Block 2.8 Performance at Work: Problem 3, Beyond Intelligence (English Summary). Detailed summary of the articles and relevant points discussed in tutorials the grade obtained for the course was 8.3.
Personality, Personnel Selection, and Job Performance
Dimitri van der Linden et al.
Definitions
Job Performance: objective or subjective performance/work-
related activities. The majority of research on the topic job
performance is used as an outcome.
Personnel selection: Process of selecting the best employees
for specific jobs.
o Personality has predictive validity for job performance
important for the selection procedure
The Big 5 and Job Performance
Big 5 shows consistent but low-moderate criterion validity for job
performance
Conscientiousness was the broadest and most consistent
predictor of performance
Emotional stability was the only other trait that showed
significant correlation with performance
Extraversion & Openness positively and significantly
correlated with training
Agreeableness and Extraversion positively and significantly
with team work
o Not considering behaviors outside job-description
All Big 5 were positively correlated with OCB (expt neuroticism)
Conscientiousness, Agreeableness and Emotional stability
negatively correlate with CWB
ALL BIG 5 expt. Agreeableness assoc. significantly with
leadership (effectiveness and transformation leadership)
Conclusion: Using the Big 5 taxonomy for selection is established
and valid procedure, but modest main effects limited use
The HEXACO Personality Model
HEXACO model: includes the Big 5 and honesty-humility
Adds predictive value to the ethical aspect of performance
Good (negative) prediction of CWB and delinquent tendencies
Important for jobs with integrity as main component e.g.
police officer, judge
Dark Triad
, PROBLEM 3. BEYOND INTELLIGENCE 2
1. Machiavellism: unconventional morality views, low empathy,
willingness to deceive/manipulate for one’s own gain
2. Narcissism: self-enhancement, unrealistic positive view of
personality or appearance
3. Psychopathy: impulsivity, thrill-seeking + low empathy,
callousness and manipulative tendencies
Common components: low empathy, callousness, and
tendency to manipulate others
Debate: treat them individually or look at their shared variance
(50-75%)?
Dark Triad and job performance
Depends on timing and job- non-linear relationship
Positive: reach success as managers, salespeople and any job
that you influence people, psychoticism creativity (artists,
scientists)
Negative: increased tendency toward delinquent behavior &
problematic social relationships
Meta-analysis from O’Boyle
Machiavellism and psychopathy: small negative correlations with
job performance
Narcissism had no significant relation with job performance
All three associated positively with CWB
Dark triad influences career choices with optimal utility and
minimal costs for themselves e.g. narcissist chose jobs that lead
to admiration
Emotional Intelligence
O’Boyle (problem 2) EI is a trait (or ability) which should be
taken seriously with regard to predicting job performance.
The Optimal Level of Trait Measurement for Predicting Job
Performance: The Bandwidth-Fidelity Discussion
Bandwidth-Fidelity Discussion: Narrow or broad traits are better for predicting job
performance?
Broad constructs (Big 5/HEXACO): more preferred, combination
of facets increases reliability, unique job features are
overestimated, broad criterion (job performance) = broad
predictors
Facets (30 facets of NEO-PI-R): effective when criterion-predictor
aligned to predict a narrow job aspect you need a narrow trait
o Both might be effective predictors under appropriate
conditions
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