Situational content moderates the association between the big five personality traits and behavioral effectiveness

Human Performance

Volumn 23, Issue 3, 2010, Pages 213-228

  Kell, Harrison J ^a   Rittmayer, Ashley D ^a   Crook, Amy E ^a   Motowidlo, Stephan J ^a  

^a RICE UNIVERSITY   (United States)

Author keywords

[No Author keywords available]

Indexed keywords

EID: 77954653283     PISSN: 08959285     EISSN: None     Source Type: Journal    
DOI: 10.1080/08959285.2010.488458     Document Type: Article

References (39)

1. Balzer, W.K., & Sulsky, L. M. (1992). Halo and performance appraisal research: A critical examination. Journal of Applied Psychology, 77, 975-985.
2. Barrick, M. R., & Mount, M. K. (1991). The Big Five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44, 1-26.
3. Borman, W. C., & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. In N.Schmitt & W. C. Borman (Eds.), Personnel selection in organizations (pp.71-98). SanFrancisco, CA: Jossey-Bass.
4. Byrne, Z. S., Stoner, J., Thompson, K. R., & Hochwarter, W. A. (2005). The interactive effects of conscientiousness, work effort, and psychological climate on job performance. Journal of Vocational Behavior, 66, 326-338.
5. Campbell, J. P. (1990). Modeling the performance prediction problem in industrial and organizational psychology. In M. D. Dunnette & L. M. Hough (Eds.), Handbook of industrial and organizational psychology (2nd ed., Vol. 1, pp. 687-732). Palo Alto, CA: Consulting Psychologists Press.
6. Campbell, J. P., Gasser, M. B., & Oswald, F. L. (1996). The substantive nature of job performance variability. In K. R. Murphy (Ed.), Individual differences and behavior in organizations (pp. 258-299). San Francisco, CA: Jossey-Bass.
7. Campbell, J. P., McCloy, R. A., Oppler, S. H., & Sager, C. E. (1993). A theory of performance. In N. Schmitt & W. C. Borman (Eds.), Personnel in organizations (pp. 35-70). San Francisco, CA: Jossey-Bass.
8. Costa, P. T., McCrae, R. R., & Kay, G. G. (1995). Persons, places, and personality: Career assessment using the revised NEO Personality Inventory. Journal of Career Assessment, 3, 129-139.
9. Dunnette, M. D. (1963). A note on the criterion. Journal of Applied Psychology, 47, 251-254.
10. Flanagan, J. C. (1954). The critical incident technique. Psychological Bulletin, 51, 327-358.
11. Gosling, S. D., Rentfrow, P. J., & Swann, W. B. (2003). A very brief measure of the Big-Five personality domains. Journal of Research in Personality, 37, 504-528.
12. Guion, R. M. (1965). Personnel testing. New York: McGraw-Hill.
13. Haaland, S., & Christiansen, N. D. (2002). Implications of trait-activation theory for evaluating the construct validity of assessment center ratings. Personnel Psychology, 55, 137-163
14. Hunter, J. E. (1983). A causal analysis of cognitive ability, job knowledge, job performance, and supervisory ratings. In F. Landy, S. Zedeck, & J. Cleveland (Eds.), Performance measurement and theory (pp. 257-266). Hillsdale, NJ: Erlbaum.
15. Hurtz, G. M., & Donovan, J. J. (2000). Personality and job performance: The Big Five revisited. Journal of Applied Psychology, 85, 869-879.
16. Kobasa, S. C. (1979). Stressful life events, personality, and health: An inquiry into hardiness. Journal of Personality and Social Psychology, 37, 1-11.
17. Lievens, F., Chasteen, C. S., Day, E. A., & Christiansen, N. D. (2006). Large-scale investigation of the role of trait activation theory for understanding assessment center convergent discriminant validity. Journal of Applied Psychology, 91, 247-258.
18. Moscoso, S. (2003). The within-setting variability of validity in cognitive ability tests. International Journal of Selection and Assessment, 11, 352-355.
19. Motowidlo, S. J. (2003). Job performance. In W. C. Borman, D. R. Ilgen, & R. J. Klimoski (Eds.), Handbook of psychology: Industrial and organizational psychology (Vol. 12, pp. 39-53). Hoboken, NJ: Wiley.
