Personality

Question 1

Child 68

Answer 1

the more or less stable, internal factors which make our behaviour consistent over time and different to that of others

Question 2

Hogan and Holland 03

Answer 2

cross-national, meta-analytic results show 15-30% of variance in work performance can be accounted for by personality

Question 3

Ghiselli 66

Answer 3

personality testing is one of the best predictors of job performance

Question 4

FFM

Answer 4

Neuroticism
Extraversion
Agreeableness
Conscientousness
Openness to experience

Question 5

Barrick and Mount 91

Answer 5

117 studies, applied FFM to job and training proficiency and personnel data measures
only conscientiousness had a general and modest correlation with job performance

Question 6

Characteristics of conscientiousness

Answer 6

High standards, try and meet their goals

Question 7

Further meta-analyses

Answer 7

Find the same as Barrick and Mount 91 but also neuroticism in part predictive

Question 8

Characteristics of neuroticism

Answer 8

highly sensitive to environmental stimulation due to over-active sympathetic nervous system

Question 9

Barrick and Mount 91 N

Answer 9

Neuroticism predicts work performance in the police force

Question 10

So from Barrick and Mount, is personality related to job performance?

Answer 10

Welllll lots of variation across occupational in those which had smaller correlations so hard to specify which traits apply to which jobs and why

Question 11

Morgerson et al. 07

Answer 11

low validity findings suggest personality testing does not predict performance as such

Question 12

Meta-analysis pro and con

Answer 12

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

Question 13

Furnham 08

Answer 13

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

Question 14

Judge et al. 02

Answer 14

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

Question 15

Krishnan et al. 10

Answer 15

job satisfaction and motivation when low can lead to wanting to quit, which can have negative consequences on organisational deviance and performance

Question 16

Selgado 97

Answer 16

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

Question 17

Extraversion characteristics

Answer 17

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)

Question 18

Introversion characteristics

Answer 18

better able to handle routine work but more easily distracted (Morgenstern 71)

Question 19

Judge et al. 97

Answer 19

89 employees
E and C predicted absenteesm
BUT limited to university employees
- E may not be absent from jobs that stimulate them eg. sales

Question 20

Cooper and Payne 67

Answer 20

N also predicts absenteesm

- more likely to be overaroused and uncomfortable as reason for being absent

Question 21

South African study

Answer 21

N and introversion predicted number of accidents in South African bus drivers

Question 22

PROS personality tests

Answer 22

scientific, emperically based, reliable and valid across those who take them, easily compared - allows for comparison over time see if they did predict performance

Question 23

CONS personality tests

Answer 23

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

Question 24

CONS personality tests faking

Answer 24

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