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Journal ArticleDOI

The big five personality dimensions and job performance: a meta-analysis

01 Mar 1991-Personnel Psychology (PERSONNEL PSYCHOLOGY)-Vol. 44, Iss: 1, pp 1-26
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.
Citations
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Proceedings ArticleDOI
11 Nov 2011
TL;DR: A feature selection method that derives the features¡¦ strength (i.e., degree of usefulness) from various feature subsets drawn from a pool of all the features and builds a predictor by using support vector regression as the learning machine and the selected features as variables.
Abstract: In an attempt to build a good predictor of the performance of survey interviewers, we propose a feature selection method that derives the featuresi¦ strength (i.e., degree of usefulness) from various feature subsets drawn from a pool of all the features. The method also builds a predictor by using support vector regression (SVR) as the learning machine and the selected features as variables. Applying the method to a collection of 278 instances obtained from 67 interviewers par-ticipating in eight survey projects, we identified three critical features, experience and two attributional style variables, out of fifteen features. Compared with results of four existing methods, the proposed predictor produced the smallest predictive error. Furthermore, the three features utilized by our method were also identified as the most important features by the four compared methods.

Cites background from "The big five personality dimensions..."

  • ...For example, it has been found that conscientiousness is highly related to, and therefore predictive of, a salesperson’s job performance [11-13]....

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  • ...Extraversion is also predictive of sales performance [14], as well as to job performance in occupations where interaction with others constitutes a significant part of the job [11, 15]....

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  • ...Many studies have found that both conscientiousness and extraversion are important traits that affect sales performance [11-13, 17]....

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01 Jan 2004
TL;DR: In this paper, a comparison of the relationship of personality traits to academic perfonnance for African-American and Caucasian college students is presented, and the authors conclude that there are personality traits that can predict GP A.
Abstract: The topic of this literature review is research on differences between African-American and Caucasian students in the relationship between personality traits and collegiate academic performance as operationalized by cumulative grade-point-average (GP A). The first purpose of this review is to investigate which personality traits are predictive of GP A; the second purpose is to investigate racial differences in personality assessment. The literature used addresses a range of personality assessments including the MMPI-2, the Five Factor Model, expectancy beliefs, and a host of newer assessments. All of the literature is original with its own studies. From the review of literature, it is concluded that there are personality traits that can predict GP A. Racial differences were also found when looking at certain personality measures, but there is some inconsistency in the literature on that issue. A Comparison of the Relationship of Personality Traits to Academic Perfonnance for AfricanAmerican and Caucasian College Students 3 Personality is the basis for explaining human behavior. Career placement, job satisfaction, leadership styles, dating and marriage preferences, learning styles, and levels of achievement can all be explained in terms of personality. More often than not, inferences are drawn based on personality measures that have been created by different forms of assessment. Most forms of assessments strive to be sensitive to racial and ethnic differences so that there results are not biased. This literature review investigated two issues regarding personality. The first issue of using personality traits to predict GP A and achievement was examined based on the available empirical literature. Personality traits have been found to relate to job and career success (Barrick & Mount, 1991) as well as academic performance (Lounsbury, et aI, in press). Some researchers (Ones & Viswesveran, 1996; Hogan & Roberts, 1996) assert that broad personality traits can effectively predict complex criteria like job performance. It is assumed that certain personality traits are more useful than others when trying to attain high scholastic achievement. It is the purpose of this literature review to find which personality traits predicts GPA's of adolescents and college students. The second issue under investigation is racial differences in personality assessment. This issue is of particular interest because most personality measures were developed primarily for use by Caucasians. As our society has become more diverse, the applicability of these measures should be questioned. It is logical to expect that people with different values, backgrounds, beliefs, and ethics would not respond in the same manner on a test. If that is so, then personality measures are not likely to be equally
01 Jan 2011
TL;DR: In this paper, a Managerial Resourcefulness Questionnaire (MRQ) was validated using three samples of Turkish managers and yielded sound psychometric properties for an eight-factorial structure consisting of 50 items.
Abstract: Research has suggested the importance of managerial competencies in predicting managerial success. Managerial resourcefulness implies the use of cognitive self-regulatory competencies to cope well with environmental challenges in an organisational setting. However, measures of managerial resourcefulness are scarce. This study reports on the validation of a new Managerial Resourcefulness Questionnaire (MRQ) in the Turkish context. The MRQ was validated using three samples of Turkish managers and yielded sound psychometric properties for an eight-factorial structure consisting of 50 items. The results provided empirical evidence for reliability, measurement invariance and discriminant validity of the MRQ. Significant correlations between the MRQ and several measures were also found, which together provided evidence for its construct validity. Implications for future research and practice are discussed.
References
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Journal ArticleDOI
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


