Cognitive Ability

Journal of Applied Psychology 2010, Vol. 95, No. 5, 889 901 2010 American Psychological knowledge 0021-9010/10/$12. 00 DOI 10. 1037/a0019985 Get Smarty Pants cognitive faculty, record, and exploitation Eugene Kim and T presentsa M. Glomb University of atomic number 25 Drawing on the dupe hastiness feign, this sphere provides an trial-and-error investigating of the affinity amidst cognitive mogul and dupeization at manoeuvre. We shoot for that people last in cognitive efficiency be to a greater extent pr angiotensin converting enzyme to using.In this study, we alike examine the instantly and moderating effects of dupes constitution traits, specifically the 2 heartyly oriented genius di manpowersions of fashion and conversation. Results support the devise unequivocal family of cognitive qualification and victimisation. The affirmatory relationship among luxuriously cognitive qualification and exploitation is moderated by the victims reputation traits result constitution traits strengthen the relationship of cognitive world power and exploitation, whereas dialogue temper traits weaken this relationship.Keywords cognitive talent, development, personality, force, communication Recently, a Seattle Times clause depict the using of Suzuki Ichiro, a eminent- great power baseball player who achieved 200 hits for 8 unbowed years and was the 2007 All Star Game Most Valuable histrion ( hold Baker, 2008). The article reported that his teammates from the Seattle Mariners stated they really dislike him and wished to bug him out because this luxuriously- mogul player c bes more(prenominal) close to peerless-on- unmatchable records than team records.A common conspire article (Bruzzese, 2002) reported that victims of piece of trifle bullyrag atomic number 18 often employees who ar refreshing and talented, and placements that fail to prevent victimisation against these talented employees forget dumb lay out their bringover, decreases in productivity, and adds in wellness pull off be (see too Murphy, 2006). Similarly, a survey of employment development implys that bright people atomic number 18 often targets of affable aggression because of their broad(prenominal) level of ability (Namie & Namie, 2000).In the rail context, strain by Peterson and Ray (2006a, 2006b) on gifted children signifys that m all richly-ability students start bullying in crop because of their intellectual capability. Although each of the above examples provides a mere glimpse into the phenomena of victimization, together they point that ability whitethorn be a critical precipitating factor in victimization. However, on that point is turn outional investigate attention to the possibility that ability, specifically cognitive ability, whitethorn be associated with being a target of victimizationthe possibility of invigorated victims. apt(p) that Brand (1987) posited cognitive abi lity is to psychol- This article was published Online First luxurious 16, 2010. Eugene Kim and Theresa M. Glomb, Department of Human Resources and Industrial Relations, Carlson School of Management, University of Minnesota. An earlier version of this article was presented at the 2009 Society for Industrial and organizational Psychology Conference, New Orleans, Louisiana.We be grateful to Michelle Duffy, Paul Sackett, and the participants of the Center for Human Resources and Labor Studies Workshop for comments on earlier versions of this article. Correspondence concerning this article should be addressed to Eugene Kim, Carlson School of Management, University of Minnesota, 321 nineteenth Avenue South, Room 3-300, Minneapolis, MN 55455. E-mail emailprotected umn. edu 889 ogy as carbon is to alchemy (p. 257), it is surprising that cognitive ability has non received attention in the exerciseplace victimization literature.This study takes an important first step in establishing th e relationship surrounded by cognitive ability and victimization in an organisational context it retraces the scholarly knowledge base of work victimization and suggests that dexterous victims whitethorn be important to consider in renders to prevent workplace victimization. In doing so, it makes contributions to the literature on cognitive ability, victimization, and an emerging theme in management question suggesting that victims whitethorn precipitate aggression from opposites in the workplace (for review, see Aquino & Thau, 2009).We outline these contributions be mortified. First, this study suggests an exception to the generally accepted conception that cognitive ability is associated with various positive outcomes. Previous research substantiative that cognitive ability predicts many demarcation and real-life outcomes is plentiful (see Brand, 1987 Jensen, 1998 Kuncel, Hezlett, & ones, 2004 Schmidt & Hunter, 1998) however, typically these outcomes ar flourishing. I n similitude, we purpose victimization, a prejudicial outcome, entrust be melloweder(prenominal) for those high in cognitive ability.Understanding the relationship amidst cognitive ability and workplace victimization is particularly applicable because cognitive ability is utilise in selection decisions (Heneman & Judge, 2005) and is strongly related to skill and knowledge acquisition, trade union movement execution, and creativity at work (Kuncel et al. , 2004). Thus, understand workplace victimization for those high in cognitive ability can reduce the risk of forbid outcomes for these passing desirable employees, including decreased motivation, job satisfaction, and task per designance (Glomb, 2002, in press) as well as lower team and organisational procedure (Aquino & Thau, 2009).Second, this study sifts the electron orbit of the victim precipitation mannikin, the topic that victims every purposely or unexpectedly provoke capability perpetrators. The moderate application of the victim precipitation model emphasizes submissive and provocative victim characteristics (Aquino, 2000 Olweus, 1993) but has non posed the possibility of smart victims (for exceptions, see Namie & Namie, 2000 Peterson & Ray, 2006a, 2006b). By positing and testing the idea that smart victims whitethorn alike adhere to the victim 890 KIM AND GLOMB recipitation model, we extend this hypothetic framework beyond the typical submissive and provocative victim typologies. Third, we extend precedent research by considering both(prenominal) basic personality dimensions effect and parley (Digman, 1997 Wiggins, 1991)and their interplay with cognitive ability and victimization. According to Bakan (1966), path is delineate as some(a)oneization in a group, and it involves independence, ascendency, and personal growth manduction is defined as integration of the single in a group, and it involves cooperation, attachment, and caring (see as well asWiggins, 1991). The certain aim of place and mastication personality traits was to understand and blot societal airs mingled with individuals (Wiggins, 1991), thereby making way and manduction especially relevant to workplace victimization in which the interpersonal relationship of perpetrators and victims is critical for understanding victimization motives (see Schafer, 1977).Drawing primarily on the theory of trilaterality (Gouldner, 1960), we propose that conference is electronegatively related to victimization and too buffers the relationship of cognitive ability and victimization, whereas power is positively related to victimization and similarly strengthens the relationship amongst cognitive ability and victimization. In summary, in this study we advance supposed and empirical research on workplace victimization by examining the fiber of cognitive ability in precipitating victimization at work and how personality traits linked to more gilt interpersonal fundamental interaction s (i. e. chest of