The Effects of Cognitive Ability and Conscientiousness on Performance Over Time: A Censored Latent Growth Model

This study examined the extent to which cognitive ability and conscientiousness predicted initial academic performance (i.e., grade point average) and changes in performance over the course of college students' careers. A censored latent growth model that controlled for initial performance was used. Results showed positive effects of cognitive ability and conscientiousness on initial performance, but only positive effects of conscientiousness on performance change. However, because initial performance negatively affected performance change, cognitive ability and conscientiousness negatively indirectly affected performance change through initial performance. In addition, results revealed cognitive ability accounted for more variance in initial performance than conscientiousness, and conscientiousness accounted for more variance in performance change than cognitive ability. Finally, results show that, beyond the third semester, conscientiousness is a better predictor of student performance than cognitive ability.     

Effects of Personality Characteristics on Knowledge,Skill, and Performance in Servicing Retail Customers

This study tested the idea that some personality variables are related to interpersonal aspects of job performance primarily through interpersonal knowledge and skill, just as cognitive ability has been shown to be related to technical aspects of job performance primarily through technical knowledge and skill. We measured personality factors, cognitive ability, customer service knowledge (through a structured interview), customer service skill (through role‐play simulations), and customer service performance (through supervisory ratings) in a sample of 140 retail store associates. As expected, results showed that interpersonally oriented personality characteristics are related to customer service knowledge even when effects of ability, conscientiousness, and experience are taken into account, and that customer service knowledge and skill together carry the indirect effects of personality characteristics, ability, and experience to customer service performance. We also found that conscientiousness moderates the relation between knowledge and performance such that knowledge predicts performance best for people who are highly conscientious.     

Caffeine cravings impair memory and metacognition

Cravings for food and other substances can impair cognition. We extended previous research by testing the effects of caffeine cravings on cued-recall and recognition memory tasks, and on the accuracy of judgements of learning (JOLs; predicted future recall) and feeling-of-knowing (FOK; predicted future recognition for items that cannot be recalled). Participants (N?=?55) studied word pairs (POND-BOOK) and completed a cued-recall test and a recognition test. Participants made JOLs prior to the cued-recall test and FOK judgements prior to the recognition test. Participants were randomly allocated to a craving or control condition; we manipulated caffeine cravings via a combination of abstinence, cue exposure, and imagery. Cravings impaired memory performance on the cued-recall and recognition tasks. Cravings also impaired resolution (the ability to distinguish items that would be remembered from those that would not) for FOK judgements but not JOLs, and reduced calibration (correspondence between predicted and actual accuracy) for JOLs but not FOK judgements. Additional analysis of the cued-recall data suggested that cravings also reduced participants’ ability to monitor the likely accuracy of answers during the cued-recall test. These findings add to prior research demonstrating that memory strength manipulations have systematically different effects on different types of metacognitive judgements.     

Examining the Incremental Validity and Adverse Impact of Cognitive Ability and Conscientiousness on Job Performance

Using archival data from a large home improvement organization, the current study examined the incremental validity of conscientiousness over cognitive ability in predicting different performance criteria. Also, the study examined the effects of conscientiousness and cognitive ability on adverse impact. Results indicated that conscientiousness provided incremental validity over cognitive ability in the prediction of several performance criteria. Specifically, conscientiousness had the highest increases in validity over cognitive ability in the prediction of contextual performance factors (e.g., contextual performance, customer service orientation, dealing with others). However, the addition of conscientiousness failed to ameliorate the adverse impact associated with cognitive ability. In addition, limitations of the study and future directions of research are addressed.     

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.     

Using General Mental Ability and Personality Traits to Predict Job Performance in Three Chilean Organizations

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.     

Moderating effect of self-determination in the relationship between Big Five personality and academic performance

Previous studies have shown that both personality and motivation are important factors in student academic performance. This study examined how the interactions between the Big Five personality traits and self-determination motivation orientations affect students' academic performance. The hypotheses were empirically tested using cross-sectional data collected from 249 primary school students in China. The correlation analysis found that self-determined motivation and four of the five personality traits (not emotional instability) were significantly positively related to academic performance in English. The hierarchical regression analysis revealed that, after controlling for gender, openness to new experience and conscientiousness both positively predicted English performance. Significant interaction effects were found between agreeableness and self-determined motivation, and between conscientiousness and self-determined motivation. However, conscientiousness and agreeableness only positively predicted academic performance when the student's self-determined motivation was low.     

Does Positive Perception of Oneself Boost Learning Motivation and Performance?

