Construct-oriented Biodata: Capturing Change-related and Contextually Relevant Future Performance

This study highlights an approach to the development of performance and predictor constructs that has the potential to permit context and culture relevant selection. Task, contextual and adaptive measures of performance were used as criterion data in a selection study involving 325 staff in the hotel industry. Construct-oriented biodata were developed to predict adaptive and contextual performance and the validities were contrasted with measures of cognitive ability and personality. The results provided construct support for the separation of adaptive performance from task and contextual performance and for the predictive validity of change-related biodata after controlling for cognitive ability. The pattern of correlations among the personality measures, biodata scales and cognitive tests supported the construct validity of the biodata scales. Results are discussed in relation to the context in which the data were collected, and the general relevance of the procedure across countries or cultures.     

Incremental validity of person-organization fit over the Big Five personality measures

Few studies have provided the validity evidence of a measure of objective person-organization fit (P-O fit) as a selection tool. The present study used a concurrent validation design to examine the criterion-related validity and the incremental validity of a P-O fit measure beyond the validity of the Big Five personality test for predicting job performance (task performance and organizational citizenship behavior) and employee commitment (organizational commitment and supervisory commitment) for a group of high-tech professional employees in Taiwan. Results showed that P-O fit predicted the contextual component of overall job performance and was significantly related to two types of employee commitment. Moreover, P-O fit had an incremental validity beyond that of the personality measures for predicting some of our outcome variables.     

The Incremental Validity of Honesty–Humility Over Cognitive Ability and the Big Five Personality Traits

The present study examines the incremental validity of Honesty–Humility (H-H), a measure of the tendency to be fair and genuine in dealing with others, for supervisory ratings of job performance (including both task and contextual performance) over cognitive ability and the Big Five personality traits. Specifically, we explore the incremental validity of H-H in predicting contextual performance. Results based on 217 South Korean military officer candidates are consistent with previous conclusions that Conscientiousness is the strongest predictor of contextual performance and that cognitive ability is the strongest predictor of task performance. More important, our results reveal that H-H offers moderate incremental validity for contextual performance but no incremental validity for task performance over the effects of cognitive ability and the Big Five personality traits.     

Developing a biodata measure and situational judgment inventory as predictors of college student performance

This article describes the development and validation of a biographical data (biodata) measure and situational judgment inventory (SJI) as useful predictors of broadly defined college student performance outcomes. These measures provided incremental validity when considered in combination with standardized college-entrance tests (i.e., SAT/ACT) and a measure of Big Five personality constructs. Racial subgroup mean differences were much smaller on the biodata and SJI measures than on the standardized tests and college grade point average. Female students tended to outperform male students on most predictors and outcomes with the exception of the SAT/ACT. The biodata and SJI measures show promise for student development contexts and for selecting students on a wide range of outcomes with reduced adverse impact.     

“Dark Side” Personality Styles as Predictors of Task,Contextual, and Job Performance

Many meta‐analyses and hundreds of primary studies have been carried out on the criterion‐oriented validity of personality measures for predicting job performance. The Five‐Factor Model of personality has been used as a frame for analyzing the empirical evidence. However, the research in industrial, work and organizational psychology has not examined the relationship between the dysfunctional tendencies of personality and the personality disorders as described in DSM‐IV (Axis II) Diagnostic and Statistical Manual of Mental Disorders and job performance. The present paper examines the relationship between job performance and the dysfunctional personality styles included in a non‐clinical personality inventory developed to assess personality tendencies related to the dysfunctional (normal) personality styles and the personality disorders in work settings. This inventory assesses 14 dysfunctional personality styles and was given to a sample of 85 applicants. The job performance was rated by the direct supervisor 8 months later, and three measures were obtained: task performance, contextual performance, and overall job performance. The results showed that the seven dysfunctional personality styles (suspicious, shy, sad, pessimistic, sufferer, eccentric, and risky) predicted the three measures of job performance. The egocentric personality style negatively predicted contextual performance. Finally, the submitted style predicted task performance. With the exception of the risky personality style, the rest of the styles mainly consisted of Neuroticism. Implications for the research and practice of personnel selection 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.     

