Journal ArticleDOI
The big five personality dimensions and job performance: a meta-analysis
TLDR
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.read more
Citations
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The Big Five Trait taxonomy: History, measurement, and theoretical perspectives.
Oliver P. John,Sanjay Srivastava +1 more
TL;DR: The Big Five taxonomy as discussed by the authors is a taxonomy of personality dimensions derived from analyses of the natural language terms people use to describe themselves 3 and others, and it has been used for personality assessment.
Journal ArticleDOI
An introduction to the five-factor model and its applications.
Robert R. McCrae,Oliver P. John +1 more
TL;DR: It is argued that the five-factor model of personality should prove useful both for individual assessment and for the elucidation of a number of topics of interest to personality psychologists.
Journal ArticleDOI
The development of markers for the big-five factor structure
TL;DR: In this paper, a set of 100 unipolar terms for personality traits was developed and compared with previously developed ones based on far larger sets of trait adjectives, as well as with the scales from the NEO and Hogan personality inventories.
Journal ArticleDOI
Grit: Perseverance and Passion for Long-Term Goals
TL;DR: Grit demonstrated incremental predictive validity of success measures over and beyond IQ and conscientiousness, suggesting that the achievement of difficult goals entails not only talent but also the sustained and focused application of talent over time.
Journal ArticleDOI
Consequences of individuals' fit at work: a meta-analysis of person-job, person-organization, person-group, and person-supervisor fit
TL;DR: In this article, a meta-analysis investigated the relationships between person-job (PJ), person-organization (PO), person group, and person-supervisor fit with pre-entry (applicant attraction, job acceptance, intent to hire, job offer) and postentry individual-level criteria (attitudes, performance, withdrawal behaviors, strain, tenure).
References
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Journal ArticleDOI
Confusion of confidence intervals and credibility intervals in meta-analysis.
TL;DR: A review of 30 meta-analyses that have been conducted in organizational behavior and human resource management using procedures described by Hunter, Schmidt, and Jackson (1982) suggests that there is confusion regarding the use and interpretation of confidence intervals and credibility intervals.
Book
Personality Psychology : Recent Trends And Emerging Directions
David M. Buss,Nancy Cantor +1 more
TL;DR: Buss and Cantor as mentioned in this paper compiled the innovative research of twenty-five young, outstanding personality psychologists to represent the recent expansion of issues in the fields of cognitive psychology, evolutionary biology, and sociology.
Journal ArticleDOI
Validity Of Personality Measures In Personnel Selection
Journal ArticleDOI
Five robust trait dimensions: development, stability, and utility.
TL;DR: One trait of particular focus in this study has been Factor 3, often interpreted as Conscientiousness but here referred to as Will to Achieve because of its high correlations with formal measures of educational achievement.
Journal ArticleDOI
Validity and fairness of some alternative employee selection procedures
TL;DR: In this article, the validity, adverse impact and fairness of eight categories of alternatives were reviewed and the feasibility of operational use of each type of alternative in an employment setting was also discussed.
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