| Publication date | 2011 | 2000 | 1994 | 1999 | 2015 | 2007 | 2006 | 2002 | 2002 | 2010 | 2001 |
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| Author 1 | http://www.researchgate.net/profile/Huy_Le5 | https://www.researchgate.net/profile/Gregory_Hurtz | | | | | | | | | |
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| Author 2 | http://www.researchgate.net/profile/In-Sue_Oh | https://www.researchgate.net/profile/John_Donovan | | | | | | | | | |
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| Author 3 | http://www.researchgate.net/researcher/11247644_Steven_B_Robbins | | | | | | | | | | |
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| Author 4 | http://www.researchgate.net/profile/Remus_Ilies | | | | | | | | | | |
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| Author 5 | http://www.researchgate.net/researcher/44180844_Ed_Holland | | | | | | | | | | |
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| Author 6 | http://www.researchgate.net/researcher/48891237_Paul_Westrick | | | | | | | | | | |
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| Published In | http://www.researchgate.net/journal/1939-1854_Journal_of_Applied_Psychology | https://www.researchgate.net/publication/12202552_Personality_and_Job_Performance_The_Big_Five_Revisited | | | | | | | | | |
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| Abstract | The relationships between personality traits and performance are
often assumed to be linear. This assumption has been challenged
conceptually and empirically, but results to date have been
inconclusive. In the current study, we took a theory-driven
approach in systematically addressing this issue. Results based on
two different samples generally supported our expectations of the
curvilinear relationships between personality traits, including
Conscientiousness and Emotional Stability, and job performance
dimensions, including task performance, organizational citizenship
behavior, and counterproductive work behaviors. We also
hypothesized and found that job complexity moderated the
curvilinear personality–performance relationships such that the
inflection points after which the relationships disappear were
lower for low-complexity jobs than they were for high-complexity
jobs. This finding suggests that high levels of the two personality
traits examined are more beneficial for performance in high- than
low-complexity jobs. We conclude by discussing the implications of
these findings for the use of personality in personnel selection.
Too Much of a Good Thing: Curvilinear Relationships Between
Personality Traits and Job Performance - ResearchGate. Available
from:
http://www.researchgate.net/publication/47403017_Too_Much_of_a_Good_Thing_Curvilinear_Relationships_Between_Personality_Traits_and_Job_Performance
[accessed Oct 18, 2015]. | | | | Notwithstanding a recent flurry of organizational research on the
construct of situational strength, research on the other side of
the coinpersonality strengthhas rarely been conducted in
organizational settings, has been scattered across multiple
disciplines, has been called different things by different
researchers, and has not yet been used to test theoretical
propositions paralleling those in recent organizational research on
situational strength. In the present review, drawing from several
disparate research literatures (e.g., situational strength,
personality states, traitedness, cross-situational consistency,
scalability, appropriateness, self-monitoring, interpersonal
dependency, hardiness, attitude strength, and self-concept
clarity), we (a) define personality strength and contrast it with
personality trait, personality strengths (plural), and layperson
conceptualizations of the terms strong personality and weak
personality, (b) briefly discuss the history of research related to
personality strength, (c) identify a common prediction, emanating
largely independently from several literatures, regarding the
interactive effect of personality traits and personality strength
on behavior, (d) articulate three novel predictions regarding the
impact of personality strength on within-person situational and
behavioral variability, (e) develop three broad categories of
personality strength operationalizations (i.e., statistical,
content-general, and content-independent) and discuss potential
interrelationships among them, (f) suggest best practices for
operationalization, thereby providing an agenda for future
research, and, finally, (g) discuss the practical implications of
this work for human resource management. | Investing in normative, age-graded social roles has broad
implications for both the individual and society. The current
meta-analysis examines the way in which personality traits relate
to four such investments— work, family, religion, and volunteerism.
The present study uses meta-analytic techniques (K = 94) to
identify the cross-sectional patterns of relationships between
social investment in these four roles and the personality trait
domains of agreeableness, conscientiousness, and emotional
stability. Results show that the extent of investment in social
roles across these domains is positively related to agreeableness,
conscientiousness, emotional stability, and low psychoticism. These
findings are more robust when individuals are psychologically
committed to rather than simply demographically associated with the
investment role. | The present study used meta-analytic techniques (number of samples
92) to determine the patterns of mean-level change in personality
traits across the life course. Results showed that people increase
in measures of social dominance (a facet of extraversion),
conscientiousness, and emotional stability, especially in young
adulthood (age 20 to 40). In contrast, people increase on measures
of social vitality (a 2nd facet of extraversion) and openness in
adolescence but then decrease in both of these domains in old age.
