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Meeting 3: ‘Beyond Intelligence’, Who would you hire? (Achievement Need…
Meeting 3: ‘Beyond Intelligence’, Who would you hire?
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P=f(M X A): Cognitive Ability as a Moderator of the Relationship Between
Personality and Job Performance
Although statistically significant correlations have been observed between personality and job performance in
these studies, these correlations are still quite low relative to other predictors
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empirical support:
French (1958), using the Armed Forces Qualification Test and a measure of need for achievement, found that
performance ratings were an interactive function of these measures
Hobart and Dunnette (1967): personality variables enhanced the validity of aptitude tests for predicting
managerial effectiveness.
Vroom (1960): only among high aptitude individuals was need for independence strongly correlated with
performance.
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wright 1995
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, need for achievement explained no incremental variance (0%; n.s.)
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hypothesis (supported)
need for achievement and performance is moderated by cognitive ability such that a positive relationship will be observed for those high in cognitive ability
Van der Linden (2014)
STUDY 1
whether GFP scores of candidates applying for a military job are associated with the overall scores they receive from interviewers.
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STUDY 2
Examine whether GFP scores based on self-reports are associated with integrity ratings by supervisors of trainees.
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higher scores on the GFP were accompanied with better relationships with other trainees,
The findings from both studies converged because they confirmed that the GFP had real-life consequences
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Brane Bencic 424918/ Organizational Psychology:
Performance at Work/Tutorial Group 2.8-5/Meeting4/Tutor: Aslanidou, A.
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 (Ed.), Encyclopedia of Personality (pp. 1–10). Uncorrected proof state to be published.
Lee, K., Ashton, M. C., & de Vries, R. E.,. (2005). Predicting Workplace Delinquency and Integrity with the HEXACO and Five-Factor Models of Personality Structure. Human Performance, 18(2), 179–197. doi:http://doi.org/10.1207/s15327043hup1802_4
Jonason, P. K., Wee, S., Li, N. P., Jackson, C. (2014). Occupational niches and the Dark Triad traits. Personality and Individual Differences, 69, 119–123. doi:http://doi.org/10.1016/j.paid.2014.05.024
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
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