Personality and Performance at the Beginning of the New Millennium: What Do We Know and Where Do We Go Next?

By Murray R. Barrick, M. K. Mount, T. Judge. 2001

2,485 citations recorded by the source corpus.

Subfields: Clinical Psychology, Developmental and Educational Psychology, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/b70c332cbfce33412013b14df76938854aa97ebe

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In Clinical Psychology

In Developmental and Educational Psychology

In Organizational Behavior and Human Resource Management

Citations in the corpus

INTERACTION AND INTERSECTION: THE CONSTELLATION OF EMOTIONAL STABILITY AND EXTRAVERSION IN PREDICTING PERFORMANCE (2007, methodology): “This makes sense as, of the Big Five traits, Openness bears the weakest relationship to performance (Barrick et al., 2001).”
An Empirical Investigation into the Impact of Personality on Individual Innovation Behaviour in the Workplace (2013, background): “Reviewing the meta-analytical studies regarding personality-performance link, Barrick et al (2001) reported that extraversion, openness to experience and agreeableness were not predicted overall work performance (except for some specific occupations and specific criteria).”
META‐ANALYSIS OF THE RELATIONSHIP BETWEEN THE FIVE‐FACTOR MODEL OF PERSONALITY AND HOLLAND'S OCCUPATIONAL TYPES (2003, background): “Recent meta-analyses have shown that two FFM traits, Conscientiousness and Emotional Stability, are consistently related to job performance (Barrick et al., 2001; Hurtz & Donovan, 2000; Salgado, 1997).”
The Five-Factor Model, forced-choice personality inventories and performance: A comprehensive meta-analysis of academic and occupational validity studies (2014, background): “This value is similar to the figures of .25, .14, and .26 found by Barrick and Mount, Hurtz and Donovan, and Salgado), respectively.”
EFFECTS OF CONSCIENTIOUSNESS AND EXTRAVERSION ON NEW LABOR MARKET ENTRANTS' JOB SEARCH: THE MEDIATING ROLE OF METACOGNITIVE ACTIVITIES AND POSITIVE EMOTIONS (2009, background): “Alternatively, perhaps managers screened for applicants’ Conscientiousness when extending job offers, under the theory that conscientious employees will be more productive (Barrick et al., 2001).”
Self-efficacy and work-related performance: the integral role of individual differences. (2007, result): “In general, though, reliance on Salgado’s (2003) meta-analysis caused our results to be in the middle range and very similar to a 2001 meta-analysis (Barrick et al., 2001) of the meta-analyses available at that time. avoidance), clinical self-efficacy (overcoming phobias, depression), voting…”
The role of emotional intelligence and personality variables on attitudes toward organisational change (2004, neutral): “…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).”