A meta‐analytic investigation into the moderating effects of situational strength on the conscientiousness–performance relationship

By Rustin D. Meyer, Reeshad S. Dalal, Silvia Bonaccio. 2009

178 citations recorded by the source corpus.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/064f25fd34537307edf5165ba5b1ddcac49bb2f1

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In Clinical Psychology

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

The Person–Situation Debate Revisited: Effect of Situation Strength and Trait Activation on the Validity of the Big Five Personality Traits in Predicting Job Performance (2014, background): “Third, research that has tested theoretical moderators either has not used the entire Big Five framework (Meyer et al., 2009), or has investigated a single moderator category (e.g., Mount et al., 1998; Vinchur, Schippmann, Switzer, & Roth, 1998).”
Personality and teamwork behavior in context: The cross‐level moderating role of collective efficacy (2011, background): “Meyer, Dalal, and Bonaccio (2009) reported that situational strength moderates the relationship between employee’s conscientiousness and their job performance.”
Personality and Cognitive Ability as Predictors of Effective Performance at Work (2014, background): “In another meta-analytic study, Meyer et al (2009) found that situational strength (constraints on performance and consequences of performance as coded from O NET data on occupations involved in the primary studies) moderated the conscientiousness–performance relationship in that the…”
The joint effects of personality and job scope on in-role performance, citizenship behaviors, and creativity (2010, background): “Conscientiousness is considered one of the most consistent personality predictors of performance (Meyer et al., 2009).”
Personality Strength and Situational Influences on Behavior (2015, background): “…research on person-situation interactions by personality psychologists and organizational researchers; e.g., Buss, 1977; Endler & Magnusson, 1976; Meyer et al., 2009; Tett & Burnett, 2003), (e) develop three broad categories of personality strength operationalizations (i.e., statistical,…”
Measuring Job-Related Situational Strength and Assessing Its Interactive Effects With Personality on Voluntary Work Behavior (2014, background): “The jobs represented in this sample were kept intentionally diverse in an attempt to capitalize on the notion that situational strength varies meaningfully across job types (Meyer et al., 2009).”
Organizational climate and culture. (2009, unknown): “The fundamental idea behind climate strength is not new, being related to the concept of situational strength (Mischel 1976), a construct that has received renewed interest in recent years by Meyer, Dalal, and colleagues (Meyer & Dalal 2009; Meyer et al. 2009, 2010).”
Impact of Stressors on Employee Performance: Moderating Role of Big Five Traits (2015, background): “Many researchers highlighted the significant influence of conscientiousness on organizational settings (Meyer et al., 2009; Taylor, Bedeian, & Kluemper, 2012).”