Validity of Observer Ratings of the Five-Factor Model of Personality Traits: A Meta-Analysis

Journal of Applied Psychology

Volumn 96, Issue 4, 2011, Pages 762-773

  Oh, In Sue ^a   Wang, Gang ^b   Mount, Michael K ^b  

^a VIRGINIA COMMONWEALTH UNIVERSITY   (United States)

^b UNIVERSITY OF IOWA   (United States)

Author keywords

Five factor model; Job performance; Observer ratings; Personality; Selection

Indexed keywords

ARTICLE; BIBLIOGRAPHIC DATABASE; HUMAN; META ANALYSIS; OBSERVER VARIATION; PERSONALITY; PERSONALITY TEST; REGRESSION ANALYSIS; REPRODUCIBILITY; SELF REPORT;

DATABASES, BIBLIOGRAPHIC; HUMANS; OBSERVER VARIATION; PERSONALITY; PERSONALITY ASSESSMENT; PERSONALITY INVENTORY; REGRESSION ANALYSIS; REPRODUCIBILITY OF RESULTS; SELF REPORT;

EID: 79960480076     PISSN: 00219010     EISSN: None     Source Type: Journal    
DOI: 10.1037/a0021832     Document Type: Article

References (87)

1. Aronson Z.H., Reilly R.R., Lynn G.S. The impact of leader personality on new product development teamwork and performance: The moderating role of uncertainty. Journal of Engineering and Technology Management 2006, 23:221-247. doi: 10.1016/j.jengtecman.2006.06.003.
2. Ashton M.C. Personality and job performance: The importance of narrow traits. Journal of Organizational Behavior 1998, 19:289-303. doi: 10.1002/(SICI)1099-1379(199805)19:3<289::AID-JOB841<3.0.CO;2-C.
3. Barrick, M. R. (2009). [Observer ratings of personality and multiple performance outcomes]. Unpublished raw data.
4. Barrick M.R., Mount M.K. The Big Five personality dimensions and job performance. Personnel Psychology 1991, 44:1-26. doi: 10.1111/j.1744-6570.1991.tb00688.x.
5. Barrick M.R., Mount M.K., Judge T.A. The FFM personality dimensions and job performance: Meta-analysis of meta-analyses. International Journal of Selection and Assessment 2001, 9:9-30. doi: 10.1111/1468-2389.00160.
6. Barrick M.R., Patton G.K., Haugland S.N. Accuracy of interviewer judgments of job applicant personality traits. Personnel Psychology 2000, 53:925-951. doi: 10.1111/j.1744-6570.2000.tb02424.x.
7. Berry C.M., Sackett P.R., Tobares V. A meta-analysis of conditional reasoning tests of aggression. Personnel Psychology 2010, 63:361-384. doi: 10.1111/j.1744-6570.2010.01173.x.
8. Brennan A., Skarlicki D.P. Personality and perceived justice as predictors of survivor's reactions following downsizing. Journal of Applied Social Psychology 2004, 34:1306-1328. doi: 10.1111/j.1559-1816.2004.tb02008.x.
9. Campbell D.T., Fiske D.W. Convergent and discriminant validation by the multitrait-multimethod matrix. Psychological Bulletin 1959, 56:81-105. doi: 10.1037/h0046016.
10. Chambless D.L., Hollon S.D. Defining empirically supported therapies. Journal of Consulting and Clinical Psychology 1998, 66:7-18. doi: 10.1037/0022-006X.66.1.7.
11. Connelly, B. S. (2008). The reliability, convergence, and predictive validity of personality ratings: An other perspective (Unpublished doctoral dissertation). University of Minnesota, Minneapolis.
12. Connolly J.J., Kavanagh E.J., Viswesvaran C. The convergent validity between self and observer ratings of personality: A meta-analytic review. International Journal of Selection and Assessment 2007, 15:110-117. doi: 10.1111/j.1468-2389.2007.00371.x.
13. Cooper H. Editorial. Psychological Bulletin 2003, 129:3-9. doi: 10.1037/0033-2909.129.1.3.
14. Dudley N.M., Orvis K.A., Lebiecki J.E., Cortina J.M. A meta-analytic investigation of conscientiousness in the prediction of job performance: Examining the intercorrelations and the incremental validity of narrow traits. Journal of Applied Psychology 2006, 91:40-57. doi: 10.1037/0021-9010.91.1.40.
