Effects of Nonlinearity and Heteroscedasticity on the Validity of Conscientiousness in Predicting Overall Job Performance

Most research on the relationship between personality and overall job performance assumes linearity and homoscedasticity. This study investigated the prevalence and nature of nonlinearities and heteroscedasticies in relationships between conscientiousness and supervisory ratings of overall job performance across five independent samples using both concurrent (k = 4) and predictive (k = 1) designs. Hierarchical polynomial regression analyses found evidence of robust linear effects but no evidence of statistically significant quadratic or cubic effects. A statistically and practically significant heteroscedastic effect was found in only one sample such that lower errors of prediction were evidenced in the ends in comparison to the middle of the bivariate distribution. Implications for the use of conscientiousness in personnel selection are suggested. Limitations of the current study and directions for future research are noted.     

Antecedent and Consequence of Nurse Engagement

This study explores the mediating effect of work engagement on the relationship between transformational leadership (TFL) and nurses’ job performance, along with the moderating effect of conscientiousness on work engagement within the TFL/performance relationship. Survey data were collected from 234 supervisor–subordinate dyads at a regional hospital in Taiwan, and linear regression modeling performed to examine the hypotheses. TFL was found to be positively correlated with nurses’ job performance; and the motivation mechanism of work engagement did mediate the relationship between TFL and job performance, but only when nurses’ conscientiousness was high. As such, the results provide new insights into both how, and why, TFL can enhance nurses’ job performance: specifically, that their work engagement and conscientiousness are key determinants of how the TFL/job performance relationship operates.     

Revisiting the relationship between impression management and job performance

Although theoretical arguments suggest that impression management should be related to job performance, empirical results have been unsupportive of the association. We argue that this relationship, however, may be found for specific jobs (sales) using a specific objective criterion (sales revenue). We tested this hypothesis across two samples. The first sample utilized a concurrent design and found a significant association between impression management and objective job performance. Furthermore, impression management demonstrated incremental validity over conscientiousness. In the second sample, using a different impression management scale and a predictive design we found that impression management was related to sales revenue, and showed incremental validity over cognitive ability. Implications for research and practice are discussed.     

Job performance ratings: The relative importance of mental ability,conscientiousness, and career adaptability

According to career construction theory, continuous adaptation to the work environment is crucial to achieve work and career success. In this study, we examined the relative importance of career adaptability for job performance ratings using an experimental policy-capturing design. Employees (N = 135) from different vocational backgrounds rated the overall job performance of fictitious employees in 40 scenarios based on information about their career adaptability, mental ability, conscientiousness, and job complexity. We used multilevel modeling to investigate the relative importance of each factor. Consistent with expectations, career adaptability positively predicted job performance ratings, and this effect was relatively smaller than the effects of conscientiousness and mental ability. Job complexity did not moderate the effect of career adaptability on job performance ratings, suggesting that career adaptability predicts job performance ratings in high-, medium-, and low-complexity jobs. Consistent with previous research, the effect of mental ability on job performance ratings was stronger in high- compared to low-complexity jobs. Overall, our findings provide initial evidence for the predictive validity of employees' career adaptability with regard to other people's ratings of job performance.     

工作时间与工作绩效的非线性关系：一项元分析

基于42篇文献的64项独立研究, 总样本量为22843人的数据, 对工作时间与工作绩效的非线性关系进行了元分析。结果发现：(1)工作时间与任务绩效、关系绩效之间存在显著的倒U型关系; (2)国家类型的调节作用显著：相对于西方欧美国家, 工作时间与任务绩效、关系绩效的倒U型关系在中国更为显著; (3)产业类型的调节作用显著：相对于劳动、资本密集型产业, 工作时间与任务绩效的倒U型关系在知识密集型产业中更为显著; (4)年龄的调节作用显著：相对于高年龄水平, 工作时间与任务绩效的倒U型关系在低年龄水平群体中更为显著; (5)性别的调节作用显著：相对于低男性比例, 工作时间与关系绩效的倒U型关系在高男性比例群体中更为显著。结果不仅基于元分析厘清了工作时间与工作绩效的倒U型关系效应, 而且为劳动法中工时规定(例如周均工作时间不超过44小时)的合理性提供了科学依据, 警示组织注意工作时间对工作绩效的“过犹不及”效应。     

