23 publications classées par:
type de publication
: Revue avec comité de lecture
Articles Johnston C. Krings F. Maggiori C. Meier L. & Fiori M. (in press). Believing in a personal just world helps maintain wellbeing at work by coloring organizational justice perceptions. European Journal of Work and Organizational Psychology. [doi] [abstract]
Justice is a core fundamental theme for individuals in organizations. This study suggests that believing the world is just¦where one gets what one deserves, and deserves what one gets, is an important personal resource that helps maintain wellbeing¦at work. Further, it suggests that personal belief in a just world, but not general belief in a just world, exerts its¦influence on well-being through increasing overall justice perceptions of the work environment. Using two waves of data¦drawn from a large random sample of working adults in Switzerland, results showed that personal belief in a just world at¦time 1 indeed augmented perceptions of overall organizational justice, and this in turn increased job satisfaction at time 2,¦that is, 1 year later. As expected, this effect was only evident for personal and not general belief in a just world, highlighting¦personal belief in a just world as an important yet largely overlooked resource for the work context, and suggesting the need¦to consider individual's beliefs about justice as drivers of overall organizational justice perceptions.
Fiori M. (2015). Emotional intelligence compensates for low IQ and boosts low emotionality individuals in a self-presentation task. Personality and Individual Differences, 81, 169-173. [doi] [pdf] [abstract]
The research on emotional intelligence (EI) has focused mainly on testing the incremental validity of EI with respect to general intelligence and personality; less attention has been devoted to investigating the potential interaction effects. In a self-presentation task that required participants to obtain positive evaluations from others, individuals low in IQ but high in EI performed as well as the high IQ individuals. In addition, the low emotionality individuals performed significantly higher when also high in EI. The results extend the previous findings on the compensatory effect of EI on low IQ to the domain of interpersonal effectiveness and shed light on the effective functioning of personality traits when interpreted with the interaction of EI. Overall this study suggests that the role of EI in predicting performance might have been overlooked by checking solely for main effects and illustrates new venues for understanding the contribution of EI in explaining emotion-laden performance.
Fiori M., Bollmann G. & Rossier J. (2015). Exploring the path through which career adaptability increases job satisfaction and lowers work stress : the role of affect. Journal of Vocational Behavior, 91, 113-121. [doi] [url] [abstract]
The construct of career adaptability, or the ability to successfully manage one's career development and challenges, predicts several important outcomes; however, little is known about the¦mechanisms contributing to its positive effects. The present study investigated the impact of career adaptability on job satisfaction and work stress, as mediated by individuals' affective states. Using a representative sample of 1671 individuals employed in Switzerland we hypothesized that, over time, career adaptability amplifies job satisfaction and attenuates work stress, through higher positive affect and lower negative affect, respectively. The data resulted from the first three waves of a longitudinal project on professional paths conducted in Switzerland. For each wave, participants completed a survey. Results of the 3-wave cross-lagged longitudinal model show that employees with higher career adaptability at Time 1 indeed experienced at Time 3 higher job satisfaction and lower work stress than those with lower career adaptability. The effect of career adaptability on job satisfaction and work stress was accounted for by negative affect: Individuals higher on career adaptability experienced less negative affect, which led to lower levels of stress and higher levels of job satisfaction, beyond previous levels of job satisfaction and work stress. Overall results support the conception of career adaptability as a self-regulatory resource that may promote a virtuous cycle in which individuals' evaluations of their resources to cope with the environment (i.e., career adaptability) shape their affective states, which in turn influence the evaluations of their job.
