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A Comparison Of Broad And Narrow Personality Traits In The Prediction Of Job Performance
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Book Synopsis A Comparison of Broad and Narrow Personality Traits in the Prediction of Job Performance by : Lois Parsons Glasgow
Download or read book A Comparison of Broad and Narrow Personality Traits in the Prediction of Job Performance written by Lois Parsons Glasgow and published by . This book was released on 1999 with total page 182 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis A Comparison of Big Five and Narrow Personality Traits in Relation to Academic Performance by :
Download or read book A Comparison of Big Five and Narrow Personality Traits in Relation to Academic Performance written by and published by . This book was released on 2008 with total page 89 pages. Available in PDF, EPUB and Kindle. Book excerpt: The present study investigated the relationship between the Big Five personality traits (Agreeableness, Conscientiousness, Emotional Stability, Extraversion, and Openness), as well as the relationship of more narrow personality traits, with academic performance. The issue of whether personality measures that have been contextualized to either school or work better predict academic performance than generalized measures is also addressed through the use of multiple personality instruments. Results from a correlation analysis indicated that Openness, Conscientiousness, Agreeableness, and Emotional Stability were all significantly positively related to academic performance, in this case, college course grade, while Extraversion was significantly negatively related. The same correlation analysis showed that for Openness and Agreeableness, the measure contextualized to academics predicted better than the generalized measures which in turn better predicted academic performance than the work-related measure. Emotional Stability, conversely, was best predicted by the work-related measure, in contrast to what was predicted. A stepwise regression was used to find what added significant variance for both Big Five and narrow traits for each measure used in this study. The findings of this study support the usefulness of both broad and narrow personality traits in predicting real-world outcomes. The relationships between general and contextualized measures and their predictions of academic performance are also shown. Furthermore, the relationship between academic performance and personality is demonstrated within this study.
Book Synopsis The SAGE Handbook of Personality Theory and Assessment by : Gregory J Boyle
Download or read book The SAGE Handbook of Personality Theory and Assessment written by Gregory J Boyle and published by SAGE. This book was released on 2008-06-24 with total page 809 pages. Available in PDF, EPUB and Kindle. Book excerpt: This Handbook of Personality Theory and Assessment 2-Volume Set constitutes an essential resource for shaping the future of the scientific foundation of personality research, measurement, and practice. It reviews the major contemporary personality models (Volume 1) and associated psychometric measurement instruments (Volume 2) that underpin the scientific study of this important area of psychology. With contributions from internationally renowned academics, this work will be an important reference work for a host of researchers and practitioners in the fields of individual differences and personality assessment, clinical psychology, educational psychology, work and organizational psychology, health psychology and other applied fields as well. Volume 1: Personality Theories and Models. Deals with the major theoretical models underlying personality instruments and covers the following broad topics, listed by section heading: " Explanatory Models For Personality " Comprehensive Trait Models " Key Traits: Psychobiology " Key Traits: Self-Regulation And Stress " New Trait And Dynamic Trait Constructs " Applications
Book Synopsis An Investigation of the Big Five and Narrow Personality Traits in Relation to Academic Performance by :
Download or read book An Investigation of the Big Five and Narrow Personality Traits in Relation to Academic Performance written by and published by . This book was released on 2005 with total page 110 pages. Available in PDF, EPUB and Kindle. Book excerpt: The present study investigated the relationship between the Big Five personality traits (agreeableness, conscientiousness, emotional stability, extroversion, and openness), as well as the relationship of more narrow personality traits, with academic performance. The issue of narrow traits adding incremental validity tothe Big Five in predicting academic performance was investigated, using archival data collected from 552 university students. Results from a correlation analysis indicated that openness, conscientiousness, agreeableness, and emotional stability were all significantly related to GPA (college grade-point average), while extroversion was not related. Due to a significant gender difference in college GPA, gender interaction terms with each of the Big Five factors were employed for regression analyses. The regression analyses indicated that GPA was related to openness, emotional stability, and agreeableness Bivariate correlation analyses showed that, of the five narrow traits, aggression, self-directed learning, optimism, and work drive were related to GPA. Regression analysis indicated that aggression, self-directed learning, tough-mindedness, and work drive accounted for partial effects in GPA. Significant interactions were noted between gender and optimism and gender and self-directed learning. Finally, a sequential multiple regression revealed that the following narrow traits added incremental validity to the Big Five in explaining variance in college GPA: conscientiousness from the Big Five, and the narrow traits of self-directed learning, aggression, tough-mindedness, and work drive. Significant interactions were noted between gender and optimism and gender and self-directed learning. These findings were interpreted as supporting the usefulness of both broad and narrow personality traits to predict real-world outcomes. Furthermore, these findings illuminate the relationship between personality and academic performance.
