Timothy A. Judge

TL;DR: In this article, the authors comprehensively summarize previously published meta-analyses on (a) the optimal and unit-weighted multiple correlations between the Big Five personality dimensions and behaviors in organizations, including job performance; (b) generalizable bivariate relationships of Conscientiousness and its facets (e.g., achievement orientation, dependability, cautiousness) with job performance constructs; (c) the validity of compound personality measures; and (d) incremental validity of personality measures over cognitive ability.

TL;DR: A model specifying the dynamic, emotion-based relationships among challenge and hindrance stressors and citizenship and counterproductive behaviors showed that challenge stressors had offsetting indirect links with citizenship behaviors through attentiveness and anxiety and a positive indirect effect on counterproductive behaviors through anxiety.

TL;DR: The role of social and situational influences in the performance-rating process has received relatively little research attention as mentioned in this paper, yet merits increased attention. Although there has been acknowledgements of acknowledgm...

TL;DR: The authors developed and tested an interactionist model governing the degree to which five-factormodel personality traits are related to job performance and found that personality traits were more predictive of performance for jobs in which the process by which the work was done represented weak situations (e.g., work was unstructured, employee had discretion to make decisions).

TL;DR: There has been a growing body of literature that examines the relationships among some of psychology's most studied traits (Neuroticism, self-esteem, and locus of control).