Bachelor of Arts, Wittenberg University, 2023, Psychology

• Bullshit is an empty, and misleading form of communication that is a ubiquitous component of our society. Bullshit can be found in many areas including politics, the workplace, advertisements, and social media. Bullshit's prevalent usage and impact has led to the development of research on bullshit. Previous research has found multiple types of bullshit and has looked to relate it to various things such as cognitive ability, spreading of false news, and personality traits. Expanding upon this research, this present study examines the correlations between participant's frequency of bullshit transmission and receptivity to bullshit of both types of bullshit to the two (grandiose and vulnerable narcissism) and three-factor model of narcissism (antagonism, agentic extraversion, and narcissistic neuroticism). We hypothesized that those who are higher in narcissistic traits that encourage one to be flashy and impressive will positively associate to transmission of persuasive bullshit and those high in narcistic traits that encourage avoiding criticism will positively associate with transmission of evasive bullshit. Furthermore, we expect narcissist traits that are more skeptical of the world to negatively relate to bullshit receptivity. The findings show a positive association between narcissism antagonism and persuasive and evasive bullshit as well as agentic extraversion and persuasive bullshit. Results also showed narcissistic neuroticism was positively related to both persuasive and evasive bullshit. This study helps provide a base for the association between the types of bullshit and components of narcissism and gives further insight on how bullshit utilization is related to desires and motivations of different personality traits.

Committee: William Davis (Advisor) Subjects: Behavioral Psychology; Clinical Psychology; Personality; Personality Psychology; Psychology; Social Psychology

PHD, Kent State University, 2020, College of Education, Health and Human Services / School of Foundations, Leadership and Administration

To date, the developmental trajectories of neuroticism, as well as the longitudinal interrelationship among neuroticism, depression, health, and childhood misfortune, have not been verified in a nationally representative U.S. sample. This study aims to determine the trajectories of neuroticism and examine how additive childhood misfortune affects the co-development of neuroticism and depression. Longitudinal data from 5,377 individuals who responded to the national survey of Midlife Development in the U.S. (MIDUS) were analyzed. The latent growth model (LGM) and latent growth class model (LGCA) were used to analyze the heterogeneity of individual growth trajectories of neuroticism. Bivariate latent growth models (BLGM) with both time-invariant and time-varying covariates were used to investigate the co-development of neuroticism and depression. The results of Manuscript 1 suggested that nearly half (49.3%) of participants were in the medium neuroticism class; however, a third of participants had low neuroticism across time (33.4%), and substantial minority course trajectories characterized by high neuroticism (17.3%). Robust predictors of membership in the low neuroticism class were gender, age, education, and self-rated financial situation. Individuals with more adverse experiences in childhood were more likely to have a trajectory characterized by medium and high neuroticism. The results of Manuscript 2 suggested that participants generally experienced decreases in neuroticism and depression, and trajectories of neuroticism and depression were closely related to each other. Additive childhood misfortune (ACM) predicted changes in both neuroticism and depression after controlling other covariates. Multimorbidity significantly predicted neuroticism and depression at each time point.

Committee: Jian Li (Committee Chair); Jason Schenker (Committee Member); Kelly Cichy (Committee Member) Subjects: Public Health

Master of Applied Communication Theory and Methodology, Cleveland State University, 2018, College of Liberal Arts and Social Sciences

With the rise of technology it becomes important to measure and analyze the communication patterns that are emerging from these changes. Technologies open up different communication patterns for individuals to use (Tomas & Carlson 2015; Walther, 1996; Wei & Leung, 1999). Thus, this study develops the “ASOHIO” perspective, which incorporates a range of new and old communication patterns, online communication, offline communication, synchronous communication, asynchronous communication, interpersonal communication, and hyperpersonal communication. This work also looks to extend the hyperpersonal model greatly by developing an actual multi-item scale to measure the construct at the individual level. Walther's (1996) basic description of hyperpersonal communication breaks down that there are a lack of non-verbal cues, a sense of strategic communication, and computer-mediated communication. This study takes things a step further, with a breakdown of the components of hyperpersonal taking into account current technologies, as well as using Goffman's “presentation of everyday self“ and “interaction ritual” to help define what hyperpersonal could really mean in the current hybrid communication environment.

