The most popular measure of corporate reputation is the ranking of the most admired companies. But what exactly do we admire in people and firms of good reputation? This article is about the ethical dimension of corporate reputation. It integrates the trait approach in personality psychology and philosophical ethics to the study of reputation and related concepts as a way to account for the discontinuities between reputation at the individual and corporate levels under conditions of uncertainty. Through an examination of (...) the distinction between perceptions and grounding of reputation, the article also sheds light on the explanatory power of reputation concepts and critically appraises the possibility of character and organizational virtue. (shrink)

In this study we examined the applicability of personality measures to assessing God representations, and we explored how the overlap between personality judgments of self and God relate to strength of (dis)belief and closeness to God among atheists and agnostics. Using sample of 1,088 atheists/agnostics, we applied Goldberg’s Big Five bipolar markers as a standardized measure of personality dimensions, along with measures of identity fusion with God, belief strength, and sociosexuality, as this trait has been shown to be relevant in (...) predicting religiosity. Our study revealed that personality measures can be used for research on the personality of supernatural agents. We also found that personality self-assessments were related to the assessments of God personality. Agreeableness was positively related to the perception of emotional stability of God, while conscientiousness and surgency were negatively related to perceived intellect and surgency of god, respectively. Also, intellect of the participants was related negatively to perceptions of God’s emotional stability and intellect. Perceived distance between the assessment of one’s own personality and the personality of God predicted the strength of (dis)belief, thus opening new interpretations into possible sources of belief and disbelief. Finally, echoing previous studies, we found that conscientiousness of God had a negative effect on SOI-R score. (shrink)

Creative leadership is a rather novel topic, despite the fact that, leadership and creativity are widely researched and have gained considerable attention these last decades. Leadership and creativity are both complex and much needed processes in everyday work. Specifically, transformational leadership and creativity have traits and attributes that correlate and predict each other. Providing new ties and linkages, as well as connecting already existing attributes, traits and facets, a more complex form of understanding these two processes is proposed, thus creating (...) options to novel and innovative knowledge. An exploratory design with mixed methods was used to answer the questions posed. The research design started with focus group discussions, in order to deeply understand the conceptions of Kosovar engineers about creative leadership, followed by the selection of instruments and quantitative data collection. The doctoral research was conducted, as follows: Four focus groups discussions, with four participants each, were conducted and followed by quantitative part, the main data collection with 182 Kosovar engineers, from whom 103 employees were from private companies and the remaining 79 were from public companies. All of the participants were engineers. Through interpretation of findings, thesis illustrates linkages between leadership and creativity. After establishing and reconfirming the relationship between these two processes, thesis provides deeper understanding of specific characteristics of personality – as one of the key dimensions of creativity and leadership, specifically transformational leadership. Furthermore, comparative analysis between other factors, such as the status of the company and gender are analyzed and presented in order to have a more complete understanding of the interactions between analyzed variables. This doctoral thesis, unfolds chapter by chapter and processes described are interlined in delivering the end result. (shrink)

The present paper had four goals which all aimed at understanding more of the psychological process taking place when people intentionally distort their answers to a questionnaire. Moreover, possible causes for individual differences in responding to situational demand were investigated. Finally, it was explored whether there were any differences in the criterion validities of different conscientiousness scores. The results of the qualitative and the quantitative analyses show that the psychological process happening when people fake a questionnaire starts with the evaluation (...) of the importance of an item regarding the situational demand. This evaluation is based on specific knowledge, implicit theories, and reasoning. The actual answer then depends on the preference for one of three response sets: regular response, slight faking, and extreme faking. People with high self efficacy of positive self – presentation beliefs tend to endorse extreme categories. Moreover, the actual answer has a solid base in the real conscientiousness score. Finally, it was shown that honest, faked, and MRM corrected conscientiousness scores did not differ in their criterion validity, but in the ranking of people. (shrink)