Robert Hogan (psychologist)
Robert Hogan | |
|---|---|
 | |
| Born | Robert Hogan 1937 (age 86–87) |
| Citizenship | American |
| Alma mater | University of California, Berkeley |
| Known for | Personality testing |
| Spouse | Joyce Hogan (m. 1974; d. 2012) Wendy Hogan (m. 2014) |
| Scientific career | |
| Fields | Psychology |
| Institutions | Johns Hopkins University, University of Tulsa |
Robert Hogan (born 1937) is an American psychologist known for his innovations in personality testing, and is an international authority on personality assessment, leadership, and organizational effectiveness. Along with Joyce Hogan, Robert Hogan's research created socioanalytic theory. [1]
Early life
Robert Hogan was born in Los Angeles in 1937 and grew up in Fontana, California. At the time Fontana was rural. His parents moved to California from Oklahoma during the Great Depression. [2]
Young Hogan was bright and curious, but found school tedious and boring; he also struggled with authority relations and was frequently in trouble for his disruptive influence in the classroom. Although Hogan had serious authority issues, he had a strong sense of morality. His personal sense of fairness was influenced by the indignities and injustices he experienced growing up poor and in his struggles to reach the middle class. [3]
Outside school, he was fascinated by the study of animals–particularly the insects and desert reptiles of California. Upon his own volition, adolescent Hogan read Freud and Darwin. [4]
Education
While Robert Hogan was in the Naval Reserve Officer Training Corps he began attending UCLA in 1956 on a Navy Scholarship, graduating Summa Cum Laude and Phi Beta Kappa in 1960. He pursued physics, engineering, and philosophy, but found them to be frustrating because of their lack of practical certainty. However, these disciplines exposed him to the importance of data, mathematical modeling, and existentialism. [5]
In 1964 he began his Ph.D. at University of California, Berkeley and graduated in 1967.[6]Hogan pursued a PhD in personality psychology at the University of California, Berkley. The Berkley faculty included many esteemed psychologists such as Jack Block, Richard Lazarus, and Ed Ghiselli but it was the local Institute for Personality Assessment and Research (IPAR) where he felt most at home. The IPAR staff included Harrison Gough, Frank Barron, Donald McKinnon, Ravenna Helson, and other imaginative psychologists dedicated to the empirical study of high-level effectiveness. [7]
Career
After school, Robert Hogan served as an active duty U.S. Navy officer from 1960-1963 for three years.During his time at sea he turned around his gunnery unit and it eventually became the highest performing unit on the ship. He received a letter of commendation from the Secretary of the Navy. Hogan reports quarreling with his peers often because he treated the sailers under his command as equals. This philosophy affected his popularity with fellow officers.[8]
Once Hogan was discharged in 1963 he found work evaluating teenagers who got in trouble with the law at the San Bernardino County (California) Probation Department from 1963-1964. His boss was a former student of Carl Rogers. Hogan concluded that there were few neurotics and even fewer psychotics among the delinquent population he evaluated, but all of them seemed to have a personality disorder. [9]
He then became a Professor of Psychology and Social Relations at The Johns Hopkins University from 1967 to 1982. His first submission to the Journal of Applied Psychology, a study showing how personality predicted the performance of police officers, was rejected by the editor who commented, “Everyone knows these tests don’t work.” In classic Hogan form, he declared war against the critics of personality and fought them on two fronts: by continuing his own research and by creating a reputable outlet for the research of others.[10]
In 1977, he convinced the chairman of the APA’s Publications and Commu- nications Board that there was a lot of important personality research but few prestigious outlets in which to publish it. The chairman established a new section in the Journal of Personality and Social Psychology focused on personality and appointed Hogan as editor. The move outraged social psychologists, but under his leadership the section quickly became influential and JPSP became one of the most successful APA journals. It also made it possible to have a career in personality psychology, and articles by Dan McAdams and Dean Keith Simonton soon became classics in the larger field of psychology. [11]
He was McFarlin Professor and Chair of the Department of Psychology at The University of Tulsa from 1982 to 2001.[12]
He has received a number of research and teaching awards and is president and co-founded Hogan Assessment Systems in 1987, based in Tulsa, Oklahoma.[13]
Hogan Assessment Systems
Hogan Assessment Systems is a startup founded in 1989 by Drs. Robert and Joyce Hogan. It was the first startup to scientifically measure personality for business. Today it offers products and services in 56 countries and 47 languages. Dr. Robert Hogan remains president of Hogan Assessments. [14]
Socioanalytic Theory
The Hogan Assessments serve to evaluate Dr. Hogan's socioanalytic theory.
Socioanalytic theory draws on key ideas of Charles Darwin, Sigmund Freud, and George Herbert Mead to explain why people act as they do. All three writers noted that humans evolved as group living animals; we also know that all groups contain status hierarchies and myths about their origins and purpose.
This suggests that the big problems in life concern: (1) Getting along with other people; (2) Acquiring status and power; and (3) Finding one’s place in the group. In modern life, individual differences in the ability to solve these three problems translate into individual differences in career success. Successful people live longer, have healthier lives, and are better able to care for their dependents—and that is the definition of biological fitness. Thus, Socioanalytic theory is about fitness and career success.
Socioanalytic theory defines personality from two perspectives: (1) Identity; and (2) Reputation. Identity concerns who you think you are; reputation concerns who we think you are. Research on identity has produced few useful generalizations; in contrast, research on reputation has been highly productive; e.g., the Five-Factor Model—a taxonomy of reputation—is a useful way to organize personality research findings. Past behavior predicts future behavior; reputation is a summary of past behavior; thus, reputation is the best possible data source for predicting future behavior.
