Applicant–Employee Fit in Personality: Testing predictions from similarity‐attraction theory and trait activation theory

We extend prior research by examining whether, and how, applicant–employee fit in the personality traits of conscientiousness, agreeableness, and extraversion affect organizational attractiveness. We test hypotheses based on similarity‐attraction theory and trait activation theory. Results from two studies indicate that applicants high in valued traits are more attracted to organizations when employees are more similar to them in those personality traits, whereas employees’ trait levels do not affect attraction for applicants low in valued traits. The effects of objective applicant–employee fit in personality on attractiveness were mediated by perceived applicant–employee fit. The pattern of the observed applicant–employee fit interactions was best predicted by trait activation theory and, thus, provide an important extension to similarity‐attraction theory.     

The Instrumental‐Symbolic Framework: Organisational Image and Attractiveness of Potential Applicants and their Companions at a Job Fair

This study investigates perceptions of organisational image and attractiveness among 200 potential applicants for the Belgian Defense and the person (e.g. friend, parent) accompanying them to a job fair. The instrumental‐symbolic framework is applied to conceptualise the key dimensions of an organisation's image as an employer. The results indicate that instrumental image attributes predict perceived organisational attractiveness for both potential applicants (social activities, structure, and advancement opportunities) and their companions (educational opportunities). Moreover, consistent with the instrumental‐symbolic framework, symbolic image traits explain incremental variance in the attractiveness perceptions of potential applicants (sincerity, excitement, prestige, and ruggedness) as well as of companions (sincerity and ruggedness). Overall, instrumental and symbolic image predict attractiveness more strongly for potential applicants than for their companions, and potential applicants have a somewhat more positive view of the organisation. In addition, companions' perceived attractiveness positively predicts potential applicants' attractiveness beyond potential applicants' instrumental and symbolic image perceptions.     

Person–Organisation Fit Across Cultures: An Empirical Investigation of Individualism and Collectivism

The present study extended person–organisation fit research by concentrating exclusively on one national culture dimension affecting organisational values: individualism–collectivism (I–C). Volunteers ( N =581) from two matched organisations (hospitals and management consultancies) in Australia and in South‐East Asia completed questionnaires measuring individuals' orientations on I–C and other organisational variables. Two types of fit were analysed: interactions between (1) individual I–C and national culture, and (2) individual I–C and organisational culture. These interactions were tested in relation to three outcome variables: organisational commitment, job satisfaction, and tenure. Both national and organisational differences were found with respect to I–C. Asian organisations were more collectivistic than Australian organisations, and hospitals were more collectivistic than management consultancies. In support of person–nation fit hypotheses, collectivists were more committed to their organisations and had longer tenure than individualists in Asian, as compared to Australian organisations. Interaction terms were significant even in the presence of direct effects of collectivism on organisational commitment and tenure. The same results were not found for job satisfaction. Predicted effects of person–organisation fit were not found at the organisational level within cultures.     

How Accurate are Recruiters' First Impressions of Applicants in Employment Interviews?

The ability of recruiters and laypersons (students) to detect applicant personality traits and deception was studied. Participants viewed mock videotapes of target applicants answering interview questions. They subsequently judged the applicants' personality on the Big Five dimensions. Then, they viewed another videotape with other applicants presenting themselves either truthfully or not, and subsequently guessed which version was truthful. Personality judgments were compared with targets' self‐assessments and peer assessments to create an accuracy score. Both recruiters and students accurately detected applicants' global personality profile. Recruiters were better at this than students. However, students were better at judging the specific traits of openness, extraversion, and conscientiousness, whereas recruiters only accurately detected openness. Recruiters detected lies above chance whereas students did not.     

Recruiters’ Inferences of Applicant Personality Based on Resume Screening: Do Paper People have a Personality?

Research shows recruiters infer dispositional characteristics from job applicants’ resumes and use these inferences in evaluating applicants’ employability. However, the reliability and validity of these inferences have not been empirically tested. Using data collected from 244 recruiters, we found low levels of estimated interrater reliability when they reviewed entry-level applicants’ resumes and made inferences regarding applicants’ personality traits. Moreover, when recruiters’ inferences of applicant personality were correlated with applicants’ actual Big Five personality scores, results indicated that recruiters’ inferences lacked validity, with the possible exceptions of extraversion and openness to experience. Finally, despite being largely unreliable and invalid, recruiters’ inferences of applicants’ extraversion, openness to experience, and conscientiousness predicted the recruiters’ subsequent employability assessments of the applicants.     

