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Journal Article•DOI•

Personality and Performance at the Beginning of the New Millennium: What Do We Know and Where Do We Go Next?

Murray R. Barrick1, Michael K. Mount1, Timothy A. Judge1•
Michigan State University1
01 Mar 2001-International Journal of Selection and Assessment (INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT)-Vol. 9, Iss: 12, pp 9-30
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.
Abstract: As we begin the new millennium, it is an appropriate time to examine what we have learned about personality-performance relationships over the past century and to embark on new directions for research. In this study we 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. Results support the previous findings that conscientiousness is a valid predictor across performance measures in all occupations studied. Emotional stability was also found to be a generalizable predictor when overall work performance was the criterion, but its relationship to specific performance criteria and occupations was less consistent than was conscientiousness. Though the other three Big Five traits (extraversion, openness and agreeableness) did not predict overall work performance, they did predict success in specific occupations or relate to specific criteria. The studies upon which these results are based comprise most of the research that has been conducted on this topic in the past century. Consequently, we call for a moratorium on meta-analytic studies of the type reviewed in our study and recommend that researchers embark on a new research agenda designed to further our understanding of personalityperformance linkages.

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Citations
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Journal Article•DOI•
The nature of procrastination: A meta-analytic and theoretical review of quintessential self-regulatory failure.

[...]

Piers Steel1•
University of Calgary1
01 Jan 2007-Psychological Bulletin
TL;DR: Strong and consistent predictors of procrastination were task aversiveness, task delay, self-efficacy, and impulsiveness, as well as conscientiousness and its facets of self-control, distractibility, organization, and achievement motivation.
Abstract: Procrastination is a prevalent and pernicious form of self-regulatory failure that is not entirely understood. Hence, the relevant conceptual, theoretical, and empirical work is reviewed, drawing upon correlational, experimental, and qualitative findings. A meta-analysis of procrastination’s possible causes and effects, based on 691 correlations, reveals that neuroticism, rebelliousness, and sensation seeking show only a weak connection. Strong and consistent predictors of procrastination were task aversiveness, task delay, selfefficacy, and impulsiveness, as well as conscientiousness and its facets of self-control, distractibility, organization, and achievement motivation. These effects prove consistent with temporal motivation theory, an integrative hybrid of expectancy theory and hyperbolic discounting. Continued research into procrastination should not be delayed, especially because its prevalence appears to be growing.

2,033 citations

Posted Content•
Construct Measurement and Validation Procedures in MIS and Behavioral Research: Integrating New and Existing Techniques

[...]

Scott B. MacKenzie1, Philip M. Podsakoff1, Nathan P. Podsakoff2•
Indiana University1, University of Arizona2
07 Mar 2011-Social Science Research Network
TL;DR: New and existing techniques are integrated into a comprehensive set of recommendations that can be used to give researchers in MIS and the behavioral sciences a framework for developing valid measures.
Abstract: Despite the fact that validating the measures of constructs is critical to building cumulative knowledge in MIS and the behavioral sciences, the process of scale development and validation continues to be a challenging activity. Undoubtedly, part of the problem is that many of the scale development procedures advocated in the literature are limited by the fact that they: (a) fail to adequately discuss how to develop appropriate conceptual definitions of the focal construct; (b) often fail to properly specify the measurement model that relates the latent construct to its indicators; and (c) underutilize techniques that provide evidence that the set of items used to represent the focal construct actually measures what it purports to measure. Therefore, the purpose of the present paper is to integrate new and existing techniques into a comprehensive set of recommendations that can be used to give researchers in MIS and the behavioral sciences a framework for developing valid measures. First, we briefly elaborate upon some of the limitations of current scale development practices. Following this, we discuss each of the steps in the scale development process while paying particular attention to the differences that are required when one is attempting to develop scales for constructs with formative indicators as opposed to constructs with reflective indicators. Finally, we discuss several things that should be done after the initial development of a scale to examine its generalizability and to enhance its usefulness.

1,966 citations

Cites background from "Personality and Performance at the ..."