工作绩效与工作满意度、组织承诺和目标定向的关系

在全面回顾工作绩效及其影响因素的基础上,通过关键事件方法和问卷调查方法,对来自全国的1066位雇员进行了施测,运用AMOS软件,对工作绩效结构进行验证性因素分析,并对文中提出的假设进行了检验。之后,提出并验证了影响员工工作绩效的态度因素及整合模型。研究结果显示：工作满意度、组织承诺和目标定向对工作绩效的各个子维度的影响是不一致的。工作满意度越高,员工的工作绩效越好;另一方面,组织承诺和目标定向对雇员工作绩效各个子维度的影响不一致。文章最后对全文进行了总结,并对后续研究给出了建议     

Perceptions of organizational politics as a moderator of the relationship between conscientiousness and job performance

Meta-analytic studies of the relationships between the five-factor model of personality constructs and job performance indicate that conscientiousness has been the most consistent predictor. Recent research has sought to identify situational factors that may explain additional variance beyond what has been reported by simple bivariate relationships. The authors hypothesized that perceptions of organizational politics would moderate the relationship between conscientiousness and job performance. Data collected from 234 male and 579 female workers in 4 organizations indicated that conscientiousness was related to job performance among workers perceiving average to high levels of organizational politics but unrelated to performance among workers perceiving low levels of organizational politics. Moreover, perceptions of organizational politics were negatively related to job performance only among workers of average to low levels of conscientiousness.     

On-the-job embeddedness as a mediator between conscientiousness and school teachers' contextual performance

The recently introduced concept of job embeddedness has been shown to predict various organizational outcomes. In prediction models, its usual role is that of an antecedent explaining variance beyond commonly used attitudinal measures. Using social information processing theory as a framework, the present study examines on-the-job embeddedness (ONJE) as a potential mediator in predicting performance within an educational framework. Analysis of a multisource evaluation scheme applied to 115 school teachers supported the expectation that conscientiousness and ONJE are predictors of task and contextual performance. Moreover, ONJE was found to serve as a mediator by providing a partial explanation for the link between conscientiousness and contextual performance. Future research with other attitudinal and personality measures is suggested to broaden the role that ONJE plays in predicting performance.     

The relationship between personality, approach to learning and academic performance

This study considers the relationship between students' approaches to learning, as measured by a short-form of Entwistle and Tait's (1995) Revised Approaches to Studying Inventory (RASI), the Big Five personality factors, as measured by Cattell's 16PFi, and the background variables of age, gender and prior educational achievement and academic performance. Subjects were 146 social science undergraduate students at a university in Scotland. Structural equation modelling identifies the Big Five personality factor scores account for between 22.7% and 43.6% of the variance across scores on the three approach to learning dimensions. Four of the Big Five personality factors and the three approach to learning dimensions were found to be poor predictors of academic performance. A linear regression analysis with academic performance as the dependent variable and age, prior educational attainment and conscientiousness as independent variables, accounted for 24.1% of the variance in performance. Our investigation suggests approach to learning is a subset of personality. However, we conclude it makes sense to measure these two groups of variables separately in educational settings.     

The relative importance of task and contextual performance dimensions to supervisor judgments of overall performance

Although evidence supports the unique contribution of task performance and contextual performance to overall evaluations, little is known about the relative contribution that specific dimensions of contextual performance make to overall performance judgments. This study evaluated the extent to which supervisors consider task and contextual performance by using relative weights (J. W. Johnson, 2000) to statistically describe the relative importance of specific dimensions of each type of performance to overall performance ratings. Within each of 8 job families in a large organization, each of 4 dimensions of contextual performance made not only a unique contribution but a relatively important contribution to the overall evaluation. Evidence also supports the adaptive performance dimension of handling work stress as an aspect of contextual performance and job-task conscientiousness as an aspect of both task and contextual performance.     