20. Motowidlo, S. J., Borman, W. C., & Schmit, M. J. (1997). A theory of individual differences in task and contextual performance. Human Performance, 10, 71-83.
21. Motowidlo, S. J., Hooper, A. C., & Jackson, H. L. (2006a). Implicit policies about relations between personality traits and behavioral effectiveness in situational judgment items. Journal of Applied Psychology, 91, 749-761.
22. Motowidlo, S. J., Hooper, A. C., & Jackson, H. L. (2006b). A theoretical basis for situational judgment tests. In J. Weekley & R. Ployhart (Eds.), Situational judgment tests (pp. 57-81). San Francisco, CA: Jossey-Bass.
23. Peterson, N. G., Mumford, M. D., Borman, W. C., Jeanneret, P. R., & Fleishman, E. A. (Eds.). (1999). An occupational information system for the 21st century: The development of O*NET. Washington, DC: American Psychological Association.
24. Ployhart, R. E., & Bliese, P. D. (2006). Individual adaptability theory (I-ADAPT): Conceptualizing the antecedents, consequences, and measurement of individual differences in adaptability. In C. S. Burke, L. G. Pierece, & E. Salas (Eds.), Understanding adaptability: A prerequisite for effective performance within complex environments (pp. 3-39). Amsterdam: Elsevier.
25. Raymark, P. H., Schmit, M. J., & Guion, R. M. (1997). Identifying potentially useful personality constructs for employee selection. Personnel Psychology, 50, 723-736.
26. Sackett, P. R., & Dreher, G. F. (1982). Constructs and assessment center dimensions: Some troubling empirical findings. Journal of Applied Psychology, 67, 401-410.
27. Sackett, P. R., & Laczo, R. M. (2003). Job and work analysis. In W. C. Borman, D. R. Ilgen, & R. J. Klimoski (Eds.), Handbook of psychology: Industrial and organizational psychology (Vol. 12, pp. 21-37). New York: Wiley.
28. Salgado, J. F. (1995). Situational specificity and within-setting validity variability. Journal of Occupational and Organizational Psychology, 63, 123-132.
29. Salgado, J. F. (1997). The five factor model of personality and job performance in the European community. Journal of Applied Psychology, 82, 30-43.
30. Schmidt, F. L., & Hunter, J. E. (1984). A within setting test of the situational specificity hypothesis in personnel selection. Personnel Psychology, 37, 317-326.
31. Schmidt, F. L., & Hunter, J. E. (1998). Development of a causal model of processes determining job performance. Current Directions in Psychological Science, 3, 89-92.
32. Schmidt, F. L., Hunter, J. E., & Outerbridge, A. N. (1986). Impact pf job experience and ability on job knowledge, work sample performance, and supervisory ratings of job performance. Journal of Applied Psychology, 71, 432-439.
33. Schmidt, F. L., Ocasio, B. P., Hillery, J. M., & Hunter, J. E. (1985). Further within-setting empirical tests of the situational specificity hypothesis in personnel selection. Personnel Psychology, 38, 509-524.
34. Smith, P. C., & Kendall, L. M. (1963). Retranslation of expectations: An approach to the construction of unambiguous anchors for rating scales. Journal of Applied Psychology, 47, 149-155.
35. Ten Berge, M., & de Raad, B. (1999). Taxonomies of situations from a trait psychological perspective: A review. European Journal of Personality, 13, 337-360.
36. Tett, R., & Burnett, D. D. (2003). A personality trait-based interactionist model of job performance. Journal of Applied Psychology, 88, 500-514.
37. Tett, R., & Guterman, H. A. (2000). Situation trait relevance, trait expression, and cross-situational consistency: Testing a principle of trait activation. Journal of Research in Personality, 34, 397-423.
38. Thorndike, E. L. (1920). A constant error in psychological ratings. Journal of Applied Psychology, 4, 25-29.
39. Warr, P., Bartram, D., & Martin, T. (2005). Personality and sales performance: Situational variation and interactions between traits. International Journal of Selection and Assessment, 13, 87-91.