Personality Flashcards
Child 68
the more or less stable, internal factors which make our behaviour consistent over time and different to that of others
Hogan and Holland 03
cross-national, meta-analytic results show 15-30% of variance in work performance can be accounted for by personality
Ghiselli 66
personality testing is one of the best predictors of job performance
FFM
Neuroticism Extraversion Agreeableness Conscientousness Openness to experience
Barrick and Mount 91
117 studies, applied FFM to job and training proficiency and personnel data measures
only conscientiousness had a general and modest correlation with job performance
Characteristics of conscientiousness
High standards, try and meet their goals
Further meta-analyses
Find the same as Barrick and Mount 91 but also neuroticism in part predictive
Characteristics of neuroticism
highly sensitive to environmental stimulation due to over-active sympathetic nervous system
Barrick and Mount 91 N
Neuroticism predicts work performance in the police force
So from Barrick and Mount, is personality related to job performance?
Welllll lots of variation across occupational in those which had smaller correlations so hard to specify which traits apply to which jobs and why
Morgerson et al. 07
low validity findings suggest personality testing does not predict performance as such
Meta-analysis pro and con
PRO: draw conclusions using the raw data from a wide range of studies – shows C and in part N are consistent
CONS: search terms used to collect studies may not be robust, differing and problematic methodologies may hinder validity of overall finding
Furnham 08
B+M overemphasised the significance of C at the expense of other traits! just because they weren’t signficant doesn’t mean they’re not important
Judge et al. 02
150 correlations from 65 studies
C E and O positively related to job satisfaction
C also to job motivation
N negatively related to satisfaction and motivation
Krishnan et al. 10
job satisfaction and motivation when low can lead to wanting to quit, which can have negative consequences on organisational deviance and performance
Selgado 97
C and E most valid predictors of job criteria and occupational groups
A predictor of performance in professional managers and skilled labourers
O and A predicters in training proficiency
O most relevant predictor of job performance in high school students
Extraversion characteristics
under-aroused, reduced reward sensitivity, need different sorts of interactions in their environment to be satisfied
so may cease to perform as well if they get bored (Kim 80)
Introversion characteristics
better able to handle routine work but more easily distracted (Morgenstern 71)
Judge et al. 97
89 employees
E and C predicted absenteesm
BUT limited to university employees
- E may not be absent from jobs that stimulate them eg. sales
Cooper and Payne 67
N also predicts absenteesm
- more likely to be overaroused and uncomfortable as reason for being absent
South African study
N and introversion predicted number of accidents in South African bus drivers
PROS personality tests
scientific, emperically based, reliable and valid across those who take them, easily compared - allows for comparison over time see if they did predict performance
CONS personality tests
tests don’t take into account context, complexity, task nature, variability across jobs organisations and settings – so need to take this into account when interpreting data
biased and unfair in terms of race and gender
lack of good norms to compare to
bi-directional nature of personality and work performance
CONS personality tests faking
Furnham 08: Ps can and do fake tests in lab and irl settings when motivated to present themselves in a good light
Tett 07: does reduce validity but still strong enough data to warrant use
