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In this article, I explore the researcher identity of senior women academics in a South African institution of higher education. The aim was to uncover the identity tensions they experience in relation to being a researcher and to understand how they respond to and resolve these tensions. Three focus groups, based on the socioanalytic method of social dream drawing, provided the data. Data were analyzed through hermeneutic phenomenological reflection. Identity theory was applied as a conceptual framework to guide my interpretation of the data. Through their collective reflection on being researchers, the women became cognizant of identity tensions and their engagement with these reflected intrapersonal processing akin to identity work. In the findings, I highlight purposeful, collective identity work as a resource that enabled these women to re-construct self-defeating gendered conflicts in their researcherhood. By uncovering their identity tensions and related emotions, a sense of researcher self-efficacy emerged. They consequently reframed research success as meaningful self-expression and knowledge dissemination. I propose that collective identity work is a valuable endeavor for women researchers because it facilitates role identity development and a collective voice in responding to the demanding and constantly changing academic work context.

This is an Accepted Manuscript of an article published by Taylor & Francis in European Journal of Work and Organizational Psychology on 12 Sep 2016, available online: https://doi.org/10.1080/1359432X.2016.1225040. ; Researchers have yet to precisely test the Socioanalytic proposition that social skill moderates the personality identity – personality reputation relationship. Further, although research has found personality to have both explicit and implicit aspects, scholars have not examined these differences with respect to the Socioanalytic perspective on personality. The present study investigates how explicit and implicit achievement orientation identities relate to one's reputation for that trait in the workplace and to career success, as measured by occupational status. We propose that explicit and implicit achievement orientation, political skill, and their interplay positively relate to reputation of achievement orientation at work, which, in turn, is positively related to occupational status. We found that 1) both explicit and implicit achievement orientation were positively associated with its reputation, as rated by coworkers, 2) reputation mediated both relations between implicit/explicit achievement orientation and occupational status, and 3) heightened political skill strengthened the relationship between explicit achievement orientation and its reputation, as well as its indirect effect on occupational status via reputation (first stage moderated-mediation). Our research provides a potential explanation for why observer ratings of personality are more strongly associated with outcomes than self-ratings: Observers perceive both implicit and explicit personality behaviours.

The last two decades have seen a rapid acceleration of research on personality development focusing on the periods of late adolescence and young adulthood. The findings paint a picture of surprising quiescence in adolescence followed by a period of tremendous growth and change in personality traits in young adulthood. The patterns and potential reasons for these changes are discussed in the context of the Neo-Socioanalytic model of personality and the theory of emerging adulthood. The potential for convergence and collaboration between the fields of personality development and emerging adulthood is discussed.

On one hand, psychopaths tend to be callous, emotionally deficient, aggressive, self promoting, impulsive, and pursuant of unmitigated agency regardless of the extent to which it comes at the expense of others. On the other hand, by all accounts, psychopaths tend to be charming, seductive, self-confident, composed, risk-seeking, and adept at impression management (Babiak & Hare, 2006; Paulhus & Williams, 2002). Therefore, the purpose of this study was to reconcile these contrasting positions by examining whether (non-violent) psychopaths truly can be "successful" in the workplace. Drawing on socioanalytic theory (Hogan, 1983), we hypothesized that psychopaths in possession of political skill would be better able to package, conceal, and/or restrain their desires to get ahead in such a way as to be perceived as less counterproductive and more adaptive. Results provided support for these hypotheses. Implications for theory, practice, and future research are provided in light of a number of notable strengths and limitations.

The purpose of this study was to examine the relations of two facets of psychopathic personality (i.e., self-centered impulsivity and fearless dominance) with interpersonally directed counterproductive work behavior (CWB-I) and contextual performance (CP). Consistent with research on psychopathy, our hypothesis suggested that self-centered impulsivity (i.e., behavioral impulsivity characterized by disregard for rules and responsibilities) would be positively related to CWB-I and negatively related to CP. Using socioanalytic theory, we further suggested that fearless dominance (i.e., an egotistical personal style characterized by self-promotion and prioritization of one's own needs before those of others) would be negatively associated with interpersonal performance (i.e., high CWB-I and low CP) only when individuals indicated low levels of interpersonal influence (i.e., a dimension of political skill reflecting an ability to adapt one's behavior in subtle, sophisticated, and situationally effective ways). Results provided strong support for the differential relations of the psychopathic personality dimensions with the criteria of interest. Implications for theory, practice, and future research are provided in light of a number of notable strengths and limitations.

