Self-monitoring personality at work: a meta-analytic investigation of construct validity.
The validity of self-monitoring personality in organizational settings was examined. Meta-analyses were conducted (136 samples; total N = 23,191) investigating the relationship between self-monitoring personality and work-related variables, as well as the reliability of various self-monitoring measures. Results suggest that self-monitoring has relevance for understanding many organizational concerns, including job performance and leadership emergence. Sample-weighted mean differences favoring male respondents were also noted, suggesting that the sex-related effects for self-monitoring may partially explain noted disparities between men and women at higher organizational levels (i.e., the glass ceiling). Theory building and additional research are needed to better understand the construct-related inferences about self-monitoring personality, especially in terms of the performance, leadership, and attitudes of those at top organizational levels.
Day
David V
DV
Department of Psychology, Pennsylvania State University, University Park 16802-3101, USA. dvd1@psu.edu
Schleicher
Deidra J
DJ
Unckless
Amy L
AL
Hiller
Nathan J
NJ
D006801:Humans; D007389:Internal-External Control; D007588:Job Satisfaction; D015279:Organizational Culture; D010556:Personality Tests / Q000706:statistics & numerical data*; D011594:Psychometrics; D015203:Reproducibility of Results; D012647:Self-Assessment