Book Synopsis The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention by : Harold W. Goldstein
Download or read book The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention written by Harold W. Goldstein and published by John Wiley & Sons. This book was released on 2020-04-06 with total page 599 pages. Available in PDF, EPUB and Kindle. Book excerpt: An unmatched collection of resources perfect for psychologists, scholars, and HR practitioners In The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, an expert team of authors presents a comprehensive and authoritative perspective on critical issues in employee recruitment, selection, and retention. Every chapter offers an in-depth review of the most recent literature and provides academics, researchers, industry practitioners, and students with a holistic reference to relevant data and theory. The book includes job analyses, biodata, simulation exercises, talent management guides, talent assessment guides for leadership development, and online employee selection strategies.
Book Synopsis Handbook of Personality at Work by : Neil Christiansen
Download or read book Handbook of Personality at Work written by Neil Christiansen and published by Routledge. This book was released on 2013-07-18 with total page 952 pages. Available in PDF, EPUB and Kindle. Book excerpt: Personality has emerged as a key factor when trying to understand why people think, feel, and behave the way they do at work. Recent research has linked personality to important aspects of work such as job performance, employee attitudes, leadership, teamwork, stress, and turnover. This handbook brings together into a single volume the diverse areas of work psychology where personality constructs have been applied and investigated, providing expert review and analysis based on the latest advances in the field.
Book Synopsis An Investigation of the Predictive Validity of Broad and Narrow Personality Traits in Relation to Academic Achievement by : Jessica A. Dunsmore
Download or read book An Investigation of the Predictive Validity of Broad and Narrow Personality Traits in Relation to Academic Achievement written by Jessica A. Dunsmore and published by . This book was released on 2005 with total page 113 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis The SAGE Handbook of Organizational Behavior by : Julian Barling
Download or read book The SAGE Handbook of Organizational Behavior written by Julian Barling and published by SAGE. This book was released on 2008-07-24 with total page 1162 pages. Available in PDF, EPUB and Kindle. Book excerpt: This milestone handbook brings together an impressive collection of international contributions on micro research in organizational behavior. Focusing on core micro organizational behaviour issues, chapters cover key themes such as individual and group behaviour. The SAGE Handbook of Organizational Behavior Volume One provides students and scholars with an insightful and wide reaching survey of the current state of the field and is an indespensible road map to the subject area. The SAGE Handbook of Organizational Behavior Volume Two edited by Stewart R Clegg and Cary L Cooper draws together contributions from leading macro organizational behaviour scholars.
Book Synopsis An Investigation of Key Personality Traits of Managers and Executives by : Kanwarjit Pahwa
Download or read book An Investigation of Key Personality Traits of Managers and Executives written by Kanwarjit Pahwa and published by . This book was released on 2015 with total page 81 pages. Available in PDF, EPUB and Kindle. Book excerpt: The current study examined the key personality traits of executives and managers, and its relationship with their career satisfaction. Executives and managers consists of the top management and their personality has important implications for the performance and development of an organization. The present study attempted to understand the commonalities and differences between the broad and narrow personality traits of executives and managers. Archival data on personality traits and career satisfaction of executives and managers working in different industries around the United States was extracted from eCareerfit.com. Data was analyzed using Independent t-test, Pearson correlation and Fisher's Z test. The overall results show significant difference among managers and executives on nine personality traits, with executives scoring higher on seven personality traits. No significant difference in the correlation between the nine personality traits and career satisfaction of managers and executives were found. A discussion of all the broad and narrow personality traits is offered.