Fiori M., Antonietti J.-Ph., Mikolajczak M., Luminet O., Hansenne M. & Rossier J. (2014). What is the ability emotional intelligence test (MSCEIT) good for? An evaluation using item response theory. PLoS ONE, 9(6), e98827. [doi] [pdf]
Fiori M., Lintas A., Mesrobian S. & Villa A.E.P. (2013). Effect of Emotion and Personality on Deviation from Purely Rational Decision-Making. Studies in Computational Intelligence, 474, 129-161. [pdf] [abstract]
Human decision-making has consistently demonstrated deviation from¦"pure" rationality. Emotions are a primary driver of human actions and the current¦study investigates how perceived emotions and personality traits may affect¦decision-making during the Ultimatum Game (UG). We manipulated emotions by¦showing images with emotional connotation while participants decided how to split¦money with a second player. Event-related potentials (ERPs) from scalp electrodes¦were recorded during the whole decision-making process. We observed significant¦differences in the activity of central and frontal areas when participants offered¦money with respect to when they accepted or rejected an offer. We found that participants¦were more likely to offer a higher amount of money when making their decision¦in association with negative emotions. Furthermore, participants were more¦likely to accept offers when making their decision in association with positive emotions.¦Honest, conscientious, and introverted participants were more likely to accept¦offers. Our results suggest that factors others than a rational strategy may predict¦economic decision-making in the UG.
Fahim C., Fiori M., Evans A. & Pérusse D. (2012). The relationship between social defiance, vindictiveness, anger and brain morphology in 8-year-old boys and girls. Social Development, N/A. [doi]
Fiori M. (2012). Personality dynamics through the lens of cognitive neuroscience. The APS Observer, –.
Fiori M. & Antonakis J. (2012). Selective attention to emotional stimuli: What IQ and Openness do, and emotional intelligence does not. Intelligence, 40(3), 245-254. [doi] [pdf] [abstract]
We examined how general intelligence, personality, and emotional intelligence-measured as an ability using the MSCEIT-predicted performance on a selective-attention task requiring participants to ignore distracting emotion information. We used a visual prime in which participants saw a pair of faces depicting emotions; their task was to focus on one of the faces (the target) while ignoring the other (the distractor). Next, participants categorized a string of letters (word or nonword), which was either congruent to the target or the distractor. The speed of response to categorizing the string was recorded. Given the emotional nature of the stimuli and the emotional information processing involved in the task, we were surprised to see that none of the MSCEIT branches predicted performance. However, general intelligence and openness to experience reduced response time.
Fiori M. & Antonakis J. (2011). The ability model of emotional intelligence: Searching for valid measures. Personality and Individual Differences, 50(3), 329-334. [doi] [pdf] [abstract]
Current measures of ability emotional intelligence (EI)--including the well-known Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT)--suffer from several limitations, including low discriminant validity and questionable construct and incremental validity. We show that the MSCEIT is largely predicted by personality dimensions, general intelligence, and demographics having multiple R's with the MSCEIT branches up to .66; for the general EI factor this relation was even stronger (Multiple R = .76). As concerns the factor structure of the MSCEIT, we found support for four first-order factors, which had differential relations with personality, but no support for a higher-order global EI factor. We discuss implications for employing the MSCEIT, including (a) using the single branches scores rather than the total score, (b) always controlling for personality and general intelligence to ensure unbiased parameter estimates in the EI factors, and (c) correcting for measurement error. Failure to account for these methodological aspects may severely compromise predictive validity testing. We also discuss avenues for the improvement of ability-based tests.
Fiori M. (2010). Senso di incertezza.. mancanza di progettualità.. crisi di identità? Benvenuti nel postmodernismo. [Uncertainty..lack of plans for the future..identity crisis? Welcome into postmodernism]. Items – Giunti Organizzazioni Speciali, Firenze., –. [doi] [url]
Fiori M. (2009). A New Look at Emotional Intelligence: A Dual-Process Framework. Personality and Social Psychology Review, 13(1), 21-44. [doi] [pdf] [web of science] [abstract]
In this article, the author provides a framework to guide¦research in emotional intelligence. Studies conducted up¦to the present bear on a conception of emotional intelligence¦as pertaining to the domain of consciousness and¦investigate the construct with a correlational approach.¦As an alternative, the author explores processes underlying¦emotional intelligence, introducing the distinction¦between conscious and automatic processing as a potential¦source of variability in emotionally intelligent¦behavior. Empirical literature is reviewed to support the¦central hypothesis that individual differences in emotional¦intelligence may be best understood by considering¦the way individuals automatically process emotional¦stimuli. Providing directions for research, the author¦encourages the integration of experimental investigation¦of processes underlying emotional intelligence with¦correlational analysis of individual differences and¦fosters the exploration of the automaticity component¦of emotional intelligence.
