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Relationship Between Work Performance and Personality Traits in Hong Kong Organizational Settings
Author(s) -
Tyler Graham P.,
Newcombe Peter A.
Publication year - 2006
Publication title -
international journal of selection and assessment
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.812
H-Index - 61
eISSN - 1468-2389
pISSN - 0965-075X
DOI - 10.1111/j.1468-2389.2006.00332.x
Subject(s) - psychology , bivariate analysis , personality , performance appraisal , big five personality traits , applied psychology , generalization , reliability (semiconductor) , indigenous , social psychology , personality assessment inventory , clinical psychology , statistics , management , power (physics) , physics , biology , mathematical analysis , ecology , mathematics , quantum mechanics , economics
Four hundred and thirty‐seven employees from four Hong Kong organizations completed the Traditional Chinese versions of the Fifteen Factor Personality Questionnaire Plus (15FQ+) and the Cross‐Cultural Personality Assessment Inventory (CPAI‐2) (indigenous scales) and provided objective and memory‐based recent performance appraisal scores. A number of significant bivariate correlations were found between personality and performance scores. Hierarchical multiple regression analyses revealed that a number of the scales from the 15FQ+ contributed to significantly predicting four of the performance competency dimensions, but that the CPAI‐2 indigenous scales contributed no incremental validity in performance prediction over and above the 15FQ+. Results are discussed in the light of previous research and a call made for continued research to further develop and increase the reliability of the Chinese instruments used in the study and to enable generalization of the findings with confidence.