15. Ellingson J.E., Smith D.B., Sackett P.R. Investigating the influence of social desirability on personality factor structure. Journal of Applied Psychology 2001, 86:122-133. doi: 10.1037/0021-9010.86.1.122.
16. Funder D.C., Colvin C.R. Friends and strangers: Acquaintanceship, agreement, and the accuracy of personality judgment. Journal of Personality and Social Psychology 1988, 55:149-158. doi: 10.1037/0022-3514.55.1.149.
17. Funder D.C., Dobroth K.M. Differences between traits: Properties associated with inter-judge agreement. Journal of Personality and Social Psychology 1987, 52:409-418. doi: 10.1037/0022-3514.52.2.409.
18. Goldberg L.R. The development of markers for the Big-Five factor structure. Psychological Assessment 1992, 4:26-42. doi: 10.1037/1040-3590.4.1.26.
19. Griffin B., Hesketh B. Why openness to experience is not a good predictor of job performance. International Journal of Selection and Assessment 2004, 12:243-251. doi: 10.1111/j.0965-075X.2004.278_1.x.
20. Hausknecht J.P., Day D.V., Thomas S.C. Applicant reactions to selection procedures: An updated model and meta-analysis. Personnel Psychology 2004, 57:639-683. doi: 10.1111/j.1744-6570.2004.00003.x.
21. Hofstee W.K.B. Who should own the definition of personality?. European Journal of Personality 1994, 8:149-162. doi: 10.1002/per.2410080302.
22. Hogan J., Holland B. Using theory to evaluate personality and job performance relations: A socioanalytic perspective. Journal of Applied Psychology 2003, 88:100-112. doi: 10.1037/0021-9010.88.1.100.
23. Hogan R.T. Personality and personality measurement. Handbook of industrial and organizational psychology 1991, 2:873-919. Consulting Psychologists Press, Palo Alto, CA. 2nd ed. M.D. Dunnette, L.M. Hough (Eds.).
24. Hogan R.T. Personality and the fate of organizations 2007, Erlbaum, Mahwah, NJ.
25. Hooper, A. C., & Sackett, P. R. (2008, April). Self-presentation on personality measures: A meta-analysis. Paper presented at the 23rd Annual Conference of the Society for Industrial and Organizational Psychology, San Francisco, CA.
26. Hough L.M. Personality at work: Issues and evidence. Beyond multiple choice: Evaluating alternatives to traditional testing for selection 1998, 131-166. Erlbaum, Mahwah, NJ. M. Hakel (Ed.).
27. Hunter J.E., Schmidt F.L. Methods of meta-analysis: Correcting error and bias in research findings 2004, Sage, Newbury Park, CA.
28. Hurtz G.M., Donovan J.J. Personality and job performance: The Big Five revisited. Journal of Applied Psychology 2000, 85:869-879. doi: 10.1037/0021-9010.85.6.869.
29. Ilies R., Fulmer I., Spitzmuller M., Johnson M. Personality and citizenship behavior: The mediating role of job satisfaction. Journal of Applied Psychology 2009, 94:945-959. doi: 10.1037/a0013329.
30. James L.R., McIntyre M.D., Glisson C.A., Green P.D., Patton T.W., LeBreton J.M., Williams L.J. A conditional reasoning measure for aggression. Organizational Research Methods 2005, 8:69-99. doi: 10.1177/1094428104272182.
31. Judge T.A., Colbert A.E. Personality and leadership: A multi-sample study 2001, Working paper.
32. Judge T.A., Higgins C., Thoresen C.J., Barrick M.R. The Big Five personality traits, general mental ability, and career success across the life span. Personnel Psychology 1999, 52:621-652. doi: 10.1111/j.1744-6570.1999.tb00174.x.
33. Kamdar D., Dyne L.V. The joint effects of personality and workplace social exchange relationships in predicting task performance and citizenship performance. Journal of Applied Psychology 2007, 92:1286-1298. doi: 10.1037/0021-9010.92.5.1286.
34. Kehoe J. Research and practice in selection. Managing selection in changing organizations: Human resource strategies 2000, 397-437. Jossey-Bass, San Francisco, CA. J. Kehoe (Ed.).
