A meta‐analytic review of the Big Five personality factors and accident involvement in occupational and non‐occupational settings
01 Sep 2005-Journal of Occupational and Organizational Psychology (John Wiley & Sons, Ltd)-Vol. 78, Iss: 3, pp 355-376
TL;DR: In this article, a meta-analysis of the relationship between accident involvement and the Big Five personality dimensions (extraversion, neuroticism, conscientiousness, agreeableness, and openness) was conducted.
Abstract: Although a number of studies have examined individual personality traits and their influence on accident involvement, consistent evidence of a predictive relationship is lacking due to contradictory findings. The current study reports a meta-analysis of the relationship between accident involvement and the Big Five personality dimensions (extraversion, neuroticism, conscientiousness, agreeableness, and openness). Low conscientiousness and low agreeableness were found to be valid and generalizable predictors of accident involvement, with corrected mean validities of .27 and .26, respectively. The context of the accident acts as a moderator in the personality-accident relationship, with different personality dimensions associated with occupational and non-occupational accidents. Extraversion was found to be a valid and generalizable predictor of traffic accidents, but not occupational accidents. Avenues for further research are highlighted and discussed.
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TL;DR: It is found that job demands such as risks and hazards and complexity impair employees' health and positively relate to burnout and that engagement motivated employees and was positively related to working safely.
Abstract: In this article, we develop and meta-analytically test the relationship between job demands and resources and burnout, engagement, and safety outcomes in the workplace. In a meta-analysis of 203 independent samples (N = 186,440), we found support for a health impairment process and for a motivational process as mechanisms through which job demands and resources relate to safety outcomes. In particular, we found that job demands such as risks and hazards and complexity impair employees' health and positively relate to burnout. Likewise, we found support for job resources such as knowledge, autonomy, and a supportive environment motivating employees and positively relating to engagement. Job demands were found to hinder an employee with a negative relationship to engagement, whereas job resources were found to negatively relate to burnout. Finally, we found that burnout was negatively related to working safely but that engagement motivated employees and was positively related to working safely. Across industries, risks and hazards was the most consistent job demand and a supportive environment was the most consistent job resource in terms of explaining variance in burnout, engagement, and safety outcomes. The type of job demand that explained the most variance differed by industry, whereas a supportive environment remained consistent in explaining the most variance in all industries.
1,294 citations
Cites methods from "A meta‐analytic review of the Big F..."
...Although there have been recent meta-analyses of workplace safety (Christian et al., 2009; Clarke, 2006a; Clarke & Robertson, 2005), the current meta-analysis is the first to utilize the JD-R model....
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TL;DR: This study quantitatively integrates the safety literature by meta-analytically examining person- and situation-based antecedents of safety performance behaviors and safety outcomes (i.e., accidents and injuries).
Abstract: Recent conceptual and methodological advances in behavioral safety research afford an opportunity to integrate past and recent research findings. Building on theoretical models of worker performance and work climate, this study quantitatively integrates the safety literature by meta-analytically examining person- and situation-based antecedents of safety performance behaviors and safety outcomes (i.e., accidents and injuries). As anticipated, safety knowledge and safety motivation were most strongly related to safety performance behaviors, closely followed by psychological safety climate and group safety climate. With regard to accidents and injuries, however, group safety climate had the strongest association. In addition, tests of a meta-analytic path model provided support for the theoretical model that guided this overall investigation. The implications of these findings for advancing the study and management of workplace safety are discussed.
1,281 citations
Cites background from "A meta‐analytic review of the Big F..."
...Additionally, though previous studies have summarized aspects of this literature (Clarke, 2006a; Clarke & Robertson, 2005), these efforts have not integrated the array of situational and individual antecedents to safety nor have they attended to levels-of-analysis issues that have implications for…...
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...Moreover, extraversion has been found to be unrelated to accidents (e.g., Clarke & Robertson, 2005)....
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...Conceptualizing Workplace Safety One shortcoming in the safety literature is a lack of clear and consistent construct definitions and conceptualizations, both on the predictor and criterion sides (cf. Clarke & Robertson, 2005)....