The big five personality traits and individual job performance growth trajectories in maintenance and transitional job stages

This study extends the literature on personality and job performance through the use of random coefficient modeling to test the validity of the Big Five personality traits in predicting overall sales performance and sales performance trajectories--or systematic patterns of performance growth--in 2 samples of pharmaceutical sales representatives at maintenance and transitional job stages (K. R. Murphy, 1989). In the maintenance sample, conscientiousness and extraversion were positively associated with between-person differences in total sales, whereas only conscientiousness predicted performance growth. In the transitional sample, agreeableness and openness to experience predicted overall performance differences and performance trends. All effects remained significant with job tenure statistically controlled. Possible explanations for these findings are offered, and theoretical and practical implications of findings are discussed.     

Emotional competence as antecedent to performance: a contingency framework

Emotional intelligence is the ability to monitor one's own and others' thinking and actions. In this integrative review, the author seeks to determine the causes of the weak relationship between emotional intelligence and performance by positing that certain emotional competencies, rather than emotional intelligence, are the true predictors of performance. The author theorizes that emotional competencies (including self-control, resilience, social skills, conscientiousness, reliability, integrity, and motivation) interact with organizational climate and job demands or job autonomy to influence performance, as represented in the form of 5 empirically testable propositions. Self-control and emotional resilience are considered to delay the onset of a decline in performance from excessive job demands. Social skills, conscientiousness, reliability, and integrity assist to promote trust, which in turn may build cohesiveness among the members of work groups. Motivation may fuel job involvement in environments that promise psychological safety and psychological meaningfulness. A combination of superior social skills and conscientiousness may enhance the self-sacrifice of benevolent employees to heightened levels of dependability and consideration. Finally, emotional honesty, self-confidence, and emotional resilience can promote superior performance, if positive feedback is delivered in an informative manner, and can mitigate the adverse effects of negative feedback.     

责任心子维度与绩效的关系研究中存在的争议

在责任心及其子维度与工作绩效的关系研究中,研究者在下面四个方面还存在争议：1．责任心的结构定义,也就是责任心总维度包含哪些子维度？2．为什么子维度的信度系数比责任心总维度的低？3．对于具体的,较细的工作绩效效标,大维度还是小维度有更好的预测效度？4．用于检验哪一种预测源更有效的方法,计算简单相关系数还是增量效度？文章主要就这些问题进行讨论。     

The interactive effects of conscientiousness and agreeableness on job performance

The authors hypothesized that the relationship between conscientiousness and job performance would be stronger for persons high in agreeableness than for those low in agreeableness. Results of hierarchical moderated regression analyses for 7 independent samples of employees across diverse occupations provided support for the hypothesis in 5 of the samples. In samples supporting the hypothesis, among the highly conscientious workers, those low in agreeableness were found to receive lower ratings of job performance than workers high in agreeableness. One explanation for lack of an interaction between conscientiousness and agreeableness in the other 2 samples is that those jobs were not characterized by frequent, cooperative interactions with others. Overall, the results show that highly conscientious workers who lack interpersonal sensitivity may be ineffective, particularly in jobs requiring cooperative interchange with others.     

The mediating role of work climate perceptions in the relationship between personality and performance

Although past research has demonstrated a link between personality and job performance, potential enabling factors of this relationship have yet to be explored comprehensively. We hypothesized that perceptions of work climate, specifically relationship dimensions—cohesion, supervisor support, and job involvement—might be the mechanism through which the relationship between personality and job performance can be explained. Two hundred and thirty Australian employees completed an online survey measuring personality, relationship dimensions of work climate (job involvement, coworker cohesion, and supervisor support) and job performance. Results revealed that the relationship dimensions of work climate fully mediated the relationship between agreeableness and job performance, and extraversion and job performance, while the relationship between neuroticism and job performance was partially mediated by relationship dimensions of work climate. Supervisor support primarily accounted for this mediated effect for the neuroticism–job performance relationship, whereas for extraversion only job involvement explained significant unique variance. Our findings suggest that the relationship of agreeableness, extraversion, and neuroticism with job performance is indirect, and perceptions of the work environment itself play a role in this relationship. This implies that organizations should consider the work environment, in addition to personality during selection procedures. Future research should examine whether different levels of work environment dimensions, foster greater job performance in employees.     