Agreeableness changed only in old age. Of the 6 trait categories, 4
demonstrated significant change in middle and old age. Gender and
attrition had minimal effects on change, whereas longer studies and
studies based on younger cohorts showed greater change. | The authors conducted meta-analyses to assess (a) relations among
affective, continuance, and normative commitment to the
organization and (b) relations between the three forms of
commitment and variables identified as their antecedents,
correlates, and consequences in Meyer and Allen’s (1991)
Three-Component Model. They found that the three forms of
commitment are related yet distinguishable from one another as well
as from job satisfaction, job involvement, and occupational
commitment. Affective and continuance commitment generally
correlated as expected with their hypothesized antecedent
variables;no unique antecedents of normative commitment were
identified. Also, as expected, all three forms of commitment
related negatively to withdrawal cognition and turnover, and
affective commitment had the strongest and most favorable
correlations with organization-relevant (attendance, performance,
and organizational citizenship behavior) and employee-relevant
(stress and work–family conflict) outcomes. Normative commitment
was also associated with desirable outcomes, albeit not as
strongly. Continuance commitment was unrelated, or related
negatively, to these outcomes. Comparisons of studies conducted
within and outside North America revealed considerable similarity
yet suggested that more systematic primary research concerning
cultural differences is warranted. | Although it has often been presumed that jobs involving “people
work” (e.g., nurses, service workers) are emotionally taxing
(Maslach & Jackson, 1982), seldom is the emotional component of
these jobs explicitly studied. The current study compared two
perspectives of emotional labor as predictors of burnout beyond the
effects of negative affectivity: job-focused emotional labor (work
demands regarding emotion expression) and employeefocused emotional
labor (regulation of feelings and emotional expression).
Significant differences existed in the emotional demands reported
by five occupational groupings. The use of surface-level emotional
labor, or faking, predicted depersonalization beyond thework
demands. Perceiving the demand to display positive emotions and
using deep-level regulation were associated with a heightened sense
of personal accomplishment, suggesting positive benefits to this
aspect ofwork. These findings suggest newantecedents of employee
burnout and clarify the emotional labor literature by comparing
different conceptualizations of this concept. | The bulk of personality research has been built from self-report
measures of personality. However, collecting personality ratings
from other-raters, such as family, friends, and even strangers, is
a dramatically underutilized method that allows better explanation
and prediction of personality’s role in many domains of psychology.
Drawing hypotheses from D. C. Funder’s (1995) realistic accuracy
model about trait and information moderators of accuracy, we offer
3 meta-analyses to help researchers and applied psychologists
understand and interpret both consistencies and unique insights
afforded by other-ratings of personality. These meta-analyses
integrate findings based on 44,178 target individuals rated across
263 independent samples. Each meta-analysis assessed the accuracy
of observer ratings, as indexed by interrater consensus/reliability
(Study 1), self– other correlations (Study 2), and predictions of
behavior (Study 3). The results show that although increased
frequency of interacting with targets does improve accuracy in
rating personality, informants’ interpersonal intimacy with the
target is necessary for substantial increases in other-rating
accuracy. Interpersonal intimacy improved accuracy especially for
traits low in visibility (e.g., Emotional Stability) but only
minimally for traits high in evaluativeness (e.g., Agreeableness).
In addition, observer ratings were strong predictors of behaviors.
When the criterion was academic achievement or job performance,
other-ratings yielded predictive validities substantially greater
than and incremental to self-ratings. These findings indicate that
extraordinary value can gained by using other-reports to measure
personality, and these findings provide guidelines toward enriching
personality theory. Various subfields of psychology in which
personality variables are systematically assessed and utilized in
research and practice can benefit tremendously from use of others’
ratings to measure personality variables. | Relations among job stressors, perceived justice, negative
emotional reactions to work, counterproductive work behavior (CWB),
autonomy, and affective traits were investigated. Participants
representing a wide variety of jobs across many organizations were
surveyed both inside and outside a university setting. Results were
consistent with a theoretical job stress framework in which
organizational constraints, interpersonal conflict, and perceived
injustice are job stressors, CWB is a behavioral strain response,
and negative emotion mediates the stressor–strain relationship.
