Agreement and similarity in self-other perceptions of moral character

Cohen, Taya R.; Panter, A. T.; Turan, Nazlı; Morse, Lily; Kim, Yeonjeong

doi:10.1016/j.jrp.2013.08.009

Cited by 76 publications

(90 citation statements)

References 59 publications

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“…This finding is consistent with prior research showing that guilt-prone individuals are more con scientious (Cohen et al, 2011(Cohen et al, , 2013). This finding is consistent with prior research showing that guilt-prone individuals are more con scientious (Cohen et al, 2011(Cohen et al, , 2013).…”

Section: Discussionsupporting

confidence: 92%

“…Previous work has demonstrated that highly guilt-prone people avoid guilt by being relatively less likely to behave in antisocial ways (Cohen et al, 2011(Cohen et al, , 2012(Cohen et al, , 2013Stuewig & McCloskey, 2005;Tangney, Wagner, Hill-Barlow, Marschall, & Gramzow, 1996); relatively more likely to engage in repair-oriented tactics when they do act in antisocial ways (Tang ney & Dearing, 2002); and relatively more likely to exert high levels of effort in group tasks . Previous work has demonstrated that highly guilt-prone people avoid guilt by being relatively less likely to behave in antisocial ways (Cohen et al, 2011(Cohen et al, , 2012(Cohen et al, , 2013Stuewig & McCloskey, 2005;Tangney, Wagner, Hill-Barlow, Marschall, & Gramzow, 1996); relatively more likely to engage in repair-oriented tactics when they do act in antisocial ways (Tang ney & Dearing, 2002); and relatively more likely to exert high levels of effort in group tasks .…”

Section: Theoretical Contributionsmentioning

confidence: 99%

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“I’d only let you down”: Guilt proneness and the avoidance of harmful interdependence.

Wiltermuth¹,

Cohen²

2014

Journal of Personality and Social Psychology

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Five studies demonstrated that highly guilt-prone people may avoid forming interdependent partnerships with others whom they perceive to be more competent than themselves, as benefitting a partner less than the partner benefits one's self could trigger feelings of guilt. Highly guilt-prone people who lacked expertise in a domain were less willing than were those low in guilt proneness who lacked expertise in that domain to create outcome-interdependent relationships with people who possessed domain-specific expertise. These highly guilt-prone people were more likely than others both to opt to be paid on their performance alone (Studies 1, 3, 4, and 5) and to opt to be paid on the basis of the average of their performance and that of others whose competence was more similar to their own (Studies 2 and 5). Guilt proneness did not predict people's willingness to form outcome-interdependent relationships with potential partners who lacked domain-specific expertise (Studies 4 and 5). It also did not predict people's willingness to form relationships when poor individual performance would not negatively affect partner outcomes (Study 4). Guilt proneness therefore predicts whether, and with whom, people develop interdependent relationships. The findings also demonstrate that highly guilt-prone people sacrifice financial gain out of concern about how their actions would influence others' welfare. As such, the findings demonstrate a novel way in which guilt proneness limits free-riding and therefore reduces the incidence of potentially unethical behavior. Lastly, the findings demonstrate that people who lack competence may not always seek out competence in others when choosing partners.

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Section: Discussionsupporting

confidence: 92%

Section: Theoretical Contributionsmentioning

confidence: 99%

“I’d only let you down”: Guilt proneness and the avoidance of harmful interdependence.

Wiltermuth¹,

Cohen²

2014

Journal of Personality and Social Psychology

Self Cite

View full text Add to dashboard Cite

show abstract

“…For example, it was easier for participants to agree on Fearfulness and Depression, which are facets of Neuroticism, than on Impulsiveness and Sentimentality, which are also manifestations of neurotic tendencies. It is also possible that achieving agreement on traits related to moral character is more complicated than on more observable traits but our data provided no convincing evidences in favor of this proposal (cf., Cohen, Panter, Turan, Morse, & Kim, 2013).…”

Section: Discussionmentioning

confidence: 99%

Why are moderators of self-other agreement difficult to establish?

Allik

Vries

Realo

2016

Journal of Research in Personality

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Agreement between the self and other rated personality profiles was studied in two samples involving 11,096 speakers of two languages, Dutch and Estonian, who completed two different personality questionnaires, the NEO-PI-3 and HEXACO-PI-R. An outstanding agreement was achieved in the most occasions: in only 4-6% of dyadic pairs was the correlation between two randomly paired profiles higher than the actually observed correlation between true pairs. As in previous studies, we found that age and sex of participants and length of acquaintance had no significant effect on the level of self-other agreement. However, intimate knowledge helped married and unmarried couples in both samples be more accurate in their personality judgments; family members, in turn, had knowledge that made them more accurate than two people who were just acquaintances or friends. We believe that these outcomes can be explained by the contention that the judgment of another's personality is a relatively simple task, which is

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“…The 12 weekly surveys assessed participants' emotions, work experi-2 Two recent articles have used data from the WECT Project to inves tigate different research questions from those addressed here (Cohen, Panter, Turan, Morse, & Kim, 2013;Halevy, Cohen, Chou, Katz, & Panter, 2014). The survey research firm contacted panel mem bers with an invitation to participate in a study examining people's experiences at work.…”

Section: Methodsmentioning

confidence: 99%

Moral character in the workplace.

Cohen

Panter

Turan

et al. 2014

Journal of Personality and Social Psychology

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259

185

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Using two 3-month diary studies and a large cross-sectional survey, we identified distinguishing features of adults with low versus high levels of moral character. Adults with high levels of moral character tend to: consider the needs and interests of others and how their actions affect other people (e.g., they have high levels of Honesty-Humility, empathic concern, guilt proneness); regulate their behavior effectively, specifically with reference to behaviors that have positive short-term consequences but negative long-term consequences (e.g., they have high levels of Conscientiousness, self-control, consideration of future consequences); and value being moral (e.g., they have high levels of moral identity-internalization). Cognitive moral development, Emotionality, and social value orientation were found to be relatively undiagnostic of moral character. Studies 1 and 2 revealed that employees with low moral character committed harmful work behaviors more frequently and helpful work behaviors less frequently than did employees with high moral character, according to their own admissions and coworkers' observations. Study 3 revealed that adults with low moral character committed more delinquent behavior and had more lenient attitudes toward unethical negotiation tactics than did adults with high moral character. By showing that individual differences have consistent, meaningful effects on employees' behaviors, after controlling for demographic variables (e.g., gender, age, income) and basic attributes of the work setting (e.g., enforcement of an ethics code), our results contest situationist perspectives that deemphasize the importance of personality. Moral people can be identified by self-reports in surveys, and these self-reports predict consequential behaviors months after the initial assessment.

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Agreement and similarity in self-other perceptions of moral character

Cited by 76 publications

References 59 publications

“I’d only let you down”: Guilt proneness and the avoidance of harmful interdependence.

“I’d only let you down”: Guilt proneness and the avoidance of harmful interdependence.

Why are moderators of self-other agreement difficult to establish?

Moral character in the workplace.

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