35. Kolar D.W., Funder D.C., Colvin C.R. Comparing the accuracy of personality judgments by the self and knowledgeable others. Journal of Personality 1996, 64:311-337. doi: 10.1111/j.1467-6494.1996.tb00513.x.
36. Landy F.J., Schankster L.J., Kohler S.S. Personnel selection and placement. Annual Review of Psychology 1994, 45:261-296. doi: 10.1146/annurev.ps.45.020194.001401.
37. LeDoux, J., & Kluemper, D. H. (2010, August). An examination of potential antecedents and organization-based outcomes of metaperception accuracy. Paper presented at the annual meeting of the Academy of Management, Montreal, Quebec, Canada.
38. Martinko M.J., Gardner W.L. The leader member attribution process. Academy of Management Review 1987, 12:235-249. doi: 10.2307/258532.
39. McDaniel M.A., Whetzel D.L., Schmidt F.L., Maurer S.D. The validity of employment interviews: A comprehensive review and meta-analysis. Journal of Applied Psychology 1994, 79:599-616. doi: 10.1037/0021-9010.79.4.599.
40. Morgeson F.P., Campion M.A., Dipboye R.L., Hollenbeck J.R., Murphy K., Schmitt N. Reconsidering the use of personality tests in personnel selection contexts. Personnel Psychology 2007, 60:683-729. doi: 10.1111/j.1744-6570.2007.00089.x.
41. Motowidlo S.J., Hooper A.C., Jackson H.L. Implicit policies about relations between personality traits and behavioral effectiveness in situational judgment items. Journal of Applied Psychology 2006, 91:749-761. doi: 10.1037/0021-9010.91.4.749.
42. Mount M.K., Barrick M.R. The Big Five personality dimensions: Implications for research and practice in human resource management. Research in Personnel and Human Resources Management 1995, 13:153-200.
43. Mount M.K., Barrick M.R., Strauss J.P. Validity of observer ratings of the Big Five personality factors. Journal of Applied Psychology 1994, 79:272-280. doi: 10.1037/0021-9010.79.2.272.
44. Murphy K.R., DeShon R.P. Inter-rater correlations do not estimate the reliability of job performance ratings. Personnel Psychology 2000, 53:873-900. doi: 10.1111/j.1744-6570.2000.tb02421.x.
45. Nilsen, D. (1995). An investigation of the relationship between personality and leadership performance (Unpublished doctoral dissertation). University of Minnesota, Minneapolis.
46. Oh I.-S., Berry C.M. The five-factor model of personality and managerial performance: Validity gains through the use of 360 degree performance ratings. Journal of Applied Psychology 2009, 94:1498-1513. doi: 10.1037/a0017221.
47. Ones D.S., Dilchert S., Viswesvaran C., Judge T.A. In support of personality assessment in organizational settings. Personnel Psychology 2007, 60:995-1027. doi: 10.1111/j.1744-6570.2007.00099.x.
48. Ones D.S., Viswesvaran C., Reiss A.D. Role of social desirability in personality testing for personnel selection: The red herring. Journal of Applied Psychology 1996, 81:660-679. doi: 10.1037/0021-9010.81.6.660.
49. Parks L., Mount M.K. The dark-side of self-monitoring: Engaging in counterproductive behavior at work. Best Papers Proceedings of the Academy of Management 2005, 11-16.
50. Paulhus D.L. Enhancement and denial in socially desirable responding. Journal of Personality and Social Psychology 1991, 60:307-317. doi: 10.1037/0022-3514.60.2.307.
51. Paulhus D.L., Reid D.B. Two-component models of socially desirable responding. Journal of Personality and Social Psychology 1984, 46:598-609. doi: 10.1037/0022-3514.46.3.598.
52. Paunonen S.V., Nicol A.A.M. The personality hierarchy and the prediction of work behaviors. Personality psychology in the workplace 2001, 161-191. American Psychological Association, Washington, DC, doi: 10.1037/10434-007. B.W. Roberts, R. Hogan (Eds.).