drawers and conversation) may hold back direct and moderating effects on victimization. Workplace victimisation The prevalence of hurtful behaviors among employees has been reflected in a growing body of donnish research (e. g. , Aquino & Thau, 2009 Barling, Dupre, & Kelloway, 2009 Bowl? ing & Beehr, 2006 Douglas et al. , 2008 Glomb, Steel, & Arvey, 2002 Hershcovis et al. , 2007 Neuman & Baron, 2005 Sackett & DeVore, 2001). Researchers entertain examined interpersonal workplace aggressionany form of interpersonal behavior to harm, injure, or discomfort the target at work (Baron & Richardson, 1994 Glomb, 2002)at the individual level (e. . , Baron & Neuman, 1996) and apply also extended theoretical and empirical frameworks to consider group-level (e. g. , Glomb & Liao, 2003) and dyadic (e. g. , Andersson & Pearson, 1999) relationships. Drawing on theories of victimization (e. g. , Curtis, 1974 Schafer, 1968 Sparks, Genn, & Dodd, 1977), researchers have also e xamined workplace victimizationthe self-perception of being a target of interpersonal aggression at work (Aquino, Grover, Bradfield, & Allen, 1999 Aquino & Thau, 2009)at the individual level (e. g. , Aquino et al. 1999 Glomb, 2002), group level (e. g. , Aquino & Byron, 2002), and dyadic level (e. g. , Aquino & Lamertz, 2004). Drawing on criminology theory in which victim precipitation (Curtis, 1974) and victim elements (Schafer, 1968) are studied, researchers have suggested typical characteristics of victims. For example, Olweuss (1978, 1993) work in school settings resulted in the overture of dickens geeks of victims. One type of victim is labeled submissive victim and is more anxious, cautious, quiet, and sensitive than different students.In contrast to submissive victims, some students who base highly hostile behaviors can also become the targets of aggression Olweus (1993) referred to them as provocative victims. Although Olweuss research was in a school setting, quasi(p renominal) themes of victim types have been suggested in organizational contexts. For example, Aquino and colleagues (Aquino & Bradfield, 2000 Aquino & Byron, 2002 Aquino et al. , 1999) posited that self-determination, aggressiveness, dominating interpersonal behavior, and negative affectivity are typical characteristics of victims.Individuals low in self-determination are more promising to be targets of aggression (e. g. , Aquino et al. , 1999) and may be likened to submissive victims. Individuals high in aggressiveness (e. g. , Aquino & Bradfield, 2000) and dominating interpersonal behavior (e. g. , Aquino & Byron, 2002) may be likened to provocative victims. Individuals high in negative affectivity may be likened to either submissive or provocative victims because negative affectivity is related to either insecurity and anxiety or hostility and aggression (e. . , Aquino & Bradfield, 2000 Aquino et al. , 1999). In other words, previous research suggests that certain types of in dividuals, either submissive or aggressive people, may be more frequent targets of aggression in both school and organizational contexts. Although existing research has enhanced the understanding of victimization, there is limited attention to the part of an important individual difference cognitive ability (for possible exceptions, see Namie & Namie, 2000 Peterson & Ray, 2006a, 2006b).Peterson and Ray (2006b) fileed that many smart students viewd bullying in school contexts and that intellectual capability is one of the most a great deal reported reasons for being bullied. In their study, 36% of smart students were called derogatory name calling (e. g. , dork, geek, nerd, smarty, idiot, moron, retard, dumb), and 19% of them were teased about their grades and intelligence. According to Peterson and Rays (2006a) soft study, some high-ability students reported that the envy of lowability students contributes to targeting smart students.Interviewees stated that gifted kids have th e upper hand in classrooms and good kids usually get what they require (p. 257). In accession, some students responded that competition surrounded by gifted students contributes to targeting one a nonher. One interviewee reported being the target of bullying from other gifted kids who didnt like that I was smarter than they were (p. 258). One exception to the miss of research on ability and victimization in organizational contexts is a survey of workings adults by Namie and Namie (2000).Although this study was not focused on the relationship mingled with cognitive ability and victimization, their survey selective information provide insight into this issue. In their survey, more than 20% of survey participants (i. e. , targets and witnesses) responded that bright people were targets of interpersonal aggression, reporting that perpetrators envied the targets high level of competency and abilities (21%) and that perpetrators enured them as competitors or challengers who jeopa rdise their superiority (31%).Literature on school bullying among gifted children, employee reports of smart victims, and the submissive/provocative victim typology suggest that understanding the relationship between cognitive ability and victimization in an organizational context is valuable. Linking cognitive Ability and victimization The victim precipitation model (e. g. , Amir, 1967 Curtis, 1974 Gottfredson, 1981 Schafer, 1968, 1977 Sparks et al. , 1977) undergirds the proposed relationship between cognitive ability and victimization. The core argument of the model is that victimsCOGNITIVE talent AND victimisation 891 establish behavioral tendencies (either intentional or unwitting) that provoke potentiality perpetrators to respond to them with harmful behaviors (see Aquino et al. , 1999 Schafer, 1977). In other words, at a minimum, victims unknowingly are at risk of victimization for their individual characteristics at a maximum, individual characteristics guide to behavio rs that elicit victimization from potential perpetrators. cognitive ability may component as a victim precipitator for several reasons.First, the desirable characteristics of high-cognitive employees may unintentionally bring out other employees to react to them with harmful behaviors. As celebrated above, cognitive ability plays a central use of goods and services in the prophecy of myriad important workplace outcomes, including task performance, training performance, counterproductive work behavior, creativity, and seller success (e. g. , Dilchert, Ones, Davis, & Rostow, 2007 Jensen, 1998 Judge, Higgins, Thoreson, & Barrick, 1999 Kuncel et al. , 2004 Ng, Eby, Sorensen, & Feldman, 2005 OReilly & Chatman, 1994 Schmidt & Hunter, 1998).For example, the validity of cognitive ability in predicting task performance, training performance, and creativity is . 51, . 57 (Schmidt & Hunter, 1998), and . 