Author
Beng-Chong Lim
Other affiliations: Singapore Ministry of Defence, Nanyang Technological University, United Kingdom Ministry of Defence
Bio: Beng-Chong Lim is an academic researcher from University of Maryland, College Park. The author has contributed to research in topics: Personality & Big Five personality traits. The author has an hindex of 9, co-authored 11 publications receiving 3524 citations. Previous affiliations of Beng-Chong Lim include Singapore Ministry of Defence & Nanyang Technological University.
Papers
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University of Maryland, College Park1, Queen's University2, Cornell University3, University of Minnesota4, Nanyang Technological University5, McKinsey & Company6, Koç University7, Jacobs University Bremen8, University of Minho9, The Chinese University of Hong Kong10, Indian Institute of Management Ahmedabad11, Pontifical Catholic University of Peru12, University of Valencia13, Johannes Kepler University of Linz14, Victoria University of Wellington15, Hungarian Academy of Sciences16, National and Kapodistrian University of Athens17, La Trobe University18, University of Melbourne19, Sungkyunkwan University20, ESSEC Business School21, University of San Diego22, Katholieke Universiteit Leuven23, University of Patras24, Human Sciences Research Council25, ODESSA26, University of Tartu27, Norwegian School of Economics28, University of Koblenz and Landau29, University of Sussex30, University of Sindh31, Gakushuin University32, University of Groningen33, University of Tokyo34
TL;DR: The differences across cultures in the enforcement of conformity may reflect their specific histories and advances knowledge that can foster cross-cultural understanding in a world of increasing global interdependence and has implications for modeling cultural change.
Abstract: With data from 33 nations, we illustrate the differences between cultures that are tight (have many strong norms and a low tolerance of deviant behavior) versus loose (have weak social norms and a high tolerance of deviant behavior). Tightness-looseness is part of a complex, loosely integrated multilevel system that comprises distal ecological and historical threats (e.g., high population density, resource scarcity, a history of territorial conflict, and disease and environmental threats), broad versus narrow socialization in societal institutions (e.g., autocracy, media regulations), the strength of everyday recurring situations, and micro-level psychological affordances (e.g., prevention self-guides, high regulatory strength, need for structure). This research advances knowledge that can foster cross-cultural understanding in a world of increasing global interdependence and has implications for modeling cultural change.
1,895 citations
TL;DR: In this paper, the authors conducted a field study of 71 action teams to examine the relationship between team mental model similarity and accuracy and the performance of real-world teams, using Pathfinder to operationalize team members' taskwork mental models and teamwork mental models (describing team procedures, tasks, and equipment).
Abstract: Summary We conducted a field study of 71 action teams to examine the relationship between team mental model similarity and accuracy and the performance of real-world teams. We used Pathfinder to operationalize team members’ taskwork mental models (describing team procedures, tasks, and equipment) and teamwork mental models (describing team interaction processes) and examined team performance as evaluated by expert team assessment center raters. Both taskwork mental model and teamwork mental model similarity predicted team performance. Team mental model accuracy measures were also predictive of team performance. We discuss the implications of our findings and directions for future research. Copyright # 2006 John Wiley & Sons, Ltd.
588 citations
TL;DR: In this article, the authors hypothesized that individuals' demographic characteristics, values, and personality influence their acquisition of central positions in their teams' social networks, and found that individuals who were highly educated and low in neuroticism became high in advice and friendship centrality, while low in adversarial centrality.
Abstract: Drawing on social exchange and similarity-attraction theories, we hypothesized that individuals' demographic characteristics, values, and personality influence their acquisition of central positions in their teams' social networks. Education and neuroticism predicted centrality five months later; individuals who were highly educated and low in neuroticism became high in advice and friendship centrality and low in adversarial centrality. Team members' values similarity to their teammates also predicted advice and friendship centrality; demographic similarity had limited effects.
477 citations
TL;DR: This study examined the 5-factor model of personality, transformational leadership, and team performance under conditions similar to typical and maximum performance contexts and found that neuroticism and agreeableness were negatively related totransformational leadership ratings.
