A Matter of Context: A Meta-Analytic Investigation of the Relative Validity of Contextualized and Noncontextualized Personality Measures

How do you choose your meal when you dine out? A mixed methods study in consumer food-choice strategies in the restaurant context

Choosing meals in restaurants is a significant part of life. On average, people purchase seven meals per week from one of the over 17.5 million food outlets worldwide. The way people choose restaurant meals is different from how they choose foods they consume at home. Understanding people's decision-making strategies when choosing restaurant meals is critical for designing behaviour change interventions that prompt specific food choices (e.g., health, low emissions). Our study aims to identify meal choice strategies across various food outlets (Study 1) and determine their frequency of use (Study 2). In Study 1, we take a constructionist perspective and derive insights from 21 semi-structured interviews on strategies people use as they select meals in different food outlets. We identify 16 distinct strategies, with many people using multiple strategies within and across different restaurant types (i.e., general restaurants, fast-food, pubs, and upscale restaurants). In Study 2, we quantify which of those 16 strategies are most frequently used. The most used strategies were searching the menu for (1) the most enjoyable meals, (2) the most budget-friendly meals, or (3) familiar meals (i.e., habitual choices); and choosing from those. Few people searched the menu for the most environmentally friendly meals and chose from those. These results could explain the limited effectiveness of carbon labelling at restaurants. Our study calls for future interventions on prompting environmental or healthy food choices to move away from health and environmental labelling and to focus on enjoyment, price, or habit because these are important for people when choosing a meal. We also created a practical measure of the 16 food-choice strategies, available for researchers to use.

Domain-Specific Greed

Greed, the insatiable and excessive desire and striving for more even at the expense of others, may be directed toward various goods. In this article, we propose that greed may be conceptualized as a domain-specific construct. Based on a literature review and an expert survey, we identified 10 domains of greed which we operationalized with the DOmain-SPEcific Greed (DOSPEG) questionnaire. In Study 1 (N = 725), we found support for the proposed structure and convergent validity with related constructs. Bifactor-(S-1) models revealed that generic greed is differentially related to the greed domains, indicating that generic greed primarily captures a striving for money and material things. In the second study (N = 591), we found that greed domains had incremental validity beyond generic greed with regard to corresponding criteria assessed via self- and other-reports. We conclude that greed can be conceptualized as a domain-specific construct and propose an onion model reflecting this structure.

Ability-Related Emotional Intelligence: An Introduction

Emotionally intelligent people are thought to be more skilled in recognizing, thinking about, using, and regulating emotions. This construct has garnered considerable interest, but initial enthusiasm has faded and it is time to take stock. There is consensus that ability-related measures of emotional intelligence (EI) can be favored to self-report tests, in part because the resulting scores cannot be equated with personality traits. However, there are questions surrounding measurement as well as predictive value. Experts in the field were encouraged to chart new directions, with the idea that these new directions could reinvigorate EI scholarship. Special Issue papers speak to theory, mechanism, measurement, and training. In addition, these papers seek to forge links with research traditions focused on interpersonal perception, emotional awareness, and emotion regulation. As a result of these efforts, new insights into what EI is and how it works can be anticipated in upcoming years.

Establishing circularity: development and validation of the circular work value scale (CWVS)

Objectives

Addressing the lack of German-language instruments, this study aims to develop a questionnaire that enables the measurement of work values. According to the theory of basic human values (Schwartz, 1992), a culturally fitting questionnaire is validated by covering constructs in the four broader dimensions of Social, Prestige, Intrinsic, and Extrinsic work values. Convergent, discriminant and incremental congruent validity are assessed.

Method

Data were collected in a cross-sectional online-based panel survey. Individuals working more than 20 h per week were included (N = 1,049). Using a genetic algorithm, an economical and valid questionnaire was designed to assess work values.

Results

The 11 work values are measurable with three items each. They provide a good fit to the data with support for strict measurement invariance. The empirical associations to estimate construct validity overall reflect expected relations to social and individualistic work motives, neuroticism, environmental awareness, and basic values. Furthermore, congruent incremental validity is supported with relations to value congruence of the person-organization fit, and multidimensional scaling supports the assumed theoretical circularity of the work values.

Implications

This study developed a questionnaire that enables a theory-based valid measurement of work values. The questionnaire allows practitioners to economically collect information about the value structure of employees or applicants. Future research should consider the development of work values over time and investigate whether more distinctive constructs provide a better fit in the nomological network.