36 (Kuncel et al. , 2004), respectively. However, these favorable outcomes may also c reate conditions for victimization. Such positive outcomes of highcognitive-ability employees make them more believably to be targets of an upward or a lateral affectionate comparison process within a work group because individuals choose a standard setter who has high ability as a relative target (Feldman & Ruble, 1981 Festinger, 1954).As a consequence, these comparisons may elicit negative cognitive and emotive states, such(prenominal) as lowered self-evaluation and emotions of envy, shame, hostility, and interpersonal competition (e. g. , Garcia, Tor, Gonzalez, 2006 Smith, 2000 Tesser, Millar, & Moore, 1988), which in turn increase the likelihood of becoming the target of victimization.In other words, the positive characteristics of high-cognitive-ability employees unintentionally place them at risk of being a target because others want to restore their lowered self-evaluation and negative emotions following comparison (see Fein & Spencer, 1997 Smith, 1991). Schafer (1977) ca tegorized this type of victim as someone who has done nothing against the perpetrators but whose unintentional behaviors or outcomes instigate the perpetrators to commit aggressive behaviors toward the victim.Second, the favorable characteristics of high-cognitive-ability employees may instigate other employees within a work group to react to them with harming behaviors in a more intentional way. An experimental study by Menon and Thompson (2007) found that individuals in higher (relative) social comparison positions are more likely to overestimate that they are a threat to others. This perceptual separatrix leads them to take care uncomfortable interpersonal relationships as asymmetries in threat appraisal strain social interactions during a conflict situation (p. 6). In their study, people who regarded themselves as great(p) elicited less favorable reactions from a counterpart and lower satisfaction with the interaction, even though these perceptions about threat were not commu nicated explicitly during the interaction. In an organizational context, because of the positive work outcomes of highcognitive-ability employees, they are more likely to have favorable views of themselves, to perceive that others are threatened by them, and to distrust others motives (i. e. , self-enhancing bias Menon & Thompson, 2007).In other words, high-cognitive employees may overestimate the comparison threat they pose to other group members, which may result in a change in behaviorsfor example, avoidance or condescensiontoward other group members. This change in behavior then elicits harming behaviors from others (see Duffy, Shaw, & Schaubroeck, 2008). In summary, drawing on the victim precipitation model, we argue that high-cognitive-ability employees may instigate other individuals to respond to them with interpersonally aggressive behaviors.First, high-cognitive-ability employees may unintentionally provoke potential perpetrators because of their position as upward or late ral social comparison targets, thereby fostering negative affective and cognitive states in others who turn to harming behaviors. Second, high-cognitive-ability employees may provoke potential perpetrators because of their overestimates of how jeopardize they are, which results in changed behaviors against coworkers that promote more negative interactions.Accordingly, we hypothesized the following dead reckoning 1 racy cognitive ability is positively related to victimization. We note that the flow rate study is unable to address the specific mechanism for the standstill between cognitive ability and victimization. Rather, we propose likely theoretical mechanisms and conduct empirical tests that would lend support for this association without testing the exact meditational processes. The Role of Personality Traits Agency and CommunionAccording to Bakan (1966), there are two fundamental modalities in the mankind of living forms, internal representation for the existence of an o rganism as an individual and confabulation for the participation of the individual in some larger organism of which the individual is part emphasis added (p. 14). Wiggins (1991) integrated Bakans idea into the personality literature, defining way of life and discourse as the condition of being a divergentiated individual and the condition of being part of a larger social or spiritual entity emphasis added (p. 9), and proposed that the sureness talk model is relevant to understand and distinguish interpersonal behaviors between individuals. Personality researchers have used sanction and sacramental manduction as umbrella scathe that roomyly cover self-oriented terms (including independence, self-absorbed bias, ambition, self-competence, personal growth, and instrumentality) versus group-oriented terms (including cooperation, attachment, consideration, warmth, nurturance, and acculturation), although these wee-wees are not exactly the same (e. g. white aspen & Wojciszke, 2007 Digman, 1997 Wiggins, 1991). Previous research suggested that two large-minded dimensionsakin to authorization and talkare independent higher battle array dimensions of personality in the interpersonal circumplex (e. g. , Blackburn, Renwick, Donnelly, & Logan, 2004 Digman, 1997 Wiggins, 1991). With regard to the five-factor model of personality, Trapnell and Wiggins (1990) found that position corresponds primarily to the authorisation expectation of extroversion and that communion corresponds primarily to agreeableness (see also Peabody & Goldberg, 1989 Wiggins, 1991).Digman (1997) has also derived two independent higher order factors that correspond to an agency and communion taxonomy agency corresponds to extroversion and openness (i. e. , personal growth), and communion corresponds to agreeableness, con- 892 KIM AND GLOMB scientiousness, and emotional stableness (i. e. , socialization see also John, 1990 McCrae & Costa, 1996). Recently, aspen poplar and Wojciszke (2007) confirmed previous studies by cover that a pool of 300 trait items (e. g. , communion, collectivism, morality, and femininity items for communion agency, individualism, competence, and manlikeness items for agency) is educed to the two broad dimensions of agency and communion. This idea is well summarized by silver-leaved poplar and Wojciszke, who stated the following There is a long tradition in social and personality psychology to distinguish fundamental dimensions for the description of persons and groups social and intellectual desirability, individualism and collectivism, independent and interdependent self, competence and morality, competence and warmth, dominance and nurturance, masculinity and femininity, and so on.Following Bakan (1966), we call these fundamental dimensions agency and communion. (p. 759) a akin(predicate) vein, Aquino and Bommer (2003) showed that high levels of organizational citizenship behavior decreases victimization presumably, this relation ship may be due to a positive reciprocality sightly. Overall, targets who have high agency personality traits do not put away in the positive reciprocity cycle and are more likely to be engaged in the negative reciprocity circle, which increases the likelihood of victimization.Targets who have high communion personality traits are more likely to be engaged in the positive reciprocity circle with coworkers, which decreases the likelihood of victimization. Therefore, we hypothesized the following Hypothesis 2 High agency is positively related to victimization. Hypothesis 3 High communion is negatively related to victimization. Integrating the victim precipitation model with theories of reciprocity, we propose the moderating roles of agency and communion personality traits on the relationship between cognitive ability and victimization.Although high levels of cognitive ability and competence may make someone predisposed to victimization, this may depend on their interpersonal intera ctions with others as influenced by their agency and communion personality traits. Because agency-driven behaviors do not build a average of positive reciprocity or by chance initiate a norm of negative reciprocity, it strengthens the positive relationship between targets cognitive ability and victimization. For example, employees who are high in cognitive ability and agency traits may use their talent to increase individual performance, which may negatively impact other group members.Conversely, because communion-driven behaviors initiate a norm of positive reciprocity between the donor and the taker, it circumvents or buffers the positive relationship between targets cognitive ability and victimization. For example, employees who are high in both cognitive ability and communion traits may use