Abstract: This study examined the 5-factor model of personality, transformational leadership, and team performance under conditions similar to typical and maximum performance contexts. Data were collected from 39 combat teams from an Asian military sample (N = 276). Results found that neuroticism and agreeableness were negatively related to transformational leadership ratings. Team performance ratings correlated at only.18 across the typical and maximum contexts. Furthermore, transformational leadership related more strongly to team performance in the maximum rather than the typical context. Finally, transformational leadership fully mediated the relationship between leader personality and team performance in the maximum context but only partially mediated the relationship between leader personality and team performance in the typical context. The Discussion section focuses on how these findings, although interesting, need to be replicated with different designs, contexts, and measures.
440 citations
TL;DR: The authors used structural equation modeling to test the distinction between typical and maximum criteria with ratings of transformational leadership performance, and examined whether the criterion-related validities of the five factor model differ for the two types of criteria.
Abstract: The study tests the distinction between typical and maximum criteria with ratings of transformational leadership performance, and examines whether the criterion-related validities of the five factor model differ for the two types of criteria. Using an East Asian military sample (n= 1,259) where multiple ratings of typical and maximum performance were obtained from different sources, we used structural equation modeling to test the typical/maximum performance distinction. Results found that typical and maximum performance are different latent constructs and that this distinction is present even after considering rating method factors (i.e., rater source, time). The importance of this distinction is shown by the fact that validities for the personality constructs were not equally predictive of both criteria: Openness was most predictive of maximum performance, Neuroticism was most predictive of typical performance, and Extroversion was predictive of both. By distinguishing typical from maximum performance constructs, relationships between personality and transformational leadership were found to be stronger than previous research suggested.
181 citations
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28 Jul 2005
TL;DR: PfPMP1）与感染红细胞、树突状组胞以及胎盘的单个或多个受体作用，在黏附及免疫逃避中起关键的作�ly.
Abstract: 抗原变异可使得多种致病微生物易于逃避宿主免疫应答。表达在感染红细胞表面的恶性疟原虫红细胞表面蛋白1（PfPMP1）与感染红细胞、内皮细胞、树突状细胞以及胎盘的单个或多个受体作用，在黏附及免疫逃避中起关键的作用。每个单倍体基因组var基因家族编码约60种成员，通过启动转录不同的var基因变异体为抗原变异提供了分子基础。
18,940 citations
New York University1, University of Chicago2, Mackenzie Presbyterian University3, Middlesex University4, University of Kent5, Nicolaus Copernicus University in Toruń6, Harvard University7, Yale University8, Stanford University9, Northwestern University10, University of Sussex11, Utrecht University12, University of California, San Diego13, University of Maryland, College Park14, McGovern Institute for Brain Research15, University of Queensland16, University of Michigan17, California Institute of Technology18, Lehigh University19, University of Regina20, University of Oregon21, Ohio State University22, Massachusetts Institute of Technology23, University of St Andrews24, University of Cambridge25, University of British Columbia26, University of Illinois at Chicago27, University of California, Berkeley28, Carleton University29, VU University Amsterdam30, Cornell University31
TL;DR: Evidence from a selection of research topics relevant to pandemics is discussed, including work on navigating threats, social and cultural influences on behaviour, science communication, moral decision-making, leadership, and stress and coping.
Abstract: The COVID-19 pandemic represents a massive global health crisis. Because the crisis requires large-scale behaviour change and places significant psychological burdens on individuals, insights from the social and behavioural sciences can be used to help align human behaviour with the recommendations of epidemiologists and public health experts. Here we discuss evidence from a selection of research topics relevant to pandemics, including work on navigating threats, social and cultural influences on behaviour, science communication, moral decision-making, leadership, and stress and coping. In each section, we note the nature and quality of prior research, including uncertainty and unsettled issues. We identify several insights for effective response to the COVID-19 pandemic and highlight important gaps researchers should move quickly to fill in the coming weeks and months.
3,223 citations
TL;DR: The authors developed and tested a theory-based measure of authentic leadership using five separate samples obtained from China, Kenya, and the United States, and found a positive relationship between authentic leadership and supervisor-rated performance.
2,399 citations