Using theory to evaluate personality and job-performance relations: a socioanalytic perspective.

By J. Hogan, Brent Holland. Journal of Applied Psychology, 2003

963 citations recorded by the source corpus.

Subfields: Clinical Psychology, Social Psychology

View Paper: https://www.semanticscholar.org/paper/ac67a7a610d661a090be3dfe900d8085c786563f

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Citations in the corpus

The Great Eight competencies: a criterion-centric approach to validation. (2005, methodology): “Hogan and Holland (2003), who talk of “getting along” and “getting ahead” competencies. J. Hogan and Holland’s (2003) work is particularly relevant to the current research in that they emphasized the need to align predictors and criteria and explored the hypothesis that validities would increase as ”
Personality and Leadership Developmental Levels as predictors of leader performance (2009, background): “Aside from constructive-developmental theory, there are few, if any, alternatives to an “inside approach” to the study of leadership as is advocated by personality researchers (Hogan & Holland, 2003).”
Proactive Personality and Creative Behavior: Examining the Role of Thriving at Work and High-Involvement HR Practices (2020, background): “…substantial number of studies have empirically demonstrated that employee personality is one of the factors that can influence work outcomes (e.g., Hogan & Holland, 2003; Judge & Ilies, 2002; Salgado, 1997), a narrower stream of research has explored the role of different personality types on…”
Keys to motivating tomorrow's workforce (2006, background): “Socio-analytic theory states (Hogan, 2003; Hogan & Holland, 2003; Hogan & Warremfeltz, 2003) that people have innate needs for (1) acceptance and approval, (2) status, power and control of resources, and (3) predictability and order.”
Applicant Faking, Social Desirability, and the Prediction of Counterproductive Work Behaviors (2011, background): “As a meta-analysis by Hogan and Holland (2003 ) demonstrated, the greatest predictive potential for personality variables may likely be in the prediction of specific or narrow performance criteria.”
Fostering and Measuring Skills: Improving Cognitive and Non-cognitive Skills to Promote Lifetime Success (2014, background): “As with academic performance, numerous studies and meta-analyses have found that Conscientiousness is associated with job performance and wages (Barrick and Mount, 1991; Hogan and Holland, 2003; Nyhus and Pons, 2005; Salgado, 1997).”
A Meta-Analysis of the Interactive, Additive, and Relative Effects of Cognitive Ability and Motivation on Performance (2018, background): “First, construct relations tend to be stronger when measures are aligned on factors such as type and specificity of measurement (e.g., Hogan & Holland, 2003).”
The Power of Personality: The Comparative Validity of Personality Traits, Socioeconomic Status, and Cognitive Ability for Predicting Important Life Outcomes (2007, neutral): “In fact, all of the Big Five personality traits have substantial relations with better performance when the personality predictor is appropriately aligned with work criteria (Hogan & Holland, 2003).”
Antecedents of Impression Management Use and Effectiveness in a Structured Interview† (2007, background): “In support of this view, considerable evidence from a variety of research literatures suggests that personality can predict relevant behaviors (e.g., Funder & Colvin, 1991; Hogan & Holland, 2003; Mount, Barrick, & Strauss, 1994).”