their talent to increase group performance (e. g. , help coworkers with work ladens or problems). Such behaviors contribute to build the positive reciprocity cycle with coworkers and thereb y weaken the likelihood of victimization because of high cognitive ability.Put simply, being smart and focused on oneself will lead to more victimization, but being smart and focused on group members will lead to less victimization. Although there is no direct empirical evidence suggesting an interactive effect of cognitive ability and agency and communion traits on victimization, recent studies hint at the plausibility of such an effect. For example, Fiske, Cuddy, and Glick (2006) suggested that people differentiate one another by competence as well as likeability, which in turn affects their cognitive and affective mental object of interpersonal perception (see also Collins, 1981).Similarly, Casciaro and Lobo (2005) suggested the importance of competence and likeability in a work setting when individuals were high in both competence and likeability, coworkers treated them as lovable stars, but when individuals were high in competence and low in likeability, coworkers treated them as competent jerks. Consistent with the previous abstract arguments, Casciaro and Lobo (2008) showed that individuals who are competent and likeable form more task interaction networks, whereas individuals who are competent and dislikeable fail to form taskPut simply, agency and communion personality traits are independent multidimensional gains (Saragovi, Koestner, Dio, & Aube, 1997) that reflect self-oriented and group-oriented behaviors. Given that behaviors are root in personality traits (see Fleeson, 2001 Hogan & Holland, 2003 Moskowitz & Cote, 1995) and that agency and communion personality traits serve to severalise interpersonal behaviors (Wiggins, 1991), we propose that individuals who have more agency traits, such as independence, egoistic bias, ambition, and self-competence, are involved in agency-driven behaviors, such as seeking goals and being less concerned about others.Conversely, individuals who have more communion traits, such as communality, socialization, co nsideration, and warmth, are involved in communion-driven behaviors, such as helping and nurturing coworkers and developing harmonious interpersonal relationships with coworkers. The direct relationship between agency and communion personality traits and victimization is supported by theories of reciprocity. Agency-driven behaviors do not build a norm of positive reciprocity, at top hat (Axelrod, 1984), and initiate a norm of negative reciprocity, at worst (Andersson & Pearson, 1999).In the absence of a norm of positive reciprocity, employees do not feel get to respond to (positive) actions with other positive actions. Individuals high in agency engage in agency-driven behaviors, which may be at the expense of and harmful to others. A norm of negative reciprocity will perpetuate these harmful behaviors. Thus, aggressive behaviors against individuals who are high in agency may, in fact, increase. This implies higher victimization for people who have agency traits that either block the positive reciprocity norm or elicit the negative reciprocity norm through and through agency-driven behaviors.Conversely, communion-driven behaviors initiate a norm of positive reciprocity between the giver and the taker (Gouldner, 1960). In other words, the taker generally responds to the communion-driven behavior with another communion-driven behavior toward the giver. later on building a norm of positive reciprocity, both givers and takers are disinclined to violate this relationship through harming one another because it breaks the social norm and promotes a reputation for being untrustworthy, unkind, and unthankful (Cialdini, 2001 Gouldner, 1960).Thus, individuals who are high in communion traits engage in communion-driven behaviors and perpetuate a norm of positive reciprocity in which they are less likely to be the targets of interpersonal aggression. In COGNITIVE ABILITY AND VICTIMIZATION 893 interaction networks. Although failure to form task networks with competent jerks is distinct from victimizing them, this work does suggest withholding something favorable from thema behavior that is consistent with some passive, indirect forms of victimization examined here (e. . , withholding information or resources). In line with this research, we predict that two interpersonally oriented personality dimensions that affect likeability play a critical role in the relationship between cognitive ability and victimization smart individuals who are high in agency traits may experience more victimization, whereas smart individuals who are high in communion traits may experience less victimization.Therefore, we hypothesized the following Hypothesis 4 The relationship between cognitive ability and victimization is moderated by agency, such that when targets are high in cognitive ability, targets high in agency will experience more victimization than those lower on agency. Hypothesis 5 The relationship between cognitive ability and victimization is moderated by communion, such that when targets are high in cognitive ability, targets high in communion will experience less victimization than those lower on communion.Method Participants and Procedure Two deoxycytidine monophosphate and seventeen employees of an organization that manages health care domicils for individuals with disabilities voluntarily completed paper-and-pencil surveys during on-the-scene(prenominal) survey administration with researchers. 1 Participants were guaranteed confidentiality. Employees within a health care home worked closely with one another to provide excellent care and service for the residents, and they constitute our work groups.Of the respondents, 95% were Caucasian, 74% were women, and 35% were industrious full time. Average tenure was 22 months, and average age was 24 years. The organization had administered the Wonderlic Personnel Test (Wonderlic, 1984) and the California Psychological Inventory ( consumer price index Gough & Bradley, 1996) to job appl icants prior to hire, and the Wonderlic and cost-of-living index loads of our respondents were linked to the survey data from the catamenia study using identifiers. Fifty employees who did not have Wonderlic and cost-of-living index scores were excluded.After listwise deletion of individuals with incomplete information, the final attempt was composed of 133 employees in 27 groups (i. e. , health care homes). Group size ranged from two to 10 members (average 4. 93). Comparisons between those respondents who were in our final sample and those who were deleted because of missing data revealed only one meaningful difference excluded employees had slightly lower negative affectivity scores ( p . 05). Measures Cognitive ability. Cognitive ability was assessed using the Wonderlic Personnel Test prior to hire.The Wonderlic Personnel Test is a 50-item, 1220-min omnibus test of intelligence, and it was sooner designed to mensuration general mental ability for personnel selection. The manual reports that testretest reliability ranges from . 82 to . 94 and that interform reliabilities range from . 73 to . 95 (Wonderlic, 1984). Victimization. Victimization was assessed using the 20-item Aggressive Experiences Scale (AES)-Target photographic plate (Glomb, in press Glomb & Liao, 2003). Illustrative items are how often has a coworker or supervisory program make angry gestures toward you? how often has a coworker or supervisor spread rumors about you? and how often has a coworker or supervisor belittled your opinions in preliminary of others? Respondents indicated the frequency of their victimization experience using a 5-point shield ranging from 1 (never) to 5 (once a week or more). One item was outback(a) because of zero dissonance (how often has a coworker or supervisor physically assaulted you? ). The coefficient alpha of the AESTarget scale was . 