Topic
Core self-evaluations
About: Core self-evaluations is a research topic. Over the lifetime, 1483 publications have been published within this topic receiving 95787 citations.
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TL;DR: In this paper, the authors examined the relationship among psychological well-being, job satisfaction, and employee job performance with employee turnover, and found that job satisfaction was most strongly related to turnover when well being was low.
567 citations
TL;DR: The authors meta-analyzed the relationship between locus of control (LOC) and a wide range of work outcomes and found that internal locus was positively associated with favorable work outcomes, such as positive task and social experiences, and greater job motivation.
Abstract: This study meta-analyzed the relationships between locus of control (LOC) and a wide range of work outcomes. We categorized these outcomes according to three theoretical perspectives: LOC and well-being, LOC and motivation, and LOC and behavioral orientation. Hypotheses reflecting these three perspectives were proposed and tested. It was found that internal locus was positively associated with favorable work outcomes, such as positive task and social experiences, and greater job motivation. Our findings are discussed in relation to research on core self-evaluation and the Big Five personality traits. Copyright © 2006 John Wiley & Sons, Ltd.
557 citations
TL;DR: In this article, the authors comprehensively summarize previously published meta-analyses on (a) the optimal and unit-weighted multiple correlations between the Big Five personality dimensions and behaviors in organizations, including job performance; (b) generalizable bivariate relationships of Conscientiousness and its facets (e.g., achievement orientation, dependability, cautiousness) with job performance constructs; (c) the validity of compound personality measures; and (d) incremental validity of personality measures over cognitive ability.
Abstract: Personality constructs have been demonstrated to be useful for explaining and predicting attitudes, behaviors, performance, and outcomes in organizational settings. Many professionally developed measures of personality constructs display useful levels of criterion-related validity for job performance and its facets. In this response to Morgeson et al. (2007), we comprehensively summarize previously published meta-analyses on (a) the optimal and unit-weighted multiple correlations between the Big Five personality dimensions and behaviors in organizations, including job performance; (b) generalizable bivariate relationships of Conscientiousness and its facets (e.g., achievement orientation, dependability, cautiousness) with job performance constructs; (c) the validity of compound personality measures; and (d) the incremental validity of personality measures over cognitive ability. Hundreds of primary studies and dozens of meta-analyses conducted and published since the mid 1980s indicate strong support for using personality measures in staffing decisions. Moreover, there is little evidence that response distortion among job applicants ruins the psychometric properties, including criterion-related validity, of personality measures. We also provide a brief evaluation of the merits of alternatives that have been offered in place of traditional self-report personality measures for organizational decision making. Given the cumulative data, writing off the whole domain of individual differences in personality or all self-report measures of personality from personnel selection and organizational decision making is counterproductive for the science and practice of I-O psychology.
542 citations
07 May 2011
TL;DR: This paper presents a method by which a user's personality can be accurately predicted through the publicly available information on their Facebook profile, and the implications this has for social media design, interface design, and broader domains.
Abstract: Social media is a place where users present themselves to the world, revealing personal details and insights into their lives. We are beginning to understand how some of this information can be utilized to improve the users' experiences with interfaces and with one another. In this paper, we are interested in the personality of users. Personality has been shown to be relevant to many types of interactions; it has been shown to be useful in predicting job satisfaction, professional and romantic relationship success, and even preference for different interfaces. Until now, to accurately gauge users' personalities, they needed to take a personality test. This made it impractical to use personality analysis in many social media domains. In this paper, we present a method by which a user's personality can be accurately predicted through the publicly available information on their Facebook profile. We will describe the type of data collected, our methods of analysis, and the results of predicting personality traits through machine learning. We then discuss the implications this has for social media design, interface design, and broader domains.
530 citations
TL;DR: The authors developed and tested an interactionist model governing the degree to which five-factormodel personality traits are related to job performance and found that personality traits were more predictive of performance for jobs in which the process by which the work was done represented weak situations (e.g., work was unstructured, employee had discretion to make decisions).
Abstract: Derived from two theoretical concepts--situation strength and trait activation--we develop and test an interactionistmodel governing the degree to which five-factormodel personality traits are related to job performance. One concept--situation strength--was hypothesized to predict the validities of all of the "Big Five" traits, while the effects of the other--trait activation--were hypothesized to be specific to each trait. Based on this interactionist model, personality--performance correlations were located in the literature, and occupationally homogeneous jobs were coded according to their theoretically relevant contextual properties. Results revealed that all five traits were more predictive of performance for jobs in which the process by which the work was done represented weak situations (e.g., work was unstructured, employee had discretion to make decisions). Many of the traits also predicted performance in job contexts that activated specific traits (e.g., extraversion better predicted performance in jobs requiring social skills, agreeableness was less positively related to performance in competitive contexts, openness was more strongly related to performance in jobs with strong innovation/ creativity requirements). Overall, the study's findings supported our interactionist model in which the situation exerts both general and specific effects on the degree to which personality predicts job performance
512 citations