scholarly journals Incremental Validity of Character Strengths as Predictors of Job Performance Beyond General Mental Ability and the Big Five

2021 ◽  
Vol 12 ◽  
Author(s):  
Claudia Harzer ◽  
Natalia Bezuglova ◽  
Marco Weber
Keyword(s):  
Job Performance ◽  
Personality Traits ◽  
Big Five ◽  
Character Strengths ◽  
Incremental Validity ◽  
Work Behavior ◽  
Mental Ability ◽  
Web Based ◽  
General Mental Ability ◽  
Explained Variance

Over the last decades, various predictors have proven relevant for job performance [e.g., general mental ability (GMA), broad personality traits, such as the Big Five]. However, prediction of job performance is far from perfect, and further potentially relevant predictors need to be investigated. Narrower personality traits, such as individuals' character strengths, have emerged as meaningfully related to different aspects of job performance. However, it is still unclear whether character strengths can explain additional variance in job performance over and above already known powerful predictors. Consequently, the present study aimed at (1) examining the incremental validity of character strengths as predictors of job performance beyond GMA and/or the Big Five traits and (2) identifying the most important predictors of job performance out of the 24 character strengths, GMA, and the Big Five. Job performance was operationalized with multidimensional measures of both productive and counterproductive work behavior. A sample of 169 employees from different occupations completed web-based self-assessments on character strengths, GMA, and the Big Five. Additionally, the employees' supervisors provided web-based ratings of their job performance. Results showed that character strengths incrementally predicted job performance beyond GMA, the Big Five, or GMA plus the Big Five; explained variance increased up to 54.8, 43.1, and 38.4%, respectively, depending on the dimension of job performance. Exploratory relative weight analyses revealed that for each of the dimensions of job performance, at least one character strength explained a numerically higher amount of variance than GMA and the Big Five, except for individual task proactivity, where GMA exhibited the numerically highest amount of explained variance. The present study shows that character strengths are relevant predictors of job performance in addition to GMA and other conceptualizations of personality (i.e., the Big Five). This also highlights the role of socio-emotional skills, such as character strengths, for the understanding of performance outcomes above and beyond cognitive ability.

Incremental Validity of Personality Measures in Predicting Underwater Performance and Adaptation

2015 ◽  
Vol 18 ◽  
Author(s):  
Joaquín Colodro ◽  
Enrique J. Garcés-de-los-Fayos ◽  
Juan J. López-García ◽  
Lucía Colodro-Conde
Keyword(s):  
Personality Traits ◽  
Psychological Intervention ◽  
Scuba Diving ◽  
Incremental Validity ◽  
Mental Ability ◽  
Discrimination Power ◽  
Effective Response ◽  
General Mental Ability ◽  
Underwater Environment ◽  
Image Position

AbstractIntelligence and personality traits are currently considered effective predictors of human behavior and job performance. However, there are few studies about their relevance in the underwater environment. Data from a sample of military personnel performing scuba diving courses were analyzed with regression techniques, testing the contribution of individual differences and ascertaining the incremental validity of the personality in an environment with extreme psychophysical demands. The results confirmed the incremental validity of personality traits (ΔR2 = .20, f2 = .25) over the predictive contribution of general mental ability (ΔR2 = .07, f2 = .08) in divers’ performance. Moreover, personality ($R_L^2$ = .34) also showed a higher validity to predict underwater adaptation than general mental ability ($R_L^2$ = .09). The ROC curve indicated 86% of the maximum possible discrimination power for the prediction of underwater adaptation, AUC = .86, p < .001, 95% CI (.82–.90). These findings confirm the shift and reversal of incremental validity of dispositional traits in the underwater environment and the relevance of personality traits as predictors of an effective response to the changing circumstances of military scuba diving. They also may improve the understanding of the behavioral effects and psychophysiological complications of diving and can also provide guidance for psychological intervention and prevention of risk in this extreme environment.