87. Agency and communion.At present, there are not unremarkably accepted assessments of agency and communion, perhaps because of their designation as higher order pees. Agency and communion have been deliberate by the Masculinity and femininity scales from several personality inventories, including the Personal Attributes Questionnaire (Spence, Helmreich, & Stapp, 1974) and the Bem Sex Role Inventory (Bem, 1974 for review, see Helgeson, 1994 Saragovi et al. , 1997). Agency and communion have also been measured using the five-factor model Wiggins (1991) suggested using the extraversion (i. e. dominance facet only) and Agreeableness scales because these capture a substantial portion of variance in agency and communion, respectively (for empirical support, see also Peabody & Goldberg, 1989 Trapnell & Wiggins, 1990). Also, using the Big Five framework, Digman (1997) suggested using the Extraversion and Openness scales for agency (i. e. , personal growth) and the Agreeableness, Conscientiousness, and Emotional Stability scales for communion (i. e. , socialization). In this study, agency and c ommunion were operationalized using both Wigginss (1991) specific measure approaching and Digmans (1997) broad measure approach.Following Wigginss approach, we selected the CPI scale of Dominance ( . 83) for agency and the CPI scale of Communality ( . 71) for communion. The CPI-Dominance is highly matchd with extraversion (r . 82 Fleenor & Eastman, 1997), and dominance is a key facet of extraversion (DeYoung, Quilty, & Peterson, 2007). The ramp up comment also supported our choice Individuals high in dominance are assertive, dominant, and task-oriented individuals low in dominance are quiet and cautious. The CPI-Communality is highly correlated with agreeableness (r . 0 Fleenor & Eastman, 1997), and agreeableness corresponds to communion (Wiggins, 1991). The construct definition of communality supports our decision Individuals who are high in communality are likely to be team players who fit in with other people easily, agreeable, cooperative, reasonable, approachable for advice , dependable, and confine individuals who are low in communality are likely to be non correcters, changeable, moody, and intoxicating (Gough & Bradley, 1996 Groth-Marnat, 1990). Following Digmans (1997) broader approach to agency measurement, we selected the CPI scales of mixer front line ( . 2), 1 This data set was used to examine different research questions in Glomb and Liao (2003), Glomb and Tews (2004), and Glomb and Welsh (2005). 894 KIM AND GLOMB Capacity for Status ( . 72), and Independence ( . 74) in addition to Dominance. These special three scales have been identified as compound traits of extraversion and openness (Fleenor & Eastman, 1997), and extraversion and openness correspond to agency (Digman, 1997). CPI-Social Presence also corresponds to the dominance facet rather than the sociability facet of extraversion (Hough & Ones, 2001).The construct definition supported our choice Individuals high in social armorial bearing are self-assured in social settings, and i ndividuals low in social presence are reserved individuals high in capacity for situation are likely to be ambitious and to have high go for to succeed, and individuals low in capacity for positioning dislike competition individuals high in independence are likely to be self-sufficient, persistent in seeking goals whether others agree, aggressive, and assertive, and individuals low in independence are likely to seek support from others, avoid conflict, be meek, and be mild (Gough & Bradley, 1996).We used connatural conceptual and construct evidence for the Communion scale. In addition to CPI-Communality, we selected the CPI scales of Socialization ( . 78) and Responsibility ( . 77) because these two scales have been identified by Hough and Ones (2001) as compound traits of agreeableness, conscientiousness, and emotional stability (see also Fleenor & Eastman, 1997) furthermore, Digman (1997) has suggested that communion corresponds to agreeableness, conscientiousness, and emotion al stability.The construct definition of these two components also supported our decision Individuals high in socialization are likely to be conscientious and easy to conform to others, whereas individuals low in socialization are likely to be mutinous and to have unconventional attitudes individuals high in responsibility are trusty and ethically perceptive, whereas individuals low in responsibility are likely to be self-indulgent and careless (Gough & Bradley, 1996).In summary, the Agency scale is composed of the CPI scales of Dominance, Social Presence, Capacity for Status, and Independence the Communion scale is composed of the CPI scales of Communality, Socialization, and Responsibility. 2 Given the typical conceptualization of agency and communion as broad traits, we consider the broad operationalization in our firsthand analyses and conduct additional analyses for the narrow, one variable conceptualization. The reliability scores of multidimensional Agency and Communion sc ales were . 87 and . 84, respectively (see Cronbach, 1951 W. M. Rogers, Schmitt, & Mullins, 2002).We conducted confirmatory factor analysis to assess whether the CPI scales load on the higher order common latent constructs of agency and communion using LISREL 8 (Joreskog & Sorbom, 1996). The results for the ? Agency and Communion scales reveal that a two-factor model 2 (12) 19. 43 incremental fit index (IFI) . 98 comparative degree fit index (CFI) . 98 standardized root mean self-colored residual (SRMR) . 06 root mean square error of approximation (RMSEA) . 07fits the data quite well and fits importantly better than a one-factor model 2(13) 49. 96 IFI . 91 CFI . 90 SRMR . 10 RMSEA . 5providing evidence that subscales load on the higher order measures of agency and communion. In addition, agency and communion correlate . 16 (ns) in our study, which is comparable with correlations reported in previous studies (e. g. , Abele & Wojciszke, 2007 r . 03, . 05 Bruch, 2002 r . 05, . 11 Conw ay, Pizzamiglio, & Mount, 1996 r . 27, . 32). We also assessed the criterion-related validity of the Agency and Communion scales by examining whether they are significantly related to variables shget to be related to agency and communion measures in the broader personality psychology literature.Specifically, we assessed life satisfaction and burnout in our study but did not examine these variables in our substantive hypotheses. Correlations in our data are connatural to those in prior literature using alternative operationalizations of communion and agency. Specifically, results show that our Communion scale is significantly related to well-being outcomes, such as life satisfaction (r . 24, p . 01, compared with r . 26 for women and . 28 for men in Saragovi et al. , 1997), and that our Agency scale is significantly related to psychological health outcomes, such as emotional exhaustion (r . 21, p . 01, compared with r . 5 in Roos & Cohen, 1987). curb variables. On the al-Qaida of previous workplace victimization research (e. g. , Aquino et al. , 1999 Aquino & Thau, 2009 Bowling & Beehr, 2006 Hentig, 1948 Schafer, 1968), we controlled for several variables to reduce the potential impact of innumerable variables on victimization. Empirical evidence on the relationship between employee demographics and victimization shows mixed findings (Bowling & Beehr, 2006) we control for an employees age, gender, and tenure in the organization. There is a compelling theoretical link between organizational hierarchy and victimization (see Aquino et al. 1999) we control for supervisory versus nonsupervisory military position. Individual differences, such as positive and negative affectivity, show mixed relationships with victimization (see Bowling & Beehr, 2006) we use the prescribed strickle Negative Affect Schedule (Watson, Clark, & Tellegen, 1988) to control for positive affectivity ( . 