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Journal Article•DOI•

Autonomy as a moderator of the relationships between the Big Five personality dimensions and job performance.

Murray R. Barrick1, Michael K. Mount•
College of Business Administration1
01 Feb 1993-Journal of Applied Psychology (American Psychological Association)-Vol. 78, Iss: 1, pp 111-118
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.
Abstract: In this study we investigated the moderating role of autonomy on the relationships between the Big Five personality dimensions and supervisor ratings of job performance. On the basis of data from 146 managers, results indicated that two dimensions of personality, Conscientiousness (r =.25) and Extraversion (r =.14), were significantly related to job performance. Consistent with our expectations, the validity of Conscientiousness and Extraversion was greater for managers in jobs high in autonomy compared with those in jobs low in autonomy. The validity of Agreeableness was also higher in high-autonomy jobs compared with low-autonomy ones, but the correlation was negative
Citations
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Journal Article•DOI•
The job satisfaction-job performance relationship: a qualitative and quantitative review.

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Timothy A. Judge, Carl J. Thoresen, Joyce E. Bono, Gregory K. Patton
01 May 2001-Psychological Bulletin
TL;DR: A qualitative and quantitative review of the relationship between job satisfaction and job performance is provided and an agenda for future research on the satisfaction-performance relationship is provided.
Abstract: A qualitative and quantitative review of the relationship between job satisfaction and job performance is provided. The qualitative review is organized around 7 models that characterize past research on the relationship between job satisfaction and job performance. Although some models have received more support than have others, research has not provided conclusive confirmation or disconfirmation of any model, partly because of a lack of assimilation and integration in the literature. Research devoted to testing these models waned following 2 meta-analyses of the job satisfaction-job performance relationship. Because of limitations in these prior analyses and the misinterpretation of their findings, a new meta-analysis was conducted on 312 samples with a combined N of 54,417. The mean true correlation between overall job satisfaction and job performance was estimated to be .30. In light of these results and the qualitative review, an agenda for future research on the satisfaction-performance relationship is provided.

4,107 citations

Cites background or result from "Autonomy as a moderator of the rela..."

  • ..., job performance ) , resulting in higher attitude - behavior correlations ( Barrick & Mount , 1993 ; Herman , 1973 ) ....

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  • ...This is consistent with our results with respect to job complexity , as well as related arguments with respect to personality ( Barrick & Mount , 1993 ) ....

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Journal Article•DOI•
Relationship of core self-evaluations traits--self-esteem, generalized self-efficacy, locus of control, and emotional stability--with job satisfaction and job performance: a meta-analysis.

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Timothy A. Judge1, Joyce E. Bono•
University of Iowa1
01 Feb 2001-Journal of Applied Psychology
TL;DR: Meta-analytic results of the relationship of 4 traits--self-esteem, generalized self-efficacy, locus of control, and emotional stability (low neuroticism) with job satisfaction and job performance suggest that these traits are among the best dispositional predictors of job satisfactionand job performance.
Abstract: Recently, Judge, Locke, and Durham (1997) proposed a higher order construct they termed core self-evaluations or, more simply, positive self-concept. According to Judge et al. (1997), this construct is a broad dispositional trait that is indicated by four more specific traits—self-esteem, generalized self-efficacy, locus of control, and emotional stability (low neuroticism). The core selfevaluations construct was originally proposed as a potential explanatory variable in the dispositional source of job satisfaction. Subsequently, Judge and colleagues also have argued that the construct should be related to work motivation and, ultimately, to job performance (Judge, Erez, & Bono, 1998). Investigations of a link between core self-evaluations and job performance, however, are lacking. Despite a lack of studies linking the core self-evaluations factor to job satisfaction and, especially, to job performance, three of the core traits (self-esteem, locus of control, and emotional stability) appear to be the most widely studied personality traits in personality and applied psychology.1 Yet, with the exception of emotional stability and job performance, we have found no metaanalyses of the relationship between any of these traits with either job satisfaction or job performance.2 Thus, the purpose of the present study is to provide a quantitative review of the literature that examines the relationship of the four core self-evaluation traits with job satisfaction and job performance. This study determines whether general relationships exist and, if so, what the magnitudes of these relationships are. In the next section, we provide a brief review of the four traits and discuss the possible relationship of these traits with both job satisfaction and job performance.

