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Problem 3 - Personality as predictor for Job Performance (Cognitive…
Problem 3 - Personality as predictor for Job Performance
APA (2003)
Conscientiousness only personality trait that predicts JP
good predictor in conventional and realistic jobs
artistic should score high on openess and low on C
not true for all jobs, e.g artistic
interpersonal skills can mediate personality tendencies
interpersonal skills help overcome introversion
Motowidlo: JP in two components
task performance
contextual performance
interpersonal facilitation
C affects job dedication
E and A affect interpersonal facilitation
job dedication
affects task performance and interpersonal facilitation
Cognitive ability as a moderator of the relationship between personality and job performance (Wright, 1995)
predicts for people high on AN but not the ones low on AN
achievement need and cognitive ability as predictor of job performance
interaction between personality and ability
negative relationship for those high in AN and low in cognitive ability
positive relationship for those high in AN and low in cognitive ability
Limitations
not generalizable because specific sample used
not random sample
Personality, Personal selection, and Job Performance (Van der Linden 2017)
The Bid 5 and performance
emotional stability sig, with overall job performance
C = broades and most consistent predictor
small to moderate effect size
low to moderate criterion validity
Big 5 can predict general and specific measures of JP
alternative personality taxonomies
HEXACO - Personality Model
good Negative predictor of counterproductive work behaviour
Big 5 + honesty humility dimension
high scores = less socially undesirable behaivour
Dark Triad
Psychopathy
can in short term enhance success, longterm = fall
impulsiveness, thrill seeking, anxiety
Narcissism
self-enhancement, positive self view
Manchiavellism
unconventional view on morality
M & P are negatively associated with JP and N not sig. associated
Emotional Intelligence
has predictive power of Jp
Bandwidth-Fidelity Discussion
Broad
combination of C, ES, A => better than 1 big 5 individually
good predictor of JP
higher reliability
GFP
explains 10 % of overall JP
higher criterion validity
Narrow
good in predicting specific aspects
low reliability
References:
Van der Linden, D., Pelt, D.H.M., Dunkel, C. S., & Born, M. Ph. (2017). Personality, Personnel Selection, and Job Performance. In: V. Zeigler-Hill & T. K. Schackleford (Eds.) Encyclopedia of Personali
American Psychological Association. (2003). Which Traits Predict Job Performance?.
http://helping.apa.org/work/personal.html
, 0(0), 1–2.
Wright, P. M., Kacmar, K. M., McMahan, G. C., & Deleeuw, K. (1995). P = f(MxA): Cognitive ability as a moderator of the relationship between personality and job performance. Journal of Management, 21(6), 1129–1139. doi:10.1177/014920639502100606
Van der Linden, D., Te Nijenhuis, J., Cremer, M., Van de Ven, C. & Van der Heijden-Lek, K. (2014). The General Factor of Personality (GFP) Relates to Other Ratings of Character and Integrity: Two validity studies in personnel selection and training of the Dutch armed forces. International Journal of Selection and Assessment, 22(3), 261–271. doi:
http://doi.org/10.1111/ijsa.12075
General factor of personality relates to ratings of character and integrity (Van der Linden, 2014)
GFP reflects a mix of social desirable behaviours
Questions:
does GFP exists?
Yes
Is it consistent?
different studies have large overlap (.60)
What is it?
artefact caused by way in which personality is measured
measured by looking at non-self report measures
study 1
GFP is associated with social advantage
GFP is not an artefact, it influences the environment
study 2
GFP showed relevant association with integrity ratings of supervisors
Kim Laura Difflipp
430061
Tutor: Anne Bolders