Self-Monitoring Personality and Job Performance, Success, and Leadership: A Meta-Analysis

PurposeThe purpose of this paper is to explore the macroeconomic factors that may moderate the psychological contract breach (PCB) and work outcome relationship.Design/methodology/approachThis study conducted a meta-analysis based on data from 134 studies.FindingsThe study revealed that the inflation rate and the unemployment rate of a country moderated the association among employee PCB, job performance and turnover.Research limitations/implicationsThe availability of more detailed macroeconomic data against the PCB and outcome relationship for other countries and studies examining the impact of micro-economic data for PCB and outcome relationship would provide a better understanding of the context.Practical implicationsThe authors believe that the results highlight the importance of the national economy since it impacts individual outcomes following a breach.Social implicationsEmployment policies to capture the impact of macroeconomic circumstances as discussed.Originality/valueOne of the valuable contributions made by this paper is that the authors capture the current accumulative knowledge regarding the breach and performance and breach and turnover relationship. Second, the study examines how the inflation rate and unemployment rate could moderate the association between PCB and job performance and turnover.

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Gender, age and tenure as moderators of work-related stressors' relationships with job performance: A meta-analysis

Human Relations ◽

10.1177/0018726708095708 ◽

2008 ◽

Vol 61 (10) ◽

pp. 1371-1398 ◽

Cited By ~ 28

Author(s):

Arie Shirom ◽

Simona Shechter Gilboa ◽

Yitzhak Fried ◽

Cary L. Cooper

Keyword(s):

Job Performance ◽

Meta Analysis ◽

Work Related ◽

Work Related Stressors

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Self-monitoring of blood glucose in non-insulin treated patients with type 2 diabetes: a systematic review and meta-analysis

Current Medical Research and Opinion ◽

10.1185/03007990903364665 ◽

2009 ◽

Vol 25 (12) ◽

pp. 2903-2913 ◽

Cited By ~ 69

Author(s):

Sabin Allemann ◽

Carine Houriet ◽

Peter Diem ◽

Christoph Stettler

Keyword(s):

Systematic Review ◽

Type 2 Diabetes ◽

Blood Glucose ◽

Meta Analysis ◽

Self Monitoring

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The Role Of Organizational Citizenship Behavior and Voice Behavior in the Relationship Between Proactive Personality and Job Performance

Alanya Akademik Bakış ◽

10.29023/alanyaakademik.825464 ◽

2021 ◽

Author(s):

Süleyman Cem BOZDOĞAN

Keyword(s):

Job Performance ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Proactive Personality ◽

Citizenship Behavior ◽

Voice Behavior ◽

Personality And Job Performance ◽

The Relationship

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Predictive Validity toward Job Performance of General and Specific Mental Abilities. A Validity Study across Different Occupational Groups

Business and Management Studies ◽

10.11114/bms.v4i3.3297 ◽

2018 ◽

Vol 4 (3) ◽

pp. 1

Author(s):

Jaroslaw Grobelny

Keyword(s):

Job Performance ◽

Cognitive Abilities ◽

Meta Analysis ◽

Incremental Validity ◽

Validity Study ◽

Occupational Groups ◽

General Mental Ability ◽

Importance Analysis ◽

Mental Abilities ◽

Validity Theory

There are two main views on the role of cognitive abilities in job performance prediction. The first approach is based on meta-analysis and incremental validity analysis research and the main assumption is that general mental ability (GMA) is the best job performance predictor regardless of the occupation. The second approach, referred to as specific validity theory, assumes that job-unique weighting of different specific mental abilities (SMA) is a better predictor of job performance than GMA and occupational context cannot be ignored when job performance is predicted. The validity study of both GMA and SMA as predictors of job performance across different occupational groups (N = 4033, k = 15) was conducted. The results were analyzed by calculating observed validity coefficients and with the use of the incremental validity and the relative importance analysis. The results supports the specific validity theory – SMA proved to be a valid job performance predictor and occupational context moderated GMA validity.

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