The moderating role of honesty-humility in the association of agreeableness with interpersonal competency: A study of managers in two countries
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This is the peer reviewed version of the following article: Wang, Y., Dunlop, P.D., Parker, S.K., Griffin, M.A. and Gachunga, H. (2022), The moderating role of honesty-humility in the association of agreeableness with interpersonal competency: A study of managers in two countries. Applied Psychology, 71: 219-242, which has been published in final form at https://doi.org/10.1111/apps.12318. This article may be used for non-commercial purposes in accordance with Wiley Terms and Conditions for Use of Self-Archived Versions.
The honesty-humility factor from the HEXACO model of personality has been found to offer incremental validity in predicting several work-related criteria over the remaining factors, yet its interplay with other personality factors is rarely examined. In this study, we examined how honesty-humility (the tendency to be sincere, fair, non-materialistic, and modest) can moderate the relation between agreeableness and interpersonal competency. Specifically, drawing on the theory of self-concept, we proposed that agreeableness will have a stronger association with interpersonal competency among individuals who are higher on honesty-humility, and relatively less so among individuals who are lower on honesty-humility. Across three samples of people in managerial roles from two different cultures (Australia and Kenya), we found that honesty-humility, indeed, moderated the agreeableness—interpersonal competency relation, both when the criterion was measured by self-report (Sample 1, N = 167; Sample 2, N = 320; Sample 3, N = 296) and other-report (Sample 3, N = 195). In all three samples, the positive relation of agreeableness with interpersonal competency was strongest among those who were also higher on honesty-humility. Such an interaction effect was robust after controlling for the remaining HEXACO personality factors.
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