Using theory to evaluate personality and job-performance relations: a socioanalytic perspective.
The authors used socioanalytic theory to understand individual differences in people's performance at work. Specifically, if predictors and criteria are aligned by using theory, then the meta-analytic validity of personality measures exceeds that of atheoretical approaches. As performance assessment moved from general to specific job criteria, all Big Five personality dimensions more precisely predicted relevant criterion variables, with estimated true validities of .43 (Emotional Stability), .35 (Extraversion-Ambition), .34 (Agreeableness), .36 (Conscientiousness), and .34 (Intellect-Openness to Experience).
Hogan
Joyce
J
Hogan Assessment Systems, Tulsa, Oklahoma 74114, USA. bholland@hoganassessments.com
Holland
Brent
B
D004644:Emotions; D004650:Employee Performance Appraisal; D006801:Humans; D008960:Models, Psychological; D010552:Personality Assessment; D012919:Social Behavior