3,197 citations

Journal Article•DOI•
Work engagement: a quantitative review and test of its relations with task and contextual performance

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Michael S. Christian1, Adela S. Garza2, Jerel E. Slaughter3•
University of North Carolina at Chapel Hill1, Michigan State University2, University of Arizona3
01 Mar 2011-Personnel Psychology
TL;DR: In this article, the authors identify an agreed-upon definition of engagement, investigate its uniqueness, and clarify its nomological network of constructs using a conceptual framework based on Macey and Schneider (2008).
Abstract: Many researchers have concerns about work engagement's distinction from other constructs and its theoretical merit. The goals of this study were to identify an agreed-upon definition of engagement, to investigate its uniqueness, and to clarify its nomological network of constructs. Using a conceptual framework based on Macey and Schneider (2008; Industrial and Organizational Psychology, 1, 3–30), we found that engagement exhibits discriminant validity from, and criterion related validity over, job attitudes. We also found that engagement is related to several key antecedents and consequences. Finally, we used meta-analytic path modeling to test the role of engagement as a mediator of the relation between distal antecedents and job performance, finding support for our conceptual framework. In sum, our results suggest that work engagement is a useful construct that deserves further attention.

2,170 citations

Journal Article•DOI•
Beyond Money Toward an Economy of Well-Being

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Ed Diener1, Martin E. P. Seligman2•
University of Illinois at Urbana–Champaign1, University of Pennsylvania2
01 Jul 2004-Psychological Science in the Public Interest
TL;DR: It is argued that economic indicators were extremely important in the early stages of economic development, when the fulfillment of basic needs was the main issue and differences in well-being are less frequently due to income, and are more frequentlyDue to factors such as social relationships and enjoyment at work.
Abstract: Policy decisions at the organizational, corporate, and governmental levels should be more heavily influenced by issues related to well-being—people’s evaluations and feelings about their lives. Domestic policy currently focuses heavily on economic outcomes, although economic indicators omit, and even mislead about, much of what society values. We show that economic indicators have many shortcomings, and that measures of well-being point to important conclusions that are not apparent from economic indicators alone. For example, although economic output has risen steeply over the past decades, there has been no rise in life satisfaction during this period, and there has been a substantial increase in depression and distrust. We argue that economic indicators were extremely important in the early stages of economic development, when the fulfillment of basic needs was the main issue. As societies grow wealthy, however, differences in well-being are less frequently due to income, and are more frequently due to factors such as social relationships and enjoyment at work.

2,114 citations

Cites background from "Autonomy as a moderator of the rela..."

  • ...Furthermore, studies reveal that experiencing more positive emotions on the job is associated with both better performance and higher levels of organizational citizenship (e.g., Barrick & Mount, 1993; Deluga & Mason, 2000; George, 1990; George & Brief, 1992)....

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Journal Article•DOI•
Toward an integrative theory of training motivation: A meta-analytic path analysis of 20 years of research.

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Jason A. Colquitt, Jeffrey A. LePine, Raymond A. Noe
01 Oct 2000-Journal of Applied Psychology
TL;DR: Meta-analytically summarizes the literature on training motivation, its antecedents, and its relationships with training outcomes such as declarative knowledge, skill acquisition, and transfer and shows that training motivation explained incremental variance in training outcomes beyond the effects of cognitive ability.
Abstract: This article meta-analytically summarizes the literature on training motivation, its antecedents, and its relationships with training outcomes such as declarative knowledge, skill acquisition, and transfer. Significant predictors of training motivation and outcomes included individual characteristics (e.g., locus of control, conscientiousness, anxiety, age, cognitive ability, self-efficacy, valence, job involvement) and situational characteristics (e.g., climate). Moreover, training motivation explained incremental variance in training outcomes beyond the effects of cognitive ability. Meta-analytic path analyses further showed that the effects of personality, climate, and age on training outcomes were only partially mediated by self-efficacy, valence, and job involvement. These findings are discussed in terms of their practical significance and their implications for an integrative theory of training motivation.