Toward a dynamic approach of person perception at zero acquaintance: Applying recurrence quantification analysis to thin slices

Thin-slice methodology has provided us with abundant behavioral streams that self-reported measures would fail to capture, but traditional analytical paradigms in social and personality psychology cannot fully capture the temporal trajectories of person perception at zero acquaintance. At the same time, empirical investigations into how persons and situations jointly predict behavior enacted in situ are scarce, despite the importance of examining real-world behavior to understand any phenomenon of interest. To complement existing theoretical models and analyses, we propose the dynamic latent state-trait model blending dynamical systems theory and person perception. We present a data-driven case study using thin-slice methodology to demonstrate the model. This study provides direct empirical support for the proposed theoretical model on person perception at zero acquaintance highlighting the target, the perceiver, the situation, and time. The results of the study demonstrate that dynamical systems theory approaches can be leveraged to provide information about person perception at zero acquaintance above and beyond that of more traditional approaches. CLASSIFICATION CODE: 3040 (Social Perception & Cognition).

Self-Compassion, Performance, and Burnout: Surfacing an Unknown Work Construct

Research on self-compassion across various disciplines has consistently demonstrated numerous self-regulatory benefits associated with the construct. Despite the increasing interest, theory-driven research on self-compassion in the workplace has only begun to emerge recently. In the present research, we introduce the construct of work self-compassion ( WSC). Building on Neff’s definition of self-compassion, we submit that WSC is comprised of work self-kindness, common work challenges, and work-specific mindfulness. Across two studies, we develop a scale to measure WSC and test its place within the larger nomological network of organizational constructs. Specifically, by integrating COR theory with prior research on self-compassion, in Study 1, we test the incremental validity of WSC beyond general self-compassion in predicting job performance. In Study 2, we further demonstrate that WSC is an important mediating mechanism that bridges the association between honesty-humility, namely the H-factor, and job performance and burnout, respectively. We discuss theoretical and practical implications of our findings and conclude with limitations and future research directions.

Affectively effective: Work-related emotional intelligence as a predictor of organizational citizenship

Introduction

Efforts to link ability-related emotional intelligence to organizational behavior have resulted in modest findings.

Methods

The present three studies examine whether a work-contextualized form of emotional intelligence (W-EI) may have greater predictive value, particularly in the organizational citizenship domain. Because W-EI should benefit social relationships within the workplace, positive associations between W-EI and organizational citizenship behavior were hypothesized.

Results

This hypothesis was supported in three studies (total N = 462) involving samples of part-time student employees (Study 1), postdoctoral researchers (Study 2), and full-time employees (Study 3). All studies also provided evidence for incremental validity, such as with respect to the Big 5 personality traits, and Study 3 highlighted processes related to workplace engagement (in the form of higher levels of interpersonal job satisfaction and lower levels of burnout).

Discussion

The results demonstrate the importance of W-EI in understanding employee variations in organizational citizenship.

Supervised Construct Scoring to Reduce Personality Assessment Length: A Field Study and Introduction to the Short 10

Personality assessments help identify qualified job applicants when making hiring decisions and are used broadly in the organizational sciences. However, many existing personality measures are quite lengthy, and companies and researchers frequently seek ways to shorten personality scales. The current research investigated the effectiveness of a new scale-shortening method called supervised construct scoring (SCS), testing the efficacy of this method across two applied samples. Using a combination of machine learning with content validity considerations, we show that multidimensional personality scales can be significantly shortened while maintaining reliability and validity, and especially when compared to traditional shortening methods. In Study 1, we shortened a 100-item personality assessment of DeYoung et al.'s 10 facets, producing a scale 26% the original length. SCS scores exhibited strong evidence of reliability, convergence with full scale scores, and criterion-related validity. This measure, labeled the Short 10, is made freely available. In Study 2, we applied SCS to shorten an operational police personality assessment. By using SCS, we reduced test length to 25% of the original length while maintaining similar levels of reliability and criterion-related validity when predicting job performance ratings.