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...As noted by Clarke and Robertson (2005) in their meta-analysis of personality and accidents, the Big Five is useful for providing order to a disordered literature....
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...Further, in their meta-analysis, Clarke and Robertson (2005) found that neuroticism had a negligible relationship with accidents....
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TL;DR: An expanded meta-analysis on the relationship between age and job performance that includes 10 dimensions of job performance shows that although age was largely unrelated to core task performance, creativity, and performance in training programs, it demonstrated stronger relationships with the other 7 performance dimensions.
Abstract: Previous reviews of the literature on the relationship between age and job performance have largely focused on core task performance but have paid much less attention to other job behaviors that also contribute to productivity. The current study provides an expanded meta-analysis on the relationship between age and job performance that includes 10 dimensions of job performance: core task performance, creativity, performance in training programs, organizational citizenship behaviors, safety performance, general counterproductive work behaviors, workplace aggression, on-the-job substance use, tardiness, and absenteeism. Results show that although age was largely unrelated to core task performance, creativity, and performance in training programs, it demonstrated stronger relationships with the other 7 performance dimensions. Results also highlight that the relationships of age with core task performance and with counterproductive work behaviors are curvilinear in nature and that several sample characteristics and data collection characteristics moderate age-performance relationships. The article concludes with a discussion of key research design issues that may further knowledge about the age-performance relationship in the future.
1,000 citations
Cites background from "A meta‐analytic review of the Big F..."
...This performance dimension is particularly important in industries that require employee contact with hazardous materials, operation of heavy machinery, and extensive highway driving (Clarke & Robertson, 2005)....
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...These included, for instance, reference lists from meta-analyses on OCB (LePine et al., 2002), absence (Martocchio, 1989), task performance (Judge, Thoresen, Bono, & Patton, 2001), work injuries (Clarke & Robertson, 2005), and counterproductive work behavior (Dalal, 2005)....
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TL;DR: Support was found for the study's hypotheses linking organizational safety climate to employee safety compliance and participation, with the latter demonstrating the stronger relationship; however, the subsequent links to accident involvement were found to be weak, suggesting limited support for a fully mediated model.
Abstract: The current study used meta-analysis to examine the criterion-related validity of the relationships between safety climate, safety performance (participation and compliance), and occupational accidents and injuries. Support was found for the study's hypotheses linking organizational safety climate to employee safety compliance and participation, with the latter demonstrating the stronger relationship; however, the subsequent links to accident involvement were found to be weak, suggesting limited support for a fully mediated model. The relationship between safety climate and accident involvement was found to be moderated by the study design, such that only prospective designs, in which accidents were measured following the measurement of safety climate, demonstrated validity generalization. The implications of the findings and suggestions for further research are discussed.
802 citations
TL;DR: A meta-analysis on the relationships between organizational tenure and three broad classes of job behaviors, including core-task behaviors, citizenship behaviors, and counterproductive behaviors, was conducted by.
390 citations
Cites background from "A meta‐analytic review of the Big F..."
...It is unfortunate that there were no estimates of average reliability for organizational records of lateness and occupational accidents, even in recent meta-analyses examining these variables (Clarke & Robertson, 2005; Koslowsky, Sagie, Krausz, & Singer, 1997; Lau, Au, & Ho, 2003)....
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References
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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).
Abstract: This study 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). Results indicated that one dimension of personality, Conscientiousness, showed consistent relations with all job performance criteria for all occupational groups. For the remaining personality dimensions, the estimated true score correlations varied by occupational group and criterion type. Extraversion was a valid predictor for two occupations involving social interaction, managers and sales (across criterion types). Also, both Openness to Experience and Extraversion were valid predictors of the training proficiency criterion (across occupations). Other personality dimensions were also found to be valid predictors for some occupations and some criterion types, but the magnitude of the estimated true score correlations was small (ρ < .10). Overall, the results illustrate the benefits of using the 5-factor model of personality to accumulate and communicate empirical findings. The findings have numerous implications for research and practice in personnel psychology, especially in the subfields of personnel selection, training and development, and performance appraisal.
