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  • 1
    Electronic Resource
    Electronic Resource
    Personality and Performance at the Beginning of the New Millennium: What Do We Know and Where Do We Go Next? (2001)
    Oxford, UK and Boston, USA : Blackwell Publishers Ltd
    International journal of selection and assessment 9 (2001), S. 0 
    Details
    ISSN: 1468-2389
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Economics
    Notes: 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 personality-performance linkages.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/1468-2389.00160
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  • 2
    Electronic Resource
    Electronic Resource
    Site Differences in Electrolyte Concentration Assessed by the Water Bottle Sweat Measure (1977)
    Oxford, UK : Blackwell Publishing Ltd
    Psychophysiology 14 (1977), S. 0 
    Details
    ISSN: 1469-8986
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Medicine , Psychology
    Notes: Electrolyte concentration of sweat as a function of sampling site was assessed by the water bottle technique in 36 female and 36 male, right-handed college students. Sweat samples were taken under resting conditions from the five finger tips and the palm of both hands. Electrolyte concentration was lower at the palm than at the fingers, among which concentrations were not appreciably different. There was no evidence of different electrolyte concentrations between matching sites on the left and right hands, nor were sex differences in concentration observed. Because the fingers seem to be similar in electrolyte concentration, they might be used interchangeably in group studies involving multiple water bottle sweat samplings.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1469-8986.1977.tb01210.x
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  • 3
    Electronic Resource
    Electronic Resource
    META-ANALYSIS OF THE RELATIONSHIP BETWEEN THE FIVE-FACTOR MODEL OF PERSONALITY AND HOLLAND'S OCCUPATIONAL TYPES (2003)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 56 (2003), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: The purpose of this study is to examine the nature and magnitude of the relationship between 2 widely accepted models for classifying individual differences–the 5-factor model of personality and Holland's RI-ASEC occupational types. Based on extensive meta-analyses, our results illustrate that there are meaningful relations between some FFM personality dimensions and some RIASEC types. The strongest relationships were obtained between the RIASEC types of enterprising and artistic with the FFM personality dimensions of Extraversion and Openness to Experience, p= .41 and .39, respectively. Three other RIASEC types had moderate correlations with at least 1 FFM personality trait. In contrast, the realistic type was not related to any FFM personality traits. Multiple regression analyses in which each RIASEC type is regressed on the FFM scores (based on meta-analytic estimates), revealed a multiple R of .11 for realistic, .26 for investigative, .42 for artistic, .31 for social, .47 for enterprising, and .27 for conventional types. The overall conclusion from the study is that although FFM personality traits and RIASEC types are related, they are not merely substitutes for each other.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.2003.tb00143.x
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  • 4
    Electronic Resource
    Electronic Resource
    THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META-ANALYSIS (1991)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 44 (1991), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: 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.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1991.tb00688.x
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  • 5
    Electronic Resource
    Electronic Resource
    FIVE REASONS WHY THE “BIG FIVE” ARTICLE HAS BEEN FREQUENTLY CITED (1998)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 51 (1998), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: 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 skill/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 (p 〈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.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1998.tb00743.x
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  • 6
    Electronic Resource
    Electronic Resource
    TRAIT, RATER AND LEVEL EFFECTS IN 360-DEGREE PERFORMANCE RATINGS (1998)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 51 (1998), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: Method and trait effects in multitrait-multirater (MTMR) data were examined in a sample of 2,350 managers who participated in a developmental feedback program. Managers rated their own performance and were also rated by two subordinates, two peers, and two bosses. The primary purpose of the study was to determine whether method effects are associated with the level of the rater (boss, peer, subordinate, self) or with each individual rater, or both. Previous research which has tacitly assumed that method effects are associated with the level of the rater has included only one rater from each level; consequently, method effects due to the rater's level may have been confounded with those due to the individual rater. Based on confirmatory factor analysis, the present results revealed that of the five models tested, the best fit was the 10-factor model which hypothesized 7 method factors (one for each individual rater) and 3 trait factors. These results suggest that method variance in MTMR data is more strongly associated with individual raters than with the rater's level. Implications for research and practice pertaining to multirater feedback programs are discussed.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1998.tb00251.x