53. Peterson R.S., Smith D.B., Martorana P.V., Owens P.D. The impact of chief executive officer personality on top management team dynamics: One mechanism by which leadership affects organizational performance. Journal of Applied Psychology 2003, 88:795-808. doi: 10.1037/0021-9010.88.5.795.
54. Ployhart R.E. Staffing in the 21st century: New challenges and strategic opportunities. Journal of Management 2006, 32:868-897. doi: 10.1177/0149206306293625.
55. Ployhart R.E., Schneider B., Schmitt N. Staffing organizations: Contemporary practice and research 2006, Erlbaum, Mahwah, NJ.
56. Podsakoff P.M., MacKenzie S.B., Lee J.Y., Podsakoff N.P. Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology 2003, 88:879-903. doi: 10.1037/0021-9010.88.5.879.
57. Roberts B.W., Kuncel N., Shiner R.N., Caspi A., Goldberg L.R. The power of personality: The comparative validity of personality traits, socio-economic status, and cognitive ability for predicting important life outcomes. Perspectives in Psychological Science 2007, 2:313-345. doi: 10.1111/j.1745-6916.2007.00047.x.
58. Ross L. The intuitive psychologist and his shortcomings: Distortions in the attribution process. Advances in Experimental Social Psychology 1977, 10:173-220. doi: 10.1016/S0065-2601(08)60357-3.
59. Ross S.M., Offerman L.R. Transformational leaders: Measurement of personality attributes and work group performance. Personality and Social Psychology Bulletin 1997, 23:1078-1086. doi: 10.1177/01461672972310008.
60. Rotundo M., Sackett P.R. The relative importance of task, citizenship, and counterproductive performance to global ratings of job performance: A policy-capturing approach. Journal of Applied Psychology 2002, 87:66-80. doi: 10.1037/0021-9010.87.1.66.
61. Sackett P.R., Lievens F. Personnel selection. Annual Review of Psychology 2008, 59:419-450. doi: 10.1146/annurev.psych.59.103006.093716.
62. Salgado J.F. The five factor model of personality and job performance in the European community. Journal of Applied Psychology 1997, 82:30-43. doi: 10.1037/0021-9010.82.1.30.
63. Saucier G. Mini-markers: A brief version of Goldberg's unipolar Big-Five markers. Journal of Personality Assessment 1994, 63:506-516. doi: 10.1207/s15327752jpa6303_8.
64. Schmidt F.L., Hunter J.E. Development of causal models of processes determining job performance. Current Directions in Psychological Science 1992, 1:89-92. doi: 10.1111/1467-8721.ep10768758.
65. Schmidt F.L., Hunter J.E. The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin 1998, 124:262-274. doi: 10.1037/0033-2909.124.2.262.
66. Schmidt F.L., Le H. Software for Hunter-Schmidt meta-analysis methods 2004, Department of Management and Organizations, University of Iowa, Iowa City, IA.
67. Schmidt F.L., Shaffer J.A., Oh I.-S. Increased accuracy of range restriction corrections: Implications for the role of personality and general mental ability in job and training performance. Personnel Psychology 2008, 61:827-868. doi: 10.1111/j.1744-6570.2008.00132.x.
68. Schmidt F.L., Viswesvaran C., Ones D.S. Reliability is not validity and validity is not reliability. Personnel Psychology 2000, 53:901-912. doi: 10.1111/j.1744-6570.2000.tb02422.x.
69. Schmidt F.L., Zimmerman R.D. A counterintuitive hypothesis about employment interview validity and some supporting evidence. Journal of Applied Psychology 2004, 89:553-561. doi: 10.1037/0021-9010.89.3.553.
70. Scott B.A., Judge T.A. The popularity contest at work: Who wins, why, and what do they receive?. Journal of Applied Psychology 2009, 94:20-33. doi: 10.1037/a0012951.