  • ...However, it is important to note that personality traits may be conceptualized in two different ways (Barrick et al. 2001; Hogan et al. 1996; Johnson 1997)....

    [...]

Journal Article•DOI•
A meta-analysis of the five-factor model of personality and academic performance.

[...]

Arthur Eugene Poropat1•
Griffith University1
01 Mar 2009-Psychological Bulletin
TL;DR: A meta-analysis of personality-academic performance relationships, based on the 5-factor model, in which cumulative sample sizes ranged to over 70,000, found academic performance was found to correlate significantly with Agreeableness, Conscientiousness, and Openness.
Abstract: This article reports a meta-analysis of personality-academic performance relationships, based on the 5-factor model, in which cumulative sample sizes ranged to over 70,000. Most analyzed studies came from the tertiary level of education, but there were similar aggregate samples from secondary and tertiary education. There was a comparatively smaller sample derived from studies at the primary level. Academic performance was found to correlate significantly with Agreeableness, Conscientiousness, and Openness. Where tested, correlations between Conscientiousness and academic performance were largely independent of intelligence. When secondary academic performance was controlled for, Conscientiousness added as much to the prediction of tertiary academic performance as did intelligence. Strong evidence was found for moderators of correlations. Academic level (primary, secondary, or tertiary), average age of participant, and the interaction between academic level and age significantly moderated correlations with academic performance. Possible explanations for these moderator effects are discussed, and recommendations for future research are provided.

1,965 citations

Cites background or methods or result from "Personality and Performance at the ..."

  • ...In comparison, Barrick et al.’s (2001) second-order meta-analysis included a larger number of independent workplace samples (total k = 976) but their aggregated sample sizes were substantially less (ranging from N = 23,225 to N = 48,100). Thus, this meta-analysis provides a high level of power for statistically predicting academic performance. After coding the statistics, an initial meta-analysis was conducted with all correlations for each FFM dimension and intelligence. This initial analysis was conducted using the Hunter and Schmidt (2004) random-effects method, in order to estimate population values for r and ρ, as well as credibility values for the distribution of ρ and Cochran’s Q as an estimate of sample heterogeneity....

    [...]

  • ..., Table 1) are compared with Barrick et al.’s estimates, the level of agreement between correlations of academic performance and the FFM measures was substantial and significant (ralerting-CV = .64; rcontrast-CV = .12; p < .001). Interestingly, the degree of agreement between the correlations reported here and those reported by Barrick et al. (2001) increased from primary (ralerting-CV = ....

    [...]

  • ...Performance at work, mortality and divorce are all socially important outcomes, so the findings that the FFM dimensions are linked to work performance (Barrick et al., 2001) and have similar or stronger...

    [...]

  • ...…at work, mortality, and divorce are all socially important outcomes, so the findings that the FFM dimensions are linked to work performance (Barrick et al., 2001) and have similar or stronger links with mortality and divorce than do either intelligence or socioeconomic status (Roberts,…...

    [...]

  • ...-----------------------------------Insert Table 2 around here -----------------------------------Westen and Rosenthal’s (2003) indexes were used to assess the similarity between the correlations obtained in this meta-analysis and those reported by Barrick et al. (2001) in their...

    [...]

Journal Article•DOI•
Personality and the Prediction of Consequential Outcomes

[...]

Daniel J. Ozer1, Verónica Benet-Martínez1•
University of California, Riverside1
01 Jan 2006-Annual Review of Psychology
TL;DR: Using the Big Five factors as heuristics for organizing the research literature, numerous consequential relations are identified and personality dispositions are associated with happiness, physical and psychological health, spirituality, and identity at an individual level.
Abstract: Personality has consequences. Measures of personality have contemporaneous and predictive relations to a variety of important outcomes. Using the Big Five factors as heuristics for organizing the research literature, numerous consequential relations are identified. Personality dispositions are associated with happiness, physical and psychological health, spirituality, and identity at an individual level; associated with the quality of relationships with peers, family, and romantic others at an interpersonal level; and associated with occupational choice, satisfaction, and performance, as well as community involvement, criminal activity, and political ideology at a social institutional level.

