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Personality and job performance: the Big Five revisited
1Department of Psychology, University at Albany, State University of New York 12222, USA. gh8806@csc.albany.edu
The Journal of Applied Psychology
|December 28, 2000
Summary
This study validates the Big 5 personality traits' predictive power for job performance and contextual performance using explicit measures. Results confirm personality
Area of Science:
- Psychology
- Organizational Behavior
- Industrial-Organizational Psychology
Background:
- Previous meta-analyses on Big 5 personality and job performance had construct validity issues due to non-explicit measures.
- Existing reviews overlooked the relationship between Big 5 personality and contextual performance.
Purpose of the Study:
- To meta-analytically estimate the criterion-related validity of explicit Big 5 measures for predicting job performance.
- To examine the Big 5 personality dimensions' relationship with contextual performance.
Main Methods:
- Conducted a meta-analysis using explicit Big 5 personality measures.
- Analyzed data to assess predictive validity for both job performance and contextual performance.
Main Results:
- Job performance predictions mirrored previous meta-analyses.
- Complex relationships were observed between Big 5 personality traits and contextual performance.
- Explicit Big 5 measures demonstrated criterion-related validity.
Conclusions:
- Explicit Big 5 personality measures are valid predictors of job performance and contextual performance.
- Future research should focus on enhancing the validity of personality predictors in organizational settings.