On the association between students’ (domain-specific) subjective well-being and academic achievement—disentangling mixed findings

Today, there is wide recognition of schools as places that should foster children’s learning and well-being alike. The past two decades have thus witnessed an upsurge in research on children’s subjective well-being (SWB) in school and how it relates to their academic achievement. The first meta-analysis on the SWB/achievement relation revealed substantial, yet unexplained variability in effect sizes across samples and studies. In this context, in the present investigation we examined three potential sources of differential SWB/achievement relations: The domain-specificity of measures (global/school-specific/math-specific), the type of SWB component (cognitive/affective), and the type of achievement indicator (test-based/grade-based). Data from N = 767 8th and 9th grade students from German secondary schools were assessed via latent factor analyses. Our findings generally point towards stronger SWB/achievement relations with a more specific and specificity-matching rather than a less specific and specificity-mismatched SWB measure, with SWB’s cognitive rather than its affective component, and with a grade- rather than test-based indicator of academic achievement. We discuss differences in our findings by type of SWB component as well as by level of domain-specificity, and we provide initial empirical evidence supporting the relevance of SWB’s subject-specific measures.

Mind the context-The relevance of personality for face-to-face and computer-mediated communication

A large body of research has examined the link between personality and face-to-face (FtF) communication knowledge, skills, abilities, and other characteristics (KSAOs). With the rise of digital media, text-based computer-mediated (CM) communication KSAOs have gained increasing attention. We conducted two studies to investigate how personality relates to KSAOs in the different contexts of FtF and CM communication. Contrasting perspectives hypothesize that the results in the FtF and CM contexts would be very similar or distinctly different. In Study 1 (n = 454), an online panel study, the Big Five personality dimensions were assessed and their relationships to FtF and CM communication KSAOs were investigated. Structural equation models and relative weight regression analyses showed that these personality dimensions, mostly extraversion and neuroticism, explained more variance in FtF as compared to CM communication KSAOs. Study 2 (n = 173), conducted in a laboratory context, showed similar results compared to Study 1. In addition, when the Big Five personality dimensions were assessed with a CM frame of reference, more variance was explained in CM than in FtF communication KSAOs. These results point to the importance of considering context effects in communication and in personality research: FtF and CM communication KSAOs need to be differentiated. If not properly contextualized, the relevance of personality and communication competencies in predicting criteria may be underestimated due to contextual mismatches.

Predicting Construction Workers’ Intentions to Engage in Unsafe Behaviours Using Machine Learning Algorithms and Taxonomy of Personality

Dynamic environmental circumstances can sometimes be incompatible with proactive human intentions of being safe, leading individuals to take unintended risks. Behaviour predictions, as performed in previous studies, are found to involve environmental circumstances as predictors, which might thereby result in biased safety conclusions about individuals’ inner intentions to engage in unsafe behaviours. This research calls attention to relatively less-understood worker intentions and provides a machine learning (ML) approach to help understand workers’ intentions to engage in unsafe behaviours based on the workers’ inner drives, i.e., personality. Personality is consistent across circumstances and allows insight into one’s intentions. To mathematically develop the approach, data on personality and behavioural intentions was collected from 268 workers. Five ML architectures—backpropagation neural network (BP-NN), decision tree, support vector machine, k-nearest neighbours, and multivariate linear regression—were used to capture the predictive relationship. The results showed that BP-NN outperformed other algorithms, yielding minimal prediction loss, and was determined to be the best approach. The approach can generate quantifiable predictions to understand the extent of workers’ inner intentions to engage in unsafe behaviours. Such knowledge is useful for understanding undesirable aspects in different workers in order to recommend suitable preventive strategies for workers with different needs.

How Does Employees' Narcissism Influence Organizational Commitment? The Role of Perceived Supervisor Support and Abusive Supervision

Narcissism has an important influence on employees' attitudes and behavior. However, research on the mechanism of this process is still relatively scarce. Based on the conservation of resources (COR) theory, this study constructed a conceptual model of the relationship between narcissism and organizational commitment and explored the role of perceived supervisor support and abusive supervision in this process. Data were collected in three waves from 288 participants through an online data collection platform in China. The results indicated that employee narcissism negatively predicts organizational commitment, and this process is mediated by perceived supervisor support. We also discuss the moderating role of abusive supervisors on perceived supervisor support, confirming that external self-value threat affects perceived support of narcissistic individuals. These results contribute to our understanding of the role of narcissism in organizations.