71. Scullen S.E., Mount M.K., Goff M. Understanding the latent structure of job performance ratings. Journal of Applied Psychology 2000, 85:956-970. doi: 10.1037/0021-9010.85.6.956.
72. Shaffer M.A., Harrison D.A., Gregersen H., Black J.S., Ferzandi L.A. You can take it with you: Individual differences and expatriate effectiveness. Journal of Applied Psychology 2006, 91:109-125. doi: 10.1037/0021-9010.91.1.109.
73. Small E.E., Diffendorff J.M. The impact of contextual self-ratings and observer ratings of personality on the personality-performance relationship. Journal of Applied Social Psychology 2006, 36:297-320. doi: 10.1111/j.0021-9029.2006.00009.x.
74. Spain J.S., Eaton L.G., Funder D.C. Perspectives on personality: The relative accuracy of self vs. others for the prediction of behavior and emotion. Journal of Personality 2000, 68:837-867. doi: 10.1111/1467-6494.00118.
75. Stewart G.L. Trait bandwidth and stages of job performance: Assessing differential effects for conscientiousness and its subtraits. Journal of Applied Psychology 1999, 84:959-968. doi: 10.1037/0021-9010.84.6.959.
76. Taylor P.J., Pajo K., Cheung G.W., Stringfield P. Dimensionality and validity of a structured telephone reference check procedure. Personnel Psychology 2004, 57:745-772. doi: 10.1111/j.1744-6570.2004.00006.x.
77. Tett R.P., Christiansen N.D. Personality tests at the crossroads: A response to Morgeson, Campion, Dipboye, Hollenbeck, Murphy, and Schmitt (2007). Personnel Psychology 2007, 60:967-993. doi: 10.1111/j.1744-6570.2007.00098.x.
78. Tett R.P., Steele J.R., Beauregard R.S. Broad and narrow measures on both sides of the personality-job performance relationship. Journal of Organizational Behavior 2003, 24:335-356. doi: 10.1002/job.191.
79. Van Iddekinge C.H., McFarland L.A., Raymark P.H. Antecedents of impression management use and effectiveness in a structured interview. Journal of Management 2007, 33:752-773. doi: 10.1177/0149206307305563.
80. Van Iddekinge C.H., Ployhart R.E. Developments in the criterion-related validation of selection procedures: A critical review and recommendations for practice. Personnel Psychology 2008, 61:871-925. doi: 10.1111/j.1744-6570.2008.00133.x.
81. Van Iddekinge C.H., Raymark P.H., Roth P.L. Assessing personality with a structured employment interview: Construct-related validity and susceptibility to response inflation. Journal of Applied Psychology 2005, 90:536-552. doi: 10.1037/0021-9010.90.3.536.
82. Viswesvaran C., Ones D.S. Measurement error in Big Five factors personality assessment: Reliability generalization across studies and measures. Educational and Psychological Measurement 2000, 60:224-235. doi: 10.1177/00131640021970475.
83. Viswesvaran C., Ones D.S., Schmidt F.L. Comparative analysis of the reliability of job performance ratings. Journal of Applied Psychology 1996, 81:557-574. doi: 10.1037/0021-9010.81.5.557.
84. Weekley J.A., Ployhart R.E., Harold C.M. Personality and situational judgment tests across applicant and incumbent settings: An examination of validity, measurement, and subgroup differences. Human Performance 2004, 17:433-461. doi: 10.1207/s15327043hup1704_5.
85. Whitener E.M. Confusion of confidence intervals and credibility intervals in meta-analysis. Journal of Applied Psychology 1990, 75:315-321. doi: 10.1037/0021-9010.75.3.315.
86. Yoo T.-Y. The relationship between HEXACO personality factors and a variety of performance in work organizations. Korean Journal of Industrial and Organizational Psychology 2007, 20:283-314.
87. Zimmerman R.D., Triana M.C., Barrick M.R. Predictive criterion-related validity of observer-ratings of personality and job-related competencies using multiple raters and multiple performance criteria. Human Performance 2010, 23:361-378.