Premium
Predicting job performance using FFM and non‐FFM personality measures
Author(s) -
Salgado Jesús F.
Publication year - 2003
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 - 10.1348/096317903769647201
Subject(s) - conscientiousness , psychology , agreeableness , extraversion and introversion , openness to experience , big five personality traits , personality , incremental validity , predictive validity , social psychology , psychometrics , test validity , clinical psychology
This study compares the criterion validity of the Big Five personality dimensions when assessed using Five‐Factor Model (FFM)‐based inventories and non‐FFM‐based inventories. A large database consisting of American as well as European validity studies was meta‐analysed. The results showed that for conscientiousness and emotional stability, the FFM‐based inventories had greater criterion validity than the non FFM‐based inventories. Conscientiousness showed an operational validity of .28 ( N = 19,460, 90% CV = .07) for FFM‐based inventories and .18 ( N =5,874, 90% CV = ‐.04) for non‐FFM inventories. Emotional stability showed an operational validity of .16 ( N = 10,786, 90% CV = .04) versus .05 ( N = 4,541, 90% CV = ‐.05) for FFM and non‐FFM‐based inventories, respectively. No relevant differences emerged for extraversion, openness, and agreeableness. From a practical point of view, these findings suggest that practitioners should use inventories based on the FFM in order to make personnel selection decisions.