Relative importance of personality dimensions for expatriate selection: A policy capturing study

Policy capturing was used to examine relative importance placed by managers on the Big Five personality factors (Emotional Stability, Extraversion, Openness to Experience, Agreeableness, and Conscientiousness) in the context of expatriate selection. Ninety‐six managers with expatriate staffing and management experience made judgments about 32 expatriates based on characteristics associated with the Big Five. Judgments were made about (a) completion of overseas assignment, (b) adjustment, (c) interpersonal relations with host‐country nationals, and (d) overseas job performance. Across all four decisions, the raters tended to use the cues (i.e., the Big Five personality factors) in a similar manner. Conscientiousness was perceived to be the most important personality factor for all four judgments examined. Openness to Experience was perceived to be important for completion of overseas assignment. These results from policy capturing are compared and contrasted with those from criterion‐related validity studies of the Big Five for expatriate selection. Implications for expatriate selection systems are discussed.     

The Impact of Contextual Self‐Ratings and Observer Ratings of Personality on the Personality–Performance Relationship1

This study examined 2 possible ways of increasing the predictive validity of personality measures: using observer (i.e., supervisor and coworker) ratings and work‐specific self‐ratings of Big Five personality factors. Results indicated that among general self‐ratings of Big Five personality dimensions, Conscientiousness was the best predictor of in‐role performance, and Agreeableness and Emotional Stability were the best predictors of organizational citizenship behavior (OCB). Observer ratings of personality accounted for incremental variance in job performance (in‐role performance and OCB) beyond that accounted for by general self‐ratings. However, contrary to our expectations, work‐specific (i.e., contextual) self‐ratings of personality generally did not account for incremental variance in job performance beyond that accounted for by general self‐ratings.     

The five-factor model of personality traits and organizational citizenship behaviors: a meta-analysis

Using meta-analytic tests based on 87 statistically independent samples, we investigated the relationships between the five-factor model (FFM) of personality traits and organizational citizenship behaviors in both the aggregate and specific forms, including individual-directed, organization-directed, and change-oriented citizenship. We found that Emotional Stability, Extraversion, and Openness/Intellect have incremental validity for citizenship over and above Conscientiousness and Agreeableness, 2 well-established FFM predictors of citizenship. In addition, FFM personality traits predict citizenship over and above job satisfaction. Finally, we compared the effect sizes obtained in the current meta-analysis with the comparable effect sizes predicting task performance from previous meta-analyses. As a result, we found that Conscientiousness, Emotional Stability, and Extraversion have similar magnitudes of relationships with citizenship and task performance, whereas Openness and Agreeableness have stronger relationships with citizenship than with task performance. This lends some support to the idea that personality traits are (slightly) more important determinants of citizenship than of task performance. We conclude with proposed directions for future research on the relationships between FFM personality traits and specific forms of citizenship, based on the current findings.     

Relative Leader–Member Exchange Within Team Contexts: How and when Social Comparison Impacts Individual Effectiveness

A multilevel model was developed to examine how and when a focal individual's leader–member exchange (LMX) relative to the LMXs of coworkers within the team (relative LMX, or RLMX) influences individual in‐role performance, organizational citizenship behavior (OCB), and job satisfaction. Results, based on a sample of 275 leader–member dyads within 35 teams of a beverage company, largely supported the hypotheses. Specifically, using multilevel polynomial regression analyses, the results showed that self‐efficacy partially mediated the relationship between RLMX and in‐role performance and job satisfaction, and fully mediated the relationship between RLMX and OCB. Furthermore, the results demonstrated that team identification attenuated RLMX's direct effect on self‐efficacy, and indirect effects on in‐role performance and OCB and team supportive behavior attenuated RLMX's direct effect on self‐efficacy and indirect effect on in‐role performance.     

RELATIONSHIP OF PERSONALITY TRAITS AND COUNTERPRODUCTIVE WORK BEHAVIORS: THE MEDIATING EFFECTS OF JOB SATISFACTION

This study used path analysis to test a model that posits that relevant personality traits will have both direct relationships with counterproductive work behaviors (CPBs) and indirect relationships to CPBs through the mediating effects of job satisfaction. Based on a sample ( n = 141) of customer service employees, results generally supported the hypothesized model for both boss- and self-rated CPBs. Agreeableness had a direct relationship with interpersonal counterproductive work behaviors (CPB-I); Conscientiousness had a direct relationship with organizational counterproductive work behaviors (CPB-O); and, job satisfaction had a direct relationship to both CPB-I and CPB-O. In addition, job satisfaction partially mediated the relationship between Agreeableness and both CPB-O and CPB-I. Overall, results show that personality traits differentially predict CPBs and that employees' attitudes about their jobs explain, in part, these personality–behavior associations.     

