Premium
The Impact of Contextual Self‐Ratings and Observer Ratings of Personality on the Personality–Performance Relationship 1
Author(s) -
Small Erika Engel,
Diefendorff James M.
Publication year - 2006
Publication title -
journal of applied social psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.822
H-Index - 111
eISSN - 1559-1816
pISSN - 0021-9029
DOI - 10.1111/j.0021-9029.2006.00009.x
Subject(s) - psychology , agreeableness , conscientiousness , personality , incremental validity , social psychology , hierarchical structure of the big five , alternative five model of personality , big five personality traits , variance (accounting) , job performance , big five personality traits and culture , clinical psychology , construct validity , psychometrics , job satisfaction , extraversion and introversion , accounting , business
This study examined 2 possible ways of increasing the predictive validity of personality measures: using observer (i.e., supervisor and coworker) ratings and work‐specific self‐ratings of Big Five personality factors. Results indicated that among general self‐ratings of Big Five personality dimensions, Conscientiousness was the best predictor of in‐role performance, and Agreeableness and Emotional Stability were the best predictors of organizational citizenship behavior (OCB). Observer ratings of personality accounted for incremental variance in job performance (in‐role performance and OCB) beyond that accounted for by general self‐ratings. However, contrary to our expectations, work‐specific (i.e., contextual) self‐ratings of personality generally did not account for incremental variance in job performance beyond that accounted for by general self‐ratings.