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  • 7
    Electronic Resource
    Electronic Resource
    RATER-RATEE RACE EFFECTS IN DEVELOPMENTAL PERFORMANCE RATINGS OF MANAGERS (1997)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 50 (1997), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: The effects of rater and ratee race on performance ratings of managers were examined. Ratings were obtained from peers, subordinates and bosses as part of a multirater, developmental feedback program for managers. Two data sets were created for purposes of this study. The between-subjects data set consisted of ratings from over 20,000 bosses, over 50,000 peers, and over 40,000 subordinates. The repeated measures data set was substantially smaller because it included only those Black and White managers who were rated by both a Black and White rater from each of the three perspectives. Results for rater race indicated that Black raters from all perspectives (peers, subordinates, and bosses) assigned more favorable ratings to ratees of their own race. Results for White raters differed according to the particular rating source. White bosses assigned more favorable ratings to ratees of their own race, but White subordinates did not. White peers assigned more favorable ratings to Whites in the repeated measures analysis, but not in the between-subjects analysis. Results for ratee race indicated that both White and Black managers received higher ratings from Black raters than from White raters, and the effect was more pronounced for ratings assigned to Black managers.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1997.tb00900.x
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  • 8
    Electronic Resource
    Electronic Resource
    PSYCHOMETRIC PROPERTIES OF SUBORDINATE RATINGS OF MANAGERIAL PERFORMANCE (1984)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 37 (1984), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: The purpose of the present study was to compare the psychometric properties of subordinate ratings of managerial performance to those of supervisor and self ratings. Subordinate ratings (n = 365), self-ratings (n = 80) and supervisor ratings (n= 80) were obtained on eight performance dimensions for middle level managers in a multinational corporation. Multitrait-multimethod analysis of variance indicated significant effects for convergent validity, halo error, and discriminant validity. Comparisons between rating sources indicated that subordinate ratings are more similar to supervisor ratings than to self ratings in terms of convergent validity and leniency effect. A comparison of the present results to other studies indicated less convergent validity, more discriminant validity, and less halo error than found by others.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1984.tb00533.x
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  • 9
    Electronic Resource
    Electronic Resource
    COMPARISONS OF MANAGERIAL AND EMPLOYEE SATISFACTION WITH A PERFORMANCE APPRAISAL SYSTEM (1983)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 36 (1983), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: Questionnaires were administered to managers and employees in a large multinational corporation to assess satisfaction with various aspects of a performance appraisal system. Comparisons of managers' and employees' satisfaction were made by conducting factor analyses for each sample. The results indicate moderate similarity between the two groups. However, two significant differences were revealed by the analysis. First, there is evidence that employees perceive certain aspects of the appraisal system in a global way, whereas managers differentiate among various components and see them as distinct entities. Second, the relative importance of the factors differs between the two groups. The largest portion of variance accounted for in the employee sample pertained to general satisfaction with the system whereas for managers it pertained to the types of ratings made on the appraisal form. The results are discussed in terms of the different perspectives managers and employees have in the appraisal process.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1983.tb00506.x
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  • 10
    Electronic Resource
    Electronic Resource
    EMPLOYER SUPPORTED CHILD CARE, WORK/ FAMILY CONFLICT, AND ABSENTEEISM: A FIELD STUDY (1990)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 43 (1990), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: This study examined the relations among employer supported child care, work/family conflict and absenteeism. No support was found for the hypothesis that use of a child care center at work would reduce the amount of work/family conflict and absenteeism of employed parents. Consistent with our hypotheses, the results indicated that supportive supervision and satisfaction with child care arrangements (regardless of location) were related to less work/family conflict. Further, it was found that less work/family conflict was related to lower levels of absenteeism. The results have implications for the role of employers in addressing child care concerns of employees.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1990.tb00683.x
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