We thank Huy Le, Amy Colbert, Russell Guay, Chris Berry, and Daniel Whitman for their useful comments on earlier versions of this manuscript and Paul Spector and Paul Tesluk for their methodological wisdom. An earlier version of this paper was presented at the 24th Annual Conference of the Society for Industrial and Organizational Psychology, San Francisco, CA, 10–12 April 2008. Most of this research was conducted while In-Sue Oh was affiliated with the University of Alberta and the University of Iowa, and he thanks his colleagues at both universities for their support and encouragement.
Are Dishonest Extraverts More Harmful than Dishonest Introverts? The Interaction Effects of Honesty-Humility and Extraversion in Predicting Workplace Deviance
Article first published online: 8 MAR 2011
© 2011 The Authors. Applied Psychology: An International Review © 2011 International Association of Applied Psychology
Volume 60, Issue 3, pages 496–516, July 2011
How to Cite
Oh, I.-S., Lee, K., Ashton, M. C. and de Vries, R. E. (2011), Are Dishonest Extraverts More Harmful than Dishonest Introverts? The Interaction Effects of Honesty-Humility and Extraversion in Predicting Workplace Deviance. Applied Psychology:An International Review, 60: 496–516. doi: 10.1111/j.1464-0597.2011.00445.x
- Issue published online: 18 MAY 2011
- Article first published online: 8 MAR 2011
Honesty-Humility, one of the six major personality dimensions included in the HEXACO model of personality structure, has previously been found to show negative correlations with workplace deviance. In this study, we hypothesised that Extraversion would moderate the relationship between Honesty-Humility and workplace deviance. In particular, we posited that the relation between Honesty-Humility and workplace deviance would be stronger among employees who are high on Extraversion than among those low on Extraversion. The hypothesis was tested using three different samples across Australia, Canada, and the Netherlands. It was found in two of the three samples that high levels of Extraversion did indeed amplify the relationship between (low) Honesty-Humility and workplace deviance. Results suggest a potentially important role for multiplicative effects of personality variables on workplace criteria.