Description
The purpose of the current study was to identify the three classic personality types (Resilient, Undercontrolled, and Overcontrolled) in two samples of the same population using the HEXACO personality measure, and to connect these profiles to organizational citizenship and counterproductive work behaviors. The two data sets used in this study were accessed from an original sample of 4,176 participants collected by an Australian human resource consulting firm. Sample 1 had 3,226 participants whereas Sample 2 had 607 participants. First, the means of each HEXACO facet were compared using t-tests. Then, latent profile analyses were conducted on Sample 1 to identify personality profiles based on HEXACO variable configuration using information criteria, classification criteria, and interpretability. This process was repeated with the second sample. To examine the relationship between the HEXACO personality profiles and relevant work outcomes, an ANOVA was conducted. Using latent profile analysis (LPA), a five-profile solution was deemed to have the optimal model fit in two samples of the same population. The five distinct profiles included the three classic personality types (Resilient, Undercontrolled, and Overcontrolled) in addition to two personality types that had been found in previous studies: Goal-Oriented and Ordinary. These personality types were also related to organizational citizenship behaviors directed toward the organization (OCB-O) and counterproductive work behaviors, both interpersonal (CWB-I) and organizational (CWB-O). As expected, individuals within the Resilient profile reported more OCB-O’s than the other personality types. Individuals within the Resilient profile also reported significantly lower levels of CWB-O than the Undercontrolled and Goal-Oriented profiles, whereas individuals within the Undercontrolled personality profile reported higher levels of CWB-I than the Resilient and Ordinary personality profiles. This study was the first to examine the HEXACO personality profiles in relation to work-related outcomes The person-centered approach to personality allows both researchers and hiring-managers a holistic understanding of an applicant by being able to examine the variable configurations of one’s personality type rather than an individual’s individual trait level. The validation of the 5-profile solution gives credence to the existence of personality types using the HEXACO personality measure, which is being used increasingly in personnel selection.
