An integrative approach to more nuanced estimates of personality–job–performance relations

Wihler, A; Blickle, G; Ewen, C; et al.Genau, H; Fritze, S; Völkl, L; Merkl, R; Missfeld, T; Mützel, M
Date: 25 April 2022
Journal
Applied Psychology
Publisher
Wiley / International Association of Applied Psychology
Publisher DOI
https://doi.org/10.1111/apps.12391
Related links
https://osf.io/ys72j/?view_only=f48aeaf9414d46fb81019186030afbdc
Abstract
Recent research has suggested that self- and other-ratings of personality may provide different information about personality, which can be captured in the trait–reputation–identity (TRI) model. Based on the TRI model, we investigate the link between personality and aligned job performance criteria on domain and aspect levels of the ...
Recent research has suggested that self- and other-ratings of personality may provide different information about personality, which can be captured in the trait–reputation–identity (TRI) model. Based on the TRI model, we investigate the link between personality and aligned job performance criteria on domain and aspect levels of the Big Five personality traits. In five samples (overall N = 571 triplets of target self-ratings and two coworker other-ratings), we investigated the relationships between the shared information on personality and shared information about job performance. We found that all personality domains showed substantial criterion validity in predicting the corresponding job-performance dimensions. Furthermore, we found stronger estimates for aspects of agreeableness and openness. We discuss theoretical and practical implications for target replacement and performance management.
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Management

Faculty of Environment, Science and Economy

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© 2022 The Authors. Applied Psychology published by John Wiley & Sons Ltd on behalf of International Association of Applied Psychology. This is an open access article under the terms of the Creative Commons Attribution-NonCommercial-NoDerivs License, which permits use and distribution in any medium, provided the original work is properly cited, the use is non-commercial and no modifications or adaptations are made.
Except where otherwise noted, this item's licence is described as © 2022 The Authors. Applied Psychology published by John Wiley & Sons Ltd on behalf of International Association of Applied Psychology. This is an open access article under the terms of the Creative Commons Attribution-NonCommercial-NoDerivs License, which permits use and distribution in any medium, provided the original work is properly cited, the use is non-commercial and no modifications or adaptations are made.