Five-factor personality domains and job performance: A second order meta-analysis |
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| Institution: | 1. Texas A&M University, United States;2. Michigan State University, United States;1. Department of Psychology and Behavioural Sciences, Aarhus University, Denmark;2. Center on Autobiographical Memory Research (CON AMORE), Aarhus University, Denmark;1. University of Minnesota, USA;2. University of California, Davis, USA;1. Department of Hospitality Management, Sun Yat-sen University, China;2. Department of Management, The Chinese University of Hong Kong, China |
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| Abstract: | Several meta-analyses have investigated the job-related validities of the traits associated with the Five-Factor Model (FFM). The presence of second-order sampling error, however, might complicate the interpretation of these meta-analyses (i.e., random error across different meta-analyses). The current paper therefore evaluates variability across different meta-analyses and tests for key moderators (i.e., performance criteria, sources of ratings, and context). Results suggested that the variation in the predictive validity of several FFM traits and facets across multiple performance criteria was attributable to second-order sampling error. However, true variation existed for some moderators such as sources of personality information (self-reports versus informant reports). The current analyses therefore enhance knowledge about the usefulness and generalizability of personality traits in work contexts. |
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| Keywords: | Five-Factor Model Job performance Second-order meta-analysis |
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