A Theory of Sex Differences in Technical Aptitude and Some Supporting Evidence

2011 ◽  
Vol 6 (6) ◽  
pp. 560-573 ◽  
Author(s):  
Frank L. Schmidt
Keyword(s):  
Sex Differences ◽  
Job Performance ◽  
Large Data ◽  
Future Research ◽  
Mental Ability ◽  
Supporting Evidence ◽  
Data Set ◽  
Aptitude Tests ◽  
General Mental Ability ◽  
Technical Aptitude

In this article, I present a theory that explains the origin of sex differences in technical aptitudes. The theory takes as proven that there are no sex differences in general mental ability (GMA), and it postulates that sex differences in technical aptitude (TA) stem from differences in experience in technical areas, which is in turn based on sex differences in technical interests. Using a large data set, I tested and found support for four predictions made by this theory: (a) the construct level correlation between technical aptitude and GMA is larger for females than males, (b) the observed and true score variability of technical aptitude is greater among males than females, (c) at every level of GMA females have lower levels of technical aptitude, and (d) technical aptitude measures used as estimates of GMA for decision purposes would result in underestimation of GMA levels for girls and women. Given that GMA carries the weight of prediction of job performance, the support found for this last prediction suggests that, for many jobs, technical aptitude tests may underpredict the job performance of female applicants and employees. Future research should examine this question.

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

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.

Negative feedback and employee job performance: Moderating role of the Big Five

2017 ◽  
Vol 45 (10) ◽  
pp. 1735-1744 ◽  
Author(s):  
Yun Guo ◽  
Yanhong Zhang ◽  
Jianqiao Liao ◽  
Xinwei Guo ◽  
Jintao Liu ◽  
...  
Keyword(s):  
Job Performance ◽  
Personality Traits ◽  
Big Five ◽  
Negative Feedback ◽  
Linear Regression Analysis ◽  
Negative Relationship ◽  
Big Five Personality Traits ◽  
Big Five Personality ◽  
Moderating Role

We used hierarchical linear regression analysis to test the relationship between negative feedback and employee job performance, and explored the moderating role of the Big Five personality traits in this relationship. Participants were 357 supervisor–subordinate dyads in China; subordinates responded to negative feedback and Big Five personality traits measures, and direct supervisors rated their employees' job performance. Results showed that negative feedback was negatively related to employee job performance, and that the Big Five personality traits moderated this relationship. Specifically, the strength of the negative relationship between negative feedback and job performance was reduced as extraversion, openness to experience, agreeableness, emotional stability, and conscientiousness increased. Implications for management and theory are discussed.

General Mental Ability and Job Stress jointly moderate the Job Tenure-Job Performance Relationship

2015 ◽  
Vol 2015 (1) ◽  
pp. 10088
Author(s):  
Andreas Wihler ◽  
James A. Meurs ◽  
Jochen Kramer ◽  
Gerhard Blickle
Keyword(s):  
Job Performance ◽  
Job Stress ◽  
Mental Ability ◽  
Job Tenure ◽  
General Mental Ability

THE RELATIONSHIP BETWEEN THE BIG FIVE PERSONALITY TRAITS AND JOB PERFORMANCE IN BUSINESS WORKERS AND EMPLOYEES' PERCEPTION

2016 ◽  
Vol 16 (2) ◽  
pp. 63-76 ◽  
Author(s):  
Andrea Ceschi ◽  
Arianna Costantini ◽  
Andrea Scalco ◽  
Morteza Charkhabi ◽  
Riccardo Sartori
Keyword(s):  
Job Performance ◽  
Personality Traits ◽  
Big Five ◽  
Big Five Personality Traits ◽  
Big Five Personality ◽  
The Relationship

scholarly journals Examining the Psychometric Properties of the Mayer-Salovey Caruso Emotional Intelligence Test Findings From an Eastern European Culture

2020 ◽  
Author(s):  
Dragos Iliescu ◽  
Alexandra Ilie ◽  
Dan Ispas ◽  
Andrei Ion
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Cognitive Ability ◽  
Big Five ◽  
Discriminant Validity ◽  
Incremental Validity ◽  
Intelligence Test ◽  
Eastern European ◽  
European Culture ◽  
Structural Equivalence

Based on four samples and more than 2,000 participants, the authors examined the structural equivalence, discriminant validity as well as criterion and incremental validity of the Romanian version of the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT), an ability-based measure of emotional intelligence. Results suggest that the Romanian version of the MSCEIT has a very good structural equivalence and good discriminant validity compared with measures of cognitive ability, personality (Big Five), and empathy. Also, the Romanian MSCEIT has incremental validity over personality when predicting job performance. Based on these results, the authors encourage usage of the MSCEIT as a sound measure of emotional intelligence.

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