Cervone C., Caldwell T.L., Fiori M., Orom H., Shadel W.G., Kassel J.D. & Artistico D. (2008). What underlies appraisals? Experimentally testing a Knowledge-and-Appraisal Model of Personality Architecture among smokers contemplating high-risk situations. Journal of Personality, 76(4), 929-968. [doi] [abstract]
We tested a theoretical model of personality structures underlying patterns of intra-individual variability in contextualized appraisals. The KAPA (Knowledge-and-Appraisal Personality Architecture) model was tested experimentally among smokers appraising their efficacy to resist the urge to smoke in high-risk situations. In a novel design, we assessed self-knowledge and situational beliefs idiographically and employed cognitive priming to manipulate the accessibility of self-knowledge experimentally. The results confirmed the unique KAPA-model prediction that priming would affect appraisals in a contextualized manner. Priming positively valenced self-knowledge enhanced self-efficacy appraisals specifically within that subset of situations that were relevant to the primed knowledge. The results were consistent with the hypothesis that systems of self- and situational knowledge underlie consistency and variability in appraisals.
Cervone D., Shadel W.G., Smith R. & Fiori M. (2006). Self-Regulation: Reminders and Suggestions from Personality Science. Applied Psychology: an International Review, 55(3), 333-385. [doi] [abstract]
The self-regulation literature commonly is said to lack theoretical order. This paper explores the possibility that advances in personality science may foster clarity in this literature. Our goals are two-fold. We remind readers of conceptual distinctions that are central to contemporary personality science, that are necessary to the attainment of theoretical order in the self-regulation literature, yet that sometimes are overlooked. Secondly, we suggest that basic and applied students of self-regulation would profit by capitalising on recent advances in personality science that explore intra-individual personality structure and dynamics. We review theory and research on the architecture of intra-individual personality systems and applications of this work to three domains: health, clinical, and work/industrial/organisation psychology.
Cervone D., Shadel W.G., Smith R.E. & Fiori M. (2006). Self-Regulation and Personality Science: Reply to the Commentaries. Applied Psychology: an International Review, 55(3), 470-488. [doi] [abstract]
The authors reply to commentaries on their target article "Self-Regulation: Reminders and Suggestions from Personality Science". Substantial consensus is evident across the target article and multiple commentaries. The message conveyed is that personality science and the study of self-regulation are mutually complementary and that applied efforts to enhance people's self-regulatory capacities can be enhanced via study of the intra-individual architecture of social-cognitive and affective personality systems.
Violante F.S., Fiori M., Fiorentini C., Risi A., Garagnani G., Bonfiglioli R. & Mattioli S. (2004). Associations of Psychosocial and Individual Factors with Three Different Categories of Back Disorder among Nursing Staff. Journal of Occupational Health, 46, 100-108. [abstract]
Although back disorders are a major occupational problem for nursing staff, few studies distinguish different types. By means of a structured questionnaire, we performed a cross- sectional study on the prevalence of diagnosed lumbar disc hernia, chronic low-back pain (LBP) (at least 90 d in the preceding 12 months) and acute LBP (intense pain for at least 1 d) with respect to physical, individual and psychosocial factors among female nurses (n=587), nursing aides (n=228) and head-nurses (n=43) working in a university hospital (95% of the female workforce). Almost all respondents reported known high-risk occupational activities. Overall prevalence of reported back disorders was 44% (acute LBP 19%, chronic LBP 17%, lumbar hernia 8%). On multinomial logistic regression analysis, scoliosis and commonly stress-related psychosomatic symptoms were associated with all three types of back disorder; trauma/ fractures of the spine, pelvis and/or legs and a global work-environment/job-satisfaction score with acute LBP; increasing age with lumbar disc hernia. While confirming the relevance of considering different definitions of back disorder, our data indicate items for investigation in cohort studies. These include: identification of specific risk factors for lumbar hernia; avoidance of possible work-environment risk factors such as hurried execution of different tasks at the same time; and influence on job suitability of underlying spinal pathologies such as scoliosis.