Politische Fertigkeiten als auf den Berufskontext ausgerichtete Facette sozialer Kompetenz gelten als förderlicher Faktor für berufliche Leistung und eine erfolgreiche Karriere. Aus diesem Grund stellt die Bestimmung von Entwicklungsbedingungen für politische Fertigkeiten ein wichtiges Forschungsfeld dar. Die vorliegende Arbeit beleuchtet mit Rückgriff auf das neo-sozioanalytische Modell von Roberts (2006), die sozial-kognitive Lerntheorie (Bandura, 1979) und handlungsregulatorische Ansätze (Volpert, 1994) vier Kontextfaktoren am Ausbildungsort Betrieb im Rahmen der beruflichen Erstausbildung auf ihre förderliche Wirkung für die (Weiter-) Entwicklung von politischen Fertigkeiten. Die empirische Erhebung an 108 Auszubildenden zu Kaufleuten für Versicherungen und Finanzen zeigte, dass das Ausmaß der Interaktionsanforderungen, welche die Auszubildenden an ihrem Arbeitsplatz zu bewältigen hatten, nur dann zu einer Zunahme ihrer politischen Fertigkeiten führte, wenn die Auszubildenden viele Rollenmodelle für politisch geschicktes Verhalten hatten beobachten können. Ein hohes Maß an Feedback bei gleichzeitigem Vorliegen vieler Interaktionsanforderungen wirkte sich vermittelt über die Einstellung zu politischen Fertigkeiten ebenfalls auf die Veränderung der politischen Fertigkeiten aus. Die vermittelte Relevanz über politisch gewandtes Verhalten zeigte hingegen keinen Effekt. Die Ergebnisse der Studie unterstreichen die grundsätzliche Förderbarkeit von politischen Fertigkeiten durch die Gestaltung einer anregenden Arbeitsumgebung, zumindest für die Phase der beruflichen Erstausbildung. Die theoretischen und praktischen Implikationen der Ergebnisse werden erörtert, die Stärken und Grenzen der Arbeit diskutiert und der zukünftige Forschungsbedarf identifiziert. ; The development of political skill in initial vocational training Political skill as a facet of social competence targeted at the professional context is reckoned a beneficial factor for professional performance and a successful career. For this reason, the determination of developmental conditions for political skill represents an important area of research. This contribution highlights four context factors in training companies in the context of initial vocational education and training concerning their fostering impact on the development and advancement of political skill by drawing on Roberts' (2006) neo-socioanalytic model, the social-cognitive theory of learning (Bandura, 1979) and approaches from action regulation theory (Volpert, 1994). The empirical assessment of 108 apprentices training to become insurance and financial services brokers revealed that the extent of interaction demands which the apprentices had to master at their workplace only contributed to an increase in political skill, if the apprentices had had the opportunity to observe many role models performing politically skilled behaviour. A high extent of feedback while simultaneously being confronted with many interaction demands also affected the change in political skill via the individual attitude towards political skill. Conveying the relevance of politically skilled behaviour to apprentices, in contrast, did not show any effect. The results of this study emphasize the general susceptibility of political skill to the fostering influences of a stimulating work environment, at least at the stage of initial vocational training. Theoretical and practical implications of the results are debated, strengths and limitations of the contribution are discussed and the need for future research is identified.

Purpose
The purpose of this paper is to clarify whether the dark side of personality adds information beyond the bright side when predicting career success.


Design/methodology/approach
In total, 287 participants (150♀, Mage=37.74 and SDage=10.38) completed questionnaires on the Dark Triad (narcissism, Machiavellianism and psychopathy) and the Big Five (emotional stability, extraversion, openness, agreeableness and conscientiousness). They also provided information on their objective (salary and leadership position) and subjective (job satisfaction and satisfaction with income) career success. Regression analyses were used to estimate the Dark Triad's incremental predictive value.


Findings
The results show that the Dark Triad only provides incremental information beyond the Big Five when predicting salary (ΔR2=0.02*) and leadership position (ΔR2=0.04*). In contrast, the Dark Triad does not explain unique variance when predicting job satisfaction or satisfaction with income.


Research limitations/implications
The exclusive use of self-rated success criteria may increase the risk of same-source biases. Thus, future studies should include ratings derived from multiple perspectives.


Practical implications
Considering the Dark Triad in employee selection and development seems particularly promising in the context of competitive behaviour.


Social implications
The results are discussed in light of the socioanalytic theory. This may help to better understand behaviour in organisational contexts.


Originality/value
This study is the first that simultaneously investigates all three traits of the Dark Triad and the Big Five in combination with objective and subjective career success. In addition, it extends previous findings by answering the question of whether the Dark Triad offers incremental or redundant information to the Big Five when predicting success.