Acquaintance Ratings of the Big Five Personality Traits: Incremental Validity Beyond and Interactive Effects With Self-Reports in the Prediction of Workplace Deviance

• 成果类型: Article
• 署名作者: Kluemper, Donald H.; McLarty, Benjamin D.; Bing, Mark N.
• 署名单位: University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; Louisiana State University System; Louisiana State University; University of Mississippi
• 刊物名称: JOURNAL OF APPLIED PSYCHOLOGY
• ISSN/ISSBN: 0021-9010
• DOI: 10.1037/a0037810
• 发表日期: 2015
• 页码: 237-248
• 关键词: Big Five personality; self-reports; acquaintance reports; WORKPLACE DEVIANCE; socioanalytic personality theory

摘要

It is widely established that the Big Five personality traits of conscientiousness, agreeableness, and emotional stability are antecedents to workplace deviance (Berry, Ones, & Sackett, 2007). However, these meta-analytic findings are based on self-reported personality traits. A recent meta-analysis by Oh, Wang, and Mount (2011) identified the value of acquaintance-reported personality in the prediction of job performance. The current investigation extends prior work by comparing the validities of self-and acquaintance-reported personality in the prediction of workplace deviance across 2 studies. We also hypothesized and tested an interactive, value-added integration of self-with acquaintance-reported personality using socioanalytic personality theory (R. T. Hogan, 1991). Both studies assessed self-and acquaintance-rated Big Five traits, along with supervisor-rated workplace deviance. However, the studies varied the measures of workplace deviance, and the 2nd study also included a self-rated workplace deviance criterion for additional comparison. Across both studies, the traits of conscientiousness and agreeableness were strong predictors of workplace deviance, and acquaintance-reported personality provided incremental validity beyond self-reports. Additionally, acquaintance-reported conscientiousness and agreeableness moderated the prediction of workplace deviance by interacting with the corresponding self-reported traits. Implications for personality theory and measurement are discussed along with applications for practice.