facets; (2) ‘Resilients’ who had higher than average scores on extra- version and work energy facets and lower than average scores on aggression and sensation seeking; (3) ‘Undercontrolled’ who had higher than average scores on restlessness, aggressiveness, exhibi- tionism, sociablity and sensation seeking facets; (4) ‘Neurotics’ who had higher than average scores on anger and hostility and lower than average scores on extraversion and work energy; (5) ‘Calm’ who had lower than average scores on aggressiveness, sensation seeking and depression facets. The proportion of ‘Undercontrolled’ and of ‘Neurotic’ were significantly higher among Hungarians than among Catalans, whereas the proportion of the ‘Calm’ individuals were higher among Catalans. http://dx.doi.org/10.1016/j.paid.2013.07.103 Physiology and job fit: The impact of prenatal hormones on talent and career D. Derval, J. Bremer, F. Zhou International School of Management, The Netherlands The objective of this study was to evaluate the impact of prenatal hormones on talent and career, and understand how physiology can influence job fit. Eight hundred women and eight hundred men par- ticipated in this study, measuring their digit ratio, hormonal quotient (HQ), and answering questions about their hobbies and occupation. Six dimensions linked to physiology, and critical when considering or pursuing a job, emerged: movement, interaction, competition, rec- ognition, structure, and collaboration. Further analysis showed that depending on their hormonal quotient men and women were more likely to embrace specific hobbies and occupations. Marketers, researchers, and graphic designers were for instance more repre- sented among men and women with an estrogen hormonal quotient and editors, bankers, and technicians among men and women with a testosterone hormonal quotient. Prenatal hormones impact career choices. Physiology influences the decision criteria when considering a job. Individuals with similar occupations tend to have the same HQ. http://dx.doi.org/10.1016/j.paid.2013.07.104 Predicting multiple criteria of criminal behavior with HEXACO domains and facets B. Petrovic, J. Medjedovic, M. Savic, J. Zeleskov-Djoric Institute of Criminological and Sociological Research, Belgrade, Serbia HEXACO model, a novel lexical model of personality, can be par- ticularly useful for determining the personality dispositions toward criminal behavior. HEXACO-PI-R inventory was used to predict mul- tiple criteria of criminal behavior (number of offenses, number of verdicts and criminal-legal recidivism) in the sample of male con- victs from two penal institutions in Serbia (N = 181; mean age 36.3; SD = 9.7). Data analysis was done using the multiple linear regressions, on the domains level and on the level of facets, sepa- rately. On the domains level traits, only one of the obtained regres- sion functions is statistically significant, with criminal-legal recidivism as criteria; Agreeableness and Conscientiousness are most important predictors. On facets level traits, all three regression functions are significant. Fairness, Gentleness, Organization and Cre- ativity, all with negative beta ponders, have the most important role in this regression models. Results suggest that analyses on facets- level, rather than on domains-level, are more useful for understand- ing criminal behavior. http://dx.doi.org/10.1016/j.paid.2013.07.105 Predicting performance at call-centres: Work climate, exercise frequency and temperance A. Nima, T. Archer, D. Garcia University of Gothenburg, Sweden Background: Most call-centres define performance as the percent- age of the scheduled ‘‘time on the phone’’. This type of work design imply unfavourable working conditions, e.g., affecting learning how to cope with the rapid changes in working life. Method: A total of 106 agents reported their perceptions about their work climate along self-reports of well-being, positive indi- vidual characteristics (e.g., virtues and strengths of character) and frequency of physical activity. Performance was measured each day over a six-month period by the same program handling the calls. Results: Even when controlling for work climate variables and well-being, high performance was predicted by the virtues of Tem- perance and Wisdom and also exercise frequency. Conclusions: The study highlights the importance of strengths of character such as self-control, prudence and humility (i.e., the virtue of Temperance) among call centre agents, and also the effect of fre- quent physical exercise on performance in this type of working environment. http://dx.doi.org/10.1016/j.paid.2013.07.106 Predicting performance with contextualized inventories – Two field studies yielding different results D.J. Holtrop, M. Born, R.E. De Vries, A. De Vries VU University/NOA, The Netherlands A recent meta-analysis (Schaffer & Postlethwaite, 2012) showed that contextualized personality inventories have incremental pre- dictive validity over generic inventories when predicting perfor- mance. We conducted two studies investigating the differences between two contextualization types: adding an ‘at work’/‘at school’ tag to items versus completely modifying items to the applicable context. The first study focused on a work context, using supervisory performance ratings (n = 139). The second focused on a school context, using actual GPA (n = 531). All participants filled in a generic, tagged and completely modified personality inventory. The participants also gave participant reactions for each personality inventory, rating the inventory types on liking, face validity and perceived predictive validity. We expected to find incremental validity for the tagged inventory and the completely modified inventory, for predicting performance. However, this hypothesis was only confirmed in the school context. Participants reactions improved for the tagged inventories and even more for the com- pletely modified inventories. http://dx.doi.org/10.1016/j.paid.2013.07.107 Prediction of non-verbal behaviour: Incremental validity of implicit measures L. Lazarevic, G. Knezevic Institute of Psychology, Belgrade, Serbia Recent literature reports that implicit measures have incremen- tal predictive validity in assessment of non-verbal behaviour. On a sample of 99 university students at Belgrade University, Big Five traits were assessed based on non-verbal behaviour during struc- tured interview. From verbal outputs collected in interview and processed by LIWC2007 software, linguistic implicit measures assessing Big Five were extracted. To assess incremental validity S40 Abstracts / Personality and Individual Differences 60 (2014) S24–S47 View publication stats View publication stats