Personality and leadership: A qualitative and quantitative review.

This article provides a qualitative review of the trait perspective in leadership research, followed by a meta-analysis. The authors used the 5-factor model as an organizing framework and meta-analyzed 222 correlations from 73 samples. Overall, the correlations with leadership were Neuroticism=-.24, Extraversion=.31, Openness to Experience=.24, Agreeableness=.08, and Conscientiousness=.28. Results indicated that the relations of Neuroticism, Extraversion, Openness to Experience, and Conscientiousness with leadership generalized in that more than 90% of the individual correlations were greater than 0. Extraversion was the most consistent correlate of leadership across study settings and leadership criteria (leader emergence and leadership effectiveness). Overall, the 5-factor model had a multiple correlation of .48 with leadership, indicating strong support for the leader trait perspective when traits are organized according to the 5-factor model. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Goal Regulation Across Time: The Effects of Feedback and Affect.

This research focused on the processes individuals use to regulate their goals across time. Two studies examined goal regulation following task performance with 6 samples of participants in a series of 8-trial task performance experiments. The experiments involved: (a) 3 task types, (b) 2 goal types, and (c) actual or manipulated performance feedback referring to the focal participant's own performance or to the participant's performance compared with others' performance. Applying multilevel methods, the authors examined (a) how performance feedback influences subsequent goals within individuals across both negative and positive performance feedback ranges, and (b) the mediating role of affect in explaining the relationship between feedback and subsequent goal setting. Results showed that participants adjusted their goals downwardly following negative feedback and created positive goal-performance discrepancies by raising their goals following positive feedback. In each sample, affect mediated substantial proportions of the feedback-goals relationship within individuals. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Iron‐Catalyzed Nitrogen‐Directed Coupling of Arene and Aryl Bromides Mediated by Metallic Magnesium

2‐Arylpyridines, 2‐alkenylpyridine, and aromatic imines can be coupled with aryl bromides in the presence of an iron catalyst, metallic magnesium, a diamine ligand and an organic dihalide oxidant at 0 °C. The use of a 1:1 mixture of tetrahydrofuran and 1,4‐dioxane is essential for this C H bond activation reaction. The reaction has wider scope of the substrate compared with the reaction using a separately prepared Grignard reagent, and proceeds with lower catalyst loading (2.5 mol%).     

When can employees have a family life? The effects of daily workload and affect on work-family conflict and social behaviors at home.

This article presents a longitudinal examination of antecedents and outcomes of work-to-family conflict. A total of 106 employees participating in an experience-sampling study were asked to respond to daily surveys both at work and at home, and their spouses were interviewed daily via telephone for a period of 2 weeks. Intraindividual analyses revealed that employees' perceptions of workload predicted work-to-family conflict over time, even when controlling for the number of hours spent at work. Workload also influenced affect at work, which in turn influenced affect at home. Finally, perhaps the most interesting finding in this study was that employees' behaviors in the family domain (reported by spouses) were predicted by the employees' perceptions of work-to-family conflict and their positive affect at home. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Leader-member exchange and citizenship behaviors: A meta-analysis.

This article provides a meta-analytic review of the relationship between the quality of leader-member exchanges (LMX) and citizenship behaviors performed by employees. Results based on 50 independent samples (N = 9,324) indicate a moderately strong, positive relationship between LMX and citizenship behaviors (ρ=.37). The results also support the moderating role of the target of the citizenship behaviors on the magnitude of the LMX-citizenship behavior relationship. As expected, LMX predicted individual-targeted behaviors more strongly than it predicted organizational targeted behaviors (ρ = .38 vs. ρ = .31), and the difference was statistically significant. Whether the LMX and the citizenship behavior ratings were provided by the same source or not also influenced the magnitude of the correlation between the 2 constructs. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Personality and citizenship behavior: The mediating role of job satisfaction.

[Correction Notice: An erratum for this article was reported in Vol 95(2) of Journal of Applied Psychology (see record 2010-04488-016). The path coefficients presented in the figures are slight overestimates. For example, in Figure 1 (p. 952), the paths from Agreeableness and Conscientiousness to Job Satisfaction should be .11 and .23 instead of .12 and .28, the direct effects from Agreeableness and Conscientiousness to Citizenship Behavior should be .10 and .16 instead of .11 and .18, and the paths from Job Satisfaction to Citizenship Behavior should be .28 (.22) instead of .34 (.26). The statistical significance of the path coefficients is correct, and so are the substantive conclusions based on the better fit of the partially mediated models relative to the fully mediated models. Also, the meta-analytic estimates presented in Table 1 (p. 949), Table 2 (p. 950), and Table 3 (p. 951) are correct.] Using meta-analytic path analysis, the authors tested several structural models linking agreeableness and conscientiousness to organizational citizenship behavior (OCB). Results showed that the 2 personality traits had both direct effects and indirect effects—through job satisfaction—on overall OCB. Meta-analytic moderator analyses that distinguished between individual- and organization-targeted citizenship behaviors (OCB-I and OCB-O) showed that agreeableness was more closely related with OCB-I and conscientiousness with OCB-O. Finally, the path analyses predicting OCB-I and OCB-O offered further support for the general hypothesis that these 2 constructs are distinct. That is, the results of these analyses revealed that agreeableness had both direct and indirect effects on OCB-I but only indirect effects on OCB-O, and that for conscientiousness the pattern of direct and indirect effects was exactly opposite (direct and indirect effects on OCB-O but only indirect effects on OCB-I). (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The effect of decreased ambient temperature on the biological nitrification and denitrification of a high ammonia landfill leachate

This research investigated the nitrogen removal capabilities of a pre- and post-denitrification process, when treating sanitary landfill leachate containing an ammonia concentration of over 2200 mg N/L, at operating temperatures down to 10 degrees C. The treatment system employed is generally known as a 4-Stage Bardenpho process. Two parallel systems were operated throughout the study; each system had an aerobic solids retention time of 20 days and an external recycle ratio (return activated sludge) of about 3:1. During the entire experimental period, one system used an internal recycle ratio of about 4:1, while the other system used one of 3:1. Methanol was used as supplementary carbon source for denitrification. When operating temperature was decreased from 20 to 17 degrees C, an approximate 15% decrease in denitrification was immediately experienced within both systems, with no noticeable affect on nitrification. This was an unexpected result. Subsequently, the temperature was further decreased to 14 degrees C, and finally to 10 degrees C. With the temperature at 14 degrees C, aerobic wasting was also stopped and methanol loading was progressively decreased to match actual denitrification requirements. At 10 degrees C, both systems suffered major nitrification and denitrification inhibition. Changes in operating parameters, such as a decrease in influent ammonia and methanol loading, as well as an increase in ambient temperatures, from 10 to 15 degrees C, did not significantly improve overall system performance, within a reasonable time frame. Both denitrification and nitrification problems were mainly attributed to decreased ambient temperature, although other possible factors were noted; at project completion, about 50% of the incoming ammonia was being removed across the system.