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A personality trait-based interactionist model of job performance
Robert P Tett1, Dawn D Burnett
1Department of Psychology, University of Tulsa, Oklahoma 74104, USA. robert-tett@utulsa.edu
The Journal of Applied Psychology
|June 20, 2003
Summary
Personality expression in jobs depends on specific situations. A new model identifies 5 situational features that influence how personality traits translate into valued work behaviors, aiding in employee selection and motivation.
Area of Science:
- Industrial-Organizational Psychology
- Organizational Behavior
- Human Resources Management
Background:
- Personality-job performance relations show situational specificity.
- Understanding trait expression as work behavior is crucial.
- Trait activation theory provides an interactionist framework.
Purpose of the Study:
- To propose a model of trait expression in the workplace.
- To distinguish trait-expressive behavior from job performance.
- To clarify conditions favoring personality use in selection.
Main Methods:
- Developed a model based on trait activation principles.
- Identified 5 key situational features (demands, distracters, constraints, releasers, facilitators).
- Examined situational features at task, social, and organizational levels.
Main Results:
- The model links situational taxonomies (e.g., RIASEC) with personality traits (e.g., Big Five).
- Trait expression is influenced by the interplay of personality and specific situational features.
- Distinguishes trait-expressive behavior from overall job performance.
Conclusions:
- The model enhances understanding of situational specificity in personality-job performance links.
- It offers a framework for personality-oriented job analysis and team building.
- Provides insights into work motivation by considering trait activation in context.