The Interactive Effects of Extraversion and Conscientiousness on Performance

By L. Witt. 2002

165 citations recorded by the source corpus.

Subfields: Clinical Psychology, Experimental and Cognitive Psychology

View Paper: https://www.semanticscholar.org/paper/6d0d3f1af123cf2d539144b38856929da8bc8869

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

1. Neal Schmitt
2. Tariq Iqbal Khan
3. T. Judge
4. Filip Lievens
5. R. Goffin
6. Gerald R. Ferris
7. P. Sackett
8. A. Hill

In Experimental and Cognitive Psychology

1. Tariq Iqbal Khan
2. T. Judge
3. A. Hill
4. Tessa Recendes
5. Jutta Solga
6. Mickey B. Smith
7. Filip Lievens
8. C. Wallace

Citations in the corpus

• Personality and Cognitive Ability as Predictors of Effective Performance at Work (2014, background): “Witt (2002) found that extraversion led to greater levels of performance among highly conscientious workers but lower performance among those low in conscientiousness.”
• Impact of Stressors on Employee Performance: Moderating Role of Big Five Traits (2015, background): “(Judge & Erez, 2007; Witt, 2002; Witt, Burke, Barrick, & Mount, 2002) have measured the interactions of personality traits for the prediction of job performance and discovered incremental discrepancy in prediction.”
• Examining the influences of experience, personality and attitude on SCUBA divers' underwater behaviour: A structural equation model (2012, result): “This relationship was also supported by several environmental studies (Fraj & Martinez, 2006; Musa et al., 2011; Ramanaiah et al., 2000; Witt, 2002).”
• Personnel selection. (2008, background): “A distal trait such as Agreeableness is then related to communion striving, Conscientiousness to accomplishment striving, and Extraversion to status striving.”
• Personality, political skill, and job performance (2008, background): “Many studies of the relationship between conscientiousness and performance have considered moderators, such as autonomy (Barrick & Mount, 1993) and extraversion (Witt, 2002).”
• The use of personality measures in personnel selection: What does current research support? (2006, background): “In another study of this type (Witt, 2002), Extraversion was related to job performance when employees were also high in Conscientiousness, but with employees low in Conscientiousness, Extraversion was negatively related to performance.”
• Upsides to Dark and Downsides to Bright Personality: A Multidomain Review and Future Research Agenda (2018, background): “Indeed, researchers have documented the work-related effects of trait interaction (e.g., Judge & Erez, 2007; Witt, 2002; Witt, Andrews, & Carlson, 2004).”