8,018 citations
TL;DR: In this paper, the auteur discute un modele a cinq facteurs de la personnalite qu'il confronte a d'autres systemes de the personNalite and don't les correlats des dimensions sont analyses.
Abstract: L'auteur discute un modele a cinq facteurs de la personnalite qu'il confronte a d'autres systemes de la personnalite et dont les correlats des dimensions sont analyses ainsi que les problemes methodologiques
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TL;DR: A number of apparently diverse personality scales—variously called trait anxiety, neuroticism, ego strength, general maladjustment, repression-sensitization, and social desirability—are reviewed and are shown to be in fact measures of the same stable and pervasive trait.
Abstract: A number of apparently diverse personality scales—variously called trait anxiety, neuroticism, ego strength, general maladjustment, repression-sensitization, and social desirability—are reviewed and are shown to be in fact measures of the same stable and pervasive trait. An integrative interpretation of the construct as Negative Affectivity (NA) is presented. Extensive data indicate that high-NA individuals are more likely to experience discomfort at all times and across situations, even in the absence of overt stress. They are relatively more introspective and tend differentially to dwell on the negative side of themselves and the world. Further research is needed to explain the origins of NA and to elucidate the characteristics of low-NA individuals. Rorer and Widiger (1983) recently bemoaned that in the field of personality "literature reviews appear to be disparate conglomerations rather than cumulative or conclusive integrations" (p. 432). We intend this review to be an exception to this discouraging statement. Distinct and segregated literatures have developed around a number of specific personality measures that, despite dissimilar names, nevertheless intercorrelate so highly that they must be considered measures of the same construct. Following Tellegen (1982), we call this construct Negative Affectivity (NA) and present a comprehensive view of the trait that integrates data from a wide variety of relevant research. We are not the first to note this broad and pervasive personality trait. The Eysencks, for example, (e.g. Eysenck & Eysenck, 1968) have done extensive research in the area, traditionally calling the dimension "Neuroticism," although in their most recent revision (Eysenck & Eysenck, 1975) they suggest a label, "emotionality," that is similar to our own. Nonetheless, in discussing the relation between our interpretation and previous views of the domain, we argue for the preferability of our term, Negative Affectivity. We also present
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TL;DR: This personal historical article traces the development of the Big-Five factor structure, whose growing acceptance by personality researchers has profoundly influenced the scientific study of individual differences.
Abstract: This personal historical article traces the development of the Big-Five factor structure, whose growing acceptance by personality researchers has profoundly influenced the scientific study of individual differences. The roots of this taxonomy lie in the lexical hypothesis and the insights of Sir Francis Galton, the prescience of L. L. Thurstone, the legacy of Raymond B. Cattell, and the seminal analyses of Tupes and Christal. Paradoxically, the present popularity of this model owes much to its many critics, each of whom tried to replace it, but failed. In reaction, there have been a number of attempts to assimilate other models into the five-factor structure. Lately, some practical implications of the emerging consensus can be seen in such contexts as personnel selection and classification.
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TL;DR: Results demonstrate the importance of including different types of health measures in health psychology research, and indicate that self-report health measures reflect a pervasive mood disposition of negative affectivity (NA), which will act as a general nuisance factor in health research.
Abstract: Most current models in health psychology assume that stress adversely affects physical health. We re-examined this assumption by reviewing extensive data from the literature and from six samples of our own, in which we collected measures of personality, health and fitness, stress, and current emotional functioning. Results indicate that self-report health measures reflect a pervasive mood disposition of negative affectivity (NA); self-report stress scales also contain a substantial NA component. However, although NA is correlated with health compliant scales, it is not strongly or consistently related to actual, long-term health status, and thus will act as a general nuisance factor in health research. Because self-report measures of stress and health both contain a significant NA component, correlations between such measures likely overestimate the true association between stress and health. Results demonstrate the importance of including different types of health measures in health psychology research.
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