Research in Socioanalytic theory focuses on four broad areas: (1) Personality and occupational performance; (2) Personality and leadership effectiveness; (3) Personality and managerial incompetence; and (4) Personality and effective team performance (team research historically ignored effectiveness). Occupational performance, leadership effectiveness, and managerial incompetence can be predicted with valid personality measures. Team effectiveness depends on putting the right people (defined by personality) in the right positions (defined by team role).
Socioanalytic theory argues that social skill is the key to career success—because social skill translates identity into reputation. That is, people who are socially skilled are better able to earn reputations that are consistent with their identities (i.e., become in the eyes of others the persons they want to be). Socioanalytic theory also maintains that feedback from valid personality assessment can create “strategic self-awareness” (understanding how one impacts others). Strategic self-awareness allows ambitious people to maximize their career potential and minimize their own intra- and inter-personal shortcomings. Thus, strategic self-awareness increases the likelihood of career success. Successful careers lead to better individual outcomes than unsuccessful careers [15]
Personality Psychology Research
Hogan’s own research has been prolific and highly influential.
Hogan has contributed to the development of socio-analytic theory, which maintains that the core of personality is based on evolutionary adaptations. Humans, in this view, always live in groups and groups always demonstrate status hierarchies. This in turn leads to two further generalizations: people are motivated to get along with other group members but also to get ahead (to enjoy the perquisites of status). Hogan, an iconoclastic observer of American psychology, maintains that personality is best examined from the perspective of the observer (reputation) rather than the actor (a person's identity). As a consequence, Hogan has insisted that personality tools should be evaluated in terms of how well reputations (defined on personality tests) predict behavior on the job and in relationships.[16]
Hogan is the author of more than 300 journal articles, chapters and books.[17] His book Personality and the Fate of Organizations was published by Lawrence Erlbaum Associates in June 2006. The 167-page book offers a systematic account of the nature of personality, showing how to use personality to understand organizations, to staff teams, and to evaluate, select, deselect and train people. He is the co-editor of the Handbook of Personality Psychology and has published the Hogan Personality Inventory, the Hogan Development Survey, the Motives Values and Preferences Inventory, and the Hogan Business Reasoning Inventory, as well as the Hogan Guide (2007). In 2012 he and Gordon Curphy authored The Rocket Model, a practical model for building and managing high-performing teams.[18]
He is a fellow of the American Psychological Association and the Society for Industrial/Organizational Psychology.[19][20]
Bibliography
Development of a curiosity scale (with E. Greenberger), The Johns Hopkins University Center for The Social Organization of Schools, Publication No. 32, April 1969.
Hogan, R. (1969). Development of an empathy scale. Journal of Consulting and Clinical Psychology, 33, 307-316.
Hogan, R., & Henley, N. Nomotics: Toward a science of human rule systems. Proceedings, 77th Annual Convention, American Psychological Association. Pp. 443-444.
The new moralities. Johns Hopkins Magazine, 1969, 20, 28-32.
Determinants of interpersonal attraction: A clarification (with D. Mankin). Psychological Reports, 1970, 26, 235-238.
An evaluation of a high school tutorial program (with R. Horsfall). The Johns Hopkins University Center for the Social Organization of Schools, Publication No. 72, July, 1970.
Personality correlates of undergraduate marijuana use (with D. Mankin, J. Conway, & S. Fox) Journal of Consulting and Clinical Psychology, 1970, 35, 58-63. Reprinted in H.S. Anhalt (Ed.), Drug Abuse: An annual 1970-1971. New York: AMS, 1972.
A dimension of moral judgment. Journal of Consulting and Clinical Psychology, 1970, 35, 205-212.
A test of the empathy-effective communication hypothesis (with N. Henley). The Johns Hopkins University Center for the Social Organization of Schools, Publication No. 84, October, 1970.
Nomotics: The science of human rule systems (with N. Henley). Law and Society Review, 1970, 5, 13. Reprinted in S. Krislov, K. O. Boyum, R. C. Schaeffer, & J. N. Clark (Eds.), Compliance and the law: A multidisciplinary approach. Beverly Hills, CA: Sage Publications, 1972.
Personality characteristics of highly rated policemen. Personnel Psychology, 1971, 24, 679-686.
Infant obedience and maternal behavior: The origins of socialization reconsidered (with D. Stayton & M. D. S. Ainsworth). Child Development, 1971, 42, 1057-1069. Reprinted in L. J. Stone, H. T. Smith, & L.B.Murphy (Eds.), The competent infant: A handbook of readings. New York: Basic Books, 1972.
An extension of the similarity-attraction hypothesis to the study of vocational behavior (with R. Hall & E. Greif). Journal of Counseling Psychology, 1972, 19, 238-240.
Sources of conformity in unsocialized college students (with W. Kurtines). Journal of Abnormal Psychology, 1972, 80, 49-51.
Moral judgment and perceptions of injustice (with E. Dickstein). Journal of Personality and Social Psychology, 1972, 23, 409-413.
A measure of moral values (with E. Dickstein). Journal of Consulting and Clinical Psychology, 1972.
Moral conduct and moral character. Psychological Bulletin, 1973, 79, 217-232.
Theory and measurement of empathy (with E. Greif). Journal of Counseling Psychology, 1973, 20, 280-284.
