THE BIG 5 PERSONALITY DIMENSIONS AND JOB-PERFORMANCE - A METAANALYSIS
THE BIG 5 PERSONALITY DIMENSIONS AND JOB-PERFORMANCE - A METAANALYSIS
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DOI：
10.1111/j.1744-6570.1991.tb00688.x
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发表时间：
1991-03-01
影响因子：
5.5
通讯作者：
MOUNT, MK
中科院分区：
文献类型：
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作者：
BARRICK, MR;MOUNT, MK
本研究调查了五个职业群体（专业人员、警察、管理人员、销售人员和熟练/半熟练人员）的“大五”人格维度（外向性、情绪稳定性、责任心、责任心和经验开放性）与三个工作绩效标准（工作熟练度、培训熟练度和人员数据）的关系。结果表明，一个维度的个性，尽责性，表现出一致的关系，所有的工作绩效标准的所有职业群体。对于其余的人格维度，估计的真实分数相关性因职业组和标准类型而异。外向性是一个有效的预测两个职业，涉及社会互动，经理和销售（跨标准类型）。此外，开放性的经验和外向性的有效预测的培训水平标准（跨职业）。其他人格维度也被发现是某些职业和某些标准类型的有效预测因子，但估计的真实得分相关性很小（ρ < .10）。总的来说，结果说明了使用人格的5因素模型来积累和交流经验发现的好处。这些发现对人事心理学的研究和实践有许多启示，特别是在人员选拔、培训和发展以及绩效评估等子领域。
This study investigated the relation of the “Big Five” personality dimensions (Extraversion, Emotional Stability, Agreeableness, Conscientiousness, and Openness to Experience) to three job performance criteria (job proficiency, training proficiency, and personnel data) for five occupational groups (professionals, police, managers, sales, and skilled/semi‐skilled). Results indicated that one dimension of personality, Conscientiousness, showed consistent relations with all job performance criteria for all occupational groups. For the remaining personality dimensions, the estimated true score correlations varied by occupational group and criterion type. Extraversion was a valid predictor for two occupations involving social interaction, managers and sales (across criterion types). Also, both Openness to Experience and Extraversion were valid predictors of the training proficiency criterion (across occupations). Other personality dimensions were also found to be valid predictors for some occupations and some criterion types, but the magnitude of the estimated true score correlations was small (ρ < .10). Overall, the results illustrate the benefits of using the 5‐factor model of personality to accumulate and communicate empirical findings. The findings have numerous implications for research and practice inpersonnel psychology, especially in the subfields of personnel selection, training and development, and performance appraisal.