scholarly journals Is It Complicated? Validity of Personality Interactions for Predicting Performance

2020 ◽  
Vol 6 (3) ◽  
Author(s):  
Jacob Bradburn ◽  
Ann Marie Ryan ◽  
Anthony Boyce ◽  
Tamera McKinniss ◽  
Jason Way
Keyword(s):  
Job Performance ◽  
Personality Assessment ◽  
Employee Selection ◽  
Emotional Stability ◽  
Interactive Effects ◽  
Personality Variables ◽  
Predicting Performance ◽  
Main Effects ◽  
Organizational Sciences

Research on personality within the organizational sciences and for employee selection typically focuses on main effects, as opposed to interactive effects between personality variables. Large, multi-organizational datasets involving two different measures of personality were examined to test theoretically driven trait by trait interactions in predicting job performance. Interactive effects of Agreeableness and Conscientiousness, Agreeableness and Extraversion, Extraversion and Conscientiousness, and Emotional Stability and Conscientiousness were hypothesized as predicting overall job performance. However, these hypothesized effects were generally not supported. Implications for personality assessment are discussed.

Do employee responses to organizational support depend on their personality? The joint moderating role of conscientiousness and emotional stability

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Greg J. Sears ◽  
Yu Han
Keyword(s):  
Job Performance ◽  
Personality Traits ◽  
Organizational Support ◽  
Affective Commitment ◽  
Employee Performance ◽  
Self Regulation ◽  
Employee Commitment ◽  
Emotional Stability ◽  
Content Type ◽  
Positive Effects

PurposeThis study explored whether two Big Five traits – conscientiousness and emotional stability – jointly moderate the positive effects of perceived organizational support (POS) on employee commitment and job performance. Drawing on organizational support theory and a self-regulation perspective, we proposed that employees high on both traits will more effectively leverage POS to enhance both their commitment and their performance.Design/methodology/approachData were collected from 141 employees in a multinational transportation security firm. Employees completed measures assessing their POS, personality and affective commitment. Supervisors provided ratings of employees' job performance.FindingsResults indicated that POS exerts a stronger influence on both employee commitment and performance when workers are high on conscientiousness and emotional stability. Moreover, POS was only found to be significantly associated with job performance when employees were high on both traits.Research limitations/implicationsThese results suggest that personality traits play an integral role in influencing workers' perceptions of, and responses to, POS. Specifically, employees who demonstrate a stronger task focus and self-regulation capabilities appear to respond more favorably to POS.Practical implicationsThese findings reinforce the value of implementing HR practices that convey support for employees but also highlight the importance of attracting and retaining employees who are conscientious and emotional stable in order to fully realize the benefits of these practices.Originality/valueRecent evidence indicates that the relationship between POS and employee performance is tenuous. Our results are consistent with a contingency perspective on POS and signal that this may be partly owing to the `influence of individual differences, such as personality traits, in moderating the effects of POS.

The interactive effects of conscientiousness, openness to experience, and political skill on job performance in complex jobs: The importance of context

2012 ◽  
Vol 34 (8) ◽  
pp. 1145-1164 ◽  
Author(s):  
Gerhard Blickle ◽  
James A. Meurs ◽  
Andreas Wihler ◽  
Christian Ewen ◽  
Andrea Plies ◽  
...  
Keyword(s):  
Job Performance ◽  
Political Skill ◽  
Openness To Experience ◽  
Interactive Effects

Estimating the Effect of a Fit-Focused Employee Selection Program

2018 ◽  
Vol 31 (2) ◽  
pp. 159-175 ◽  
Author(s):  
Nai-Yng Liu ◽  
Shuen-Zen Liu ◽  
Hsuan-Lien Chu
Keyword(s):  
Job Performance ◽  
Empirical Data ◽  
Employee Selection ◽  
Management Control ◽  
Goal Congruence ◽  
Selection Program ◽  
Empirical Results ◽  
Systematic Selection ◽  
Control Tool

ABSTRACTUsing empirical data from a Taiwanese realty company, this paper examines the effects of a fit-focused employee selection program in serving as a management control tool. Empirical results indicate that program-selected probationers show a higher level of goal congruence with the firm and better job performance than non-program-selected individuals. The results provide evidence that systematic selection may serve as a useful mechanism for finding better-fitting employees.