Values Espoused by Australian and US Organisations

On a compare´ les valeurs de 132 organisations, 77 australiennes et 55 ame´ricaines, apparie´es selon la branche industrielle. Un logiciel d'analyse de contenu a recense´ les re´fe´rences aux valeurs dans les rapports annuels des anne´es 1986 a` 1990. On a compare´ les fre´quences des re´fe´rences a` neuf valeurs graĉe a` l'analyse de re´gression multiple et a` l'analyse en clusters, ce qui a permis de classer chaque organisation dans l'une de quatre cate´gories the´oriques de´finies par leur profil ou structure de valeurs: Elite, Leadership, Me´ritocratique et Colle´giale (Kabanoff, 1991). Les organisations de type me´ritocratique caracte´risent davantage les organisations ame´ricaines que les organisations australiennes, tandis que l'inverse est vrai pour les organisations de type e´litiste.
Seventy‐seven Australian and 55 US organisations matched by industry were compared in terms of their espoused values by using computer‐aided content analysis to count the value references in their annual reports for the years 1986–1990. Frequencies of reference to nine values were compared using multiple regression and cluster analysis, which assigned organisations to one of four theoretically specified organisational types based on their value structures or profiles—Elite, Leadership, Meritocratic, and Collegial (Kabanoff, 1991). Meritocratic‐type organisations were more prevalent among US than Australian organisations, while the opposite was true for Elite‐type organisations.     

A Meta‐Analytic Investigation of Job Applicant Faking on Personality Measures

This study investigates the extent to which job applicants fake their responses on personality tests. Thirty‐three studies that compared job applicant and non‐applicant personality scale scores were meta‐analyzed. Across all job types, applicants scored significantly higher than non‐applicants on extraversion (d=.11), emotional stability (d=.44), conscientiousness (d=.45), and openness (d=.13). For certain jobs (e.g., sales), however, the rank ordering of mean differences changed substantially suggesting that job applicants distort responses on personality dimensions that are viewed as particularly job relevant. Smaller mean differences were found in this study than those reported by Viswesvaran and Ones (Educational and Psychological Measurement, 59 (2), 197–210), who compared scores for induced “fake‐good” vs. honest response conditions. Also, direct Big Five measures produced substantially larger differences than did indirect Big Five measures.     

Personality traits,money attitudes and consumer decision-making styles as predictors of investment products choice in South Africa

This study examines how personality traits and money attitudes influence consumers' decision-making styles when purchasing investment products in South Africa. A sample of 269 South Africans completed the research questionnaire, which assessed their extraversion, conscientiousness, openness, money power/prestige, money retention/time, money quality, info-mising, extending, and tax-free investment purchase decision. Also, confirmatory factor analysis and structural equation modelling approaches were used to analyze the survey data. The results suggest that personality traits and money attitudes significantly impact consumer decision-making regarding tax-free investment products. However, the relationships between extraversion and money power/prestige and between info-mising decision styles and tax-tree investment purchase decisions were found to be negative. Cluster analysis revealed three distinct segments based on the characteristics of respondents and their drive for investment: strong conscientiousness investors, status-driven investors, and introverted investors. Marketing professionals and investment firms can use the study findings on consumer traits and money attitudes to improve marketing effectiveness in an organisation. Practically, extensive information processing has a fundamental bearing on investment decision-making in emerging markets. Extraversion and conscientiousness personality traits and money attitudes must be taken into consideration by investment products marketers and practitioners in marketing practice.     

Personality and Substance Use in Midlife: Conscientiousness as a Moderator and the Effects of Trait Change

Personality traits predict substance use in adolescence, but less is known about prospective substance use in middle age and beyond. Moreover, there is growing interest in how personality change and the multiplicative effects among personality traits relate to substance use. Participants included approximately 4000 adults aged 25-74 who participated in two waves of the Midlife in the US (MIDUS) study. Higher levels of neuroticism, extraversion, openness, and lower levels of conscientiousness and agreeableness predicted longitudinal substance use. Increases in neuroticism and openness predicted increased substance use while increases in conscientiousness and agreeableness predicted decreased substance use. Higher levels of conscientiousness moderated two of the other trait main effects. Personality, trait change, and interactions among traits reliably forecasted 10-year substance-use behaviors.     