The Occupational Performance Assessment–Response Distortion (OPerA-RD) Scale

Abstract. The ubiquity and consequences of job performance evaluations necessitate accurate responding. This paper describes two studies designed to develop (Study 1) and provide initial validation (Study 2) for a new measure specifically designed to assist in this context: the Occupational Performance Assessment–Response Distortion (OPerA-RD) scale. This 20-item scale is contextualized to the workplace and was developed by identifying items that could detect over- and under-reporting of job performance by self- or other-report in four independent faking samples. Initial validation of the OPerA-RD was supported by expected differences between within-group faking and control conditions in subsequent samples, specifically over- and under-reporting of job performance by self- or other-reports. Implications for research and applied settings are discussed.

Agreeableness and Its Consequences: A Quantitative Review of Meta-Analytic Findings

Agreeableness impacts people and real-world outcomes. In the most comprehensive quantitative review to date, we summarize results from 142 meta-analyses reporting effects for 275 variables, which represent N > 1.9 million participants from k > 3,900 studies. Arranging variables by their content and type, we use an organizational framework of 16 conceptual categories that presents a detailed account of Agreeableness’ external relations. Overall, the trait has effects in a desirable direction for 93% of variables (grand mean [Formula: see text]). We also review lower order trait evidence for 42 variables from 20 meta-analyses. Using these empirical findings, in tandem with existing theory, we synthesize eight general themes that describe Agreeableness’ characteristic functioning across variables: self-transcendence, contentment, relational investment, teamworking, work investment, lower results emphasis, social norm orientation, and social integration. We conclude by discussing potential boundary conditions of findings, contributions and limitations of our review, and future research directions.

Working with emotions: emotional intelligence, performance and creativity in the knowledge-intensive workforce

Purpose

This paper aims to examine whether work-related emotional intelligence (W-EI) benefits job performance among knowledge-intensive workers.

Design/methodology/approach

Postdoctoral researchers (Study 1) and industry researchers (Study 2) were recruited (total N = 304). These knowledge workers completed an ability-based emotional intelligence (EI) test and characterized their work-related performance. Potential moderators were also assessed.

Findings

There were positive relations between W-EI scores and both task performance and creative performance. In addition, these relationships were stronger in the context of higher levels of job negative affect and/or role overload.

Originality/value

To the best of the authors’ knowledge, these findings are among the first to demonstrate the value of the EI construct within a knowledge-intensive workforce.

A Conceptual Framework for Investigating and Mitigating Machine-Learning Measurement Bias (MLMB) in Psychological Assessment

Given significant concerns about fairness and bias in the use of artificial intelligence (AI) and machine learning (ML) for psychological assessment, we provide a conceptual framework for investigating and mitigating machine-learning measurement bias (MLMB) from a psychometric perspective. MLMB is defined as differential functioning of the trained ML model between subgroups. MLMB manifests empirically when a trained ML model produces different predicted score levels for different subgroups (e.g., race, gender) despite them having the same ground-truth levels for the underlying construct of interest (e.g., personality) and/or when the model yields differential predictive accuracies across the subgroups. Because the development of ML models involves both data and algorithms, both biased data and algorithm-training bias are potential sources of MLMB. Data bias can occur in the form of nonequivalence between subgroups in the ground truth, platform-based construct, behavioral expression, and/or feature computing. Algorithm-training bias can occur when algorithms are developed with nonequivalence in the relation between extracted features and ground truth (i.e., algorithm features are differentially used, weighted, or transformed between subgroups). We explain how these potential sources of bias may manifest during ML model development and share initial ideas for mitigating them, including recognizing that new statistical and algorithmic procedures need to be developed. We also discuss how this framework clarifies MLMB but does not reduce the complexity of the issue.

Assessing Interests in the Twenty-First-Century Workforce: Building on a Century of Interest Measurement

Recent research has re-emphasized the importance of vocational interests for understanding workplace attitudes and behavior. As a result, there is a renewed interest in the assessment of vocational interests in organizations. Numerous interest assessments have been developed over the past century, and they are now administered to millions of people throughout the world. Nevertheless, there is still work to be done, particularly as interest assessments are increasingly being used in organizational settings. This article reviews developments in interest assessments and discusses the implications of their use for both research and practice. It discusses the advantages and disadvantages of examining vocational interests in organizational contexts and proposes future research directions.

