Purpose – The purpose of this paper is to examine the relationship of the Five-Factor Model Personality Disorder (FFM PD) count technique to industrial, work, and organizational (IWO) criteria. In this vein, the present research sought to extend previous studies (e.g. De Fruyt et al. , 2009) by eliminating common method variance, and by including several objectively assessed IWO criteria, namely, managerial level, intelligence, and creativity. Design/methodology/approach – In total, 1,659 working adults reported their managerial level in their organization, and completed two intelligence tests, a measure of creativity, and a measure of the Big Five personality traits in an assessment centre. The data were analyzed using structural equation modeling. Findings – Results showed that the FFM PD counts were significantly associated with each IWO criteria. Results also show that specific linear combinations of Five-Factor Model facets can explain a larger proportion of the variance in these criteria. Finally, normative benchmark values are provided and validated for personnel development contexts in the UK. Research limitations/implications – Because the FFM PD score-distributions were limited to one assessment setting (medium stakes) only, the use of proposed benchmarks may not be appropriate for other contexts. Practical implications – Considering the mounting evidence in the area, assessing dark side traits is likely to be desirable for organizations – particularly in selection and development settings. Originality/value – This study is the first to demonstrate the validity of the FFM PD count technique in relation to objectively measured IWO criteria.
Journal of Managerial Psychology – Emerald Publishing
Published: Mar 14, 2016
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