Only very weak support was found for the moderating role of
affective disposition (trait anger and trait anxiety), and no
support was found for the expected moderating role of autonomy in
the stressor–CWB relationship |
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| TagCloud | | Job performance; Validity of personality test; Motivational Factor;
Ability Factor; Contextual performance; Task Performance; | Conscientiousness; extraversion; performance rating; validity of
self-rating; motives; intentions; feelings; | General Mental ability; Job satisfaction; income; occupational
statuts; Neuroticism; anxiety; hostility; depression;
self-consciusness; vulnerability; impulsiveness; Affability; Job
complexity; | Personality Trait; Personality Strength-s- (Singular and Plural);
Behaviorial Variability | social investment; personality structure; volunteerism | personality change, meta-analysis, mean-level change, personality
development | meta-analysis; affective, continuance, and normative organizational
commitment; work conditions; turnover; organizational behavior | | personality, meta-analysis, observers, informants, consensus | |
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| Méthodoogy & Field of research (targeted population & number) | | | 105 sales representatives (supervisor, coworker, customer) Without
hypothese tested, they also examined agreeableness, emotional
stability, openess to experience from supervisor, coworker and
customers); | Intergenerational studies, limited by the population (growth during
the same period at the same place) + attrition | | PsycINFO database to locate studies for the metaanalysis | reviewed the reference list from an earlier meta-analysis of
rank-order consistency for longitudinal studies ; reviewed
additional databases on personality development ; searched the
PsychLIT and Dissertation Abstracts databases ; reviewed current
issues of relevant journals ; reviewed the references cited in each
article for additional studies ; asked knowledgeable colleagues to
review the list | scanning the PsychLit (1985–2000), PsycInfo (1985–2000), and
ProQuest Direct (1990–2000) ; searched the Social Sciences Citation
Index up to and including the year 2000 ; manual search was
conducted by contacting the authors of the published studies | 238 full-time Canadian employees ; convenience sample, recruited
through undergraduate business students who received a small sum of
money for their assistance in recruitment ; sampling of
occupational type consistedof human service workers (29),
service/sales employees (143), managers (15), clerical staff (22),
and physical laborers (29) //////////// First, we compared the
emotional demands and levels of emotional control perceived by
employees in two forms of “people work” and three other
occupational categories. Second, we assessed the operationalization
of emotional labor as work requirements by assessing the
relationship of job demands and emotional control with the three
burnout dimensions. Third, we tested the additive value of
operationalizing emotional labor as the employees’ process of
modifying emotions and emotional expressions. | (a) using a search string in PsycINFO ; (b) hand searching through
a collection of over 200 psychological test manuals; (c) reviewing
research bibliographies of three personality inventories that have
other-report forms ; (d) reviewing the reference sections of
existing meta-analyses and summary articles on other-ratings of
personality ; (e) manually searching relevant existing
meta-analytic databases; (f) contacting researchers who have
frequently used other-ratings to request unpublished data; and (g)
reviewing the reference sections of articles located through
Strategies 1–6 for potential contributing data sources. | 292 employees at a variety of organizations in southern and central
Florida ; 214 (73%) were University of South Florida psychology and
management students who also were employed, and 78 (27%) were
nonstudent employees from manufacturing, financial, utility,
entertainment, and academic organizations in Tampa ; the anonymous
self-report survey included measures of job stressors (autonomy,
constraints, conflict, and justice), affect (positive emotions,
negative emotions, trait anger, and trait anxiety), and
counterproductivework behaviors (CWB). |
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| Discussion | | | Validity of observer ratings (self assessment) socia reputation
(others view) is better for prediction. Correlation between past
and future behavior | Correlation and predictability of intrinsic career success trhough
hugh conscientiousness; Association between high cognitive ability
and extrinsic career success, with low neuroticism, ow
agreeableness, high extraversion, high conscientiousness. Impact on
the variance of measuring during childhood. Validity of the big
fives personaity traits controlling for general mental ability.
