M
Murray R. Barrick
Researcher at Texas A&M University
Publications - 75
Citations - 28358
Murray R. Barrick is an academic researcher from Texas A&M University. The author has contributed to research in topics: Personality & Big Five personality traits. The author has an hindex of 51, co-authored 74 publications receiving 26478 citations. Previous affiliations of Murray R. Barrick include University of Iowa & Michigan State University.
Papers
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The Theory of Purposeful Work Behavior: The Role of Personality, Higher-Order Goals, and Job Characteristics
TL;DR: The theory of purposeful work behavior as mentioned in this paper integrates higher-order implicit goals with principles derived from the Five-Factor Model (FFM) of personality and the expanded job characteristics model to explain how traits and job characteristics jointly and interactively influence work outcomes.
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Interactive effects of personality and perceptions of the work situation on workplace deviance.
TL;DR: The authors found support for the hypothesis that positive perceptions of the work situation are negatively related to workplace deviance and consistent with hypotheses, the personality traits of conscientiousness, emotional stability, and agreeableness moderated this relationship.
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Effects of impression management and self-deception on the predictive validity of personality constructs.
TL;DR: Results from structural equations modeling indicated that applicants did distort their scores on both personality dimensions and the distortion occurred both through self-deception and impression management; however, neither type of distortion attenuated the predictive validities of either personality construct.
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Yes, Personality Matters: Moving on to More Important Matters
TL;DR: In this paper, the authors argue that "Personality matters" are moving on to more important matters and "more important matters" should be more important than "personality matters".
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Meta‐analysis of the relationship between the five‐factor model of personality and holland's occupational types
TL;DR: In this paper, the authors examine the nature and magnitude of the relationship between two widely accepted models for classifying individual differences, the 5-factor model of personality and Holland's RI-ASEC occupational types.