Evidence of Predictive and Incremental Validity of Personality Factors,Vocal Attractiveness and the Situational Interview

This study evaluates the impact of the situational interview, personality measures, vocal attractiveness, and interactions between personality and vocal attractiveness on job performance. In a concurrent validity study with 154 customer service employees, a structured, situational interview was conducted and three of the Big Five personality factors (agreeableness, conscientiousness, and extraversion) are measured with two different frames‐of‐reference: at‐work and typical. Among the results are the validity of the situational interview and at‐work personality measures is established; vocal attractiveness correlates with both interview ratings and job performance; and finally, agreeableness and conscientiousness are found to vary in a pattern related to levels of vocal attractiveness such that both personality factors predict performance more strongly for people with more attractive voices.     

Student or situation? Personality and classroom context as predictors of attitudes about business school cheating

Many business faculties may question why their students cheat. While past research shows that student characteristics predict cheating attitudes and behavior, evidence exists that attributes of classroom contexts also play a part. We investigate how three personality traits (conscientiousness, emotional stability, and openness to experience) and two context variables (classroom culture and pedagogy) affect business students’ attitudes toward cheating. Of the personality variables, only conscientiousness directly predicts cheating attitudes, while both context variables show significant relationships. Interactions indicate that conscientiousness, emotional stability, and openness to experience, in combination with context variables, affect some attitudes toward cheating. We recommend actions that might minimize cheating as well as future research directions.     

Validity of Big Five personality judgments in childhood: a 9 year longitudinal study

In a 9 year longitudinal study over childhood, the Big Five personality traits were assessed at ages 4–6 by teacher Q‐sorts, at age 10 by parental Q‐sorts, and at age 12 by parental and friend ratings on bipolar adjective scales. The Big Five Q‐sort indices were based on definitions proposed by John, Caspi, Robins, Moffitt, and Stouthamer‐Loeber ( 1994 ) for adolescent boys. They were related to judgments and behavioural observations of inhibition and aggressiveness, and to antecedents and consequences of school achievement such as IQ and cognitive self‐esteem. Neuroticism and low extraversion correlated with social inhibition, low agreeableness and low conscientiousness with aggressiveness, and conscientiousness and/or culture/intellect/openness with antecedents and outcomes of school achievement. These correlations were consistently found throughout childhood. Copyright © 2002 John Wiley & Sons, Ltd.     

Psychometric properties of the Big Five Questionnaire for Children (BFQ-C) in a Dutch sample of young adolescents

This study examined the reliability and validity of the Big Five Questionnaire for Children (BFQ-C), a recently developed self-report measure for assessing the basic personality dimensions of energy/extraversion, agreeableness, conscientiousness, emotional instability, and intellect/openness in youths (Barbaranelli, Caprara, Rabasca, & Pastorelli, 2003). A sample of adolescents (N = 222) completed the BFQ-C, the Junior version of the Eysenck Personality Questionnaire (JEPQ), and the Strengths and Difficulties Questionnaire. Results showed that the BFQ-C had a clear-cut factor structure, good internal consistency, and sufficient validity as evidenced through its associations with the JEPQ and the measure of strengths and difficulties. An additional finding was that there was little overlap between children’s and parents’ Big Five personality.     

Temperament, personality, and developmental psychopathology as childhood antecedents of personality disorders

To contribute to the case for a dimensional conceptualization of psychopathology in general and maladaptive personality or personality disorders in particular, the present paper reviews the evidence for a dimensional representation of childhood temperament and personality. The review of temperament and variable-centered as well as person-centered approaches to childhood personality leads us to propose five broadband dimensions that capture individual differences in children and adolescents: extraversion, emotional stability, agreeableness, conscientiousness, and openness/intellect. Our analysis of the CBCL (Achenbach, 1991) and the DIPSI (currently under development at Ghent University), two dimensional models for childhood psychopathology, suggests two common broadband factors, internalizing and externalizing. The relations between the dimensional representation of childhood temperament/personality and psychopathology are documented with data from general population and clinical samples of children and adolescents. The article concludes with a proposal on how the higher-order dimensions emerging from studies of adaptive and maladaptive individual differences in childhood could be integrated in a common dimensional model.     