Lean on me: The importance of one's own and partner's intercultural personality for expatriate's and expatriate spouse's successful adjustment abroad

This research explores the role of three intercultural personality traits—emotional stability, social initiative, and open-mindedness—as coping resources for expatriate couples’ adjustment. First, we examined the direct relationships of expatriates’ and expatriate spouses’ personality trait levels with psychological and sociocultural adjustment. Psychological adjustment refers to internal psychological outcomes such as mental health and personal satisfaction, whereas sociocultural adjustment refers to more externally oriented psychological outcomes that link the individual to the new environment. Second, we examined the association of expatriates’ personality trait levels with professional adjustment, which was defined in terms of job performance and organizational commitment. Cross-sectional analyses among 196 expatriates and expatriate spouses (i.e., 98 expatriate couples) revealed that the three dimensions are each associated with specific facets of adjustment. A longitudinal analysis among a subsample (45 couples) partially confirmed these findings. Furthermore, we obtained evidence for a resource compensation effect, that is, the compensatory process whereby one partner's lack of sufficiently high levels of a certain personality trait is compensated for by the other partner's high(er) levels of this traits. Through this resource compensation effect, the negative consequences of a lack of sufficient levels of a personality trait on adjustment can be diminished. Apparently, in the absence of sufficiently high trait levels, individuals can benefit from personality resources in their partners.     

The personality profile of IPS employment specialists,and how it relates to job satisfaction: A longitudinal cohort study

The role of the Individual Placement and Support (IPS) employment specialist is a new type of occupation within mental healthcare. High turnover among employment specialists necessitates improvement in their recruitment and retention. One element that impacts retention is job satisfaction. We assessed the personality of 38 employment specialists (Big 5 Inventory-2) and measured job satisfaction over three time periods. Compared to norm data, employment specialists were significantly higher on Extraversion (ΔT = 8.0, CI: 5.59–10.42), Agreeableness (ΔT = 7.8, CI: 5.56–10.12), Conscientiousness (ΔT = 3.3, CI: 0.8–5.84), Open-mindedness (ΔT = 3.5, CI: 0.97–6.07), while lower on Negative emotionality (ΔT = −3.5, CI: −6.5 to −0.42). Extraversion had a substantial longitudinal positive effect on job satisfaction (β at T1 = 0.39; CI: 0.10–0.73) (β at T2 = 0.40; CI: 0.03–0.80), while Negative emotionality – a substantial negative effect (β at T1 = −0.60; CI: −0.90 to −0.30) (β at T2 = −0.50; CI: −0.90 to −0.12). Male gender was significantly associated with higher job satisfaction at the time point 1 (β = −0.46; CI: −0.80 to −0.14). Age, length of employment in the role, Agreeableness, Conscientiousness and Open-mindedness were not found to have substantial significant effects on job satisfaction of employment specialists. Recruiting employment specialists who score high on Extraversion and low on Negative emotionality may be a good fit for the role and job satisfaction.     

“大五”人格模型及其在工业与组织心理学中的应用

“大五”是涵盖人格的5个因素的简称,它包括：神经质、外向性、开放性、宜人性和责任感。在介绍了该模型的基础上,文章重点介绍了它在工业与组织心理学中的应用,即“大五”可以有效的预测工作绩效、工作动机、领导行为、创造性行为和工作满意感等。     

THE BIG FIVE PERSONALITY CHARACTERISTICS AS PREDICTORS OF EXPATRIATE'S DESIRE TO TERMINATE THE ASSIGNMENT AND SUPERVISOR-RATED PERFORMANCE

Applying the evolutionary theory of personality, this study proposed and tested the hypotheses that each of the Big Five personality characteristics (Extroversion, Agreeableness, Conscientiousness, Emotional Stability, and Openness or Intellect) predict two criteria of expatriate success: (a) desire to prematurely terminate the expatriate assignment, and (b) supervisor-rated performance on the expatriate assignment. The participants were 143 expatriate employees (and 94 supervisors) from a U.S.-based information technology company. Results from correlation and regression analyses suggest that Extroversion, Agreeableness, and Emotional Stability are negatively related to whether expatriates desire to terminate their assignment. Conscientiousness is positively related to the supervisor-rated performance on the expatriate assignment. Practical implications for expatriate management (e.g., self-selection) are given.     

