PERSONALITY MEASURES AS PREDICTORS OF JOB PERFORMANCE: A META‐ANALYTIC REVIEW

PERSONALITY MEASURES AS PREDICTORS OF JOB PERFORMANCE: A META‐ANALYTIC REVIEW The purpose of this study was to investigate conflicting findings in previous research on personality and job performance. Meta‐analysis was used to (a) assess the overall validity of personality measures as predictors of job performance, (b) investigate the moderating effects of several study characteristics on personality scale validity, and (c) appraise the predictability of job performance as a function of eight distinct categories of personality content, including the “Big Five” personality factors. Based on review of 494 studies, usable results were identified for 97 independent samples (total N= 13,521). Consistent with predictions, studies using confirmatory research strategies produced a corrected mean personality scale validity (.29) that was more than twice as high as that based on studies adopting exploratory strategies (.12). An even higher mean validity (.38) was obtained based on studies using job analysis explicitly in the selection of personality measures. Validities were also found to be higher in longer tenured samples and in published articles versus dissertations. Corrected mean validities for the “Big Five” factors ranged from .16 for Extroversion to .33 for Agreeableness. Weaknesses in the reporting of validation study characteristics are noted, and recommendations for future research in this area are provided. Contrary to conclusions of certain past reviews, the present findings provide some grounds for optimism concerning the use of personality measures in employee selection. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Personnel Psychology Wiley

PERSONALITY MEASURES AS PREDICTORS OF JOB PERFORMANCE: A META‐ANALYTIC REVIEW

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Publisher
Wiley
Copyright
Copyright © 1991 Wiley Subscription Services, Inc., A Wiley Company
ISSN
0031-5826
eISSN
1744-6570
DOI
10.1111/j.1744-6570.1991.tb00696.x
Publisher site
See Article on Publisher Site

Abstract

The purpose of this study was to investigate conflicting findings in previous research on personality and job performance. Meta‐analysis was used to (a) assess the overall validity of personality measures as predictors of job performance, (b) investigate the moderating effects of several study characteristics on personality scale validity, and (c) appraise the predictability of job performance as a function of eight distinct categories of personality content, including the “Big Five” personality factors. Based on review of 494 studies, usable results were identified for 97 independent samples (total N= 13,521). Consistent with predictions, studies using confirmatory research strategies produced a corrected mean personality scale validity (.29) that was more than twice as high as that based on studies adopting exploratory strategies (.12). An even higher mean validity (.38) was obtained based on studies using job analysis explicitly in the selection of personality measures. Validities were also found to be higher in longer tenured samples and in published articles versus dissertations. Corrected mean validities for the “Big Five” factors ranged from .16 for Extroversion to .33 for Agreeableness. Weaknesses in the reporting of validation study characteristics are noted, and recommendations for future research in this area are provided. Contrary to conclusions of certain past reviews, the present findings provide some grounds for optimism concerning the use of personality measures in employee selection.

Journal

Personnel PsychologyWiley

Published: Dec 1, 1991

References

  • The big five personality dimensions and job performance: A meta‐analysis
    Barrick, Barrick; Mount, Mount
  • Personality and job performance: Evidence of incremental validity
    Day, Day; Silverman, Silverman
  • Dynamic criteria revisited: A longitudinal study of performance stability and predictive validity
    Deadrick, Deadrick; Madigan, Madigan
  • Personality structure: Emergence of the five‐factor model
    Digman, Digman
  • Validity of personality measures in personnel selection
    Guion, Guion; Gottier, Gottier
  • A review and evaluation of the validity studies of activity vector analysis
    Locke, Locke; Hulin, Hulin
  • Moderator research and the law of small numbers
    Schmidt, Schmidt; Hunter, Hunter
  • Further tests of the Schmidt‐Hunter Bayesian validity generalization procedure
    Schmidt, Schmidt; Hunter, Hunter; Pearlman, Pearlman; Shane, Shane
  • Personality and job performance: Evidence of incremental validity
    Day, Day; Silverman, Silverman
  • Personal characteristics, job performance, and absenteeism of public school teachers
    Ferris, Ferris; Bergin, Bergin; Wayne, Wayne
  • Personality correlates of supervisory ratings
    Graham, Graham; Calendo, Calendo
  • Personality characteristics of highly rated policemen
    Hogan, Hogan

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