Committee: Kimberly Neuendorf Dr. (Committee Chair); Guowei Jian Dr. (Committee Member); Leo Jeffres Dr. (Committee Member) Subjects: Communication

Psy. D., Antioch University, 2018, Antioch New England: Clinical Psychology

Video game research has expanded greatly in recent decades, fueled partly by concerns that video game content affects real-word behaviors and experiences. Despite the preponderance of research on the effects of video game content on various outcomes, there are still areas left to be explored. For example, while the American Psychological Association has concluded that violent video game content serves as a risk factor for real-life aggression, the association has also recommended the pursuit of additional research on alternative variables that may influence the relationship between video game content and outcomes (APA Task Force on Violent Media, 2015). The present study was designed to explore whether personality dimensions have a moderating effect on the relationship between video game content and quality of life (QoL). Video game content was measured using content descriptors (i.e., content warnings) assigned to a participant-reported game by the Entertainment Software Rating Board (ESRB). QoL was measured using the World Health Organization's Quality of Life-Brief measure, and personality was assessed using the International Personality Item Pool Representation of the Revised Neuroticism-Extraversion-Openness Personality Inventory. Based on existing research support for four personality dimensions as potential moderator variables, it was hypothesized that conscientiousness, extraversion, agreeableness, and neuroticism would moderate the relationship between video game content and QoL. Moderated multiple regression analyses were conducted to test this hypothesis. Results found significant main effects between personality dimensions and QoL but failed to find significant effects of video game content, including violent content, on QoL scores. In addition, the study's hypothesis, that personality dimensions moderate the relationship between video game content and QoL, was not supported. Study limitations, implications for clinicians, and directions for future resea (open full item for complete abstract)

Committee: George Tremblay PhD (Committee Chair); Jim Graves PhD (Committee Member); David Junno PsyD (Committee Member) Subjects: Clinical Psychology; Psychology

Master of Arts (M.A.), Xavier University, 2013, Psychology

Bullying in the workplace is an issue that has received very little attention from researchers; however, the limited research that does exist clearly indicates that the phenomenon can have detrimental effects on an organization. Moreover, research examining how personality is related to bullying has focused only on the personality of the target and not the instigator. The aim or this study was to examine instigators of workplace bullying to determine whether there was a relationship between personality factors according to the Big rive and the incidence or bullying. The sample consisted or 129 individuals who completed an online survey via Amazon Mechanical Turk. Data was analyzed using a Pearson Product Moment correlation to determine the relationship between bullying and personality. The results of this study provided support for all hypotheses. It was found that conscientiousness had a negative relationship with bullying. Agreeableness was determined to be negatively related to bullying as well. Lastly, neuroticism was determined to have a positive relationship with bullying. These results have many implications, the most important of which may be that they provide support for using personality assessments as part or a screening procedure for organizations so that workplace bullying can be effectively eradicated, or at least severely limited.

Committee: Mark Nagy Ph.D. (Committee Chair) Subjects: Psychology

Master of Arts (M.A.), Xavier University, 2017, Psychology

The increasing use of information and communication technologies has allowed for a new type of incivility known as cyber incivility. This study investigated the incidence and outcomes of incivility committed face-to-face and online. Incivility has been associated with job satisfaction, burnout, turnover intentions, and neuroticism. This study compared the correlations of face-to-face and cyber incivility with the aforementioned organizational outcomes. Data were collected from 231 participants who completed an online survey asking about the aforementioned work outcomes and face-to-face and cyber incivility. Demographic information such as age, race, gender, job tenure, supervisory responsibilities, and average number of hours worked per week was also collected. Pearson Product-Moment correlations revealed that face-to-face and cyber incivility were both significantly correlated with each of the work outcomes consistent with previous research. Fisher's r-to-z transformations showed that face-to-face incivility was more strongly correlated with job satisfaction, burnout, turnover intentions, and neuroticism than cyber incivility. Both face-to-face and cyber incivility have negative implications for organizations and should be addressed.

Committee: Mark Nagy Ph.D (Committee Chair); Eric Barrett (Committee Member); Jeff Levey (Committee Member) Subjects: Psychology

PhD, University of Cincinnati, 2001, Education : Criminal Justice

During the 1930s when the field of psychology was adopting personality as an important factor in the explanation of individual behavior, criminology shifted away from individual-centered explanations. Even with the recent inclusion of personality as a key factor in social learning and several life course paradigms, research on personality and crime is limited. Moreover, comparatively fewer studies have isolated the likelihood that personality predicts recidivism over time. Using a longitudinal design, the current study reports outcomes of a sample of federal male inmates over a 10 to 12 year follow up period. This study extends the limited research on personality and crime by using the Jesness Inventory as a measure of personality and exploring the importance of personality as a predictor of behavior. Utilizing event history analysis, the study examines the relationship between certain personality types (i.e., aggressive, neurotic, dependent, and situational) and (a) any rearrest, (b) multiple rearrests, and (c) crime-specific arrests. The findings indicate that personality is significantly related to criminal behavior even while controlling for race and risk. Specifically, that the aggressives and neurotics were significantly more likely than the other two types to be rearrest. In addition, the neurotics had a significantly higher probability of being arrested multiple times and were more likely to be arrested for drug related offenses. These findings have implications for both theory and policy development. By successfully using a correctional typology in predicting recidivism, this study supports the notion that personality is an important risk factor. Moreover, the findings suggest that personality can assist our understanding of offenders both theoretically as an explanation for behavior and practically in the development of risk assessment and treatment strategies.

