Murray R. Barrick

TL;DR: In this article, the authors investigated the relation of the Big Five personality dimensions (extraversion, emotional stability, Agreeableness, Conscientiousness, and Openness to Experience) to three job performance criteria (job proficiency, training proficiency, and personnel data) for five occupational groups (professionals, police, managers, sales, and skilled/semi-skilled).

TL;DR: In this article, the authors quantitatively summarize the results of 15 prior meta-analytic studies that have investigated the relationship between the Five Factor Model (FFM) personality traits and job performance.

TL;DR: This article investigated the relationship of traits from the 5factor model of personality (often termed the "Big Five") and general mental ability with career success and found that conscientiousness positively predicted intrinsic and extrinsic career success.

TL;DR: In this paper, the authors examined relationships among team composition (ability and personality), team process (social cohesion), and team outcomes (team viability and team performance) and found that teams higher in general mental ability (GMA), conscientiousness, agreeableness, extraversion, and emotional stability received higher supervisor ratings for team performance.

TL;DR: In this paper, the authors investigated the moderating role of autonomy on the relationship between the Big Five personality dimensions and supervisor ratings of job performance and found that conscientiousness and extraversion were significantly related to job performance.