2,033 citations

Cites background from "Autonomy as a moderator of the rela..."

  • ...Perhaps positive climates could magnify individual difference effects in the same manner as high levels of autonomy and discretion (e.g., Barrick & Mount, 1993; Weiss & Adler, 1984)....

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References
More filters
Book•
Applied multiple regression/correlation analysis for the behavioral sciences

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Jacob Cohen1, Patricia Cohen, Stephen G. West2, Leona S. Aiken2•
York University1, Arizona State University2
01 Jan 1975
TL;DR: In this article, the Mathematical Basis for Multiple Regression/Correlation and Identification of the Inverse Matrix Elements is presented. But it does not address the problem of missing data.
Abstract: Contents: Preface. Introduction. Bivariate Correlation and Regression. Multiple Regression/Correlation With Two or More Independent Variables. Data Visualization, Exploration, and Assumption Checking: Diagnosing and Solving Regression Problems I. Data-Analytic Strategies Using Multiple Regression/Correlation. Quantitative Scales, Curvilinear Relationships, and Transformations. Interactions Among Continuous Variables. Categorical or Nominal Independent Variables. Interactions With Categorical Variables. Outliers and Multicollinearity: Diagnosing and Solving Regression Problems II. Missing Data. Multiple Regression/Correlation and Causal Models. Alternative Regression Models: Logistic, Poisson Regression, and the Generalized Linear Model. Random Coefficient Regression and Multilevel Models. Longitudinal Regression Methods. Multiple Dependent Variables: Set Correlation. Appendices: The Mathematical Basis for Multiple Regression/Correlation and Identification of the Inverse Matrix Elements. Determination of the Inverse Matrix and Applications Thereof.

29,764 citations

Journal Article•DOI•
The big five personality dimensions and job performance: a meta-analysis

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Murray R. Barrick1, Michael K. Mount1•
University of Iowa1
01 Mar 1991-Personnel Psychology
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

"Autonomy as a moderator of the rela..." refers background or result in this paper

  • ...These results correspond to those reported for management jobs by Barrick and Mount (1991) in their meta-analytic review. As reported in Table 1, the autonomy measure has a negligible correlation with the criterion. To assess whether the degree of autonomy on the job moderated the relationship between the personality variables and the performance criterion, the hierarchical regression procedures outlined by Cohen and Cohen (1983) were followed. For each personality variable, the main effects attributed to the personality and autonomy measures were entered prior to the interaction term, and then these main effects were partialed from the interaction term of each regression. In order to control for the effects attributed to the various job levels held by the managers in this study, we first entered their managerial grade level in all regressions. This was done because previous research (Hunter & Hunter, 1984) suggested that the relationship between individual differences in cognitive ability and job performance is stronger as job complexity increases. Generally, higher grade jobs were expected to have greater complexity in this study. In addition, we also controlled for the type of supervisor (military vs. civilian) the manager reported to, because management style may have differed for military supervisors. Note, however, that the results were very similar whether one controlled for both job level (pay grade) and type of supervisor or for neither variable. The results from the hierarchical regressions are reported in Table 2 and are based on the most conservative test, given that we controlled for both job level and type of supervisor. The results indicate that for three of the five analyses (Conscientiousness, Extraversion, and Agreeableness), the interaction of the autonomy measure and personality construct was significantly related to job performance. The results demonstrate that the magnitude of the validities reported between the personality construct and the criterion is influenced by the level of autonomy present in the job, although the amounts of explained variance attributed to these interactions are somewhat small (R(2) = .03). The nature of these interactions can be seen in Figure 1, where performance was regressed on the three personality variables, separately, for different levels of autonomy. On the basis of the procedure recommended by Cohen and Cohen (1983), high, average, and low regression lines (+1,0, and -1 standard deviations from the mean) were plotted....

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  • ...These results correspond to those reported for management jobs by Barrick and Mount (1991) in their meta-analytic review. As reported in Table 1, the autonomy measure has a negligible correlation with the criterion. To assess whether the degree of autonomy on the job moderated the relationship between the personality variables and the performance criterion, the hierarchical regression procedures outlined by Cohen and Cohen (1983) were followed....