Social speech and social interaction. (with C. Garvey). Child Development, 11973, 44, 562-568.
Personality correlates of superior academic achievement (with D. Weiss). Journal of Counseling Psychology, 1974, 21, 144-149.
Dialectical aspects of moral development. Human Development, 1974, 17, 107-117.
Personality dynamics of heroin use (with W. Kurtines & D. Weiss). Journal of Abnormal Psychology, 1975, 84, 87-89.
The terror of solitude. Merrill-Palmer Quarterly, 1975, 21, 67-74.
The structure of moral character and explanation of moral action. Journal of Youth and Adolescence, 1975, 4, 1-15.
Theoretical egocentrism and the problem of compliance. American Psychologist, 1975, 30, 533- 540.
Empathy: A conceptual and psychometric analysis. The Counseling Psychologist, 1975, 5, 14-18.
Parental personality factors and achievement motivation in talented adolescents (with M. C. Viernstein). Journal of Youth and Adolescence, 1975, 4, 183-190. Reprinted in S. Cohen & T. Comisky (Eds.), Child development: Current theory and research. Hillsdale, NJ: Erlbaum Associates, 1975. Pp. 153-167.
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Personality theory: The personological tradition. Englewood Cliffs, NJ: Prentice-Hall, 1976.
Egoism, altruism, and culture. American Psychologist, 1976, 21, 363-366.
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Moral development. In B. Wolman (Ed.), International encyclopedia of neurology, psychiatry, psychoanalysis, and psychology. New York: 1977.
Verbal giftedness and sociopolitical intelligence (with M. C. Viernstein, P. V. McGinn, S. Daurio, & W. Bohannon). Journal of Youth and Adolescence, 1977, 6, 169-178.
Personality correlates of differential verbal and mathematical ability in talented adolescents (with M. C. Viernstein & P. V. McGinn). Journal of Youth and Adolescence, 1977, 6, 169-178.
Facing personality. Contemporary Psychology, 1977, 22, 884-885.
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A role-theoretical interpretation of personality scale item responses (with C. Mills). Journal of Personality, 1978, 46, 778-785.
The biases in American social psychology (with N. P. Emler). Social Research, 1978, 45, 478-534.
A socioanalytic theory of moral development (with J. A. Johnson & N. P. Emler). New directions in child development. San Francisco: Jossey-Bass, 1978. Pp. l-18.
Of rituals, roles cheaters, and spoilsports. Johns Hopkins Magazine, 1979, 30, 46-53.
Fostering the intellectual development of verbally gifted adolescents (with P. V. McGinn & M. C. Viernstein). Journal of Educational Psychology, 180, 72, 494-498.
The gifted adolescent. In J. Adelson (Ed.). Handbook of adolescent psychology. Pp. 536-559.
Retributive justice (with N. P. Emler). In M. J. Lerner (Ed.), The justice motive in social behavior. New York: Plenum, 1981. Pp. 125-144.
Moral judgments as self-presentations (with J. A. Johnson). Journal of Research in Personality, 1981, 15, 57-63.
Moral judgment, personality, and attitudes toward authority (with J. A. Johnson, A. B. Zonderman, C. Callens, & S. Rogolsky), Journal of Personality and Social Psychology, 1981, 40, 370-373.
Vocational interests, personality, and effective police performance (with J. A. Johnson). Personnel Psychology, 1981, 34, 49-53.
Ego control and criminal behavior (with W. Laufer & J. A. Johnson). Journal of Personality and Social Psychology, 1981, 41, 179-184.
Subjective correlates of stress and human performance (with J. Hogan). In E. A. Fleishman (Ed.), Human performance and productivity. New York: Lawrence Erlbaum, 1982. Pp. 141-163.
Identity, authenticity, and maturity (with J. Cheek). In T. R. Sarbin & K. E. Scheibe (Eds.), Studies in social identity. NewYork: Praeger, l982. Pp.339-357.
Self-concept, self-presentation, and moral judgment (with J. Cheek). In J. Suls & A. Greenwald (Eds.), Psychological perspectives on the self, Vol II. Hillsdale, N. Y.: Erlbaum, 1982.
A socioanalytic theory of personality. In M. Page & R. Dienstbier (Eds.) Nebraska Symposium on Motivation. Lincoln, Nebraska: University of Nebraska Press, 1982. Pp. 55-89.
On adding apples and oranges in personality psychology (A review of N. Canter & J. F. Kihlstrom’s Personality, cognition, and social interaction--Erlbaum, 1981). Contemporary Psychology, 1982, 27, 851-852.
A role theoretical model of criminal conduct (with W. Jones). In W. S. Laufer & J. M. Day (Eds.),Personality theory, moral development, and criminal behavior. Boston: Lexington, 1983. Pp. 3-21.
Disentangling Type A behavior (with R. Hansson, J. A. Johnson, & D. Schroeder). Journal of Research in Personality, 1983, 17, 186-197.
Sense, nonsense, and the meaning of personality measures (with J. Hogan, S. Briggs, & W. Jones). Journal of Research in Personality, 1983, 17, 451-456.
How to measure service orientation (with J. Hogan, & C. Busch). Journal of Applied Psychology, 1984, 69, 163-167.
Moral conduct as auto-interpretation (with C. Busch). In W. M. Kurtines & J. C. Gewirtz (Eds.), Morality, moral behavior, and moral development. New York: Wiley, 1984. Pp. 227-240.