"The big five personality dimensions..." refers background or methods in this paper

  • ...Generally, researchers agree that there are five robust factors of personalify (described below) which can serve as a meaningful taxonomy for classifying personalify attributes ( Digman, 1990 )....

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  • ...Based on the evidence cited by Digman (1990) , the preponderance of evidence supports the definition of conscientious ness as including these volitional aspects (Bernstein, Garbin, & McClellan, 1983; Borgatta, 1964; Conley, 1985; Costa & McCrae, 1988; Digman & Inouye, 1986; Digman & Takemoto-Chock, 1981; Howarth, 1976; Krug & Johns, 1986; Lei & Skinner, 1982; Lorr & Manning, 1978; McCrae & Costa, 1985, 1987, ......

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  • ...Bond, Nakazato, & Shiraishi, 1975; Noller, Law, & Comrey, 1987); using ratings obtained from different sources (e.g., Digman & Inouye, 1986; Digman & Takemoto-Chock , 1981; Fiske, 1949; McCrae & Costa, 1987; Norman, 1963; Norman & Goldberg, 1966; Watson, 1989); and with a variety of samples (see Digman, 1990, for a more detailed discussion)....

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  • ...For purposes of this study, we adopted names and definitions similar to those used by Digman (1990) : Extraversion, Emotional Stability, Agreeableness, Conscientiousness, and Openness to Experience....

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  • ...The description of the five factors provided to the raters corresponded to those presented by Digman (1990) and as described above....

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Journal ArticleDOI
TL;DR: Two data sources--self-reports and peer ratings--and two instruments--adjective factors and questionnaire scales--were used to assess the five-factor model of personality, showing substantial cross-observer agreement on all five adjective factors.
Abstract: Two data sources--self-reports and peer ratings--and two instruments--adjective factors and questionnaire scales--were used to assess the five-factor model of personality. As in a previous study of self-reports (McCrae & Costa, 1985b), adjective factors of neuroticism, extraversion, openness to experience, agreeableness-antagonism, and conscientiousness-undirectedness were identified in an analysis of 738 peer ratings of 275 adult subjects. Intraclass correlations among raters, ranging from .30 to .65, and correlations between mean peer ratings and self-reports, from .25 to .62, showed substantial cross-observer agreement on all five adjective factors. Similar results were seen in analyses of scales from the NEO Personality Inventory. Items from the adjective factors were used as guides in a discussion of the nature of the five factors. These data reinforce recent appeals for the adoption of the five-factor model in personality research and assessment.

5,462 citations


"The big five personality dimensions..." refers background in this paper

  • ...recognized that this dimension has the highest correlation (uncorrected, r = .20 to .30) of any of the personality dimensions with measures of cognitive ability ( McCrae & Costa, 1987 )....

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  • ...Some define it in terms of responsibilit y or dependability (e.g., Hogan, 1986), whereas others view it as also including volitional aspects, such as hardworking, persistent, and achievementoriented (e.g., Conley, 1985; Costa & McCrae, 1988; Digman & Inouye, 1986; Digman & Takemoto-Chock, 1981; Krug & Johns, 1986; McCrae & Costa, 1985, 1987, 1989 )....

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  • ...Bond, Nakazato, & Shiraishi, 1975; Noller, Law, & Comrey, 1987); using ratings obtained from different sources (e.g., Digman & Inouye, 1986; Digman & Takemoto-Chock , 1981; Fiske, 1949; McCrae & Costa, 1987; Norman, 1963; Norman & Goldberg, 1966; Watson, 1989); and with a variety of samples (see Digman, 1990, for a more detailed discussion)....

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  • ...An important consideration for the field of personnel psychology is that these dimensions are also relatively independent of measures of cognitive ability ( McCrae & Costa, 1987 )....