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  • ...These results correspond to those reported for management jobs by Barrick and Mount (1991) in their meta-analytic review....

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  • ...In addition, Barrick and Mount (1991) reported that Extraversion was a valid predictor for two occupations involving social interaction, management (p = ....

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Journal Article•DOI•
Motivation through the Design of Work: Test of a Theory.

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J. Richard Hackman1, Greg R. Oldham2•
Yale University1, University of Illinois at Urbana–Champaign2
01 Aug 1976-Organizational Behavior and Human Performance
TL;DR: In this paper, a model is proposed that specifies the conditions under which individuals will become internally motivated to perform effectively on their jobs, focusing on the interaction among three classes of variables: (a) the psychological states of employees that must be present for internally motivated work behavior to develop; (b) the characteristics of jobs that can create these psychological states; and (c) the attributes of individuals that determine how positively a person will respond to a complex and challenging job.

7,444 citations

"Autonomy as a moderator of the rela..." refers result in this paper

  • ...Two recent meta-analyses (Barrick & Mount, 1991; Hough et al., 1990) have reanalyzed published and unpublished criterionrelated validity studies with personality taxonomies. Although these reviews adopted slightly different personality frameworks, both sets of conclusions can be summarized in accord with the Big Five taxonomy. In general, these studies indicate that one dimension of personality, Conscientiousness (which includes achievement and dependability constructs), is a valid predictor (p > .20) for all occupational groups and all job-related criterion types studied. Furthermore, as part of the U.S. Army Selection and Classification Study (Project A), McHenry, Hough, Toquam, Hanson, and Ashworth (1990) also found that achievement and dependability were valid predictors of targeted criteria....

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Journal Article•DOI•
Personality structure: emergence of the five-factor model

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John M. Digman
01 Jan 1990-Annual Review of Psychology
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

6,111 citations

Additional excerpts

  • ...This is due largely to the emergence of the five-factor structure of personality (Digman, 1990) and to recent meta-analytic evidence that has demonstrated that certain personality constructs are consistently predictive of important job-related criteria (Barrick & Mount, 1991; Hough, Eaton, Dunnette, Kamp, & McCloy, 1990)....

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Journal Article•DOI•
An alternative "description of personality": the big-five factor structure.

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Lewis R. Goldberg1•
University of Oregon1
01 Dec 1990-Journal of Personality and Social Psychology
TL;DR: The generality of this 5-factor model is here demonstrated across unusually comprehensive sets of trait terms, which suggest their potential utility as Big-Five markers in future studies.
Abstract: In the 45 years since Cattell used English trait terms to begin the formulation of his "description of personality," a number of investigators have proposed an alternative structure based on 5 orthogonal factors. The generality of this 5-factor model is here demonstrated across unusually comprehensive sets of trait terms. In the first of 3 studies, 1,431 trait adjectives grouped into 75 clusters were analyzed; virtually identical structures emerged in 10 replications, each based on a different factor-analytic procedure. A 2nd study of 479 common terms grouped into 133 synonym clusters revealed the same structure in 2 samples of self-ratings and in 2 samples of peer ratings. None of the factors beyond the 5th generalized across the samples. In the 3rd study, analyses of 100 clusters derived from 339 trait terms suggest their potential utility as Big-Five markers in future studies.

5,621 citations

Related Papers (5)
The big five personality dimensions and job performance: a meta-analysis

[...]

01 Mar 1991-Personnel Psychology
Murray R. Barrick, Michael K. Mount
Personality structure: emergence of the five-factor model

[...]

01 Jan 1990-Annual Review of Psychology
John M. Digman
The development of markers for the big-five factor structure

[...]

01 Jan 1992-Psychological Assessment
Lewis R. Goldberg
An alternative "description of personality": the big-five factor structure.

[...]

01 Dec 1990-Journal of Personality and Social Psychology
Lewis R. Goldberg
An introduction to the five-factor model and its applications.

[...]

01 Jun 1992-Journal of Personality
Robert R. McCrae, Oliver P. John