Muck, P.M., University of Hohenheim and Hoeft, S., German Aerospace Center, Germany
Circumplex models of the interpersonal domain have so far not been applied in the context of organizational psychology. Primarily, Wiggins (1979; Wiggins, Trapnell & Phillips, 1988) has dedicated much of his work to the conceptualization of the so-called Interpersonal Circumplex (IPC). As a robust representation of interindividual differences the IPC consists of two orthogonal factors (dominance and love) which define the interpersonal space. Costa and McCrae (1989) have shown that two of the Big Five factors (Extraversion and Agreeableness) correspond to the (45 degrees rotated) IPC- axes. Whereas the traditional Big Five approach favors a simple structure the focus of the circumplex additionally lies on the blends of two factors because of the substantial secondary loadings of many items in personality inventories. Following these ideas and combining them with the context of job-related interpersonal behavior in the present study a questionnaire of 64 acts which decribe interpersonal behavior in the organizational context has been created. It is based on the conceptual evaluation of an original actpool of 1377 acts (raters: 10 psychological experts) and an empirical validation of a subset of 362 acts (sample: 278 job incumbents and students). 165 subjects completed the new instrument showing good fit with a hypothesized circumplex structure (Spearman's Rho = .853). as well as with the Interpersonal Adjective Scale as reference instrument (Spearman's Rho = .927). Different applications of this trait-based diagnosis of interpersonal behavior at the workplace are discussed.