Showing papers by "Murray R. Barrick published in 2000"
TL;DR: This paper used data from 45 production teams (626 individuals) and their supervisors to test hypotheses related to team structure and found that for teams engaged primarily in conceptual tasks, interdependence was important.
Abstract: The authors used data from 45 production teams (626 individuals) and their supervisors to test hypotheses related to team structure. For teams engaged primarily in conceptual tasks, interdependence...
767 citations
TL;DR: In this paper, the authors determine whether empirically keyed, cross-validated biodata scales accounted for incremental variance over that accounted for by the five factor model (FFM) of personality and GMA predictors.
Abstract: The major purpose of this study was to determine whether empirically keyed, cross-validated biodata scales accounted for incremental variance over that accounted for by the five factor model (FFM) of personality and GMA predictors. A concurrent validation study was employed using 376 employees in a clerical job (222 in the developmental sample and 154 in the cross-validation sample). Results for the cross-validation sample provided support for the hypothesis that biodata predictors accounted for substantial incremental variance beyond that accounted for by the FFM predictors and GMA for 3 of the 4 criteria. Support was also found for the hypothesized zero-order correlations between GMA, FFM, and biodata predictors and the 4 criteria. Theoretical and practical implications are discussed.
144 citations
TL;DR: This article investigated whether interviewers can assess Big Five personality traits during a job interview and found that although interviewers assess personality during the interview, they are not able to assess those traits that would best predict later job success.
Abstract: This study investigated whether interviewers can assess Big Five personality traits during a job interview Four raters (self, interviewer, friend, and stranger) assessed the applicant's personality Results from ratings for 73 applicants demonstrated that interviewer ratings of applicant personality correlate higher with self-ratings (r= 28) than do stranger ratings (r= 09) but less than ratings from close friends (r= 39) However, correlations between interviewer ratings and self-ratings were smaller for the two job-relevant personality traits, Conscientiousness (r= 16, ns) and Emotional Stability (r= 17, ns) than for the other three personality traits Variance in ratings suggested the applicants managed their self-presentation on these two traits during the interview Thus, although interviewers can and do assess personality during the interview, they are not able to assess those traits that would best predict later job success Finally, the moderating effect of interview design (ie, structure and content) was assessed The results revealed that job-relevant interviews, situational interviews, and behavioral interviews did not affect an interviewer's ability to assess personality Although there was a small (positive) effect for more structured interviews, this affect was modest The results of this study suggest that future research should examine whether the interview can be designed to assess personality directly, and what the gains to predictive validity are by doing so
138 citations