The Big Five Personality Dimensions and Counterproductive Behaviors

By Jesús Salgado. 2002

759 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/216aeba472f4ad0ae23e23b65b9b296018d9e3f9

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In Clinical Psychology

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

An Investigation of Big Five Personality Traits and Career Decidedness Among Early and Middle Adolescents (2005, background): “In the career domain, the Big Five traits have been found to be related to a variety of important constructs and outcomes, including vocational identity (Holland & Gottfredson, 1994; Holland, Gottfredson, & Baker, 1990), Holland’s RIASEC types (Arbona, 2000), employment status (De Fruyt & Mervielde ”
A meta-analytic investigation of conscientiousness in the prediction of job performance: examining the intercorrelations and the incremental validity of narrow traits. (2006, methodology): “To be consistent with the criterion unreliability corrections that were made by Hurtz and Donovan (2000) and Salgado (2002) for the estimates involving global conscientiousness, we corrected our criterion correlations involving overall job performance, task performance, job dedication, and…”
Big Five trait predictors of differential counterproductive work behavior dimensions (2010, background): “In predicting the Big Five associations with the one- and two-dimensional approaches, we drew on previous studies showing a consistent link between agreeableness and conscientiousness with both interpersonally- and organizationally-directed deviant behaviors, respectively (e.g., Berry et al., 2007; ”
Measuring Job-Related Situational Strength and Assessing Its Interactive Effects With Personality on Voluntary Work Behavior (2014, background): “For example, adding situational strength to the Study 4 equations (including both its main and interactive effects) accounted for an average of 7.3% and 5.5% additional variance (in OCB and CWB, respectively) beyond the trait of interest.”
Personality and absenteeism: a meta‐analysis of integrity tests (2003, methodology): “Salgado (2002) reported a meta-analysis of the Big Five personality traits and absenteeism.”
Counterproductive Work Behavior Among Chinese Knowledge Workers (2012, positive): “Salgado (2002) also found that extraversion is positively related to turnover.”
A Model of Faking Likelihood in the Employment Interview. (2006, background): “Further, Salgado (2002) found in a meta-analytical study involving the Big Five factors and deviant behaviors (e.g., theft, rule breaking, and disciplinary problems) that conscientiousness and agreeableness were the best predictors of the lack of these deviant behaviors, thus people high on these…”