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Personality And The Prediction Of Job Performance
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Book Synopsis Personality and the Prediction of Job Performance by : Walter C. Borman
Download or read book Personality and the Prediction of Job Performance written by Walter C. Borman and published by Psychology Press. This book was released on 2022-03-01 with total page 54 pages. Available in PDF, EPUB and Kindle. Book excerpt: The three primary papers in this special issue explore personality measurement in both directions, that is, more narrow and specific and more broad and heterogeneous. The first paper reviews research on conditional reasoning, with a focus on the construct of aggression. Next, tolerance for contradiction is explored, which is defined as a mode of thinking that accepts and even thrives on apparent contradictory information. The last primary paper covers core self evaluation, which combines measures of four traits: locus of control, self-esteem, generalized self-efficacy, and emotional stability. The special issue concludes with provocative and insightful critique and commentary of the three primary papers. It notes some important points of criticism, but is primarily positive and laudatory of these research programs.
Book Synopsis Personality and the Prediction of Job Performance by : Walter C. Borman
Download or read book Personality and the Prediction of Job Performance written by Walter C. Borman and published by . This book was released on 2004 with total page 91 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis The Use of Personality Variables in the Prediction of Job Performance by : Christine Elizabeth Loyd-Christens
Download or read book The Use of Personality Variables in the Prediction of Job Performance written by Christine Elizabeth Loyd-Christens and published by . This book was released on 1994 with total page 70 pages. Available in PDF, EPUB and Kindle. Book excerpt:
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 Faking in Personality Measures by : Renee Y. Lao
Download or read book Faking in Personality Measures written by Renee Y. Lao and published by . This book was released on 2001 with total page 200 pages. Available in PDF, EPUB and Kindle. Book excerpt:
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 1666 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 Using General Mental Ability and Personality Traits to Predict Job Performance in Three Chilean Organizations by : Eduardo Barros
Download or read book Using General Mental Ability and Personality Traits to Predict Job Performance in Three Chilean Organizations written by Eduardo Barros and published by . This book was released on 2014 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Although the field of personnel selection has amounted around 100 years of research, there has been an overrepresentation of American and Western European samples in these studies. In particular, samples from Latin America have been almost entirely absent from industrial and organizational psychology journals. Thus, it is unknown whether well-documented findings, such as the prediction of job performance based on general mental ability and conscientiousness, replicate in this region. This research intended to address this gap in the literature with three studies conducted in Chilean organizations, using different research designs, and different operationalizations of predictors and criteria. Results are generally consistent with previous studies, showing that conscientiousness and general mental ability significantly predict job performance in these Chilean samples.
Book Synopsis Personality and Job Performance - Models and impact of individual attributes by : Daniel Simmank
Download or read book Personality and Job Performance - Models and impact of individual attributes written by Daniel Simmank and published by GRIN Verlag. This book was released on 2013-03-28 with total page 26 pages. Available in PDF, EPUB and Kindle. Book excerpt: Research Paper (undergraduate) from the year 2013 in the subject Leadership and Human Resources - Miscellaneous, grade: 1,0, AKAD University of Applied Sciences Pinneberg, course: Leadership, language: English, abstract: Human resources are one of the most important assets of every company. Because of this it is very important to use them most efficiently. It was discovered, that different personalities do in fact have an impact on work performance, however, their influence could not satisfyingly be quantified. Personality was described as being the most basic part of the individual differences humans feature. The different personalities were discovered as being influential on a person’s productivity when it comes to employee selection and motivation. In the following, two very often used models were presented. Both models try to group different personality-attributes and are the result of wide and sophisticated empirical research. They are not without criticism though, as they both have problems with replication. The 16PF was criticised as having problems with intercorrelation and it also features a value that contradicts the definition of personality used in this assignment. Because of this, the FFM was used as basis for further research. The FFM is part of the FFT, which was developed by McCrae & Costa and is a very widely accepted theory on how human personality affects decisions and human behaviour. Furthermore it is stated in the FFT, that the factors of the FFM are merely basic tendencies and as such cannot be measured directly and accurately. This is a very important part to remember when working with personality-tests – this is no exact science. Their results should not be seen as absolute truth, as they are susceptible to manipulation and the determination-methods for the factors are debatable. The FFT is also subject to criticism, as the factors appear to have been selected randomly. It was also stated, that their definition might not be narrow enough, which makes predictions inaccurate. The disadvantages of the FFT still weigh less than those of the 16PF, which is why the FFT was the model of choice in this assignment. After the decision for a model was made, the factors of the FFT were being researched sequentially. It was discovered, that no single value for any specific factor is to be seen as being perfect, as every value has its advantages and disadvantages. Furthermore, the factors should not be observed reclusively, as the personality is a very complex and extensive system.