Socioanalytic theory: An alternative to armadillo psychology (with W. Jones & J. Cheek). In B. R. Schlenker (Ed.), The self and social life. New York: McGraw-Hill, 1984. Pp. 175-198.
A socioanalytic conceptualization of affective processes and life change in older adults (with R. Hansson & W. Jones). In C. Malatesta & C. Izard (Eds), Affective processes in adult development and aging. Beverly H Sage, 1984. Pp. 195-210.
Failures of socialization (with T. Sloan). Counseling and Values, 1984, 29, 15-21.
Noncognitive measures of social intelligence (with S. Briggs). Personnel Selection and Training Bulletin, 1984, 5, 190.
Personality assessment in industry: A historical and conceptual overview (with B. Carpenter, S. Briggs, & R.O. Hansson). In J. Bernardin & D. Bownas (Eds.), Personality assessment in organizations. New York: Praeger, 1985. Pp. 21-52.
Egoism, altruism, and psychological ideology (with T. Sloan). Journal of Clinical and Social Psychology, 1985, 3, 15-19.
Moral development in adulthood: Lifestyle processes (with T. Sloan). In G. Supp (Ed.), Handbook of moral development. Birmingham, Alabama: Religious Education Press, 1985.
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Perspectives on personality, Vol. 2 (with W. Jones), Eds. Greenwich, CT: JAI, 1986.
What every student should know about personality psychology. In V. P. Makosky (Ed.), The G. Stanley Hall Lecture Series, Vol. 6. Washington, D.C.: American Psychological Association. Pp. 39-64.
Manual for the Hogan Personnel Selection System (with J. C. Hogan). Minneapolis: National Computer Systems.
A socioanalytic interpretation of the public and the private selves (with S. R. Briggs). In R. F. Baumeister (Ed.), Public self and private self. New York: Springer-Verlag. Pp. 179-188.
Personality psychology: Back to basics (1987). In J. Aronoff, A. I. Rabin, & R. A. Zucker (Eds.), The emergence of personality. NewYork: Springer. Pp.141-188.
Personality and group performance (with J. E. Driskell & E. Salas) (1987). In C. Hendrick (Ed.), Personality and social psychology review. Palo Alto, CA: Sage. Pp. 91-112.
The return of the repressed: A theory of social action (Review of Personality in the social process by J. Aronoff & J. Wilson). Contemporary Psychology, 1987, 22, 43-44.
Hogan, R. Positivism is history. (Review of D. W. Fiske & R. A. Shweder, Eds., Metatheory in social science). Contemporary Psychology, 1988, 33, 9-10.
Hogan, R. & Nicholson, R. A. (1988). The meaning of personality test scores. American Psychologist, 43, 621-626.
Hogan, J., & Hogan, R. (1989). Non-cognitive predictors of performance during explosive ordinance disposal training. Journal of Military Psychology, 1, 117-133.
Hogan, J., & Hogan, R. (1989). How to measure employee reliability. Journal of Applied Psychology, 74, 273-279.
Hogan, J., & Hogan, R. (1990). Business and Industry Testing: Current Practices and Test Reviews. Austin, Texas: Pro-Ed.
Nicholson, R. A., & Hogan, R. (1990). The construct validity of social desirability. American Psychologist, 1990, 45,290-292.
Hogan, R., Raskin, R., & Fazzini, D. (1990). The dark side of charisma. In K. E. Clark & M. B. Clark (Eds.). Measures of leadership. Greensboro: Center for Creative Leadership. Pp. 343-354.
Hogan, R. (1991). Personality and personality assessment. In M. D. Dunnette & L. Hough (Eds.), Handbook of industrial and organizational psychology (2nd ed.). Chicago: Rand McNally. Pp. 873-919.
Novacek, J., Raskin, R., & Hogan, R. (1991). Why do adolescents use drugs? Journal of Youth and Adolescence. 20, 475-492.
Raskin, R., Novacek, J., & Hogan, R. Narcissism, self-esteem, and defensive self-enhancement (1991). Journal of Personality, 59, 19-38.
Raskin, R., Novacek, J., & Hogan, R. (1991). Narcissistic self-esteem management. Journal of Personality and Social Psychology, 60, 911-918.
Emler, N., & Hogan, R. (1991). Individualizing conscience: New thoughts and old issues. In W. Kurtines, M. Azmitia, & J. A. Mecham (Eds.) The role of values in psychology and human development.
Hogan, R., & Sloan, T. (1991). Socioanalytic foundations for personality psychology. In A. Stewart, D. J. Ozer, & R. Hogan (Eds.) Perspectives on personality, Vol 3. Greenwich, CT: JAI. Pp. 1-15.
Hogan, R., & Hogan, J. (1991). Personality and status. In D. G. Gilbert & J. J. Conley (Eds.), Personality, social skills, and psychopathology. New York: Plenum. Pp. 137-154.
Kenrick, D., & Hogan, R. (1991) Cognitive psychology. In M. Maxwell (Ed.) The sociobiological imagination. New York: SUNY Press. Pp. 171-186.
Emler, N. P., & Hogan, R. (1992). Moral psychology and public policy. In W. M. Kurtines & J. Gewirtz (Eds.), Handbook of moral behavior and development, Vol III. Hillsdale, NJ: Erlbaum.
Raskin, R., Novacek, J., & Hogan, R. (1992) Drug culture expertise and substance abuse. Journal of Youth and Adolescence, 21, 625-637.
Craik, K. H., Hogan, R., & Wolfe, R.N. (Eds.) Fifty years of personality psychology. NY: Plenum.
