Relationship of personality to performance motivation: a meta-analytic review.

By T. Judge, R. Ilies. Journal of Applied Psychology, 2002

1,336 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/64588554a7fd9b3408aa78c3a111b0fae432a651

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Citations in the corpus

Influence of neuroticism and conscientiousness on working memory training outcome (2012, background): “Subjects high in neuroticism are described as anxious and emotionally unstable and usually obtain the least benefit from trainings (e.g. Naquin & Holton, 2002; Yesavage, 1989; for a metaanalysis, see Judge & Ilies, 2002).”
Personality Testing and Industrial–Organizational Psychology: Reflections, Progress, and Prospects (2008, background): “…Mol, Born, Willemsen, & Van Der Molen, 2005). d Personality variables predict goal setting and, conversely, procrastination (meta-analyses: Judge & Ilies, 2002; Steel, 2007). d Personality variables predict creativity and innovation (Hough, 1992; metaanalyses: Feist, 1998; Hough…”
Big five traits and intrinsic success in the new career era: a 15 year longitudinal study on employability and work-family conflict (2013, background): “In addition, as suggested by Judge and Kammeyer-Mueller (2007) and Heslin (2005), the issue of work–family conflict was successfully added to the scope of success research, and our longitudinal design provided further evidence for the potential dispositional risk factors that have also been identifi”
Biological sex, stereotypical sex‐roles, and SME owner characteristics (2005, methodology): “The Big Five model has proved to be the most investigated psychological paradigm over the past two decades (“If a consensual structure of traits is ever to emerge, the five-factor model is probably it”: Judge and Ilies, 2002”
Leadership and public service motivation: a systematic synthesis (2021, background): “While contextual differences do matter in predicting individual behavior, traits have been shown to consistently predict behaviors such as job performance (Barrick, Mount, and Judge 2001; Judge and Ilies 2002).”
ARE WE GETTING FOOLED AGAIN? COMING TO TERMS WITH LIMITATIONS IN THE USE OF PERSONALITY TESTS FOR PERSONNEL SELECTION (2007, background): “Another example is in the meta-analysis of Judge and Ilies (2002), which is reported in Ones et al. Table 2.”
Individual Differences in Leadership Emergence: Integrating Meta-Analytic Findings and Behavioral Genetics Estimates (2004, background): “... integrative studies using the FFM framework have provided higher estimates (as compared to previous studies) for the relationship between personality and several of its organizationally relevant correlates (e.g., personality–job satisfaction, Judge, Thoresen, Bono & Patton, 2001; personality–job”
The Power of Personality: The Comparative Validity of Personality Traits, Socioeconomic Status, and Cognitive Ability for Predicting Important Life Outcomes (2007, background): “…b 5 .1 3 Volume 2—Number 4 335 Personality traits may also directly influence performance motivation; for example, Conscientiousness consistently predicts stronger goal setting and self-efficacy, whereas Neuroticism predicts these motivations negatively (Erez & Judge, 2001; Judge & Ilies, 2002).”
APPLYING SELF-DETERMINATION THEORY TO ORGANIZATIONAL RESEARCH (2003, background): “Indeed, organizational research has shown that the several of the Big Five traits influence work-performance (Barrick, Mount & Judge, 2001) and overall job-satisfaction (Judge & Ilies, 2002).”
Transfer of Training: A Meta-Analytic Review (2010, result): “In any case, a similar result has been found in other meta-analytic studies (e.g., Judge & Ilies, 2002; Judge, Thoresen, Bono, & Patton, 2001).”