On the Construct-Related Validity of Implicit Trait Policies

In response to recent calls to incorporate Implicit Trait Policies (ITPs) into personality research, the current study examined the construct-related validity of ITP measures. ITPs are defined as implicit beliefs about the effectiveness of behaviors that reflect a certain trait. They are assessed by utilizing the methodology of Situational Judgment Tests. We empirically examined ( N = 339) several underlying key assumptions of ITP theory, including trait-specificity, the relation to personality traits, their context-independence, and the relation to general domain knowledge. Overall, our results showed little support for these assumptions. Although we found some confirmation for expected correlations between ITPs and personality traits, most of the observed variance in ITP measures was either method-specific or due to measurement error. We conclude that the herein examined ITP measures lack construct-related validity and discuss implications for ITP theory and assessment.

Assessment of Personality in Basque Public Sector Employees and Its Role in Predicting Organizational Citizenship Behaviors in Selection Processes

Organizational citizenship behaviors (OCBs) are an important aspect of job performance as they enhance the effectiveness of organizations. Research has shown that personality is a moderate predictor of job performance. This study, involving a sample of 678 public sector employees in the Basque Country (northern Spain), pursued two aims: First, to develop and validate a Basque-language version of the Overall Personality Assessment Scale (OPERAS), a scale designed to assess the Big Five personality factors in a wide range of settings; and second, to examine whether person-organization fit (PO fit) and adaptive performance improve the capacity of personality to predict OCBs. The results indicated that the adapted scale was a suitable instrument for assessing personality in the Basque-speaking population. Furthermore, PO fit and adaptive performance improved the capacity of personality to predict OCBs. Based on these results, we propose a new predictive model that may enhance the efficiency of personnel selection processes.

Psychometric Properties of the Chinese Version of the Organization Big Five Scale

This study translates the Organization Big Five Scale (ORG-B5) into Chinese and tests its reliability and validity. In Study 1 (N=406), the ORG-B5 was translated into Chinese, and an exploratory factor analysis established the scale’s factorial validity. In Study 2 (N=391), confirmatory factor analyses found that the five-factor correlation model fit the data best. The results from the configural, metric, and scalar invariance models also demonstrate that the ORG-B5 is equivalent across gender, age, and work tenure. The relationship between ORG-B5 and related constructs was also explored further. This study argues that the Chinese version of ORG-B5 provides researchers with a psychometrically sound and efficient tool to assess the Big Five personality traits within organizations in the Chinese context.

Personality traits, workers' age, and job satisfaction: The moderated effect of conscientiousness

Job satisfaction has gained increasing interest in the world of work and a vast field of research has been stimulated regarding its antecedents. Among these, personality traits have received consistent and significant attention, with a particular emphasis on conscientiousness. To delve deeper and detail these aspects, in the present research, a moderation model was hypothesized, with the aim of investigating the effect of age on the association between conscientiousness (and its subdimensions scrupulousness and perseverance) and job satisfaction. The age-moderated interactions of the other Big Five personality traits were also explored. The study involved 202 Italian workers (92 men, 110 women) with a mean age of 44.82 years (SD = 10.56) who completed the Big Five Questionnaire and the Job Satisfaction Scale. The results showed a positive association between conscientiousness and job satisfaction. This was moderated by age to the extent that it was significant for younger and average-age workers and was less significant for older workers. Similar results were found for the subdomain of perseverance, while the relationship between scrupulousness and job satisfaction was not significant. Furthermore, no age-moderated interaction between the other Big Five personality traits and Job satisfaction were found. Such data supports interactive models that highlight the need to integrate personality traits with other factors in exploring the antecedents of job satisfaction. These findings provide additional elements to an understanding of the factors contributing to workers satisfaction, and could have important applicative implications in a framework for healthy organizations and the well-being movement.

Enhancing Personality Assessment in the Selection Context: A Study Protocol on Alternative Measures and an Extended Bandwidth of Criteria

Personality traits describe dispositions influencing individuals' behavior and performance at work. However, in the context of personnel selection, the use of personality measures has continuously been questioned. To date, research in selection settings has focused uniquely on predicting task performance, missing the opportunity to exploit the potential of personality traits to predict non-task performance. Further, personality is often measured with self-report inventories, which are susceptible to self-distortion. Addressing these gaps, the planned study seeks to design new personality measures to be used in the selection context to predict a wide range of performance criteria. Specifically, we will develop a situational judgment test and a behavior description interview, both assessing Big Five personality traits and Honesty-Humility to systematically compare these new measures with traditional self-report inventories regarding their criterion-related validity to predict four performance criteria: task performance, adaptive performance, organizational citizenship behavior, and counterproductive work behavior. Data will be collected in a simulated selection procedure. Based on power analyses, we aim for 200 employed study participants, who will allow us to contact their supervisors to gather criterion data. The results of this study will shed light on the suitability of different personality measures (i.e., situational judgment tests and behavior description interviews) to predict an expanded range of performance criteria.

