Personality and job performance: the Big Five revisited.
Prior meta-analyses investigating the relation between the Big 5 personality dimensions and job performance have all contained a threat to construct validity, in that much of the data included within these analyses was not derived from actual Big 5 measures. In addition, these reviews did not address the relations between the Big 5 and contextual performance. Therefore, the present study sought to provide a meta-analytic estimate of the criterion-related validity of explicit Big 5 measures for predicting job performance and contextual performance. The results for job performance closely paralleled 2 of the previous meta-analyses, whereas analyses with contextual performance showed more complex relations among the Big 5 and performance. A more critical interpretation of the Big 5-performance relationship is presented, and suggestions for future research aimed at enhancing the validity of personality predictors are provided.
Hurtz
G M
GM
Department of Psychology, University at Albany, State University of New York 12222, USA. gh8806@csc.albany.edu
Donovan
J J
JJ
D006801:Humans; D008960:Models, Psychological; D010556:Personality Tests; D010560:Personnel Selection; D011594:Psychometrics / Q000379:methods; D015203:Reproducibility of Results