Hogan, R. & Hogan, J. (1994). The mask of integrity. In T. R. Sarbin, R. M. Carney, and C. Eoyang (Eds.), Citizen espionage: Studies in trust and betrayal. Westport, CT: Pp. 93-106.
Hogan, R. (1994). Trouble at the top: Causes and consequences of managerial incompetence. Consulting Psychology Journal, 46, 9-15.
Hogan, R., Curphy, G., & Hogan, J. (1994). What we know about leadership. American Psychologist, 49, 493-504.
Hogan, R. & Emler, N. P. (1995). Personality and moral development. In W. Kurtines & J. L. Gewirtz (Eds.), Moral development. NY: McGraw-Hill. Pp. 120-135.
Hogan, R., & Morrison, J. (1995). How to manage creativity. In A. Montuori (Ed.), Create to be free: Essays in honor of Frank Barron. Amsterdam: J.C. Gieben.
Harkness, A. R., & Hogan, R. (1995). Theory and measurement of traits. In J. N. Butcher (Ed.), Practical considerations in clinical psychology assessment. NY: Oxford. Pp. 28-41.
Hogan, R., & Hogan, J. (1995). The Hogan Personality Inventory manual (2nd ed.). Tulsa, OK: Hogan Assessment Systems.
Hogan, R. (1996). A socioanalytic perspective on the Five Factor Model. In J. Wiggins (Ed. ) Theories of the five factor model. New York: Guilford. Pp.163-179.
Hogan, R., and Blake, R. J. (1996). Vocational interest measurement. In K. Murphy (Ed.) Individual differences in behavior in organizations. San Francisco: Jossey-Bass. Pp.89-144.
Hogan, R., Hogan, J., & Roberts, B. W. (1996). Personality measurement and employment decisions. American Psychologist, 51, 469-477.
Hogan, R., & Sinclair, R. (1996). A cumulative science of organizational behavior. Journal of Applied Behavioral Science, 34, 378-389.
Hogan, R., & Hogan, J. (1997). Hogan Development Survey Manual. Tulsa, OK: Hogan Assessment Systems.
Hogan, R., Johnson, J. A., & Briggs, S. R. (Eds.), (1997). Handbook of personality psychology. San Diego, CA: Academic.
Hogan, R., & Hogan, J. (1998). Theoretical frameworks for assessment. In P. R. Jeanneret & R. Silzer (Eds.), Individual Assessment. San Francisco: Jossey Bass.
Hogan, R. (1998). Reinventing personality. Journal of Social and Clinical Psychology, 17, 1-10.
Hogan, R. (1998). New wine for old bottle (Review of J. A. Simpson & D. T. Kenrick, [ Eds.] Evolutionary Social Psychology). Contemporary Psychology, 43, 401-402.
Hogan, R. (1998). What is personality psychology? Psychological Inquiry, 9, 152-153.
Hogan, R., & Shelton, D. (1998). A socioanalytic perspective on job performance. Human Performance, 12, 129-144.
Hogan, R., & Roberts, B. W. (1999). A socioanalytic perspective on person/environment interaction. In W. B. Walsh, K. H. Craik, and R. H. Price (Eds.), New Directions in Person-Environment Psychology. NJ: Erlbaum.
Hogan, R., Hogan, J., & Trickey, G. (1999). The transcendental beauty of a validity coefficient. Selection and Development Review, 15, 3-9.
Hogan, R., Harkness, A., & Lubinski, D. (1999). Personality and individual differences. In K. Pawlik & M. Rosenzweig (Eds.), International Handbook of Psychology. London: Sage.
Hogan, R., & Blake, R. (1999). John Holland’s vocational typology and personality theory. Journal of Vocational Behavior. 55, 41-56.
Hogan, R. (2001). Wittgenstein was right. Psychological Inquiry.
Roberts, B. W., & Hogan, R. (Eds.), (2001) Personality psychology in the workplace. Washington, DC: American Psychological Association.
Hogan, R., & Hogan, J. (2001). Assessing leadership: A view from the dark side. International Journal of Selection and Assessment. 9, 1-12.
Hogan, R., & Smither, R. (2001). Personality: Theories and applications. Boulder, CO: Westview Press.
Hogan, R., & Hogan, J. (2002). Leadership and sociopolitical intelligence. In R. E. Riggio, S. E. Murphy, & F. J. Pirozzolo (Eds.). Multiple intelligences and leadership. San Francisco: Jossey-Bass. (Pp.75-88).
Hogan, R. & Hogan, J. (2002). The Hogan Personality Inventory. In B. De Raad & M. Perugini (Eds.), Big five assessment. The Netherlands: Hogrefe & Huber. Pp. 329-352.
Hogan, R., & Tett, R. (2003). Leadership personality. In R. Fernandez-Ballesteros (Ed.). The encyclopedia of psychological assessment (pp. 548-553). London: Sage.
Hogan, R., and Warrenfeltz, R. W. (2003). Educating the modern manager. Academy of Management Learning and Education, 2, 74-84.
Hogan, R., & Roberts, B. W. (2004). A socioanalytic model of growth. Journal of Career Assessment.
Hogan, R. (2004). Personality psychology for organizational researchers. In B. Schneider & D.B. Smith (Eds.), Personality and organizations. Mahwah, NJ: Erlbaum. Pp. 3-24.