Personality traits moderate the relationships between psychological needs and enjoyment of physical activity

One of the most important factors of maintaining regular and long-term physical activity is the enjoyment an individual experiences from engaging in the activity. If basic psychological needs are fulfilled, the likelihood that someone enjoys being physically active increases. However, it is unclear whether the impact of psychological needs is influenced by personality. Therefore, the aim of this study was to investigate if personality traits (BIG 5) moderate the relationships between basic psychological needs and enjoyment of physical activity. We conducted an online survey with N = 399 participants (M_age = 35.82 years). Physical activity enjoyment, basic psychological needs (autonomy, perceived competence, social relatedness), and the BIG 5 were assessed. Analyses show that personality moderates the relationships between psychological needs and enjoyment of physical activity: Extraversion moderates the relationship between social relatedness and enjoyment, conscientiousness and neuroticism moderate the relationship between perceived competence and enjoyment, and agreeableness, but not openness, moderates the relationship between autonomy and enjoyment. Our findings suggest that the BIG 5 play an important role regarding the experience of physical activity enjoyment. Therefore, personality should be considered to design interventions more tailored to individual needs in order to promote enjoyment of physical activity effectively.     

Internal facial features are signals of personality and health

We investigated forms of socially relevant information signalled from static images of the face. We created composite images from women scoring high and low values on personality and health dimensions and measured the accuracy of raters in discriminating high from low trait values. We also looked specifically at the information content within the internal facial features, by presenting the composite images with an occluding mask. Four of the Big Five traits were accurately discriminated on the basis of the internal facial features alone (conscientiousness was the exception), as was physical health. The addition of external features in the full-face images led to improved detection for extraversion and physical health and poorer performance on intellect/imagination (or openness). Visual appearance based on internal facial features alone can therefore accurately predict behavioural biases in the form of personality, as well as levels of physical health.     

Personality Correlates of Depressive Style in Autobiographies of Creative Achievers

This study compared neurotic and depressive personality characteristics in creative achievers versus eminent but non-creative achievers. Forty-eight subjects' (25 men, 23 women) autobiographies were assessed by trained raters on personality using the California Q-Set. Creative achievers included literary and visual artists whereas the control group consisted of political, military and social leaders. The Q-Set ratings were used to assess the five factors of personality (neuroticism, extroversion, openness to experience, agreeableness and conscientiousness). Neuroticism was further divided into subscales that assessed depressive style, impulsivity and anxiety. Results showed that creative achievers were rated significantly higher than controls on general neuroticism, as well as on depressive style and impulsivity. Creative achievers did not differ from controls in anxiety. It was also found that creative achievers were rated significantly higher than controls on openness to experience and agreeableness, but lower on conscientiousness. None of the effects for creativity was affected by subjects' sex.     

农村留守初中生亲社会倾向特点及其与人格、家庭功能的关系

以四川省农村地区299名留守初中生与326名非留守初中生为调查对象,采用亲社会倾向量表、家庭功能评价量表、青少年小五人格问卷,考察留守初中生亲社会倾向特点及其与人格、家庭功能间的关系,结果发现:(1)留守初中生的亲社会倾向与非留守初中生相比不存在显著差异;(2)家庭功能的问题解决,人格的开放性、谨慎性都对留守初中生的亲社会倾向具有显著的预测作用,主要表现为问题解决能力越差亲社会的行为倾向越少,个体越具有开放性、谨慎性的人格特质就越容易表现出更多的亲社会倾向;(3)人格的开放性、宜人性、谨慎性在家庭功能与亲社会倾向中起完全中介的作用。     

Personality traits and university program

Participants were 147 undergraduates majoring in programs classified as more professional (education, n = 28; business, n = 33) or less professional (natural sciences, n = 36; social science, n = 50) and more people-oriented (education, social sciences) or less people-oriented (business, natural sciences). They completed self-report tests for 13 personality constructs (five from Goldberg's version of the Five Factor Model, three from Eysenck and Eysenck's theory, and five others). Students in less professional disciplines scored higher on openness to experience (intellect/imagination) than those in more professional disciplines. Students in more people-oriented disciplines scored higher on empathy than those in less people-oriented disciplines. Women scored higher than men on conscientiousness, industriousness, and empathy, but lower than men on independence. Critical comments are offered and suggestions for research are made.