86) and negative affectivity ( . 86). stock may generate negative affective and be havioral responses that spark victimization (Bowling & Beehr, 2006) we use the Stress Diagnostic Survey (Matteson & Ivancevich, 1982) to control for job, work group, and organizational nervous strain ( . 9 for job, . 89 for work group, and . 87 for organizational stress). interpersonal aggression designation has been proposed as an antecedent of victimization on the basis of social exchange theory (Andersson & Pearson, 1999 Bandura, 1973), and Glomb and her colleagues (e. g. , Glomb, 2002 Glomb & Liao, 2003) provided empirical support for the idea of reciprocal aggression. Interpersonal aggression engagement was assessed by the AES-Engaged In scale (Glomb, in press Glomb & Liao, 2003).The AES-Target (discussed above) and AES-Engaged In scales have the same item content except that one asks about behaviors that you were the target of and the others asks about behavior that you engaged in. We removed three items from the AES-Engaged In scale ( . 80) because of zero variance. Other C PI scales were excluded for one of two reasons (a) They did not include the core dimensions of ExtroversionDominance for agency or Agreeableness for communion, or (b) they included these dimensions but were contaminated by others as well.These mixed scales were the most likely reason for exclusion. Specific mappings of CPI scales to Big Five (i. e. , A agreeableness, C conscientiousness, ES emotional stability, EX extraversion, O openness) characteristics are as follows Self-Acceptance (ES EX), Empathy (EX O C), Well-Being (ES EX), Tolerance (O A), achievement With Conformation (O C), Achievement With Independence (ES EX O C), Psychological-Mindedness (ES O), Flexibility (O C), sociability (EX-Sociability), Intellectual Efficiency (O), Self-Control (ES C), and Good Impression (C). COGNITIVE ABILITY AND VICTIMIZATION 895 Results Descriptive statistics and zero-order correlations are presented in Table 1. Cognitive ability is significantly correlated with victimization (r . 18, p . 0 5). Agency and communion are not significantly correlated with victimization. Several control variablesincluding age (r . 21, p . 01) job, workgroup, organizational stress (r . 41, . 24, . 41, respectively, p . 01) and aggression engagement (r . 54, p . 01)are significantly correlated with victimization.The control variables of positive and negative affectivity and hierarchical status suggest nonsignificant associations with victimization. Table 2 presents the reversion results using the broad operationalization of agency and communion (see Digman, 1997). Because individuals in the same work group are not independent, the independent assumption of traditional ordinary least squares throwback is violated, causing biased estimators. Therefore, we used a clustered fixation with a White-correction in STATA that allows covariance between individuals within groups and corrects for heteroscedasticity across groups (see W.H. Rogers, 1993). We report unstandardized regression coefficients and unfaltering R2 because standardized coefficients and adjusted R2 are not valid with the cluster plectron (see Glomb & Liao, 2003 W. H. Rogers, 1993). We tested the degree of multicollinearity with the variance inflation factor values ranged from 1. 05 to 1. 94, with an average variance inflation factor of 1. 37, suggesting it was not a critical problem. Control variables pardon 42% of the variance in victimization (Model 1). Model 2 includes cognitive ability, agency, and communion.Results suggest a significant relationship between cognitive ability and victimization (b 0. 17, p . 01), supporting Hypothesis 1. Agency and victimization were also significantly associated (b 0. 08, p . 05), supporting Hypothesis 2. This association is different from the nonsignificant zero-order correlation, suggesting the association exists after controlling for other variables. Consistent with the zero-order correlations, communion was not significantly associated with victimization Hypothesi s 3 was not supported. These variables explain an additional 4% of the variance in victimization.Table 1 Descriptive Statistics and Correlations covariant 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. sexual activity Tenure (years) Age (years) Hierarchical status Negative affectivity Positive affectivity caper stress Workgroup stress Organizational stress Aggression engagement Agency (index) Communion (index) Agency (CPIDominance) Communion (CPICommunality) Cognitive ability Victimization M SD 1 . 15 . 09 . 05 . 00 . 11 . 02 . 12 . 21 . 11 . 01 . 09 . 03 . 09 . 18 . 02 2 3 4 To test the moderating effects of personality traits, we used hierarchical moderated regression with centered interaction terms.Interaction terms explain an additional 4% of the variance in victimization (Model 3). Hypothesis 4, which predicts the moderating role of agency personality traits on the association between cognitive ability and victimization, was supported (b 0. 02, p . 05). Hypothesis 5, which predicts the moderating role of communal personality traits on the association between cognitive ability and victimization, was also supported (b 0. 05, p . 05). The interactions were plotted using Aiken and Wests (1991) method and are shown in go steadys 1 and 2.Figure 1 illustrates that as cognitive ability increases, for those high in agency, victimization increases compared with those low in agency. Figure 2 illustrates that as cognitive ability increases, for those low in communion, victimization increases, and for those high in communion, victimization decreases. These results suggest that agency traits exacerbate and that communion traits buffer the relationship of cognitive ability to victimization. We tested the same regression model using specific measures of agency and communion, which is consistent with Wigginss (1991) operationalization (i. e. CPI-Dominance for agency and CPI-Communality for communion). These results suggest similar empirical findings, which co nfirm the role of cognitive ability, agency, and communion on victimization at work. Table 3 presents the regression results. In Model 4, results suggest a significant relationship between cognitive ability and victimization (b 0. 15, p . 05), supporting Hypothesis 1. Dominance and victimization were significantly associated (b 0. 11, p . 05), supporting Hypothesis 2. Communality was also significantly associated with victimization (b 0. 18, p . 05), supporting Hypothesis 3.This finding is different than the broad communion index, in which the association was not significant. These variables explain an additional 6% of the variance in victimization. In Model 5, interaction terms explain an additional 2% of the variance in victimization. Hypothesis 4, which predicts the moderating role of agency personality traits on the association between cognitive ability and victimization, 5 6 7 8 9 10 11 12 13 14 15 0. 74 0. 44 1. 85 2. 21 23. 77 7. 41 0. 73 0. 45 19. 24 5. 22 37. 61 5. 63 11. 94 3. 81 9. 63 3. 63 14. 94 5. 02 21. 33 5. 06 55. 55 7. 98 55. 21 4. 25 58. 85 10. 3 54. 43 5. 34 25. 41 5. 40 23. 74 6. 41 .28 . 20 . 04 . 12 . 22 . 18 . 39 . 28 . 16 . 03 . 12 . 05 . 18 . 16 .19 . 10 . 06 . 33 . 31 . 28 . 05 . 03 . 06 . 09 . 01 . 08 . 21 .14 . 05 . 37 . 05 . 21 . 09 . 15 . 07 . 09 . 07 . 05 . 14 .19 . 06 . 15 . 02 . 19 . 10 . 23 . 07 . 18 . 05 . 00 .06 . 29 . 13 . 10 . 27 . 25 . 29 . 09 . 12 . 03 .45 . 55 . 25 . 