Hogan, R., De Fruyt, F., and Rolland, J.-P. (2005). Validité et utilité des méthodes d’évaluation de la personnalité à des fins de sélection et de développement personnel : Une perspective de psychologie appliquée aux problématiques des entreprises. Psychologie Francaise, (in press).
Hogan, R. (2005). In defense of personality measurement: New wine for old whiners. Human Performance, 18, 331-341.
Hogan, R., & Kaiser, R.B. (2005). What we know about leadership. Review of General Psychology, 9, 169-180.
Hogan, R. (2006). Who wants to be a psychologist? Journal of Personality Assessment, April.
Hogan, R., & Stokes, L. W. (2006). Business susceptibility to consulting fads: The case of emotional intelligence. In K. R. Murphy (Ed.), A critique of emotional intelligence. Mahwah, NJ: Erlbaum. Pp. 263-280.
Hogan, R. (2006). Personality and the fate of organizations. Mahwah, NJ: Erlbaum.
Kaiser, R.B., & Hogan, R. (2007). The dark side of discretion. In R. Hooijberg, J. Hunt, K. Boal, B. Macy, & J. Antonakis (Ed.) Leadership in and of organizations. Amsterdam: Elsevier. Pp. 177-197.
Padilla, A., Hogan, R., & Kaiser, R.B. (2007). The toxic triangle: Destructive leaders, vulnerable followers, and conducive environments. Leadership Quarterly. 18, 176-194.
Johnson, J.A., & Hogan, R. (in press) A socioanalytic view of faking. In R. Griffith (Ed.), A closer
examination of applicant faking. Information Age Publishing.
Hogan, J., Barrett, P., & Hogan, R. (2007). Personality measurement, faking, and employee selection. Journal of Applied Psychology. 92, 1270-1285.
Hogan, R. & Bond, M.H. (2008). Culture and personality. In P. J. Corr & G. Matthews (Eds.), Cambridge University Press Handbook of Personality. Cambridge: Cambridge University Press. Pp. 577-588.
Kaiser, R.B., Hogan, R., & Craig, S.B. (2008). Leadership and the fate of organizations. American Psychologist, 63, 96-110.
Van Vugt, M., & Hogan, R., & Kaiser, R.W. (2008). Leadership and followership: An evolutionary perspective. American Psychologist. 63, 182-196.
Hogan, R., & Benson, M. J. (2009). Personality, leadership, and globalization: Linking personality to global organizational effectiveness. In W. H. Mobley (Ed.) , Advances in global leadership (Vol. 5). New York: Greenleaf.
Hogan, R., & Benson, M.J. (2009). Personality theory and positive psychology: Strategic self- awareness. In R.B. Kaiser (Ed.), The perils of accentuating the positive. Tulsa, OK; Hogan Press. Pp. 115-134.
Hogan, R. (2009). Much ado about nothing: The person-situation debate. Journal of Research in Personality,
Hogan, R., & Bond, M. H. (2009). Culture and personality. In P.J. Corr & G. Matthews (Eds.). The Cambridge handbook of personality psychology. Cambridge: Cambridge University Press. Pp. 577-588.
Hogan, R. & Kaiser, R.B. (2010). Personality. In J.C. Scott & D. H. Reynolds (Eds.), Handbook of workplace assessment. San Francisco: Jossey-Bass. Pp. 81 – 108.
Kaiser, R. B. & Hogan, R. (2010). How to (and how not to) assess the integrity of managers. Consulting Psychology Journal, 62, 216-234.
Hogan, R. & Chamorro-Premuzic, T. Personality and the laws of history. In T. Chamorro- Premuzic (Ed.), The Wiley-Blackwell handbook of individual differences. London: Wiley-Blackwell. Pp 501-521.
Hogan, R., & Chamorro-Premuzic, T. Personality and career success. In L. Cooper & R. Larsen (Eds.), APA handbook of personality and social psychology, Vol III. Washington, DC: American Psychological Association. (in press).
Hogan, R. & Ahmad, G. (2011). Leadership. In T. Chamorro-Premuzic, S. von Stumm, & A. Furnham (Eds), The Wiley-Blackwell Handbook of individual differences. London: Wiley-Blackwell. Pp. 408-426.
Hogan, R., & Chammorro-Premuzic, T. (2011). Personality and the laws of history. In T. Chamorro- Premuzic, s. von Stumm, & A. Furnham (Eds.). The Wiley-Blackwell Handbook of Individual Differences. London: Wiley-Blackwell. Pp. 491 – 511.
Hogan, R., Hogan, J., & Kaiser, R.W. (2011). Management derailment. In S. Zedeck (Ed.), American Psychological Association Handbook of Industrial/Organizational Psychology. Washington, DC: American Psychological Association. Pp. 555-576.
Hogan, R. & Fico, J. (2012). Leadership. In W. K. Campbell & J. Miller (Eds.), The handbook of narcissism and narcissistic personality disorder. New York: Wiley.
Hogan, R. & Judge, T. (in press). Personality and leadership. In M.G. Rumsey (Ed.), The many sides of leadership. Oxford: Oxford University Press.
Hogan, R., & Blickle, G. (2013). Socioanalytic theory. In R. Tett & N. Christiansen (Eds.). Handbook of personality at work. New York: Routledge. Pp. 53-70.
Hogan, R., Kaiser, R.B., & Chamorro-Premuzic, T. (2013). Employability and career success. Industrial and Organizational Psychology, 6, 3 – 16.
Hogan, R., Kaiser, R.B., & Chamorro-Premuzic, T. (2013) An evolutionary view of organizational culture. In B. Schneider & K M. Barbera (Eds.). Oxford handbook of organizational culture and climate. Oxford: Oxford University Press. Pp. 553-568.