We examine whether core self‐evaluations (CSEs) affect learning motivation and performance beyond individual‐level established predictors of general mental ability and conscientiousness. Based on self‐regulation theories, we develop and test a process model, whereby learning motivation mediates the effects of CSE on performance. We also compare the explanatory value of single and multidimensional models of learning motivation. Using a longitudinal design and data from 631 students, we provide support for the proposed model, indicating the usefulness of CSE as another important, indirect predictor of performance in a learning setting via multiple dimensions of learning motivation: self‐efficacy, goal setting, and goal commitment. The results also indicate the superiority of the multidimensional model of learning motivation over the unidimensional model of learning motivation as a mediator. We conclude with the discussion of theoretical and practical implications of this finding for management education.     

Effects of rater conscientiousness on evaluations of task and contextual performance of older and younger co-workers

The possibility for age discrimination and stereotypes to affect performance evaluations is rising. Although careful evaluations might be expected from conscientious raters, little is known about whether they might show more or less bias towards certain age groups. Therefore, in our study using a time-lagged design, we investigated the effects of rater conscientiousness on the performance evaluations of younger and older actual co-worker (N = 242). We found that raters who were more conscientious provided higher ratings for older workers than for younger workers on task performance and organizational citizenship behaviours. Specifically, we tested the model of mediated moderation, in which the relation between rater conscientiousness and ratee age predicts ratee-perceived conscientiousness, which in turn predicts performance ratings. The model was significant for older ratees, but not for younger ratees. We discuss our results in terms of the “similar to me” effects and implications for organizational practices.     

Coping strategies and first year performance in postsecondary education

Coping was hypothesized to explain additional variance in first year grade point averages (GPAs) controlling for cognitive ability and conscientiousness. First year GPAs were assessed as criterion for performance in the first year. Results indicate active coping, denial, behavioral disengagement, and alcohol disengagement are related to first year GPA. Denial and alcohol disengagement coping strategies were significant predictors and negatively related to first year GPA in the final regression equation controlling for cognitive ability and conscientiousness. Latent growth modeling analysis demonstrated cognitive ability predicted both the intercept and slope of first year GPA. Conscientiousness was a predictor of initial GPA but not change. Lastly, coping was a significant predictor of change in GPA. Implications for research and theory are discussed.     

Determining Predictor Weights in Military Selection: An Application of Dominance Analysis

This article illustrates the use of dominance analysis (DA) to identify the most appropriate set of weights for combining predictor data. We used meta-analytic information on cognitive ability, structured interviews, conscientiousness, and emotional stability to determine relative weights in predicting entry-level job performance and turnover. For job performance, the optimal predictor weights were 51% (cognitive ability), 38% (structured interview), 9% conscientiousness, and 2% (emotional stability). The weights differed considerably for turnover: 48% (structured interview), 27% (emotional stability), 13% (conscientiousness), and 11% (cognitive ability). Using a simulated data set, we showed how the rank-order of applicants can change based on DA and traditional regression analysis. The results suggest that DA has wide applicability for military selection.     

Aptitude is not enough: How personality and behavior predict academic performance

The study investigated the incremental validity of Big Five personality traits for predicting academic criteria (college GPA, course performance) while controlling for academic ability (SAT). Results showed that conscientiousness incrementally predicted each criterion over SAT. Results also showed that behavior (attendance) incrementally predicted GPA and course performance and it mediated the relationship between conscientiousness and both academic criteria. Personality measures are promising predictors of academic outcomes and they may have usefulness in admissions and student development.     

The nonlinear effects of conscientiousness on overall job performance and performance dimensions in the Chinese context

The relationship between conscientiousness and job performance has been found to be nonlinear in the West, which challenges conceptually and empirically the traditional assumption of the single linear relationship. In this research, we examined the nonlinear effects of conscientiousness on both overall job performance and performance dimensions (i.e., task performance, adaptive performance and contextual performance) in the Chinese context. The results of our two studies supported some evidence for the nonlinear effect of conscientiousness on overall job performance. In addition, it was found that conscientiousness has different (linear or nonlinear) effects on performance dimensions. These findings suggest that the nonlinear effects of conscientiousness on job performance deserve further investigation, and a distinction should be made with regard to job performance in personnel evaluation. Results are discussed in terms of the significance of considering the nonlinear relationship between conscientiousness and performance criteria.     

The Validity of Conscientiousness for Predicting Job Performance: A meta‐analytic test of two hypotheses

This study examined two hypotheses regarding the moderating effects of job characteristics on the validity of personality. Using meta‐analytic techniques, the authors explored the extent to which the structural characteristics and cognitive ability requirements of jobs influence the role of conscientiousness in predicting performance. The results suggest that conscientiousness is a stronger predictor of performance in jobs that are highly routinized, and a weaker predictor of performance in jobs with high levels of cognitive ability requirements. Implications for theory and future research are discussed.     