1,874 citations

Cites methods from "Personality and Performance at the ..."

  • ...Barrick et al. (2001) performed a meta-analysis of the meta-analytic studies of the relation between job performance and Big Five personality traits....

    [...]

Journal Article•DOI•
Construct measurement and validation procedures in MIS and behavioral research: integrating new and existing techniques

[...]

Scott B. MacKenzie1, Philip M. Podsakoff1, Nathan P. Podsakoff2•
Indiana University1, University of Arizona2
01 Jun 2011-Management Information Systems Quarterly
TL;DR: In this article, a comprehensive set of recommendations that can be used to give researchers in MIS and the behavioral sciences a framework for developing valid measures is presented. But the scale development and validation of constructs is still a challenging activity.
Abstract: Despite the fact that validating the measures of constructs is critical to building cumulative knowledge in MIS and the behavioral sciences, the process of scale development and validation continues to be a challenging activity Undoubtedly, part of the problem is that many of the scale development procedures advocated in the literature are limited by the fact that they (1) fail to adequately discuss how to develop appropriate conceptual definitions of the focal construct, (2) often fail to properly specify the measurement model that relates the latent construct to its indicators, and (3) underutilize techniques that provide evidence that the set of items used to represent the focal construct actually measures what it purports to measure Therefore, the purpose of the present paper is to integrate new and existing techniques into a comprehensive set of recommendations that can be used to give researchers in MIS and the behavioral sciences a framework for developing valid measures First, we briefly elaborate upon some of the limitations of current scale development practices Following this, we discuss each of the steps in the scale development process while paying particular attention to the differences that are required when one is attempting to develop scales for constructs with formative indicators as opposed to constructs with reflective indicators Finally, we discuss several things that should be done after the initial development of a scale to examine its generalizability and to enhance its usefulness

1,783 citations

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

[...]

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

"Personality and Performance at the ..." refers background or methods or result in this paper

  • ...For example, Barrick and Mount (1991) found that conscientiousness was the only FFM trait to display non-zero correlations with job performance across different occupational groups and criterion types....

    [...]

  • ...For example, extraversion has been found to be related to job performance in occupations where interactions with others are a significant portion of the job (Barrick and Mount 1991; Mount et al. 1998)....

    [...]

  • ...Finally, although it has not been frequently examined, there is some meta-analytic evidence (Barrick and Mount 1991; Hough 1992) which shows that higher scores on extraversion are associated with greater training proficiency....

    [...]

  • ...Consequently, we call for a moratorium on meta-analytic studies of the type reviewed in our study and recommend that researchers embark on a new research agenda designed to further our understanding of personalityperformance linkages....

    [...]

  • ...These findings strengthen the robustness of the conclusions reached by Barrick and Mount (1991)....

    [...]

Book•
A theory of leadership effectiveness

[...]

Fred E. Fiedler
01 Jan 1967

4,088 citations

Journal Article•DOI•
The Structure of Phenotypic Personality Traits

[...]

Lewis R. Goldberg1•
Oregon Research Institute1
01 Jan 1993-American Psychologist
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.

4,025 citations

"Personality and Performance at the ..." refers methods in this paper

  • ...Referring only to the first two studies, Goldberg (1993) has described the differences in findings based on a similar body of knowledge as ‘befuddling’ (p. 31)....

    [...]

  • ...Referring only to the first two studies, Goldberg (1993) has described the differences in findings based on a similar body of knowledge as `befuddling' (p. 31)....

    [...]

Journal Article•DOI•
A meta-analytic review of attitudinal and dispositional predictors of organizational citizenship behavior

[...]