Conscientiousness,Its Facets,and the Prediction of Job Performance Ratings: Evidence against the narrow measures

This study empirically tested the predictions of the three basic perspectives on the bandwidth debate about the relationship between personality and job performance, regarding the validity of conscientiousness and its facets. The sample consisted of 226 police officers. Conscientiousness and three facets (order, industriousness, and self‐control) were correlated with three performance criteria (overall job performance, task performance, and orderliness). A Schmid–Leiman transformation made it possible to residualize the variance of the facets and to isolate their unique contribution to the prediction of performance measures. The results showed that conscientiousness predicted the three criteria (true validities of.25,.28 and.37, respectively) and that the facets neither predicted job performance nor showed incremental validity over conscientiousness. Finally, the implications of the findings for theory and practice are commented on, and future research is suggested.     

Personality, political skill, and job performance

Based on the socioanalytic perspective of performance prediction [Hogan, R. (1991). Personality and personality assessment. In M. D. Dunnette, L. Hough, (Eds.), Handbook of industrial and organizational psychology (2nd ed., pp. 873–919). Chicago: Rand McNally; Hogan, R., & Shelton, D. (1998). A socioanalytic perspective on job performance. Human Performance, 11, 129–144.], the present study tests whether motives to get along and to get ahead produce greater performance when interactively combined with social effectiveness. Specifically, we investigated whether interactions of the Five-Factor Model constructs of agreeableness and conscientiousness with political skill predict job performance. Our results supported our hypothesis for the agreeableness-political skill interaction. Additionally, after correcting for the unreliability and restricted range of conscientiousness, we found that its interaction with political skill also significantly predicted job performance, although not precisely as hypothesized. Implications of the results and directions for future research are provided.     

同事评价教师绩效的结构验证性因素分析

考察了教师绩效同事评价结果的因素结构。通过文献回顾、开放式调查、关键事件访谈和理论分析,提出了教师绩效的结构,通过验证性因素分析验证了同事评价教师绩效的结构。发现教师绩效包含6个维度,即职业道德、职务奉献、助人合作、教学效能、教学价值与师生互动,前3个维度组成关系绩效,其余维度组成任务绩效。关系绩效与任务绩效有较高的相关。     

Rose colored webcam: Discrepancies in personality estimates and interview performance ratings

Companies increasingly use computer-controlled interviews as a less expensive and more efficient way to screen job applicants. Despite these advantages, this interview format may prevent evaluators from accurately judging an applicant’s personality traits, which, in turn, may influence hiring decisions. Two traits in particular, agreeableness and conscientiousness, have been found to predict performance in many occupational settings. In the current research, participants randomly were assigned to either a face-to-face (FTF) or computer-controlled (CC) mock job interview. Interviewees were rated by external observers as higher in conscientiousness and agreeableness when the interview was CC rather than FTF. In addition, observers rated interview performance more positively than did the interviewees themselves – particularly when the interview was CC. Finally, the discrepancy between self and observer judgments of the interviewees’ personality (in terms of agreeableness and conscientiousness) mediated the relation between interview format and the discrepancy between self and observer ratings of interview performance. These findings suggest that CC interviews have the potential to yield overly positive evaluations of interviewees, thereby biasing personality judgments and estimations of ultimate job performance.     

The Interacting Effects of Accountability and Individual Differences on Rater Response to a Performance-Rating Task

We examine the effects of conscientiousness and public self-consciousness in moderating responses to accountability for 137 participants took part in a managerial simulation over a 2-week period. In addition to responding to complex information and decision tasks, participants observed 48 vignettes depicting individual performance for four subordinates on three performance dimensions and subsequently rated that performance. Results show that participants higher in conscientiousness and public self-consciousness perceived a greater need to justify their decisions than those lower in the trait. Public self-consciousness also moderated the relationship between perceived need to justify the rating and participant anxiety about that justification requirement. Subsequent tests of mediation using structural equation modeling found support for partial mediating models and overall model fit improved when personality was considered.