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  • ...Based on the evidence cited by Digman (1990), the preponderance of evidence supports the definition of conscientious ness as including these volitional aspects (Bernstein, Garbin, & McClellan, 1983; Borgatta, 1964; Conley, 1985; Costa & McCrae, 1988; Digman & Inouye, 1986; Digman & Takemoto-Chock, 1981; Howarth, 1976; Krug & Johns, 1986; Lei & Skinner, 1982; Lorr & Manning, 1978; McCrae & Costa, 1985, 1987, ......

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Book
01 Jan 1990
TL;DR: In this article, the authors present a meta-analysis of Artifact Distributions and their impact on study outcomes. But they focus mainly on the second-order sampling error and related issues.
Abstract: PART ONE: INTRODUCTION TO META-ANALYSIS Integrating Research Findings Across Studies Study Artifacts and Their Impact on Study Outcomes PART TWO: META-ANALYSIS OF CORRELATIONS Meta-Analysis of Correlations Corrected Individually for Artifacts Meta-Analysis of Correlations Using Artifact Distributions Technical Questions in Meta-Analysis of Correlations PART THREE: META-ANALYSIS OF EXPERIMENTAL EFFECTS AND OTHER DICHOTOMOUS COMPARISONS Treatment Effects Experimental Artifacts and Their Impact Meta-Analysis Methods for d Values Technical Questions in Meta-Analysis of d Values PART FOUR: GENERAL ISSUES IN META-ANALYSIS Second Order Sampling Error and Related Issues Cumulation of Findings within Studies Methods of Integrating Findings Across Studies Locating, Selecting, and Evaluating Studies General Criticisms of Meta-Analysis Summary of Psychometric Meta-Analysis

4,673 citations

Journal ArticleDOI

2,419 citations


"The big five personality dimensions..." refers background or result in this paper

  • ..., Bond, Nakazato, & Shiraishi, 1975; Noller, Law, & Comrey, 1987); using ratings obtained from different sources (e.g., Digman & Inouye, 1986; Digman & Takemoto-Chock, 1981; Fiske, 1949; McCrae & Costa, 1987; Norman, 1963; Norman & Goldberg, 1966; Watson, 1989); and with a variety of samples (see Digman, 1990, for a more detailed discussion)....

    [...]

  • ...The 5factor model obtained by Fiske (1949) and Tupes and Christal (1961) was corroborated in four subsequent studies (Borgatta, 1964; Hakel, 1974; Norman, 1963; Smith 1967)....

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  • ...Most frequently this dimension has been called Extraversion or Surgency (Botwin & Buss, 1989; Digman & TakemotoChock, 1981; Hakel, 1974; Hogan, 1983; Howarth, 1976; John, 1989; Krug & Johns, 1986; McCrae & Costa, 1985; Noller et al., 1987; Norman, 1963; Smith, 1967)....

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  • ...This factor has been most frequently called Emotional Stability, Stability, Emotionality, or Neuroticism (Borgatta, 1964; Conley, 1985; Hakel, 1974; John, 1989; Lorr & Manning, 1978; McCrae & Costa, 1985; Noller et al., 1987; Norman, 1963; Smith, 1967)....

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  • ...It has also been called Openness to Experience (McCrae & Costa, 1985) or Culture (Hakel, 1974; Norman, 1963)....

    [...]

Journal ArticleDOI
TL;DR: Intercorrelations among ratings on 35 personality traits, selected as representative of the personality domain, were obtained for eight samples, which differed in length of acquaintanceship from 3 days to more than a year.
Abstract: Intercorrelations among ratings on 35 personality traits, selected as representative of the personality domain, were obtained for eight samples. These samples differed in length of acquaintanceship from 3 days to more than a year; in kind of acquaintanceship from assessment programs in a military training course to a fraternity house situation; in type of subject from airmen with only a high-school education to male and female undergraduate students to first-year graduate students; and in type of rater from very naive persons to clinical psychologists and psychiatrists with years of experience in the evaluation of personality. Centroid or multiple-group factors were extracted and rotated orthogonally to simple structure. For one study, an independent solution was obtained in which analytic rotations were accomplished on an IBM 650 computer using Kaiser's normal varimax criterion. Five fairly strong and recurrent factors emerged from each analysis, labeled as (a) Surgency, (b) Agreeableness, (c) Dependability, (d) Emotional Stability, and (e) Culture.

1,438 citations