des interactions entre le volet individuel et contextuel. Plusieurs constats et pistes de recherches sont discutés et mettent la table pour les deux articles subséquents. Ainsi, le second article s’intéresse au potentiel explicatif d’un modèle de personnalité orienté vers le critère pour prédire le leadership. Plus spécifiquement, le modèle des Great Eight proposé par Bartram (2005) est mis en relation avec les comportements de leadership transformationnel et de récompense contingente. Les résultats, obtenus auprès de 113 gestionnaires et de leurs 799 subordonnés, donnent peu d’appui à la valeur ajoutée du modèle utilisé, mais indiquent que certaines tendances de personnalité sont associées au leadership. Des analyses supplémentaires permettent de nuancer la compréhension des effets observés dans la documentation scientifique et offrent quelques pistes de groupements de traits pouvant prédire les différents comportements de leadership. Le troisième article s’inspire de la théorie de l’activation des traits (Tett & Burnett, 2003) pour vérifier l’effet combiné de la personnalité du gestionnaire et du contexte dans lequel il évolue en vue de prédire le leadership transformationnel. Les résultats (ngestionnaires = 89; nsubordonnés = 643) n’offrent qu’un appui modéré au rationnel sous-jacent du modèle de l’activation des traits. Toutefois, il en ressort que l’aspect relationnel du gestionnaire (opérationnalisé par le composite de personnalité « soutien et coopération ») est associé à l’émergence du leadership transformationnel uniquement lorsque les facteurs contextuels (considération organisationnelle, latitude décisionnelle) sont perçus positivement par le gestionnaire. L’étude permet donc d’éclaircir une part de la variabilité observée dans les études antérieures concernant la tendance relationnelle du gestionnaire, en soulignant sa sensibilité à des facteurs contextuels positifs.

Effects of dopamine receptor D4 variation on alcohol and tobacco use and on novelty seeking: Multivariate linkage and association analysis

The dopamine D4 receptor gene contains a polymorphic sequence consisting of a variable number of 48-base-pair (bp) repeats, and there have been a number of reports that this polymorphism is associated with variation in novelty seeking or in substance abuse and addictive behaviors. In this study we have assessed the linkage and association of DRD4 genotype with novelty seeking, alcohol use, and smoking in a sample of 377 dizygotic twin pairs and 15 single twins recruited from the Australian Twin Registry (ATR). We found no evidence of linkage or association of the DRD4 locus with any of the phenotypes. We made use of repeated measures for some phenotypes to increase power by multivariate genetic analysis, but allelic effects were still non-significant. Specifically, it has been suggested that the DRD4 7-repeat allele is associated with increased novelty seeking in males but we found no evidence for this, despite considerable power to do so. We conclude that DRD4 variation does not have an effect on use of alcohol and the problems that arise from it, on smoking, or on novelty seeking behavior. (C) 2003 Wiley-Liss, Inc.

Are Sri Lankan entrepreneurs motivated by the need for achievement?

The entrepreneurship models in existence in Sri Lanka are often based on the assumptions of n-Ach and personality trait theory. In this paper we describe empirical research into entrepreneurial motivations in Sri Lanka that addresses the neglect of socio-cultural factors. Our findings suggest that entrepreneurial motivation in Sri Lanka is rooted not in a need for individual achievement, but in the conscious or unconscious need to satisfy a sense of social intimacy. The emphasis on social power, social relations and collectivism create a setting for entrepreneurial motivation in Sri Lanka that drives almost directly counter to western ideologies of entrepreneurial motivation (from paper).