Judge, T.A. & Hogan, R. (2013). Fitness, adaptation, and survival: The role of socio-anthropic characteristics, personality, and intelligence in work behavior. In S. Colarelli & R. Arvey (Eds.). Handbook of biological foundations of organizational behavior. Chicago: University of Chicago Press. Pp. 91-118
Hogan, R., & Foster, J. (2016). Rethinking personality. International Journal of Personality Psychology, 2, 37-43.
Blickle, G. & Hogan, R. (2017). Socioanalytic perspective. In V. Zeigler-Hill & T. K. Shackelford (Eds).
Springer-Verlaug Encyclopedia of Personality and Individual Differences. Springer-Verlalug.
Pp. 1-5.
Hogan, R. & Sherman, R. (2017). New(ish) directions for vocational interest research. In C. Nye & J. Rounds (Eds), Vocational interests in the workplace. New York: Routledge (In press).
Hogan, R., Curphy, G., Kaiser, R. B., & Chamorro-Premuzic, T. (2017). Leadership in organizations. In D. Ones, et al (Eds.), Sage Handbook of Industrial, Work, & Organizational Psychology. New York: Sage. Pp. 284-304.
Hogan, R. & Blickle, G. (2018). Socioanalytic theory: Basic concepts, supporting evidence, and practical implications. In V. Zeigler-Hill & TK. Shackleford (Eds.). Sage Handbook of Personality and Individual Differences. New York: Sage. Pp. 110-129.
Blickle, G., & Hogan, R. (2020). Socioanalytic Perspective. In V. Zeigler-Hill, & T. K. Shackelford (Eds.), Encyclopedia of Personality and Individual Differences (pp. 5128-5132). New York: Meteor Springer.
Awards and Recognition
Dr. Hogan was deemed by his peers to be one of the world's greatest living psychologists for his contributions to personality psychology.
In 2020 he was given the RHR International Award for Excellence in Consulting Psychology at the Society of Consulting Psychology (SCP) annual conference on February 8 in Philadelphia, Pennsylvania.[21]
Quotes
"In the 20th century, 167 million people were killed for political reasons, 30 million people were killed by invading armies, 137 million people were killed by their own government. So it really matters who’s in charge. I mean, if you get the wrong people in charge, they’ll kill you." [22]
"From the point of view of a lot of economists, leadership ability is completely fungible, completely interchangeable. It’s simply not true. Some people have a talent for leadership, most people don’t have much talent for leadership, and some people are like Muammar Gaddafi, they’re just actually quite disastrous. And the data shows that the personality of the CEO counts for somewhere between 14 and 17 per cent of the variance in a firm’s performance. So it really matters who’s in charge from a financial point of view.” [23]
“Leadership is all about being able to get people to follow you when they are free to defect. And I can tell you where it is relevant; it has to do with, how do you retain high potentials.Because the high potentials are free to defect. So then leadership becomes absolutely essential to keep them on board, because they can take their act elsewhere. If they’re not free to defect, it’s not leadership, it’s something else. This is why I always say military leadership is an oxymoron.Because in the military, they say‘Do this’ and you say ‘Why’, they say,‘These stripes on my sleeve, that’s why.’ Or, ‘I can have you shot if you don’t do it. That’s why.’ That’s not leadership. That’s just coercion.”[24]
“In the context of human evolution, leadership was an absolutely essential resource for the survival of the group. The best-led groups were the ones that prevailed. The worst-led groups ended up being someone else’s dinner. And my point is, people have built-in, pre-wired cognitive categories that they use to evaluate the leadership potential of other people. Because it was so important in the history of the species, we’re pre-wired to be able to evaluate.[25]
References
- ^ http://www.hoganassessments.com/sites/default/files/Socioanalytic%20Theory%20%282%29.pdf
- ^ https://www.hoganassessments.com/we-dont-build-bridges-from-instinct-an-interview-with-dr-robert-hogan/
- ^ https://info.hoganassessments.com/hubfs/Robert_Hogan_Bio_2016_F.pdf?t=1454360351865&utm_campaign=Personality&utm_source=hs_email&utm_medium=email&utm_content=25809539&_hsenc=p2ANqtz--yWT_P4lRJMaVNZ_ZBX6Lj8eElrX_R12kPpyqg8-VG0qjnI-RDuSz2HD6cK5wl-zyaek_vR4ImAukQGzmIK7hiQeEk-k1ySavsqHwQuIVs6LQSeFI&_hsmi=25809539
- ^ https://info.hoganassessments.com/hubfs/Robert_Hogan_Bio_2016_F.pdf?t=1454360351865&utm_campaign=Personality&utm_source=hs_email&utm_medium=email&utm_content=25809539&_hsenc=p2ANqtz--yWT_P4lRJMaVNZ_ZBX6Lj8eElrX_R12kPpyqg8-VG0qjnI-RDuSz2HD6cK5wl-zyaek_vR4ImAukQGzmIK7hiQeEk-k1ySavsqHwQuIVs6LQSeFI&_hsmi=25809539
- ^ https://info.hoganassessments.com/hubfs/Robert_Hogan_Bio_2016_F.pdf?t=1454360351865&utm_campaign=Personality&utm_source=hs_email&utm_medium=email&utm_content=25809539&_hsenc=p2ANqtz--yWT_P4lRJMaVNZ_ZBX6Lj8eElrX_R12kPpyqg8-VG0qjnI-RDuSz2HD6cK5wl-zyaek_vR4ImAukQGzmIK7hiQeEk-k1ySavsqHwQuIVs6LQSeFI&_hsmi=25809539
- ^ http://www.ok.gov, OK.gov - Oklahoma's Official Website. "Oklahoma Psychologists License Renewal". pay.apps.ok.gov. Retrieved 2016-06-07.
