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Aggregate personality and organizational competitive advantage
Author(s) -
Schneider Benjamin,
Bartram Dave
Publication year - 2017
Publication title -
journal of occupational and organizational psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 2.257
H-Index - 114
eISSN - 2044-8325
pISSN - 0963-1798
DOI - 10.1111/joop.12180
Subject(s) - conscientiousness , psychology , big five personality traits , agreeableness , extraversion and introversion , variance (accounting) , social psychology , personality , economics , accounting
Based on attraction–selection–attrition theory, human capital resources theory, person‐organization fit theory and organizational climate/culture strength theory we hypothesize that (1) Big 5 aggregate conscientiousness, emotional stability and agreeableness will be significantly related to organizational financial performance (only conscientiousness is significant), (2) that interaction effects of Big 5 means and SD s will be reflected in organizational financial performance (not supported), and (3) that Big 5 strength (variance) alone is a significant correlate of organizational financial performance (supported for all but extraversion). In addition, an aggregate of strength across the Big 5 facets is also a significant correlate of organizational financial performance. Limitations and implications of these findings for future research on aggregate personality and practice are discussed. Practitioner points Selection on the basis of conscientiousness will yield not only effective individual performance but may also be reflected in organizational financial performance as well. Firms should be attentive to the variance in the attributes of those hired because smaller aggregate variance on all but extraversion Big 5 attributes is significantly reflected in organizational financial performance.