Personality in Work Organizations

By Lawrence R. James, M. Mazerolle. 2001

117 citations recorded by the source corpus.

How researchers see this paper

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Unseen Injustice: Incivility as Modern Discrimination in Organizations (2008, background): “Particularly promising for this purpose are new survey methods for assessing implicit motivation and cognition, such as the “conditional reasoning” paradigm (e.g., James, 1998; James & Mazerolle, 2003).”
Trait-based perspectives of leadership. (2007, background): “Crosssituational consistency, or coherence (James & Mazerolle, 2002), is, of course, a central element of most personality trait approaches (Funder, 2001).”
A Monte Carlo Comparison of Relative Importance Methodologies (2004, background): “For example, it is commonly accepted that self-report personality surveys are at best moderate predictors of overall job performance across jobs, with mean observed correlations of about .12 (cf. Barrick & Mount, 1991; Hurtz & Donovan, 2000; James & Mazerolle, 2001).”
A Meta‐Analysis of Achievement Motivation Differences between Entrepreneurs and Managers** (2007, background): “Thus, the results imply support for the perspective of person-by-situation fit, which postulates that people choose situations best suited for their personalities (cf. James and Mazerolle 2002; Ickes, Snyder, and Garcia 1997).”