Personality and job performance: test of the mediating effects of motivation among sales representatives

Research shows consistent relations between personality and job performance. In this study the authors develop and test a model of job performance that examines the mediating effects of cognitive-motivational work orientations on the relationships between personality traits and performance in a sales job (N = 164). Covariance structural analyses revealed proximal motivational variables to be influential mechanisms through which distal personality traits affect job performance. Specifically, striving for status and accomplishment mediate the effects of Extraversion and Conscientiousness on ratings of sales performance. Although Agreeableness was related to striving for communion, neither Agreeableness nor communion striving was related to success in this sales job. The importance of the proposed motivational orientations model is discussed.     

Personality and the prediction of team performance

Although much is known about personality and individuals' job performance, only a few studies have considered the effects of team‐level personality on team performance. Existing research examining the effects of personality on team performance has found that, of the Big Five factors of personality, Conscientiousness is often the most important predictor. Accordingly, we investigated the criterion validity of lower‐level Conscientiousness traits to determine whether any one trait is particularly predictive of team performance. In addition to Conscientiousness, we examined the criterion validity of the other Big Five personality factors. We found that Conscientiousness and its facets predicted team performance. Agreeableness, Extraversion and Neuroticism were not predictive of team performance, whereas Openness had a modest negative relation with team performance. Copyright © 2010 John Wiley & Sons, Ltd.     

Team effectiveness: beyond skills and cognitive ability.

On the basis of job analysis results, the validity of using measures of general cognitive ability, job-specific skills, and personality traits jointly at both the individual level and the group level to predict the performance of 79 four-person, human resource work teams was evaluated. Team member trait and job skill scores were aggregated with a conjunctive model of task performance. At the individual level of analysis, measures of personality (i.e., Agreeableness and Conscientiousness) predicted peer ratings of team member performance beyond measures of job-specific skills and general cognitive ability. Similarly, at the group level of analysis, both Agreeableness and Conscientiousness predicted supervisor ratings of work team performance, objective measures of work team accuracy, and work completed. At both the individual and group levels, the trait of Agreeableness predicted Interpersonal Skills.     

Five-factor model of personality and job satisfaction: a meta-analysis

This study reports results of a meta-analysis linking traits from the 5-factor model of personality to overall job satisfaction. Using the model as an organizing framework, 334 correlations from 163 independent samples were classified according to the model. The estimated true score correlations with job satisfaction were -.29 for Neuroticism, .25 for Extraversion, .02 for Openness to Experience, .17 for Agreeableness, and .26 for Conscientiousness. Results further indicated that only the relations of Neuroticism and Extraversion with job satisfaction generalized across studies. As a set, the Big Five traits had a multiple correlation of .41 with job satisfaction, indicating support for the validity of the dispositional source of job satisfaction when traits are organized according to the 5-factor model.     

The Differential Focus of Supervisors and Peers in Evaluations of Managerial Potential

This study proposes that evaluations of managerial potential by supervisors and peers differentially relate to the personality of the job candidate being evaluated. Specifically, we hypothesized that supervisors would focus on more task‐based personality traits, such as Conscientiousness and its facet of Self‐discipline while peers would instead focus on more contextual personality traits, such as Agreeableness and its facet of Tender‐mindedness. We applied a path analysis SEM approach to data collected from a field study of 114 triads of incumbents, supervisors, and peers of retail managers in a Fortune 500 organization. This approach provided support for our overall hypothesized models. A further analysis of significant paths suggested that ratees with high levels of Conscientiousness and Achievement‐striving appeal to supervisors when making evaluations of managerial potential. Ratees with high levels of Agreeableness, Altruism, and Tender‐mindedness and low levels of Openness to Experience, in contrast, appeal to peers.     

UNDERSTANDING THE IMPACT OF PERSONALITY TRAITS ON INDIVIDUALS' TURNOVER DECISIONS: A META-ANALYTIC PATH MODEL

Historically, researchers have sought to identify environmental causes of employee turnover. This paradigm has led to the underemphasis of individual differences as being an important cause of individuals' turnover decisions. The results of the meta-analysis show that personality traits do have an impact on individuals' turnover intentions and behaviors. The trait of Emotional Stability best predicted (negatively) employees' intentions to quit, whereas the traits of Conscientiousness and Agreeableness best predicted (negatively) actual turnover decisions. A theoretically developed path model showed important direct effects from personality to intentions to quit and turnover behaviors that were not captured through job satisfaction or job performance. These direct effects indicate that employees who are low on Emotional Stability may intend to quit for reasons other than dissatisfaction with their jobs or not being able to perform their jobs well. The direct effects on turnover suggest that individuals who are low on Agreeableness or high on Openness may engage in unplanned quitting. Personality traits had stronger relationships with outcomes than did non-self-report measures of job complexity/job characteristics.     

