A Multivariate Analysis of Relationships Between Personality Traits and Value Choice

A canonical analysis disclosed significant relationships between personality traits and value choice. These relationships were interpreted in terms of their usefulness in understanding human behavior.     

The Marketing of Parochial Schooling Modeled as an Exchange Process

An old adage has it that “necessity is the mother of invention.” This aphorism may in part account for the increased interest of church school educators in the discipline of marketing as an aid in stimulating demand for their product. Drawing from social exchange theory, the framework below explores the link between sociology, marketing, and education in explaining why people choose education in parochial schools.     

HOW TRANSFORMATIONAL LEADERSHIP WEAVES ITS INFLUENCE ON INDIVIDUAL JOB PERFORMANCE: THE ROLE OF IDENTIFICATION AND EFFICACY BELIEFS

This study examined how transformational leadership directly and indirectly relates to supervisory‐rated performance collected over time including 437 participants employed by 6 U.S. banking organizations in the midwest. Results revealed that one's identification with his or her work unit, self‐efficacy, and means efficacy were related to supervisor‐rated performance. The effect of transformational leadership on rated performance was also mediated by the interaction of identification and means efficacy, as well as partially mediated by the interaction of self‐efficacy and means efficacy. Implications for research, theory, and practice are discussed.     

POSITIVE PSYCHOLOGICAL CAPITAL: MEASUREMENT AND RELATIONSHIP WITH PERFORMANCE AND SATISFACTION

Two studies were conducted to analyze how hope, resilience, optimism, and efficacy individually and as a composite higher-order factor predicted work performance and satisfaction. Results from Study 1 provided psychometric support for a new survey measure designed to assess each of these 4 facets, as well as a composite factor. Study 2 results indicated a significant positive relationship regarding the composite of these 4 facets with performance and satisfaction. Results from Study 2 also indicated that the composite factor may be a better predictor of performance and satisfaction than the 4 individual facets. Limitations and practical implications conclude the article.     

Employability Assessment: Its Importance and One Method of Doing It

A new programmed learning package, PLACE: Guided Steps to Employment Readiness, provides a measurable definition of employability and helps clients measure their own employability and prepare themselves for work.     

PERSONALITY MEASURES AS PREDICTORS OF JOB PERFORMANCE: A META-ANALYTIC REVIEW

The purpose of this study was to investigate conflicting findings in previous research on personality and job performance. Meta-analysis was used to (a) assess the overall validity of personality measures as predictors of job performance, (b) investigate the moderating effects of several study characteristics on personality scale validity, and (c) appraise the predictability of job performance as a function of eight distinct categories of personality content, including the "Big Five" personality factors. Based on review of 494 studies, usable results were identified for 97 independent samples (total N = 13,521). Consistent with predictions, studies using confirmatory research strategies produced a corrected mean personality scale validity (.29) that was more than twice as high as that based on studies adopting exploratory strategies (.12). An even higher mean validity (.38) was obtained based on studies using job analysis explicitly in the selection of personality measures. Validities were also found to be higher in longer tenured samples and in published articles versus dissertations. Corrected mean validities for the "Big Five" factors ranged from .16 for Extroversion to .33 for Agreeableness. Weaknesses in the reporting of validation study characteristics are noted, and recommendations for future research in this area are provided. Contrary to conclusions of certain past reviews, the present findings provide some grounds for optimism concerning the use of personality measures in employee selection.