{{cite web}}: External link in|last= - ^ https://info.hoganassessments.com/hubfs/Robert_Hogan_Bio_2016_F.pdf?t=1454360351865&utm_campaign=Personality&utm_source=hs_email&utm_medium=email&utm_content=25809539&_hsenc=p2ANqtz--yWT_P4lRJMaVNZ_ZBX6Lj8eElrX_R12kPpyqg8-VG0qjnI-RDuSz2HD6cK5wl-zyaek_vR4ImAukQGzmIK7hiQeEk-k1ySavsqHwQuIVs6LQSeFI&_hsmi=25809539
- ^ https://info.hoganassessments.com/hubfs/Robert_Hogan_Bio_2016_F.pdf?t=1454360351865&utm_campaign=Personality&utm_source=hs_email&utm_medium=email&utm_content=25809539&_hsenc=p2ANqtz--yWT_P4lRJMaVNZ_ZBX6Lj8eElrX_R12kPpyqg8-VG0qjnI-RDuSz2HD6cK5wl-zyaek_vR4ImAukQGzmIK7hiQeEk-k1ySavsqHwQuIVs6LQSeFI&_hsmi=25809539
- ^ https://info.hoganassessments.com/hubfs/Robert_Hogan_Bio_2016_F.pdf?t=1454360351865&utm_campaign=Personality&utm_source=hs_email&utm_medium=email&utm_content=25809539&_hsenc=p2ANqtz--yWT_P4lRJMaVNZ_ZBX6Lj8eElrX_R12kPpyqg8-VG0qjnI-RDuSz2HD6cK5wl-zyaek_vR4ImAukQGzmIK7hiQeEk-k1ySavsqHwQuIVs6LQSeFI&_hsmi=25809539
- ^ https://info.hoganassessments.com/hubfs/Robert_Hogan_Bio_2016_F.pdf?t=1454360351865&utm_campaign=Personality&utm_source=hs_email&utm_medium=email&utm_content=25809539&_hsenc=p2ANqtz--yWT_P4lRJMaVNZ_ZBX6Lj8eElrX_R12kPpyqg8-VG0qjnI-RDuSz2HD6cK5wl-zyaek_vR4ImAukQGzmIK7hiQeEk-k1ySavsqHwQuIVs6LQSeFI&_hsmi=25809539
- ^ https://info.hoganassessments.com/hubfs/Robert_Hogan_Bio_2016_F.pdf?t=1454360351865&utm_campaign=Personality&utm_source=hs_email&utm_medium=email&utm_content=25809539&_hsenc=p2ANqtz--yWT_P4lRJMaVNZ_ZBX6Lj8eElrX_R12kPpyqg8-VG0qjnI-RDuSz2HD6cK5wl-zyaek_vR4ImAukQGzmIK7hiQeEk-k1ySavsqHwQuIVs6LQSeFI&_hsmi=25809539
- ^ https://info.hoganassessments.com/hubfs/Robert_Hogan_Bio_2016_F.pdf?t=1454360351865&utm_campaign=Personality&utm_source=hs_email&utm_medium=email&utm_content=25809539&_hsenc=p2ANqtz--yWT_P4lRJMaVNZ_ZBX6Lj8eElrX_R12kPpyqg8-VG0qjnI-RDuSz2HD6cK5wl-zyaek_vR4ImAukQGzmIK7hiQeEk-k1ySavsqHwQuIVs6LQSeFI&_hsmi=25809539
- ^ "Team Hogan | Hogan Assessments". www.hoganassessments.com. Retrieved 2016-06-03.
- ^ https://www.peoplemattersglobal.com/article/leadership/top-contributions-of-dr-robert-hogan-in-the-field-of-psychology-20004
- ^ https://www.hoganassessments.com/briefing-socioanalytic-theory/
- ^ https://artsandsciences.utulsa.edu/time-magazine-tu-professor/
- ^ "Why Hogan? | Hogan Assessments". www.hoganassessments.com. Retrieved 2016-06-23.
- ^ Curphy, Gordon; Hogan, Robert (2012-04-26). The Rocket Model: Practical Advice for Building High Performing Teams. Hogan Press. ISBN 9780984096985.
- ^ "APA Membership Types: Fellows". www.apa.org. Retrieved 2016-06-23.
- ^ "SIOP Fellows". www.siop.org. Retrieved 2016-06-23.
- ^ https://www.businesswire.com/news/home/20200218005252/en/Dr.-Robert-Hogan-Receives-RHR-International-Award
- ^ https://www.optimalconsulting.com.sg/FileStore/product/303_Business%20Timess%20Psychologys%20iconoclast.pdf
- ^ https://www.optimalconsulting.com.sg/FileStore/product/303_Business%20Timess%20Psychologys%20iconoclast.pdf
- ^ https://www.optimalconsulting.com.sg/FileStore/product/303_Business%20Timess%20Psychologys%20iconoclast.pdf
- ^ https://www.optimalconsulting.com.sg/FileStore/product/303_Business%20Timess%20Psychologys%20iconoclast.pdf