The Relationship Between Ability-Based Emotional Intelligence and Contextual Performance and Counterproductive Work Behaviors: A Test of the Mediating Effects of Job Satisfaction

This article investigated the mediating role of job satisfaction between four ability-based emotional intelligence (EI) dimensions and contextual performance and counterproductive work behaviors (CWBs), and controlled for Conscientiousness, Emotional Stability, and Agreeableness. Based on data collected from 222 employees, results supported the hypothesized partial mediation model. Job satisfaction partially mediated the relationship between (a) the ability-based EI dimension, regulation of emotion, and contextual performance, and CWB-I and CWB-O; (b) the ability-based EI dimension, selfemotion appraisal, and CWB-I and CWB-O; (c) the ability-based EI dimension, use of emotion and contextual performance; and (d) between Agreeableness, Emotional Stability, and Conscientiousness and contextual performance and CWBs. Implications, limitations and suggestions for future research are discussed.     

Five-Factor Model of personality and Performance in Jobs Involving Interpersonal Interactions

In this article, the results of a meta-analysis that investigates the degree to which dimensions of the Five-Factor Model (FFM) of personality are related to performance in jobs involving interpersonal interactions are reported. The article also investigates whether the nature of the interactions with others moderates the personality-performance relations. The meta-analysis was based on 11 studies (total N = 1,586). each of which assessed the FFM at the construct level using the Personal Characteristics Inventory. Results support the hypothesis that Conscientiousness, Agreeableness, and Emotional Stability are positively related to performance in jobs involving interpersonal interactions. Results also support the hypothesis that Emotional Stability and Agreeableness are more strongly related to performance in jobs that involve team- work (where employees interact interdependently with coworkers), than in those that involve dyadic interactions with others (where employees provide a direct service to customers and clients). Implications for developing theories of work performance and for selecting employees are discussed.     

Do personality traits affect responsiveness of juvenile delinquents to treatment?

ObjectiveThe aim of the present study was to examine the moderating role of Big Five personality traits in short and long term effectiveness of MultiSystemic Therapy (MST) for serious and persistent juvenile delinquents.MethodData of a randomized controlled trial (N = 256) were used to examine the research question.ResultsExtraversion, Emotional Stability and Openness did not moderate short term effectiveness of MST, but Conscientiousness and Agreeableness did: MST was most effective for highly conscientious and highly agreeable juvenile delinquents. Personality did not moderate the effectiveness of MST on aggression or the long-term effectiveness of MST.ConclusionThis study shows the importance of personality traits for short-term treatment outcomes, effectiveness of MST differs for high/low Agreeableness and Conscientiousness.     

Study of the adjustment of Western expatriates in Taiwan ROC with the Multicultural Personality Questionnaire

The present paper examined the validity of the Multicultural Personality Questionnaire (MPQ). As criteria of validity three levels of adjustment were used. The study took place among a sample of expatriates ( N = 102) during their assignment in Taiwan. The MPQ has scales for cultural empathy, open-mindedness, social initiative, emotional stability and flexibility. The MPQ scales appeared to be predictive of expatriates' personal, professional and social adjustment. In all three domains, emotional stability appeared most consistently as a predictor of adjustment. Social initiative was an additional strong predictor of psychological well-being, as was cultural empathy of satisfaction with life and of the amount of social support in the host country. Flexibility was a predictor of job satisfaction and social support. The study also examined the effects of marital status on adjustment. Married expatriates showed higher levels of adjustment than expatriates who were single or separated.     

Agreeableness,conscientiousness, and effortful control processes

Effortful control (EC) is believed to be a superordinate, temperament system that is associated with early-appearing individual differences in self-regulation. It has been suggested that EC indexes the common developmental process underlying Agreeableness and Conscientiousness. Theory suggests this association, but little empirical evidence has linked personality to actual self-regulatory behaviors. This study examined personality and cognitive assessments associated with impairments in self-regulation. College students (N=113) gave self-reports on the five dimensions of personality. They also completed the Stroop test, Wisconsin Card Sorting Task (WCST), and a verbal fluency test. Agreeableness predicted Stroop reaction times. Both Agreeableness and Conscientiousness predicted WCST measures. Conscientiousness predicted verbal fluency for men. Results were discussed in terms of EC being a common developmental substrate of Agreeableness and Conscientiousness.