Top-managers’ personalities differ significantly from those of other people. Two sample groups of Top-managers (n=1,052 and n=495) filled out two different personality inventories (BIP and CPI, respectively). The results of the survey proved that generally, managers are more assertive, sociable, self-confident, and show stronger performance motivation than other professionals. The ramifications of those personality traits on professional success and career development are discussed. Special attention is paid to the derailment risks associated with the aforementioned traits— and their connection to top-managers’ psychopathic behavior (“The Dark Triad”, Paulhus, 2010). Concluding possible measures for reducing top-managers’ derailment-risks are discussed.

Organizational learning has been examined since the 1950’s and the base of literature on the topic has expanded conceptually, theoretically, and somewhat empirically during the past decades. However limited instrument in measuring organizational learning processes exists. Scholars have indicated that part of the reason is because it is difficult to develop a quantitative measurement of organizational learning. Such limited instrument in measuring organizational learning processes has hampered the empirical research on organizational learning. In addition, current empirical studies on exploring organizational learning have tended to focus on large firms. Unlike large firms, small and medium enterprises, with limited resource on money and people, usually adopt different approaches in learning and obtaining knowledge. Moreover, existing organizational learning instruments based on Western countries may not fit for Asian context. It is necessary to develop an indigenous organizational learning instrument that captures organizational learning processes may be unique to an Asian country. As a result, the purpose of this study is to develop a valid and reliable instrument to measure organizational learning in small and medium enterprises in Asia in order to understand and explain the organizational learning phenomena.

The appropriate definition and assessment of ethical leadership has been a source of conceptual confusion in the leadership literature. During the last decade different theories have been evolved, all including different type and number of leadership characteristics. Consequently, none of the existing theories provides a full understanding of the concept of ethical leadership. In this study, all ethical leadership characteristics are evaluated that are present in international literature. In total, twenty seven characteristics derived and their relevancy was tested in a quantitative study, using a multi source sample (both employers and employees in public and private sector in Greece). A new factor structure was investigated for all twenty seven characteristics with CFA testing one-, two-, three-, four-, five-, and by- factor models. Fit indices showed that a four factor model had the most acceptable fit to the data. The four factors that emerged were named Ethical Virtue, Solidarity, Ethical Practices and Fulfillment of Ethical Goals. This new four-factor model will be the groundwork for creating a new psychometric scale that will assess ethical leadership at work.

This study aims to demonstrate the value of personality assessments from a Person-Organization (PO) fit perspective. Organizations could improve the utility of HR-assessments by using personality questionnaires to assess individual personality as well as personality-based PO fit. We initially hypothesized personality-based PO fit to predict satisfaction and intention-to-stay. Furthermore, we hypothesized the fit relationships to be stable over time (two years apart). In phase-I (T0), 636 employees in Netherlands completed questionnaires on their individual personality, perceived organizational personality, and the criteria (satisfaction and intention-to-stay). In phase-II (T1), 202 of the original respondents completed the same questionnaires. The personality dimensions measured were agreeableness, enterprise, competence, chic, ruthlessness, innovativeness, and stability. Polynomial regression analysis revealed that, at T0 PO fit led to satisfaction for all dimensions except agreeableness. Similarly, PO fit at T0 predicted an intention to stay for all dimensions expect agreeableness and competence. PO fit at T1 led to satisfaction for competence, chic, ruthlessness, and stability whereas PO fit predicted an intention to stay for enterprise and chic. We conclude that personality questionnaires can be used in the form of PO fit and specifically personality-based PO fit is a valuable and stable predictor of an individual’s future attitudes and behaviors.

The assessment of consumer heterogeneity is essential for marketing segmentation in both profit and nonprofit organizations. We explore two methods that capture consumer heterogeneity within and between groups: latent class modeling and diagnostic classification modeling. The paper also discusses the advantages and limitations of the application of each method in marketing.