Committee: Dr. Patricia Van Voorhis (Advisor) Subjects: Sociology, Criminology and Penology

PhD, University of Cincinnati, 2008, Arts and Sciences : Psychology

Within the context of a larger investigation of innovation training effectiveness in a multinational Fortune 500 company, this study considered how Five Factor Model (FFM; Digman, 1990) personality traits influence group climate through participation in a novel, process-oriented, group-based approach to management training. Data were collected from 301 middle-management employees who participated in week-long, residential training programs within the company's research and development division. Personality traits were defined as obtained scores on the Five Factor Mini-Marker (Saucier, 1994). Group climate was measured at two time points with the Group Climate Questionnaire - Short Form (MacKenzie, 1983).The study was multilevel in nature. At both individual and group levels of analysis, Openness to Experience (Openness) was expected to be positively related to participant group climate ratings of engagement. It was expected that Agreeableness would predict increased engagement at both individual and group levels. At the group level, Conscientiousness was expected to be associated with increased conflict. Multilevel models were developed to test the study's hypotheses. None of the hypotheses were supported. A significant, positive influence of initial group-level engagement was observed, indicating that an individual participant's group cohesion rating increased as the other members of the group rated the initial session's group climate as more cohesive. Likewise, higher group-level engagement ratings predicted higher individual-level cohesion ratings following the final group meetings. A significant interaction was observed between individual participants' Openness scores and initial group-level engagement ratings. When other members of the group rated the climate as less cohesive, individuals scoring higher on Openness rated the group as more cohesive than members scoring lower on Openness. Post-hoc analyses revealed a significant interaction between individuals' (open full item for complete abstract)

Committee: Steven Howe PhD (Committee Chair); Edward Klein PhD (Committee Co-Chair); David Lundgren PhD (Committee Member); Paula Shear PhD (Committee Member) Subjects: Adult Education; Behaviorial Sciences; Business Community; Business Education; Education; Educational Evaluation; Educational Psychology; Experiments; Higher Education; Inservice Training; Management; Organization Theory; Organizational Behavior; Personal relationship

Doctor of Education (Ed.D.), Bowling Green State University, 2008, Leadership Studies

The purpose of the present study was to explore relationships between personality and engagement among human services professionals and paraprofessionals. In particular, the present study investigated relationships between the five factor model of personality (FFM) and William Kahn's model of employee engagement encompassing physical (energy, effort), emotional (enthusiasm, pride), and cognitive (concentration, focus) components. The independent variables were five personality traits: need for stability (tolerance to stress, tendency to worry), extraversion (sociability, enthusiasm, energy), originality (imagination, complexity, tolerance to “newness”), accommodation (service orientation, comfort with “not having one's way”), and consolidation (focus, concentration, discipline). These traits were measured by the WorkPlace Big Five ProFile™ or WPB5 (Howard and Howard, 2001). The dependent variable was employee engagement as measured by Bruce Rich's (2006) Job Engagement Survey (JES).The present study sought to answer the following four questions: a) What is the strength and direction of the relationships between the five factors of personality and employee engagement, b) what is the combination of personality trait scores that best predicts engagement, c) what are the differences in employee engagement across the personalities of employees in the three organizations, and d) what are the differences in employee engagement across the personalities and between the paraprofessionals and professionals. A single survey combining the WPB5 and the JES questions was electronically mailed to 890 human services professionals employed by three social services agencies in the Midwest of the United States. A total of 420 surveys were returned, with an overall response rate of 47 percent. The results of the present study suggested that two personality traits are significant predictors of engagement: extraversion and consolidation. These two traits were also positively correlate (open full item for complete abstract)

Committee: Patrick Pauken (Advisor); Janet Hartley (Committee Member); Gregg Brownell (Committee Member); Craig Mertler (Committee Member); Lillian Schumacher (Committee Member) Subjects: Business Community; Business Education; Education; Management; Personality; Psychology; Social Work

Master of Labor and Human Resources, The Ohio State University, 2013, Labor and Human Resources

Informal learning is a voluntary, unplanned, yet conscious act of engaging in learning and development that may include methods such as searching the Internet or asking co-workers questions. Antecedents of informal learning have received some focus from researchers interested in discovering implications for theory and practice; however, no extensive studies looking at two variables relevant to current-issue HR management practices – Core Self-Evaluations (CSE), a construct of one's self worth and perception of self-control, and time-based Work-Family Conflict (WFC), a type of inter-role conflict – have been examined in respect to their effect on informal learning. A survey was collected from 225 casual chain restaurant managers and analysis found significant direct effects of both Core Self-Evaluations and time-based Work Interference with Family (WIF) as well as the WIF's moderation of CSE on informal learning. Theoretical and practical implications are covered, including recommendations for HR and general management practice as well as future research of this emerging area.

Committee: Raymond Noe PhD (Advisor); Jill Ellingson PhD (Committee Member); Howard Klein PhD (Committee Member) Subjects: Adult Education; Business Administration; Psychology