Incremental Validity of Situational Judgment Tests for Task and Contextual Job Performance

This paper has three goals. First, it responds to calls for additional research on subgroup differences in situational judgment tests. Second, it expands the cumulative knowledge on the incremental validity of situational judgment tests beyond cognitive ability and personality. Third, it examines the validity and incremental validity of various predictors for both task and contextual performance.     

INCREMENTAL VALIDITY OF EMPIRICALLY KEYED BIODATA SCALES OVER GMA AND THE FIVE FACTOR PERSONALITY CONSTRUCTS

The major purpose of this study was to determine whether empirically keyed, cross-validated biodata scales accounted for incremental variance over that accounted for by the five factor model (FFM) of personality and GMA predictors. A concurrent validation study was employed using 376 employees in a clerical job (222 in the developmental sample and 154 in the cross-validation sample). Results for the cross-validation sample provided support for the hypothesis that biodata predictors accounted for substantial incremental variance beyond that accounted for by the FFM predictors and GMA for 3 of the 4 criteria. Support was also found for the hypothesized zero-order correlations between GMA, FFM, and biodata predictors and the 4 criteria. Theoretical and practical implications are discussed.     

履历数据测评的效度分析

履历数据是人员测评的重要手段, 但其组织情景性限制使得国外同类工具不能适用于国内人事选拔, 国内也缺乏实证研究验证其信度、效度。本研究结合某通信企业的招募选拔工作, 开发履历数据分析工具, 选取250名应聘者的履历数据、一般认知能力、大五个性和面试结果数据, 通过效标关联效度、增量效度思想, 分析履历数据有效性。结果表明, 以面试结果为效标, 履历数据具有良好的效标关联效度, 与其他测评工具组合使用时有良好的增量效度。     

Specificity Matters: Criterion-Related Validity of Contextualized and Facet Measures of Conscientiousness in Predicting College Student Performance

To enhance the predictive validity of self-report personality measures, 2 distinct ways of increasing specificity of personality measures have been proposed in the literature—contextual specificity (i.e., providing a contextual referent) and content specificity (i.e., focusing on more specific constructs such as the Big Five facets). This study extends this line of research by examining whether there is an optimal way to configure, align, or integrate contextual and content specificity using measures of conscientiousness to predict college student success. A sample of 478 undergraduate students completed 4 measures of conscientiousness that varied in the level of content and contextual specificity. These forms of specificity were crossed to yield 4 distinct measures of conscientiousness. We then evaluated and compared the relative importance and the incremental importance of these different measures in the prediction of academic success. Superior predictive validity was found for both contextualized and facet measures of conscientiousness compared to a measure of global conscientiousness in predicting grade-point average and a broader behavioral criterion of student performance. When contextual and content specificity approaches were compared and combined, we observed the strongest predictive validity when the level of specificity is appropriately matched between predictor and criterion.     

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.     

Applying theory to the black box: A model for empirically scoring biodata

Despite being an effective predictor of job performance, empirically keyed biodata assessments have been criticized as black box empiricism unlikely to generalize to new contexts. This paper introduces a model that challenges this perspective, explicating how biodata content, job demands, and criterion variables collectively influence the construct validity, and generalizability of empirically scored biodata. Across two field studies, expected changes in scale correlations with external measures were found that coincided with changes in the contextual similarity between calibration and holdout contexts, the criteria used, and the content validity of biodata items. Collectively, this paper offers a framework that helps understand and optimize empirical biodata keying in practice, furthering confidence for their use in applied settings.     

Situational Judgment and Job Performance

Data from 160 civil service employees demonstrate the validity of a situational judgment test in predicting overall job performance as well as three performance dimensions: task performance (core technical proficiency), motivational contextual performance (job dedication), and interpersonal contextual performance (interpersonal facilitation). Situational judgment also provided incremental validity over the prediction provided jointly by cognitive ability, the Big Five personality traits, and job experience. These findings extended the work of Clevenger, Pereira, Wiechmann, Schmitt, and Harvey (2001) on the incremental validity of situational judgment tests as well as the meta-analytic results reported by McDaniel, Morgeson, Finnegan, Campion, and Braverman (2001). Implications are discussed in terms of research on the prediction and understanding of job performance.     

