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The Five-Factor model and job performance in low complexity jobs: A quantitative synthesis

机译:低复杂性工作的五要素模型和工作绩效:定量综合

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Personality inventories are frequently used by small and medium-size companies in their personnel selection processes (Alonso, Moscoso, & Cuadrado, 2015) and several meta-analytical reviews on the relationship between personality and job performance have been carried out during the last two decades (e.g., Barrick & Mount, 1991, 1993; Barrick, Mount, & Judge, 2001; Hogan & Holland, 2003; Hough, 1992; Judge, Rodell, Klinger, Simon, & Crawford, 2013; Salgado, 1997, 2002, 2003; Salgado, Anderson, & Tauriz, 2015; Salgado & Tauriz, 2014; Tett, Jackson, & Rothstein, 1991). These meta-analyses have shown that the Big Five personality factors are valid predictors of important work behaviors. For example, Barrick and Mount (1991) found that conscientiousness was a valid predictor of job performance, and that it generalized the validity across jobs and criteria. These researchers also showed that the other factors are predictors of some criteria for some jobs. Hough (1992) also found that personality measures are predictors of several organizational and educational criteria. In Europe, Salgado (1997) found that conscientiousness and emotional stability were valid predictors of job performance across jobs and that extroversion, openness, and agreeableness were valid predictors for specific occupations and criteria.
机译:中小型公司在人员选拔过程中经常使用个性清单(Alonso,Moscoso和Cuadrado,2015年),并且在过去的二十年中对个性与工作绩效之间的关系进行了一些荟萃分析(例如Barrick&Mount,1991,1993; Barrick,Mount,&Judge,2001; Hogan&Holland,2003; Hough,1992; Judge,Rodell,Klinger,Simon,&Crawford,2013; Salgado,1997,2002,2003 ; Salgado,Anderson和Tauriz,2015年; Salgado和Tauriz,2014年; Tett,Jackson和Rothstein,1991年)。这些荟萃分析表明,五种人格因素是重要工作行为的有效预测指标。例如,巴里克和芒特(Barrick and Mount,1991)发现,尽职调查是工作绩效的有效预测指标,并且可以概括工作和标准之间的有效性。这些研究人员还表明,其他因素是某些工作的某些标准的预测因素。霍夫(Hough,1992)还发现人格测度是几种组织和教育标准的预测指标。在欧洲,萨尔加多(Salgado,1997年)发现,尽职尽责和情绪稳定是各项工作绩效的有效预测指标,外向性,开放性和喜好感是特定职业和标准的有效预测指标。

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