Hierarchical Representations of the Five-Factor Model of Personality in Predicting Job Performance: Integrating Three Organizing Frameworks With Two Theoretical Perspectives

• 成果类型: Article
• 署名作者: Judge, Timothy A.; Rodell, Jessica B.; Klinger, Ryan L.; Simon, Lauren S.; Crawford, Eean R.
• 署名单位: University of Notre Dame; University of London; University College London; University System of Georgia; University of Georgia; Old Dominion University; Portland State University; University of Iowa
• 刊物名称: JOURNAL OF APPLIED PSYCHOLOGY
• ISSN/ISSBN: 0021-9010
• DOI: 10.1037/a0033901
• 发表日期: 2013
• 页码: 875-925
• 关键词: personality; Job performance; five-factor model; Big Five; bandwidth-fidelity

摘要

Integrating 2 theoretical perspectives on predictor-criterion relationships, the present study developed and tested a hierarchical framework in which each five-factor model (FFM) personality trait comprises 2 De Young, Quilty, and Peterson (2007) facets, which in turn comprise 6 Costa and McCrae (1992) NEO facets. Both theoretical perspectives-the bandwidth-fidelity dilemma and construct correspondence suggest that lower order traits would better predict facets of job performance (task performance and contextual performance). They differ, however, as to the relative merits of broad and narrow traits in predicting a broad criterion (overall job performance). We first meta-analyzed the relationship of the 30 NEO facets to overall job performance and its facets. Overall, 1,176 correlations from 410 independent samples (combined N = 406,029) were coded and meta-analyzed. We then formed the 10 DeYoung et al. facets from the NEO facets, and 5 broad traits from those facets. Overall, results provided support for the 6-2-1 framework in general and the importance of the NEO facets in particular.