Dennis W. Organ1, Katherine C. Ryan1•
Indiana University1
01 Dec 1995-Personnel Psychology
TL;DR: A quantitative review of 55 studies supports the conclusion that job attitudes are robust predictors of organizational citizenship behavior (OCB) as discussed by the authors, and the relationship between job satisfaction and OCB is stronger than that between satisfaction and in-role performance, at least among nonmanagerial and nonprofessional groups.
Abstract: A quantitative review of 55 studies supports the conclusion that job attitudes are robust predictors of organizational citizenship behavior (OCB). The relationship between job satisfaction and OCB is stronger than that between satisfaction and in-role performance, at least among nonmanagerial and nonprofessional groups. Other attitudinal measures (perceived fairness, organizational commitment, leader supportiveness) correlate with OCB at roughly the same level as satisfaction. Dispositional measures do not correlate nearly as well with OCB (with the exception of conscientiousness). The most notable moderator of these correlations appears to be the use of self- versus other-rating of OCB; self-ratings are associated with higher correlations, suggesting spurious inflation due to common method variance, and much greater variance in correlation. Differences in subject groups and work settings do not account for much variance in the relationships. Implications are noted for theory, practice, and strategies for future research on OCB.

3,118 citations

"Personality and Performance at the ..." refers background in this paper

  • ...…Hough, Toquam, Hanson and Ashworth, 1990 DA NA NA NA NA NA NA NA NA NA NA Mount, Barrick and Stewart, 1998 NA NA NA NA DI(I) NA NA NA NA NA NA Organ and Ryan, 1995 NA NA NA NA NA DA NA NA NA NA NA Pulakos and Schmitt, 1996 DA NA NA NA NA NA NA NA NA NA NA Robertson and Kinder, 1993 DA NA NA…...

    [...]

  • ...Thus, the meta-analysis by Organ and Ryan (1995), for example, was excluded, as it was the only known meta-analysis to report findings for organizational citizenship....

    [...]

  • ...Thus, the meta-analysis by Organ and Ryan (1995) , for example, was excluded, as it was the only known meta-analysis to report findings for organizational citizenship....

    [...]

Journal Article•DOI•
The big five personality traits, general mental ability, and career success across the life span

[...]

Timothy A. Judge1, Chad A. Higgins1, Carl J. Thoresen1, Murray R. Barrick1•
University of Iowa1
01 Sep 1999-Personnel Psychology
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.
Abstract: The present study investigated the relationship of traits from the 5factor model of personality (often termed the "Big Five") and general mental ability with career success. Career success was argued to be comprised of intrinsic success (job satisfaction) and extrinsic success (income and occupational status) dimensions. Data were obtained from the Intergenerational Studies, a set of 3 studies that followed participants from early childhood to retirement. The most general findings were that conscientiousness positively predicted intrinsic and extrinsic career success, neuroticism negatively predicted extrinsic success, and general mental ability positively predicted extrinsic career success. Personality was related to career success controlling for general mental ability and, though adulthood measures of the Big Five traits were more strongly related to career success than were childhood measures, both contributed unique variance in explaining career success. Considerable evidence has accumulated regarding the antecedents of career success. A recent review of the career success literature (Tharenou, 1997) identified several categories of influences on career success. The most commonly investigated influences were human capital attributes (training, work experience, education) and demographic factors (age, sex, marital status, number of children). Although these classes of influences have provided important insights into the determinants of career success, there is room for further development. Specifically, little research has entertained the idea that career success may have dispositional causes. There have been a few exceptions, such as Howard and Bray's (1988, 1994) study of the career advancement of AT&T managers. However, as Tharenou noted, few studies have taken a more comprehensive, personological approach to career success.

2,007 citations

"Personality and Performance at the ..." refers background in this paper

  • ...More recently, Judge, Higgins, Thoresen and Barrick (1999) showed that childhood ratings of personality supplied by trained observers achieved impressive validities in predicting occupational success and adjustment up to 50 years later....

    [...]

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
The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.

[...]

01 Jan 1998-Psychological Bulletin
Frank L. Schmidt, John E. Hunter
Personality structure: emergence of the five-factor model

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01 Jan 1990-Annual Review of Psychology
John M. Digman
Personality and leadership: a qualitative and quantitative review.

[...]

01 Aug 2002-Journal of Applied Psychology
Timothy A. Judge, Joyce E. Bono, Remus Ilies, Megan W. Gerhardt 
An alternative "description of personality": the big-five factor structure.

[...]

01 Dec 1990-Journal of Personality and Social Psychology
Lewis R. Goldberg