General Menta Ability strongly predicted extrinsic career success,
unique link with intrinsic success. However, uncorrelated with job
satisfaction. | | relationship between social investment and the personality traits
of agreeableness, conscientiousness, and emotional stability ;
social investments in work and family positively related to
conscientiousness, agreeableness, and emotional stability ; social
investment in religion positively related to agreeableness and
socialization | personality traits show a clear pattern of normative change across
the life course ; people become more socially dominant,
conscientious, and emotionally stable mostly in young adulthood ;
personality traits changed more often in young adulthood than any
other period of the life course, including adolescence ; no gender
differences in estimates of standardized mean change in the domains
of conscientiousness, emotional stability, openness to experience,
social dominance and agreeableness ; no relationship between cohort
and either social vitality or emotional stability ; unexpected
cohort effects for agreeableness and conscientiousness ; attrition
had no discernable effect on estimates of mean-level change over
time | Three-Component Model ; work experiences were found to have much
stronger relations, particularly with affective commitment ;
affective commitment correlates strongly with the various forms of
organizational justice (i.e., distributive, procedural, and
interactional) and with transformational leadership ; all three
forms of organizational commitment correlate negatively with
withdrawal cognition, turnover intention, and turnover ; Affective
commitment has the strongest positive correlation with these
desirable work behaviors, followed by normative commitment ;
affective commitment might have benefits for employees as well as
for organizations | employees in “people work” did not report significantly higher
levels of emotional exhaustion than did respondents employed in
other occupations ; Service/sales employees reported the highest
overall mean ; Human service workers reported significantly lower
levels of depersonalization and higher levels of personal
accomplishment ; employees who experience a level of success in
their work are more likely to invest in their performance ;
physical laborers reported higher levels of depersonalization and
diminished personal accomplishment relative to human service
workers ; surface acting was significantly related to emotional
exhaustion ; only sincere expressions have beneficial outcomes for
employees | other-ratings are clearly linked to targets’ personality traits and
targets behave consistently enough for other-raters to rate their
personality accurately ; personality ratings from multiple raters
must be assessed to improve research reliability and validity ;
Highly visible traits and nonevaluative traits should be rated more
accurately by others ; interpersonal intimacy with the target
produced further gains in interrater and self– other accuracy ;
work colleagues’ ratings were strongly predictive of targets’ job
performance (considerably more strongly predictive than were
self-ratings) | job stressors, including perceived injustice related to both
negative emotions and CWB ; negative emotions related to CWB ; at
least partial mediation of emotions in the relations between job
stressors and CWB ; organizational stressors (such as constraints
and injustice) were more closely associated with organizational
than personal types of CWB ; interpersonal conflict was more
closely associated with personal than organizational CWB ;
Situations seen by people as unfair are stressors that may lead to
negative emotions and presumably to subsequent strains beyond CWB ; |
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| Limites | | | | | | lack of research relating social investment to personality traits
in major journals ; important facet of psychological experience is
being neglected (health, well-being, longevity, society at large) | a disproportionate number of longitudinal studies of personality
have been based on highly educated, middleclass or affluent samples
; the necessity of categorizing various personality measures into
the Big Five domains ; the generalizability of the findings (no
Africa, Asia) | | The different sample sizes for each occupational group ; study was
cross-sectional, so the direction of causality cannot be tested ;
study did not include variables currently known to predict burnout | | failure of the data to support the predicted moderating role of job
control (autonomy), particularly in the relations between
task-related stressors (constraints and injustice) and task-related
(organizational) CWB ; focus on affective and behavioral responses
to the perceived rather than “objective” environment ; the use of a
convenience sample of nonstudent employees and the combination of
that sample with a sample of employed students |
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| Ouverture / Perspective | | | | | | systematically investigate the relations between social investment
and a broad array of personality constructs | more studies performed on a wider variety of samples (middle-aged,
older individuals) | need more research using experimental, quasi-experimental, or
longitudinal designs that are better suited to detecting causal
effects ; interactions among the components ; more systematic
cross-cultural research in which relations among the constructs are
examined in the context of existing theories of cultural
differences | longitudinal studies to test the causal direction ; examine the
contribution of emotion regulation processes in predicting burnout
over and above previously tested predictors such as role stressors | using a broader set of traits ; further qualitative studies on the
sources of discrepancies between self- and other-ratings | |
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| Conclusion | | Personality traits other than Conscientiousness are nearly equally
important for certain occupations and criteria (Agreeableness and
Extraversion) | | Stability of personality traits. Longitudinal consistency of traits
explains ability to predict career success. Situational effects are
limited. Suggest to study correlation between individual difference
and job performance. Correation between success of the organization
(situational effect ?) | Limitation of Trait-centric view of personality caused by (lack of)
consistency of behaviour across situation (environnement) | definition of the concept of social investment = the investment in
and commitment to adult social roles ; psychological commitment to
these roles is associated with the personality trait domains of
agreeableness, conscientiousness, and emotional stability | the patterns of personality trait change are intrinsically positive
; people tend to become more socially dominant, conscientious, and
emotionally stable through midlife ; the period of young adulthood
rather than adolescence is the primary period of mean-level
personality trait development ; continued plasticity of personality
traits beyond age 30 and well into old age (social vitality,
agreeableness, conscientiousness, and openness to experience) ;
personality trait development is not just a phenomenon of childhood
but also of all adulthood | | Emotional differences in the nature of “people work” ; results
discourage the use of frequency of contact as the main predictor of
emotional exhaustion ; emotional demands and emotion management
styles can create positive outcomes, not just stress | traits appear to be readily expressed (high RA) to those intimately
acquainted with targets, but considerably less trait expression is
afforded to those less intimately acquainted with targets (even
when interactions with a target are frequent) ; other-raters are
considerably idiosyncratic in how they view the target (modest DU),
especially in rating traits low in visibility and high in
evaluativeness ; other-ratings assess traits more validly than do
self-ratings for predicting at least some important criteria (e.g.,
academic and job performance) | personality seemed more important as a moderator of personal CWB
than organizational CWB, and did not seem relevant for justice |
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