The Roles of Disliking, Deservingness, and Envy in Predicting Schadenfreude

2020 ◽  
pp. 003329412092135
Author(s):  
Keegan D. Greenier
Keyword(s):  
Pilot Study ◽  
Interactive Effects ◽  
Large Pool ◽  
Single Study ◽  
Benign Envy ◽  
Main Effects ◽  
First Time

Schadenfreude (pleasure about another’s misfortune) was studied using written scenarios that were manipulated to include elements that elicited disliking of the target, envy of the target, and/or deservingness of the misfortune. This was the first time all the three predictors were included in a single study, allowing for a test of their possible interactive effects. Study 1 created a large pool of scenarios based on a pilot study and had participants rate them regarding how much disliking, deservingness, or envy was felt. The eight scenarios that were most effective in eliciting the various combinations of predictors were then used in Study 2 to test for schadenfreude reactions. Results revealed strong main effects for disliking and deservingness. Interactions showed that disliking attenuated the effect of deservingness, especially for female participants. Finally, further evidence was found that malicious but not benign envy predicted schadenfreude.

scholarly journals Influence of personality variables, impulsivity, perfectionism, self-esteem and self-efficacy in Work Craving

2019 ◽  
Vol 35 (3) ◽  
pp. 506-513
Author(s):  
María-José Serrano-Fernández ◽  
Joan Boada-Grau ◽  
Jordi Assens-Serra ◽  
Maria Boada-Cuerva ◽  
Andreu Vigil-Colet
Keyword(s):  
Self Efficacy ◽  
Healthy Lifestyle ◽  
Self Esteem ◽  
Emotional Stability ◽  
Predictive Capacity ◽  
Work Addiction ◽  
Probability Sampling ◽  
Personality Variables ◽  
Predictive Study

Antecedentes: Estudios recientes has sugerido que hay relación entre algunas variables de personalidad y la adicción al trabajo. En el presente trabajo nos hemos planteado el objetivo de realizar un estudio Predictivo de las variables antecedentes del Work Craving a través de las variables Impulsividad, Personalidad, Perfeccionismo, autoestima y Autoeficacia. Método: Los participantes han sido 332 trabajadores, obtenidos mediante un muestreo no probabilístico. Se han utilizado los programas FACTOR (versión 7.2) y SPSS 23.0. Resultados: se determina la capacidad predictiva de variables de personalidad y autoestima sobre el Work Craving. Conclusiones: El Work Craving se puede predecir a través de determinadas variables (Estabilidad emocional, Perfeccionismo y autoestima), contribuyendo la presente investigación a un mayor conocimiento de la Adicción al Trabajo y a la potenciación de un estilo de vida saludable que se puede ver afectado por la Adicción al Trabajo. Background: Recent studies have suggested a relationship between certain personality variables and work addiction. In the present work we conduct a predictive study of the background variables of work craving through the variables Impulsivity, Personality, Perfectionism, Self-esteem and Self-efficacy. Method: The participants were 332 workers obtained by non-probability sampling. We used the FACTOR programs (version 7.2) and SPSS 23.0. Results: The predictive capacity of personality variables and self-esteem is determined on the work craving. Conclusions: Work craving can be predicted through certain variables (Emotional Stability, Perfectionism and Self-esteem). This research contributes to greater knowledge of work addiction and to the empowerment of a healthy lifestyle that can be affected by addiction to work. No funding has been received to make this article.

scholarly journals Predicting Correctional Officer Job Performance Using the Critical Hire-Screen and Personality Assessment Inventory: An Analysis of Incremental Validity

2020 ◽  
Vol 10 (1) ◽  
pp. 158 ◽  
Author(s):  
Anthony Tatman
Keyword(s):  
Job Performance ◽  
Personality Assessment ◽  
Personality Assessment Inventory ◽  
Incremental Validity ◽  
Correctional Officer ◽  
Practical Application ◽  
Employment Test ◽  
Employment Testing ◽  
Supervisor Ratings ◽  
Performance Results

This article measured the degree to which the Critical Hire-Screen (CH-S), a pre-employment test of integrity, and Personality Assessment Inventory (PAI), a test of psychopathology, correlated with and predicted supervisor ratings of correctional officer job performance. Results revealed that the CH-S provided the strongest correlation with, and prediction of, job performance. Although PAI subscales contributed to the prediction model, relatively few subscales were ultimately selected, resulting in the CH-S explaining the majority of the variance. Implications for correctional agencies and pre-employment evaluators are discussed, and recommendations for the practical application of these results to pre-employment testing process are provided.

Selected Perceptual and Personality Variables Related to Orientation to Clothing

1973 ◽  
Vol 36 (3) ◽  
pp. 843-848 ◽  
Author(s):  
Anne P. Kernaleguen
Keyword(s):  
Field Dependence ◽  
Men And Women ◽  
Personality Variables ◽  
Reward Seeking ◽  
Body Boundary ◽  
Main Effects ◽  
Rod And Frame Test ◽  
Rod And Frame

56 college Ss were classified into 4 groups on the basis of sex and extreme scores in field dependence. They were compared on performance and directionality of error on the Rod-and-frame Test; 2 measures of body boundary, namely, barrier and penetration; masculinity—feminity; psychological security and 2 orientations to clothing. Significant main effects of sex were discerned for field dependence and penetration while significance was approached for both a reward-seeking orientation to clothing and barrier. There was a significant effect of field dependence on directionality of error on the Rod-and-frame Test. A reward-seeking orientation did not correlate with field dependence; however, seeking rewards covaried with barrier for both men and women. There was an association between a reward-seeking and dressing-to-be-different-from-others orientation to clothing.

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