Vulgarisation Fiori M. & Kres M. (2012). L'employabilité, bientôt une coquille vide?. HR Today, 38-39. [pdf] [abstract]
En Suisse, l'employabilité diminue. Les travailleurs arrivent de moins en moins à prendre leur propre carrière en mains. Une étude menée en collaboration avec l'Université de Lausanne relève des tendances étonnantes.
Kres M. & Fiori M. (2012). Wohin ist bloss die Employability verschwunden?. HR Today, N/A. [pdf]
Actes de conférence (partie) Fiori M., Krings F. & Kleinlogel E. P. (2013, Juil). Mind your perspective: How perspective taking shapes perception of norm-violating actions. International Society for the Study of Individual Differences (ISSID) Meeting, Barcelona, Espana.
Fiori M. (2011). Ironic effects of anger inhibition in impression formation. Paper presented at The XII the International Congress of Psychology, Istanbul, Turkey, July 2011.
Fiori M. & Antonakis J. (2011). A process-oriented approach to emotional intelligence. The International Society for the Study of Individual Differences. London, UK.
Villa A. Fiori M. Mesrobian S. Lintas A. Shaposhnyk V. & Missonnier P. (2011). Effect of Emotion on the Imperfectness of Decision Making. Proceedings of the 2nd International Workshop on DECISION MAKING WITH MULTIPLE IMPERFECT DECISION MAKERS, December 16, 2011, Sierra Nevada, Spain.
Abstract Fiori M. (2012). On the fluid and crystallized components of emotional intelligence. [Abstract]. . Symposium title: Is Emotional Intelligence a measurable construct? 24th Annual Convention of the Association for Psychological Science (APS). Chicago, IL May24-27, 2012. [abstract]
Current ability EI measures rely on the assumption that there is a "correct" way to use emotions intelligently and that this way is applicable to all individuals. Furthermore, ability EI tests imply that knowledge about emotions (e.g., how to categorize them, how to use them in different situations, how to regulate them) is a fundamental characteristic for identifying emotionally intelligent individuals. In this presentation I will examine whether the use of a correct answer for scoring the test is a feasible criterion and to what extent explicit emotion knowledge may predict emotionally intelligence performance. As an alternative, the investigation of emotion processes underlying EI will be proposed and new avenues for measuring the fluid component of EI that rely on procedural, rather than declarative knowledge will also be discussed.
Fiori M. Antonietti J.P. Mikolajczac M. Luminet O. & Rossier J. (2012). An item response theory analysis of the ability emotional intelligence test (MSCEIT). [Abstract]. . 16th European Conference on Personality, Trieste July 10-14, 2012. [abstract]
Despite the ability approach has been indicated as the most promising for investigating emotional intelligence (EI), there is scarcity of tests measuring EI as a form of intelligence. Research has employed practically the only standardized test available, which is the Mayer Salovey Caruso Emotional Intelligence Test or MSCEIT. This implies that conclusions about the value of EI as a meaningful construct and about its utility in predicting outcomes rely on the properties of this test. We employed an Item Response Theory approach to test whether individuals who have the highest probability of choosing the most correct response on any item of the test are also those who have the strongest EI ability. Results showed that the MSCEIT is best suited to discriminate between persons at the low end of the trait. Furthermore, for certain items the answer indicated by expert as the most correct was not associated with the highest ability. Results are discussed in light of applied and theoretical considerations.