PERSONALITY MEASURES AS PREDICTORS OF JOB PERFORMANCE: A META‐ANALYTIC REVIEW

By R. Tett, D. Jackson, Mitchell G. Rothstein. 2006

1,257 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/15ab91c84936b1b45f9905eff4768a3e5b8ba236

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In Clinical Psychology

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Why Don't Measures of Broad Dimensions of Personality Perform Better As Predictors of Job Performance? (2005, background): “The most important factor in this change was the demonstration, starting with reviews published by Barrick and Mount (1991) and Tett et al. (1991), that measures of the Big Five showed evidence for at least some validity as predictors of performance in a wide range of jobs.”
Is the job satisfaction–job performance relationship spurious? A meta-analytic examination ☆ (2007, result): “, 1989; Spector, 1988), the current meta-analyses found that OBSE yielded stronger relationships with satisfaction and performance than has been found in past meta-analyses of more general personality traits, such as the Five Factor personality traits (Barrick & Mount, 1991; Barrick et al., 2001; Ju”
Personality traits and simultaneous reciprocal influences between job performance and job satisfaction (2014, background): “earnest and responsible, careful and comprehensive, hardworking and good at planning, thus can perform better in most fields (Barrick and Mount, 1991; Tett et al., 1991).”
Using Hashtags to Capture Fine Emotion Categories from Tweets (2015, background): “Personality has signiﬁcant impact on our lives—for example, on job performance (Tett et al. , 1991), inter-personal relations (White et al. , 2004), on the products we buy (Lastovicka and Joachim-sthaler, 1988), and even on our health and well-being (Hayes and Joseph, 2003).”
RECONSIDERING THE USE OF PERSONALITY TESTS IN PERSONNEL SELECTION CONTEXTS (2007, background): “Personality and job performance: A critique of the Tett, Jackson, and Rothstein (1991) meta-analysis.”
Performance appraisals and job satisfaction (2017, positive): “Indeed, for managers and sales people, extraversion has been shown to be positively related to job performance (Barrick & Mount, 1991, Tett et al., 1991).”
Comparing the Pearson and Spearman correlation coefficients across distributions and sample sizes: A tutorial using simulations and empirical data. (2016, background): “In published research, correlations among psychometric test scores, and correlations between psychological assessment scores and performance criteria, generally range between 0 and .5 (cf. Jensen, 2006; Meyer et al., 2001; Tett, Jackson, & Rothstein, 1991).”
When Do Employees Cyberloaf? An Interactionist Perspective Examining Personality, Justice, and Empowerment (2016, background): “Solid research findings show that conscientiousness is the strongest predictor of job performance, followed by emotional stability (Barrick & Mount, 1991; Barrick et al., 2002; Berry et al., 2007; Organ & Ryan, 1995; Salgado, 2002; Tett, Jackson, & Rothstein, 1991).”