Lecture 10

Question 1

What are 4 four applications of intelligence and personality at work?

Answer 1

1. Selection
2. Placement
3. Training/insight
4. Military testing

Question 2

What personality traits predict job performance?

Answer 2

o Only Conscientiousness predicts job performance at a non-trivial level
♣ Extraversion shows non-trivial relationship with subjective performance

Question 3

What personality traits predict training proficiency?

Answer 3

o Extraversion, Conscientiousness, and Openness all predict training proficiency

Question 4

How does the level of Openness effect long-term job performance?

Answer 4

o Level of Openness DOESN’T effect long-term job performance

Question 5

Does personality predict workplace performance similarly across cultures?

Answer 5

• No, there are cross-cultural differences in personality predictors of workplace performance
  
  • Similarity (between American and European studies):
    o Conscientiousness is the strongest predictor of job and training proficiency
  • Difference (between American and European studies):
    o Low Neuroticism in predicting job and training proficiency
    o Agreeableness rather than Extraversion predicts training efficiency
• Barrick & Mount (1991): Meta-analysis primarily based on American samples
• Salgado (1997): Meta-analysis of European data

Question 6

What is the difference between task performance and contextual performance?

Answer 6

• Task performance: Skills required by the job (things that you have to do)
• Contextual performance: Skills that don’t have to be done but which employees tend to do (managers take these “unrequired” skills into consideration)

Question 7

Based on Judge, Rodell, Klinger, Simon & Crawford (2013), what personality trait is the strongest predictor of both task and contextual performance?

Answer 7

o Conscientiousness is the strongest predictor of both task and contextual performance

Question 8

Based on Judge, Rodell, Klinger, Simon & Crawford (2013), what were the Big-5 personality traits a stronger predictor of?

Answer 8

o All Big-5 personality traits stronger predictors of contextual performance than task performance
♣ Except for Openness – stronger predictor for task performance than contextual performance

Question 9

Based on Judge, Rodell, Klinger, Simon & Crawford (2013), how do the 6 facets of Conscientiousness predict task and contextual performance?

Answer 9

o The 6 facets of Conscientiousness
♣ All 6 facets predicted task performance similarly
♣ For contextual performance, stronger predictions from Achievement Striving and Dutifulness facets

Question 10

Based on Judge, Rodell, Klinger, Simon & Crawford (2013), what is the key predictor of both task and contextual performance?

Answer 10

Conscientiousness

Question 11

According to Schmidt & Hunter (1998), what common methods to predict workplace performance have large effect sizes (i.e. most accurate)?

Answer 11

o Large effect sizes
♣ Work sample (.54)
♣ Intelligence (.51)
♣ Structured interviews (.51)

Question 12

According to Schmidt & Hunter (1998), what common methods to predict workplace performance have moderate effect sizes (i.e. moderately accurate)?

Answer 12

o	Moderate effect sizes
	♣	Conscientiousness (.31)
	♣	Biodata
	♣	Assessment centres
	♣	Unstructured interviews
	♣	Integrity tests
	♣	Job try-outs
	♣	Job knowledge

Question 13

According to Schmidt & Hunter (1998), what common methods to predict workplace performance have small effect sizes (i.e. only minimally accurate)?

Answer 13

o Small effect sizes
♣ Reference checks (.26)
♣ Job experience (.18)

Question 14

According to Schmidt & Hunter (1998), what common methods to predict workplace performance have trivial effect sizes (i.e. not accurate at all)?

Answer 14

o Trivial effect sizes
♣ Years of education
♣ Graphology