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This study examines perceived overqualification in a leadership training scenario. The results show that overqualification is associated with negative attitudes but not with poor performance. General mental ability and the Big Five personality scale of openness to experience are able to predict perceived overqualification ( r = .53) such that individuals in the top 30% of these scores (aggregated) were more than twice as likely to feel overqualified than the rest of the sample. Possible implications for the selection and design of leadership training programs are discussed.

Unproctored Internet testing in employee selection has become increasingly popular over the past few years. However, there is a concern that cheating during unproctored administrations may influence the test results in terms of score inflation. The current research attempts to determine the extent of cheating on an unproctored Internet test of perceptual speed by analyzing data from a parallel version of the test administered in a proctored setting. Among a sample of 856 job applicants from nine European countries, there was no evidence that cheating occurred. In fact, evidence of an effect operating in the opposite direction was obtained. These results indicate that the use of unproctored Internet testing is appropriate for this type of test.

While counterproductive work behaviors (CWB) are considered to be associated with both personal and situational antecedents, the relationship between these two factors is not entirely understood. Toward a better understanding of this issue, the present study examined the moderating effects of personality traits on the relationship between a specific situational stressor, abusive supervision, and organization-targeted counterproductive behaviors (CWB-O). The results found significant main effects for both abusive supervision and personality, as expected, as well as a significant interaction between them, whereby employees with low scores in conscientiousness, agreeableness, and/or emotional stability were more likely to engage in CWB-O in response to abusive behaviors from their supervisors.