Predicting job performance using FFM and non-FFM personality measures

By Jesús Salgado. 2003

361 citations recorded by the source corpus.

Subfields: Clinical Psychology, Social Psychology

View Paper: https://www.semanticscholar.org/paper/48b68ff08efa47f235a76b826ab455a01bd539fe

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Clinical Psychology

In Social Psychology

Citations in the corpus

The role of emotional intelligence and personality variables on attitudes toward organisational change (2004, background): “…predictive validity of the FFM in occupational settings (e.g. Barrick and Mount, 1991; Salgado, 1997; Tett et al., 1991), bringing a number of researchers to propose a moratorium on meta-analyses on the relationship among the FFM and job performance criteria (Barrick et al., 2001; Salgado, 2003).”
Personality and team performance: a meta‐analysis (2006, background): “This finding is in line with findings on the relationship between individual conscientiousness and individual performance (Hurtz & Donovan, 2000; Salgado, 2003), and with results of a number of individual studies on the relationship between conscientiousness and team performance (Barrick et al.,…”
'Dark Side' Personality Styles as Predictors of Task, Contextual, and Job Performance (2004, background): “personality measures developed under the FFM showed larger criterion-related validity than personality measures developed using other personality models (Salgado, 2003).”
Born to burnout: A meta-analytic path model of personality, job burnout, and work outcomes (2010, methodology): “…performance in most jobs and agreeableness for performance in customer service and team-based jobs), job satisfaction, counter-productive work behaviors, and turnover (Barrick & Mount, 1991; Barrick et al., 2001; Judge, Heller, & Mount, 2002; Salgado, 1997; Salgado, 2002, 2003; Zimmerman, 2008).”
Maladaptive Personality at Work: Exploring the Darkness (2014, background): “Meta-analysis has established that personality is a moderately effective predictor of how workers go about their jobs, known as contextual performance (Hough, 1992; Salgado, 2003).”
Assessing leadership styles and organisational context (2005, methodology): “The first-order factors were mapped onto the five-factor model (FFM) according to the classification framework developed by Salgado (2003)”
Personnel selection. (2008, result): “Evidence has been mixed: Salgado (2003) found such effects for Conscientiousness and Emotional Stability scales; however, Hurtz & Donovan (2000) did not.”
Examining the Cheats: The Role of Conscientiousness and Excitement Seeking in Academic Dishonesty (2007, background): “related to work-related integrity, job success and job satisfaction (Salgado, 2003; Wanek, Sackett, & Ones, 2003).”