Book Synopsis New Perspectives on Faking in Personality Assessment by : Carolyn MacCann
Download or read book New Perspectives on Faking in Personality Assessment written by Carolyn MacCann and published by Oxford University Press. This book was released on 2012 with total page 385 pages. Available in PDF, EPUB and Kindle. Book excerpt: Contributors consider what it means to "fake" a personality assessment, why and how people try to obtain particular scores on personality tests, and what types of tests people can successfully manipulate. The authors present and discuss the usefulness of a range of traditional and cutting-edge methods for detecting and controlling the practice of faking.
Book Synopsis An Investigation of Big Five and Narrow Personality Traits in Relation to Career Satisfaction of Managers by :
Download or read book An Investigation of Big Five and Narrow Personality Traits in Relation to Career Satisfaction of Managers written by and published by . This book was released on 2010 with total page 120 pages. Available in PDF, EPUB and Kindle. Book excerpt: Career satisfaction has become an important research topic in both psychological and business research. The purpose of the present study was to examine the relationships between general managers' career satisfaction, the Big Five personality traits (agreeableness, conscientiousness, emotional stability, extraversion, and openness), as well as narrow personality traits. An archival data source was used consisting of a sample of 6,042 general managers and 48,726 non-managers from various industries. I investigated the relationship between personality variables and general manager's career satisfaction. Results indicated that several personality traits were significantly related to managers' career satisfaction. For example, emotional resilience, extraversion, conscientiousness, agreeableness, optimism, and work drive were significantly related to general managers' career satisfaction. Among all the personality traits, emotional resilience and optimism had the highest correlations with general manager's career satisfaction. The difference between managers and non-managers were compared. Implications for future research and practice were discussed.
Book Synopsis Personality Research Form Manual by : Douglas Northrop Jackson
Download or read book Personality Research Form Manual written by Douglas Northrop Jackson and published by . This book was released on 1974 with total page 76 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis The Developing Structure of Temperament and Personality From Infancy To Adulthood by : Charles F. Halverson, Jr.
Download or read book The Developing Structure of Temperament and Personality From Infancy To Adulthood written by Charles F. Halverson, Jr. and published by Psychology Press. This book was released on 2014-05-12 with total page 441 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book is the first to bring together researchers in individual differences in personality and temperament to explore whether there is any unity possible between the temperament researchers of infancy and childhood and the major researchers in adult personality. Prior to the workshop which resulted in this volume, the existing literature seemed to document a growing consensus on the part of the adult personality researchers that five major personality dimensions -- the "Big Five" -- might be sufficient to account for most of the important variances in adult individual differences in personality. In contrast to this accord, the literature on child and infant individual differences seemed to offer a wide variety of opinions regarding the basic dimensions of difference in personality or temperament. The editors believed that they could encourage researchers from both the adult and child areas to consider the importance of a lifespan conceptualization of individual differences by discussing their research in terms of a continuity approach. Written by some of the most distinguished scholars from Great Britain, continental Western Europe, and Eastern Europe as well as the United States and Canada, the chapters present a cross-cultural view of both adult personality and temperament in infancy and childhood. By sharing their recent data, techniques, and theoretical speculations, the chapter authors communicate the research enthusiasm engendered by the growing consensus of the adult "Big Five" as well as the exciting prospects of an integrative program of research from infancy to adulthood that will clarify and consolidate what is now a disparate set of methods, theory, and findings across the lifespan. The editors suggest that this volume will have considerable heuristic value in stimulating researchers to conceptualize their work in developmental, lifespan approaches that will lead to a consolidation of individual differences research at every age.