The influence of alexithymia and mood on eating psychopathology in a non-clinical female sample

It has been demonstrated that clinical and subclinical disor- dered eating are associated with elevated levels of depression and the personality trait alexithymia (ALX). ALX means literally lack of words for emotion and is associated with a difficulty identifying and describing feelings, and with an externally oriented cognitive style. The aim of the current study was to examine the inter-relationships between mood and ALX in accounting for variations in non-clinical eating psychopathology. 124 females were assessed on the 20- item Toronto Alexithymia Scale (TAS-20), the Hospital Anxiety and Depression Scale (HADS) and the Eating Disorders Inventory (EDI). Results revealed that EDI scores were positively associated with scores on the TAS-20 and with scores on the depression and anxi- ety subscales of the HADS. A series of stepwise multiple regressions revealed that depression and ALX accounted for 53% of the variance in total EDI scores and 40% of the variance in scores on the drive- for-thinness subscale of the EDI. Scores on the bulimia and body dissatisfaction subscales were predicted by the mood scores only. In conclusion, ALX and mood may contribute, alone and in combi- nation, to the development of some forms of disordered eating.

The influence of alexithymia and mood on eating psychopathology in a non-clinical female sample

It has been demonstrated that clinical and subclinical disor- dered eating are associated with elevated levels of depression and the personality trait alexithymia (ALX). ALX means literally lack of words for emotion and is associated with a difficulty identifying and describing feelings, and with an externally oriented cognitive style. The aim of the current study was to examine the inter-relationships between mood and ALX in accounting for variations in non-clinical eating psychopathology. 124 females were assessed on the 20- item Toronto Alexithymia Scale (TAS-20), the Hospital Anxiety and Depression Scale (HADS) and the Eating Disorders Inventory (EDI). Results revealed that EDI scores were positively associated with scores on the TAS-20 and with scores on the depression and anxi- ety subscales of the HADS. A series of stepwise multiple regressions revealed that depression and ALX accounted for 53% of the variance in total EDI scores and 40% of the variance in scores on the drive- for-thinness subscale of the EDI. Scores on the bulimia and body dissatisfaction subscales were predicted by the mood scores only. In conclusion, ALX and mood may contribute, alone and in combi- nation, to the development of some forms of disordered eating.

How to Explain CouchSurfing's Success?

In this paper we describe the social network of CouchSurfing as an innovative, non-monetary model for the traditional international hospitality and travel market. This paper is written to describe our understanding of how it can operate and expand in spite of potential risks and uncertainties. We present the results of an exploratory qualitative research project that was conducted in Hungary in 2012/13. The findings indicate that: (1) a high level of trust as a personality trait characterizes members; (2) trust can be interpreted as a strong cultural rule; (3) members perceive a low level of risk and have limited practical knowledge about the safety features of the system; and (4) trust towards a given member is not based on rational calculation but on emotions.

Complex contests and the influence of aggressiveness in pigs

Animal contests vary greatly in behavioural tactics used and intensity reached, with some encounters resolved without physical contact while others escalate to damaging fighting. However, the reasons for such variation remains to be fully explained. Aggressiveness, in terms of a personality trait, offers a potentially important source of variation that has typically been overlooked. Therefore, we studied how aggressiveness as a personality trait influenced escalation between contestants matched for resource holding potential (RHP), using detailed observations of the contest behaviour, contest dynamics, and escalation levels. We predicted that winner and loser behaviour would differ depending on personality. This was tested by examining 52 dyadic contests between pigs (Sus scrofa). Aggressiveness was assayed in resident-intruder tests prior to the contest. Contests were then staged between pigs matched for RHP in terms of body weight but differing in their aggressiveness. In 27% of the contests a winner emerged without escalated physical fighting, demonstrating that a fight is not a prerequisite between RHP-matched contestants. However, the duration of contests with or without fighting was the same. In contests without a fight, opponents spent more time on mutual investigation and non-contact displays such as parallel walking, which suggests that ritualized display may facilitate assessment and decision making. Winners low in aggressiveness invested more time in opponent investigation and display and showed substantially less aggression towards the loser after its retreat compared to aggressive winners. Aggressiveness influenced contest dynamics but did not predict the level of escalation. Prominent behavioural differences were found for the interaction between personality and outcome and we therefore recommend including this interaction in models where personality is considered. Analyses based on contest duration only would miss many of the subtleties which are shown here and we therefore encourage more detailed analyses of animal contests, irrespective of the level of contest escalation.