Meeting 3: ‘Beyond Intelligence’, Who would you hire?
The Big Five and Job Performance
Study by Barrick
Conscientiousness is the broadest and most consistent job performance predictor of the Big Five
dimension
Extraversion and openness were positively and significantly related to training performance
agreeableness and extraversion both were positively and significantly related to team performance
limitation:o consider work behaviors that fall outside the formal job description
Study by Chiaburu
B5 traits are positively related to OCB
A negative association with neuroticism (with only few
exceptions)
Meta-analyses by Judge et al. (2002 ) and Bono
: 4 of B5 dimensions (agreeableness) demonstrated
relevant positive relations to overall leadership ratings and leadership emergence
the B5 can be used to predict a range of general and specific measures of job performance
effect sizes are often moderate at best => has a limited use as a predictor of
job performance.
The HEXACO Personality Model
Includes the Big Five but has added an extra dimension to it
honesty-humility (the tendency to be honest and a lower drive for status and material gain )
It seems to be a particularly good (negative) predictor of delinquent work tendencies and counterproductive work behavior
Involves jobs in which integrity constitutes a major component
personality can be used to predict job performance although the predictive values remain moderate to low.
Also the use of other-ratings of personality leads to substantial increase in the predictive and incremental
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
The Personality-Aptitude Interaction
Maier’s (1958) model of job performance: performance should be predicted by the interaction between ability and
personality.
Performance is a multiplicative function of ability and motivation (i.e., P = f(A x M))
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.
Certain personality constructs has low but significant association with performance
when used with aptitude
=> more support for personality’s validity
Achievement Need and Ability as Predictors of Performance
Achievement need - a personality trait which contains an obvious underlying motivational theme.
Measures of achievement (subscales of self-esteem and work orientation) correlated approximately .20
In nonmilitary settings - moderately-high uncorrected correlations between achievement and various performance
measures.
Cognitive ability is a valid and the strongest predictor of job performance
General cognitive ability – predictor of
both training success and job performance
personality reflects one’s motivation to perform a job and aptitude reflects one’s ability to perform a job
high in achievement need is one who aspires to accomplish difficult tasks
. AN and cognitive ability are correlated (.67).
wright 1995
The cognitive ability composite explained 2% (p<.05) of the variance
, need for achievement explained no incremental variance (0%; n.s.)
the cognitive ability by need for achievement interaction explained an incremental 9% (p<.01).
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
STUDY 2
GFP - a mix of socially desirable behaviors
The predictive validity of personality measures is being improved. One example frame of reference (FoR) (how
people tend to behave in general).
the socially desirable behaviors associated with the GFP would facilitate cooperation and social ties
Low GFP scores are presumed to be accompanied by a higher probability of various social or psychological problems
The ‘artifact account’ of the GFP -->social desirability response bias is the primary cause of the general factor
The substantive account of the GFP - predicts that the general factor is related to a broad range of real-life outcomes.
whether GFP scores of candidates applying for a military job are associated with the overall scores they receive from interviewers.
Candidates with higher GFP scores received more favorable ratings in the interview
Examine whether GFP scores based on self-reports are associated with integrity ratings by supervisors of trainees.
Each of the GFPs showed relevant associations with the integrity ratings of the supervisors
It supports the idea that the GFP is associated with a social advantage
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
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
Task performance
Contextual performance
how well one performs at a task
how well one's beh. around his workplace contributes to organization
Dark triad
Machiavellism
Narcissism
Psychopathy
realistic vocations
artistic and social vocations.
aversion to artistic a social vocations.