Incremental Validity of Interactive Multimedia Simulations in Two Organizations

Interactive multimedia simulations are conceptually distinct from other simulations commonly used as selection tools, such as assessment centers and situational judgment tests, and represent a potentially cost‐effective and job‐related candidate assessment tool. This study investigated the predictive validity of these simulations with a combined sample of call center employees from two organizations. Results indicate that customized interactive multimedia simulations demonstrate substantial criterion‐related validity and significant incremental validity over other noncognitive measures such as biodata and personality.     

Effects of task performance and contextual performance on systemic rewards

Evidence from 2 samples of Air Force mechanics supported the hypothesis that contextual performance affects employees' career advancement and rewards over time. Results of hierarchical regressions controlling for experience showed task performance and contextual performance each predicted systemic rewards. Each facet explained separate variance in promotability ratings over 2 years. In both samples, contextual performance explained separate variance in informal rewards but task performance did not. Task performance explained incremental variance in career advancement 1 year later but contextual performance did not. Analyses using correlations corrected for unreliability suggest these results cannot be attributed to measurement error. Contextual performance still explained separate variance in informal rewards, and task performance explained distinct variance in career advancement a year later.     

Personality predicts prospective memory task performance: an adult lifespan study

Do interindividual differences in prospective memory task performance reflect individual differences in personality and lifestyle? Do the cognitive abilities known to change with age retain their power to predict episodic prospective memory task performance after controlling for personality and lifestyle variables, and do personality and lifestyle variables offer predictive power apart from that provided by cognitive ability measures? To answer these questions, we conducted a study with community‐living healthy individuals (n= 141) between 18 and 81 years of age. They completed three different episodic prospective memory tasks – two laboratory tasks and one field task – as well as various measures of personality, lifestyle, and cognitive ability. The results indicated that personality and lifestyle reliably predicted who will succeed and who will fail on all three episodic prospective memory tasks. Conscientiousness predicted performance on two of the prospective memory tasks; socially prescribed perfectionism and neuroticism each predicted performance on one of the prospective memory tasks. Cognitive ability predicted performance on one of the laboratory prospective memory tasks but not on the other two prospective memory tasks. After we controlled for individual differences in personality and lifestyle variables, cognitive ability was no longer able to predict performance on the laboratory prospective memory task. By contrast, controlling for cognitive ability had no influence on the predictive power of the personality and lifestyle variables.     

Status Seeking and Manipulative Self‐presentation

Three studies examine the relation of dispositional status‐seeking with workplace self‐presentation behaviors. The first study showed that the status‐seeking motive provided incremental prediction, over and above narcissism and self‐monitoring, in self‐reported exaggerating, faking, and fabricating in job search. The second study showed that, after controlling for the traits from the five factor model of personality, status‐seeking predicted the undesirable job‐search behaviors, as well as use of impression‐management tactics at work. A field study showed that employee status seeking explained supervisor impressions of employee supplication and ingratiation, even after controlling for task and contextual performance. Male status‐seekers were also more likely to engage in intimidation. Status‐seeking appears to be an important motive for understanding manipulative self‐presentation at work.     

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.     

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.     

Voice and cooperative behavior as contrasting forms of contextual performance: evidence of differential relationships with big five personality characteristics and cognitive ability

The results of a laboratory study of 276 individuals replicate past findings for cooperative behavior as a form of contextual performance and extend past research by providing evidence that voice (constructive change-oriented communication) may be another form of contextual performance. Conscientiousness, extraversion, and agreeableness related more strongly to voice behavior and cooperative behavior than to task performance. Cognitive ability related more strongly to task performance than to voice behavior or cooperative behavior. Results also demonstrate contrasting relationships for agreeableness (positive with cooperative behavior and negative with voice behavior). This supports recent research suggesting the possibility of bidirectional relationships with personality characteristics across different dimensions of job performance.