Hidden framings and hidden asymmetries in the measurement of personality--A combined lens-model and frame-of-reference perspective

OBJECTIVE

The symmetry principle and the frame-of-reference perspective have each made contributions to improving the measurement of personality. Although each perspective is valuable in its own right, we argue that even greater improvement can be achieved through the combination of both. Therefore, the goal of the current article was to show the value of a combined lens-model and frame-of-reference perspective.

METHOD

We conducted a literature review to summarize relevant research findings that shed light on the interplay of both perspectives and developed an integrative model.

RESULTS

Based on the literature review and on theoretical grounds, we argue that a basic premise of the frame-of-reference literature--that personality items are open to interpretation and allow individuals to impose their own contextual framings--should be considered from a symmetry perspective. Unintended context-specificity in items may "spread" to personality facets and domains, and thus, impact the symmetry of personality measures with other criteria. As the individuals´ frames-of-reference and (a)symmetric relationships are not always apparent, we term them as "hidden."

CONCLUSIONS

The proposed combination of lens-model and frame-of-reference perspectives provides further insights into current issues in personality research and uncovers important avenues for future research.

The Role of Filial Piety in the Relationships between Work Stress, Job Satisfaction, and Turnover Intention: A Moderated Mediation Model

In China, filial piety, which usually refers to showing respect and obedience to parents, has exerted an important effect in the relationship between work stress and turnover intention. However, the mechanism behind this effect is still unclear. To address this gap in the existing literature, we developed and tested a moderated mediation model of the relationship that work stress shares with job satisfaction and turnover intention. In accordance with the dual filial piety model and the stress-moderation model, our hypothesized model predicted that the mediating effect of job satisfaction on the relationship between work stress and turnover intention would be moderated by reciprocal filial piety (RFP) and authoritarian filial piety (AFP). The analytic results of data that were obtained from 506 employees of manufacturing industries in China supported this model. Specifically, RFP and AFP, as a contextualized personality construct, positively moderated the direct relationship between work stress and turnover intention as well as the corresponding indirect effect through job satisfaction. In particular, RFP and AFP strengthened the positive effect of work stress on turnover intention. Based on these findings, recommendations to help employees fulfill their filial duties and reduce the effect of work stress on turnover intention among employees of Chinese manufacturing industries are delineated.

Who will go the extra mile? Selecting organizational citizens with a personality-based structured job interview

Employees' organizational citizenship behaviors (OCB) are important drivers of organizational effectiveness. Yet, there exist no established tools for selecting employees with a propensity to engage in OCB. Given that personality traits describe typical behavioral tendencies and are established OCB predictors, we propose that personality assessment is a useful approach for selecting employees who are likely to exhibit OCB. To test this proposition, we developed a structured job interview measuring the Big Five traits and then compared this interview to a personality self-report measure to determine which method of personality assessment works best for selecting organizational citizens. Employees (N = 223) from various occupations participated in the structured job interview and completed the personality self-report in a simulated selection setting. We then obtained supervisor ratings of employees' OCB. Results supported the assumption that structured job interviews can be specifically designed to assess the Big Five personality traits and, most importantly, to predict OCB. Interview ratings of specific personality traits differentially predicted different types of OCB (i.e., OCB-compliance, OCB-helping, and OCB-initiative) and explained incremental variance in OCB over and above personality self-reports and verbal cognitive ability. Taken together, these findings expand our knowledge about dispositional predictors of OCBs, personality assessment in selection, and the design of job interviews.

The Main Dimensions of Sport Personality Traits: A Lexical Approach

To uncover the main dimensions of sport personality traits, a lexical study was conducted. In the first two phases, 321 adjectives denoting the way somebody practices sports were selected. In the third phase, 555 respondents self-rated the adjectives. Congruence analyses provided evidence of six factors, five of which are sport personality trait factors (friendly fairness, resilience, drive, perfectionism, and inventiveness) plus one physical individual difference factor (agility). Marker scales from the sport personality trait factors show convergent correlations with the generic HEXACO personality obtained years earlier. Furthermore, meaningful relations with the six most frequently practiced sport and leisure activities were observed. Contextualized sport personality trait factors can be useful in research on sport preferences, sport behaviors, and sport outcomes.