03 . 01 . 01 . 05 . 03 . 41 .43 . 21 . 01 . 15 . 01 . 12 . 12 . 24 .31 . 22 . 04 . 21 . 01 . 07 . 41 .07 . 05 . 07 . 03 . 08 . 54 .16 . 87 . 11 . 13 . 04 .24 . 54 . 14 . 11 . 11 . 10 . 09 .05 . 09 . 18 1, male Note. N 133. Correlations greater than . 7 are significant at p . 05 those greater than . 21 are significant at p 0 Hierarchical status subordinate 1, supervisor 0 CPI California Psychological Inventory. .01. sexuality female 896 KIM AND GLOMB Table 2 Results of Hierarchical Regression Analysis for Victimization Victimization Variable Gender Tenure (years) Age (years) Hierarchical status Negative affectivity Positive affectivity Job stress Workgroup stress Organizational stress Aggression engagement Cognitive ability Agency (index) Communion (index) Cognitive Ability Agency Cognitive Ability Communion R2 R2 Model 1 0. 2 . 03 . 09 . 55 . 11 . 03 . 35 . 03 . 24 . 62 Model 2 1. 16 . 01 . 09 . 81 . 12 . 05 . 37 . 10 . 25 . 60 . 17 . 08 . 21 . 46 . 04 Model 3 1. 06 . 02 . 09 1. 09 . 15 . 04 . 43 . 18 . 27 . 60 . 15 . 06 . 26 . 02 . 05 . 50 . 04 .42 Note. N 133. Regression coefficients are unstandardized because standard regression coefficients are invalid with the cluster option (see Glomb & Liao, 2003 W. H. Rogers, 1993). Gender female 1, male 0 Hierarchical status subordinate 1, supervisor 0. p . 05. p . 01 (two-tailed test).Figure 2. The moderating role of communion personality traits on the relationship between cognitive ability and victimization. was marginally supported (b 0. 01, p . 10). Hypothesis 5, which predicts the mod erating role of communion personality traits on the association between cognitive ability and victimization, was supported (b 0. 03, p . 05). Discussion The primary purpose of this study was to examine the role of cognitive ability in workplace victimization, a topic that has received scant research attention.Cognitive ability predicts many job and real-life outcomes (see Brand, 1987), and thus, it is important to include in the portfolio of variables associated with victimization, such as personality, demographics, behaviors, and organizational characteristics (see Aquino & Thau, 2009 Bowling & Beehr, 2006). Consistent with a victim precipitation model, our results suggest that cognitive ability is associated with workplace victimization. We also tested the relationship between agency and communiontwo interpersonally oriented personality dimensionsand victimization.Consistent with a negative reciprocity cycle and a provocative victim typology, our results suggest that individuals high in agency personality traits experience victimization at work. forbid to expectations, we did not find a significant relationship between communion and lower victimization in our primary analyses. This nonsignificant finding may be explained by the positivenegative asymmetry effect (see Baumeister, Bratslavsky, Fickenauer, & Vohs, 2001 Taylor, 1991), which would suggest that positive interpersonal interactions carry less weight than negative social interactions, and therefore, it may cause a nonsignificant finding.The nonsignificant findings may also be caused by the broad communion measure, the components of which might evidence differential coefficient relationships with victimization. A previous study found that victimization is significantly associated with agreeableness ( . 21, p . 05) but is not significantly associated with conscientiousness and emotional stability ( . 02 and . 10, respectively Figure 1. The moderating role of agency personality traits on the relatio nship between cognitive ability and victimization. COGNITIVE ABILITY AND VICTIMIZATION 897Table 3 Supplemental Analysis Results of Hierarchical Regression Analysis for Victimization Victimization Variable Gender Tenure (years) Age (years) Hierarchical status Negative affectivity Positive affectivity Job stress Workgroup stress Organizational stress Aggression engagement Cognitive ability Agency (CPI Dominance) Communion (CPI Communality) Cognitive Ability Agency Cognitive Ability Communion R2 R2 Model 4 1. 33 . 01 . 11 . 46 . 11 . 00 . 34 . 14 . 28 . 61 . 15 . 11 . 18 . 48 . 06 Model 5 1. 24 . 02 . 08 . 36 . 14 . 00 . 35 . 18 . 30 . 61 . 12 . 10 . 18 . 1 . 03 . 50 . 02 outcomes, rather than the more distal individual difference of cognitive ability, that are mediating explanatory variables. upcoming work might explore whether high performance, ability, and achievement in other domains adhere to similar processes (cf. Feather, 1994, on tall poppies). Theoretical Implications This st udy contributes to the cognitive ability, personality, and workplace victimization literatures in a variety of ways. First, we extend the scope of the victim precipitation model by proposing and testing the possibility of smart victims.Second, contrary to the existing cognitive ability literature, our finding indicates a potential downside to high cognitive ability (e. g. , for another possible exception, such as clever concealer effects, see Wilson & Herrnstein, 1985). This study moves cognitive ability research in a new direction by positing and testing a potential downside to high cognitive ability in the workplace. Third, in our study we examined two broad interpersonally oriented personality dimensions agency and communionand their association with workplace victimization.Although personality researchers have confirmed that the agency and communion model is helpful in terms of investigating interpersonally oriented outcomes (see Abele & Wojciszke, 2007 Bruch, 2002 Digman, 1997 Helgeson, 1994 Wiggins, 1991), this model is soon less popular than the Big Five model in organizational scholarship, perhaps because of the absence of an agreed upon operationalization of these multidimensional traits (see Helgeson, 1994 Saragovi et al. , 1997).Although the Big Five is certainly a useful taxonomy, because we are interested in workplace victimization and the interpersonal relationships between victims and perpetrators, the agency and communion framework may be useful for future victimization research. Fourth, the interplay of two key individual differences cognitive ability and personality traits on victimization provides an integration of two complemental theories, which adhere to the social and personality psychological models of social interactions. Although previous workplace victimization literature integrated the victim precipitation model with structural theory (e. g. Aquino, 2000 Aquino et al. , 1999), and reciprocity theory with structural theory (e. g. , Aquino & Bommer, 2003), the integration of the victim precipitation model and reciprocity theory has not received research attention. In this study, we take the first step by integrating victim precipitation with reciprocity theory to demonstrate the interactive effects of cognitive ability and agency communion personality traits on workplace victimization. This approach is consistent with social psychological literature suggesting the multiplicative effect of competence and likeability on social interactions (see Casciaro & Lobo, 2008 Fiske et al. 2006). Note. N 133. Regression coefficients are unstandardized because standard regression coefficients are invalid with the cluster option (see Glomb & Liao, 2003 W. H. Rogers, 1993). Gender female 1, male 0 Hierarchical status subordinate 1, supervisor 0 CPI California Psychological Inventory. p . 10. p . 05. p . 01 (two-tailed test). Jensen-Campbell et al. , 2002), which are captured in our index. These results are consistent with our supplemental analysis when we adopted the specific scale of Communion (i. e. CPICommunality for agreeableness see Wiggins, 1991), we found a significant relationship between communion and victimization (b 0. 18, . 15, p . 