Performance Monitoring as a Moderator of the Relations Between Two Conscientiousness Measures and Task Performance

The present study investigated the moderating effects of performance monitoring on the relations between two measures of conscientiousness (general and business-oriented) and performance on a data entry task. A significant interaction was evidenced between conscientiousness and performance monitoring in predicting task performance for the general measure of conscientiousness; however, it was opposite than expected. No significant interaction was evidenced between conscientiousness and performance monitoring in predicting task performance for the business-oriented measure of conscientiousness. Possible explanations for these findings are suggested. Implications and limitations of the present research are identified and various suggestions for future research in this area are recommended.     

Knowing minds, controlling actions: the developmental relations between theory of mind and executive function from 2 to 4 years of age

This longitudinal study examined the concurrent and predictive relations between executive function (EF) and theory of mind (ToM) in 82 preschoolers who were assessed when they were 2, 3, and 4 years old. The results showed that the concurrent relation between EF and ToM, after controlling for age, verbal ability, and sex, was significant at 3 and 4 years of age but not at 2 years of age. Hierarchical regression analyses showed that EF at age 2 significantly predicted ToM at age 3 and that EF at age 3 significantly predicted ToM at age 4, over and above the effects of age, verbal ability, and prior performance on ToM tasks. However, ToM at ages 2 and 3 did not explain a significant amount of variance in EF at age 4. Bootstrap procedures revealed that verbal ability at age 3 fully mediated the relation between ToM at age 2 and EF at age 4.     

Examination of emotional Stroop interference in obsessive-compulsive disorder

Previous research has produced conflicting findings on whether or not patients with subclinical or manifest obsessive-compulsive disorder (OCD) share an attentional bias for anxiety-related material. In the present study, 35 OCD patients were compared with 20 healthy controls on their performance in an emotional Stroop paradigm. Nine different stimulus conditions were compiled, including sets for depression-related and anxiety-related words as well as stimuli from two constructs with a potential relevance for the pathogenesis and maintenance of OCD symptomatology: responsibility and conscientiousness. Patients did not show enhanced interference for any of the conditions. Syndrome subtype and severity, avoidance and speed of information processing did not moderate results. The present study concurs with most prior research that OCD patients display no interference effect for general threat words. It deserves further consideration, that emotional interference effects in OCD as seen in other anxiety disorders occur when using idiosyncratic word material with a direct relation to the individual's primary concerns.     

Structural model of employee involvement in skill development activity: The role of individual differences

We extend prior research on involvement in employee development activity by including prominent individual difference constructs that have been previously ignored in this area of research. These include two important personality characteristics (conscientiousness and openness to experience), mental ability and goal orientation constructs. We tested both mediated and direct effects of the variables. The sequence of relationships observed in the model was: general personality traits → development domain individual and situational variables → development domain motivational variables → involvement in development. Personality had indirect (mediated) effects on motivational and involvement constructs while goal orientation, as a development domain individual variable, had direct effects on motivational constructs. Mental ability had no effects. The study also replicated core relationships from prior research, but did so using an Internet sample and response medium. The model presented provides the most complete picture of behavior in this area to date. Important implications for advancement of theory, research and practice in the area of employee development behavior are discussed.     

The Moderating Effect of Situation Strength on the Relationship Between Personality and Provision of Effort1

In this research, we examine whether effort‐allocation decisions are influenced by the strength of the situation, the personality characteristics of the people involved, and the interaction between these factors. Two role‐playing scenarios were created using contextual information (e.g., availability of suitable alternatives) that varied in situation strength. We measured the Big Five personality factors (emotional stability, extraversion, openness to experience, agreeableness, and conscientiousness) of 418 students prior to the role‐playing task and assessed effort‐provision decisions after they were exposed to one of the role‐playing scenarios. As predicted, our results showed that the effect of personality on provision of effort depended on the strength of the situation. The implications for personality research are discussed.     

Predicting students’ learning strategies: The contribution of chronotype over personality

Students’ learning strategies as well as the search for its determinants have gained expanding interest in psychology and educational research. The present study investigated the contribution of chronotype, another construct of increasing importance in the academic context, to students’ learning strategies controlling for the established predictor of personality and its relations to chronotype. A sample of 318 college students (mean age = 22.6, SD = 2.5; age range = 19–34) was assessed online through self-report questionnaires. We discriminated between two learning strategy factors aggregated by a diverse set of learning strategies, learning discipline and elaboration. First, results confirmed significant associations between most personality scales and students’ strategy use. Furthermore, we found evidence for significant associations between chronotype and personality, as well as chronotype and learning strategies. Finally, structural equation modeling revealed that openness, agreeableness, conscientiousness, and morningness were significant predictors for elaboration, whereas learning discipline was significantly predicted by conscientiousness and morningness. We conclude that chronotype plays an important role explaining students’ learning strategies over and above personality.