Samenvatting
Summary Problem 3 - Beyond Intelligence who would you hire
- Instelling
- Erasmus Universiteit Rotterdam (EUR)
Self study problem 3
[Meer zien]Voorbeeld 2 van de 10 pagina's
Voorbeeld 2 van de 10 pagina's
In winkelwagengesponsord bericht van onze partner
Voorbeeld van de inhoud
Laura Heijnen – Organisational Psychology: Performance at WorkProblem 3. Beyond Intelligence, who would you hire?(2)
1. Now that’s a personality
How can you predict performance based on achievement need and personality?
Which one predicts best?
ü American Psychological Association. (2003) – Which Traits Predict Job Performance?
- Previously thought cognitive ability predicting job performance, but also other factors
playing a role, e.g., creativity, leadership, integrity, attendance, cooperation à are
predicted by personality. Focus on Big 5.
- The ‘g’ of personality: conscientiousness (= being responsible, dependable, organized
+ persistent) is generic to success. Consistently predicts performance for all jobs; only
personality trait fundamental to all jobs, others only for some criteria/occupations.
- Matching people to jobs: conscientiousness not always good, e.g., for creative jobs.
o 6 jobs themes, of which: realistic jobs (mechanics, fire fighters), conventional
jobs (bank tellers, statisticians) + artistic jobs (musicians, artists + writers) à
conscientiousness only predicts performance in realistic + conventional jobs,
but impedes success in investigative, artistic + social jobs (require innovation,
creativity + spontaneity) à prefer openness to experience.
o BUT: also moderate correlation found between conscientiousness + creativity
à probably because of timing: becoming more conscientious, so low when
first starting to work (ambition gets job, working promotes conscientiousness).
- Add social skills: can energize/inhibit natural personality tendencies (e.g., introvert
person having good interpersonal skills = having enough extraversion for public
speech; naturally hostile person can appear sweet).
o Difficult to study because no classification system exists, but important
because shift to teamwork + service-oriented jobs.
o Task + contextual performance contribute independently to overall job
performance. Job experience predicts task performance better, personality
predicts contextual performance better.
o Contextual performance: 2 facets
§ Job dedication: working hard volunteering, committing to organization
à predicted by conscientiousness. Affects both task performance +
interpersonal facilitation.
§ Interpersonal facilitation: cooperating, helping others à predicted by
extraversion + agreeableness.
ü Van der Linden, Pelt, Dunkel, & Born (2017) – Personality, Personnel Selection, and Job Performance
Job performance: objective/subjective outcomes one achieves in specific job (e.g., profit of
sales person) OR work-related activities (e.g., writing an article). Mostly outcome used.
Personnel selection: process of selecting best employees for specific jobs.
The Big 5 and job performance
- Meta-analyses (Barrick, 2001) show Big 5 consistent but low-moderate criterion-
related validity regarding job performance.
- Conscientiousness (= dutifulness, persistence + tendency to work hard) broadest +
most consistent job performance predictor of Big 5. BUT: relationship is moderate at
best.
1
, Laura Heijnen – Organisational Psychology: Performance at Work
- Emotional stability only other Big 5 dimension showing significant correlation.
- Big 5 dimensions significantly related to various types/aspects of job performance:
extraversion + openness positively related to training performance, agreeableness +
extraversion positively to team performance.
- Recent analyses haven’t made such extensive distinction between job types +
performance aspects as original study by Barrick.
- Limitation Barrick: mainly reporting associations with broad ratings/measures of
performance, didn’t explicitly mention extra-role aspects of performance, BUT:
literature suggests consider work behaviours falling outside job description
(contextual performance).
- Berry: testing Big 5 + counterproductive work behaviour (CWB) (e.g., stealing from
work, cutting corners).
o All of Big 5 traits are positively related to most of measures of OCB (negative
neuroticism, others positive).
o Mainly conscientiousness, agreeableness + emotional stability are negatively
associated with CWB, but extraversion + openness not clearly related to it.
- Judge: associations between Big 5 + leadership behaviour (= specific type of job
performance) à 4/5 Big 5 dimensions (except for agreeableness) demonstrate
relevant positive relations to overall leadership ratings + emergence. All Big 5 related
to leadership effectiveness + transformational leadership (= desirable) à do they use
emotional stability or neuroticism?
à Big 5 can be used to predict range of general + specific measures of job performance, so
may be relevant for selection procedures. BUT: effect sizes are often moderate at best, so
only limited predictor.
Alternative personality taxonomies
- HEXACO Personality Model: BIG 5 + honesty-humility dimension (= tendency to be
honest, lower drive for status + material gain). Extra dimension can add to prediction
of job performance, particularly to ethical aspect. Particularly good (negative)
predictor of delinquent work tendencies + CWB. Higher on honesty-humility = lower
probability engaging in socially undesirable behaviours. Adds value when jobs involve
integrity (e.g., police officer).
- Dark Triad: explicit focus on dark side traits that are assumed to be associated with
socially undesirable outcomes. Dark triad: mix of 3 intercorrelated negative traits.
o Machiavellianism: unconventional view on morality, low empathy + willingness
to deceive and manipulate others for own gain.
o Narcissism: tendency for self-enhancement/unrealistic positive view of own
personality/appearance.
o Psychopathy: impulsiveness + thrill-seeking, combined with low empathy,
anxiety + tendency toward being antagonistic.
o In common: low empathy, callousness/heartless + tendency to manipulate
others à better to focus on shared variance of traits (50-75%)?
o Relation of dark triad + job performance may depend on type of job + time
frame, e.g., motivation + ability to manipulate à better job performance if
influencing others. Particularly psychoticism associated with high creativity à
occupational success (e.g., artists, scientists).
2
Voordelen van het kopen van samenvattingen bij Stuvia op een rij:
Verzekerd van kwaliteit door reviews
Stuvia-klanten hebben meer dan 700.000 samenvattingen beoordeeld. Zo weet je zeker dat je de beste documenten koopt!
Snel en makkelijk kopen
Je betaalt supersnel en eenmalig met iDeal, creditcard of Stuvia-tegoed voor de samenvatting. Zonder lidmaatschap.
Focus op de essentie
Samenvattingen worden geschreven voor en door anderen. Daarom zijn de samenvattingen altijd betrouwbaar en actueel. Zo kom je snel tot de kern!
Veelgestelde vragen
Wat krijg ik als ik dit document koop?
Je krijgt een PDF, die direct beschikbaar is na je aankoop. Het gekochte document is altijd, overal en oneindig toegankelijk via je profiel.
Tevredenheidsgarantie: hoe werkt dat?
Onze tevredenheidsgarantie zorgt ervoor dat je altijd een studiedocument vindt dat goed bij je past. Je vult een formulier in en onze klantenservice regelt de rest.
Van wie koop ik deze samenvatting?
Stuvia is een marktplaats, je koop dit document dus niet van ons, maar van verkoper lmh. Stuvia faciliteert de betaling aan de verkoper.
Zit ik meteen vast aan een abonnement?
Nee, je koopt alleen deze samenvatting voor €3,49. Je zit daarna nergens aan vast.
Is Stuvia te vertrouwen?
4,6 sterren op Google & Trustpilot (+1000 reviews)
Afgelopen 30 dagen zijn er 53022 samenvattingen verkocht
Opgericht in 2010, al 14 jaar dé plek om samenvattingen te kopen