05). More studies are necessity to have greater confidence in the relationship between communion personality traits and victimization at work. Finally, our results demonstrate the moderating effects of agency and communion on the relationship between cognitive ability and victimization. Results suggest that the relationship between cognitive ability and victimization is exacerbated by agency personality traits, which is manifested in self-oriented behaviors (i. . , independence, dominance, capacity for status, and social presence) in a work group. Conversely, results suggest that the increased propensity to be victimized because of ones high cognitive ability can be mitigated by communion personality traits, which is manifested in other-oriented or team playe r behavior (i. e. , communality, responsibility, and socialization) in a work group. We acknowledge that we do not study possible mediating mechanisms and that cognitive ability may be operating as a placeholder for other variables relevant to workplace success.For example, it may be that high-performing individuals, rather than high-cognitiveability individuals, are those who are most likely to be the targets of interpersonal aggression. Similar theoretical processes of social comparison would also apply to high performance, but in this case, cognitive ability operates as a proxy for performance. As noted, cognitive ability is related to myriad positive outcomes on the job, and we acknowledge that it may be those proximal favorable job Organizational ImplicationsIn the 1950 movie Harvey, Jimmy Stewarts character Elwood Dowd says, Years ago my female parent used to say to me . . . Shed say In this world Elwood, you must(prenominal) be oh-so smart or oh-so pleasant. Well, for yea rs I was smart . . . I recommend pleasant. On the basis of our findings, we recommend that if you are going to be oh-so smart then you should also be oh-so pleasant to avoid workplace victimization. Beyond individual advice, the results also have important practical implications for managers. First, 898 KIM AND GLOMB managers study to be aware of this potential dark side of high cognitive ability at work.Managers are familiar with the positive side of high cognitive ability, but initial evidence of smart victims suggests managers may engage to be on the lookout for and take precautions to deter the workplace victimization of smart employees. The strong and consistent relationship between cognitive ability and many elements of performance suggests that these individuals may be among the most important to bind satisfied, productive, and retained. Tactics helpful in preventing the victimization of high-cognitive-ability employees may reduce both the proximal and distal costs of wor kplace victimization.Second, our results suggest that high cognitive ability does not predestine employees to be victimizedtheir personality also plays a role. Although managers attend to personality during the selection process because it predicts job performance (see Dunn, Mount, Barrick, & Ones, 1995), our results suggest that personality can also have either a protective (i. e. , communion) or intensifying (i. e. , agency) role in victimization. We do not suggest that organizations should not select applicants who are high in agency traits because they are more vulnerable to victimization at work.Personality traits have their own bright and dark sides (see Judge & LePine, 2007). For example, although our results show that employees who are high in agency traits are more likely to be victims at work, research also shows that traits under the agency umbrella are associated with being a leader (e. g. , extraversion Judge, Bono, Ilies, & Gerhardt, 2002). Further, although high-abili ty employees who are also high in communion are less likely to be victims at work, research also suggests that traits under the communion umbrella are associated with the use of more gentle standards to evaluate coworker performance (e. . , agreeableness Bernardin, Cooke, & Villanova, 2000). Thus, organizations need to consider both the benefits and costs of the communion and agency personality traits of employees and to be aware of their correlates, both favorable and unfavorable. Regardless of the composition of agency and communion in the workforce, organizations can attempt to modify individual behaviors by creating strong situations (e. g. , human resource practices, organization culture) that minimize the link between personality and behaviors and that enhance positive reciprocity norms between employees.Limitations and Future Directions This study is not without limitation. First, range restriction in cognitive ability may cause reduced sample correlations. However, incline d that range restriction reduces the strength of relationships because of limited variance (Sackett & Yang, 2000), this seems to be a minor issue. Further, the degree of variability of cognitive ability is similar to that in other studies (e. g. , Chan, 1997 Mumford, Van Iddekinge, Morgeson, & Campion, 2008 Sackett & Ostgaard, 1994). Second, the external validity of these findings is limited.This data set is downhearted and is from a predominantly Caucasian sample of health care workers. The sample is also predominantly female, which may have influenced effects women high in cognitive ability and agency may be particularly abandoned to victimization because of gender stereotypes (see Broverman, Vogel, Broverman, Clarkson, & Rosenkrantz, 1972). The context of a health care home is interesting because employees may be more empathetic and less hawkish given self-selection into this caring profession.They are also more likely to be exposed to victimization the health care industry co ntinually reports some of the highest levels of workplace aggression and victimization (see Rippon, 2000), though victimization is often perpetrated by patients, and in our study we examined victimization from coworkers and supervisors. Examining our relationships in other business contexts and groups is necessary. Third, the construct validity of our agency and communion measures may be questioned.Given that there is not a generally accepted method of transforming the CPI scales into the broad indices of agency and communion, we created our own measures guided by previous literature and linkages of the content of the scales (e. g. , Digman, 1997 Gough & Bradley, 1996 Hough & Ones, 2001). In the field of personality psychology, there have been calls for the development and study of agency and communion scales (see Helgeson, 1994) we concur and believe the development of valid and concise measures of agency and communion traits might promulgate the use of these interpersonally orient ed personality constructs.Fourth, measures were self-report from a single source, and thus, common method bias is a potential problem. However, cognitive ability and personality traits were measured for personnel selection, and perceived victimization was measured 22 months later, on average (i. e. , average tenure is 22 months). Because there are large temporal and psychological distances between cognitive ability and perceived victimization measures, the impact of common method bias is not a major concern (see Podsakoff, MacKenzie, Lee, & Podsakoff, 2003).We also controlled for positive affectivity and negative affectivity, which also impact the cognitive perception and reporting processes (Bowling & Beehr, 2006 Isen, 1987 Podsakoff & Organ, 1986 Schmitt, 1994 Spector, 1994 Watson & Clark, 1984). As Schmitt (1994) suggested, the appropriateness of methods should be based on the stage of development of the research given the lack of research in this area, self-report data would be deemed acceptable. Further, as noted by others (e. . , Aquino & Lamertz, 2004 Spector, 1994), it is difficult to envision circumstances in which non-self-report data w