Download or read book Personnel Selection written by Mark Cook and published by John Wiley & Sons. This book was released on 2016-02-19 with total page 368 pages. Available in PDF, EPUB and Kindle. Book excerpt: This is a fully updated edition of Personnel Selection, a seminal text on the psychometric approach to personnel selection by a noted expert in the field. Focuses on cutting-edge topics including the influence of social networking sites, adverse impact, age differences and stereotypes, distribution of work performance, and the problems of selecting new employees using research based on incumbent employees Questions established beliefs in the field, especially issues that have been characterized as “not a problem,” such as differential validity, over-reliance on self-report, and “faking good” Contains expanded discussion of research and practice in the US and internationally, while maintaining the definitive coverage of UK and European selection approaches Provides comprehensive yet accessible information for professionals and students, as well as helpful pedagogical tools (technical and statistical boxes, simplified figures and tables, research agenda boxes, key point summaries, and key references)
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 Expanded Role of Personality Variables in the Prediction of Job Success by : Dennis Cué
Download or read book The Expanded Role of Personality Variables in the Prediction of Job Success written by Dennis Cué and published by . This book was released on 2002 with total page 398 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis Personality at Work by : Adrian Furnham
Download or read book Personality at Work written by Adrian Furnham and published by Routledge. This book was released on 2002-09-11 with total page 448 pages. Available in PDF, EPUB and Kindle. Book excerpt: Personality at Work examines the increasingly controversial role of individual differences in predicting and determining behaviour at work. It asks whether psychological tests measuring personality traits can predict behaviour at work, such as job satisfaction, productivity, as well as absenteeism and turnover. Importantly, it is a critical and comprehensive review of that literature from psychology, sociology and management science which lies at the interface of personality theory, occupational psychology and organizational behaviour. Drawing on a vast body of published material, Adrian Furnham describes for the first time current state of knowledge in this area. The result is a volume which will be an enormously useful resource to the researcher and practitioner, as well as students of psychology, management science and sociology. Personality at Work is the only exhaustive and incisive multi-disciplinary work to assess the role of psychological testing in the management of the work place.
Book Synopsis The Validity of Personality Trait Interactions for the Prediction of Managerial Job Performance by : Amy M. Taylor
Download or read book The Validity of Personality Trait Interactions for the Prediction of Managerial Job Performance written by Amy M. Taylor and published by . This book was released on 2008 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt: ABSTRACT: Personality variables have been shown to be significant predictors of job performance (Barrick & Mount, 1991; Tett, Jackson, & Rothstein, 1991). Recent advances in methodology for analyzing personality-job performance relationships indicate that interactions among traits may yield incremental validity. Job types in which performance has been shown to relate to trait interactions include clerical jobs, jobs with high interpersonal components, and jobs in realistic and conventional contexts, (Witt, Burke, Barrick, & Mount, 2002; Burke & Witt, 2002; and Burke & Witt, 2004). This study examined the validity of trait interactions for the prediction of managerial job performance. Hypotheses included a main effect for Conscientiousness, an interaction between Conscientiousness and Agreeableness, an interaction between Extraversion and Neuroticism, and finally, a three-way interaction between Extraversion, Neuroticism, and Conscientiousness. An archival dataset from Personnel Decisions, International (n=680 managers) containing GPI personality scores and supervisor-rated performance scores was analyzed to test the hypotheses. Correlations and moderated hierarchical linear regressions were performed to estimate the relationships of the predictors to the criterion, and to learn whether examination of trait interactions contributes incremental validity to the single trait scales. A main effect for Conscientiousness on managerial job performance was found. No trait interactions explained incremental variance in performance scores. Therefore, Conscientiousness is the recommended personality scale to use for selecting managers. This finding is consistent with previous research on the relation of Conscientiousness to job performance in managers (Barrick & Mount, 1991). Managers from diverse organizations and industries comprised the sample, increasing the generalizability of the results. Directions for future research include the examination of other trait interactions, more specific criteria such as competencies rather than overall managerial job performance, and effects of the hierarchical level of the manager in the organization.
Book Synopsis The Blackwell Handbook of Personnel Selection by : Arne Evers
Download or read book The Blackwell Handbook of Personnel Selection written by Arne Evers and published by John Wiley & Sons. This book was released on 2009-02-04 with total page 552 pages. Available in PDF, EPUB and Kindle. Book excerpt: The Blackwell Handbook of Personnel Selection provides astate-of-the-art review of theory, research, and professionalpractice in the field of selection and assessment. Reviews research and practical developments in all of the mainselection methods, including interviews, psychometric tests,assessment centres, and work sample tests. Considers selection from the organization’s and theapplicant’s perspective, and covers the use of new technologyin selection and adverse impact issues. Each section includes contributions from internationallyeminent authors based in North America and Europe.
Book Synopsis Prediction of successful job performance for department store buyers through an evaluation of personality and background data by : Brondel Abramowitz Joseph
Download or read book Prediction of successful job performance for department store buyers through an evaluation of personality and background data written by Brondel Abramowitz Joseph and published by . This book was released on 1977 with total page 248 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis Workplace Psychology by : Kris Powers
Download or read book Workplace Psychology written by Kris Powers and published by . This book was released on 2019 with total page 202 pages. Available in PDF, EPUB and Kindle. Book excerpt: Workplace Psychology: Issues and Application is a compilation of open content for students of Psychology 104: Workplace Psychology at Chemeketa Community College. It is an optional print edition of the OER textbook in use in those classes.
Book Synopsis Handbook of Employee Selection by : James L. Farr
Download or read book Handbook of Employee Selection written by James L. Farr and published by Routledge. This book was released on 2017-03-27 with total page 2025 pages. Available in PDF, EPUB and Kindle. Book excerpt: This second edition of the Handbook of Employee Selection has been revised and updated throughout to reflect current thinking on the state of science and practice in employee selection. In this volume, a diverse group of recognized scholars inside and outside the United States balance theory, research, and practice, often taking a global perspective. Divided into eight parts, chapters cover issues associated with measurement, such as validity and reliability, as well as practical concerns around the development of appropriate selection procedures and implementation of selection programs. Several chapters discuss the measurement of various constructs commonly used as predictors, and other chapters confront criterion measures that are used in test validation. Additional sections include chapters that focus on ethical and legal concerns and testing for certain types of jobs (e.g., blue collar jobs). The second edition features a new section on technology and employee selection. The Handbook of Employee Selection, Second Edition provides an indispensable reference for scholars, researchers, graduate students, and professionals in industrial and organizational psychology, human resource management, and related fields.