Book Synopsis An Integrative Model to Predict Scholastic Performance by : Jing Zhang
Download or read book An Integrative Model to Predict Scholastic Performance written by Jing Zhang and published by . This book was released on 2016* with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis The Dark Triad of Personality in Personnel Selection by : Dominik Schwarzinger
Download or read book The Dark Triad of Personality in Personnel Selection written by Dominik Schwarzinger and published by Hogrefe Publishing GmbH. This book was released on 2022-12-12 with total page 202 pages. Available in PDF, EPUB and Kindle. Book excerpt: How to use the dark triad in personnel selection Presents the latest research and theories Highlights the gains and risks of these traits Provides concrete recommendations for use in selection processes Summarizes legal and professional guidelines More about the book This book explores the theoretical basis and state of the art of research on narcissism, Machiavellianism, and subclinical psychopathy. It also answers complex questions on the structure of the dark triad and its measurement for practical applications. Learn about how people high in these characteristics can, on the one hand, experience individual career success and high work performance and, on other hand, present risks in the workplace with abusive and destructive leadership and counterproductive behavior. In addition, the author summarizes the legal and professional guidelines when assessing the dark personality characteristics of job applicants, examines the acceptance and social validity of such assessments, evaluates the available instruments, and makes recommendations for practical applications and further research. With the focus on practical applications, the book presents the development, quality, and application of a test designed for use in organizations to capture the dark triad in the workplace. Concrete recommendations are given on how to use the characteristics narcissism, Machiavellianism, and subclinical psychopathy in personnel selection. Researchers and practitioners interested in applying the dark triad in personnel work will find this book full of valuable information on how to undertake legally compliant processes and how to utilize the great potential these personality characteristics have in making decisions on aptitude.
Book Synopsis Personality Profiles as Predictors of Job Performance by : Peng Zhao
Download or read book Personality Profiles as Predictors of Job Performance written by Peng Zhao and published by . This book was released on 2020 with total page 99 pages. Available in PDF, EPUB and Kindle. Book excerpt: Although research has shown that personality traits (e.g., the Five Factor Model; FFM) are useful predictors of employee job performance, their criterion-related validities are moderate at best, with meta-analytic estimates typically below .30. Most existing studies focus on bivariate relationships between personality traits and job performance or its facets. This research neglects the fact that personality traits do not exist in isolation and they work in a synergistic way to affect work behaviors and outcomes. The recent development of the person-centered approach, particularly the use of Latent Profile Analysis (LPA, a person-centered data analysis technique) has provided an overarching perspective to the personality traits as a whole and efficiently captures higher order interactions among the personality factors. Drawing on existing personality profiles studies in the psychology literature and the personnel selection research in the management literature, this dissertation used the person-centered approach and meta-analysis to investigate: (1) What FFM personality profiles would emerge? (2) Do the personality profiles predict job performance and its facets (task performance, organizational citizenship behaviors, and counterproductive work behaviors)? (3) How well do the personality profiles predict job performance compared to the FFM traits? LPA results identified three profiles across 20 independent samples. These profiles predicted job performance and all of the facets above and beyond the FFM traits. FFM profiles are generally stronger than most single FFM traits in predicting job performance and its facets. These results help establish generalizable personality profiles, increase the predictive power of personality for employment selection, and advance our understanding about personality in general.
Book Synopsis The Oxford Handbook of Personnel Assessment and Selection by : Neal Schmitt
Download or read book The Oxford Handbook of Personnel Assessment and Selection written by Neal Schmitt and published by Oxford University Press. This book was released on 2012-03-28 with total page 992 pages. Available in PDF, EPUB and Kindle. Book excerpt: Employee selection has long stood at the practical forefront of industrial/organizational psychology. Today's social, business, and economic climates require ongoing adaptations by those who select organizations' personnel, and research on the topic helps gauge the impact of these adaptations and their implications for human performance and potential. The Oxford Handbook of Personnel Assessment and Selection codifies the wealth of new research surrounding employee selection (web-based assessments, social networking, globalization of organizations), situating them alongside more traditional practices to establish the best and most relevant research for both professionals and academics. Comprising chapters from authors in both the private sector and academia, this volume is organized into seven parts: (1) historical and social context of the field of assessment and selection; (2) research strategies; (3) individual difference constructs that underlie effective performance; (4) measures of predictor constructs; (5) employee performance and outcome assessment; (6) societal and organizational constraints on selection practice; and (7) implementation and sustainability of selection systems. While providing a comprehensive review of current research and practice, the purpose of this handbook is to provide an up-to-date profile of each of the areas addressed and highlight current questions that deserve additional attention from researchers and practitioners. This compendium is essential reading for industrial/organizational psychologists and human resource managers.
