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Research has demonstrated that job complexity moderates the validity of general mental ability (GMA), the relationship between personality and job satisfaction, and the relationship between GMA and job satisfaction. However, no published research has investigated whether job complexity moderates the criterion validity of the Five-Factor Model (FFM) of personality for predicting job performance. This paper reports a meta-analytic examination of the moderator effects of job complexity on the criterion validity of the FFM of personality as assessed with forced-choice inventories. In accordance with the hypotheses, the results showed that job complexity moderates negatively the validity of conscientiousness and emotional stability and that it moderates positively the validity of openness. The implications for personnel selection research and practice are discussed.

Moderator effects of job complexity on the validity of forced-choice personality inventories for predicting job performance