Home About us Contact
|
Home About us Contact | ||
|
|
||
Emotional Stability (emotional + stability)
Selected AbstractsINTERACTION AND INTERSECTION: THE CONSTELLATION OF EMOTIONAL STABILITY AND EXTRAVERSION IN PREDICTING PERFORMANCEPERSONNEL PSYCHOLOGY, Issue 3 2007TIMOTHY A. JUDGE This study investigated the constellation of 2 Big 5 traits,Emotional Stability and Extraversion,in predicting job performance. Two forms of the constellation, one indirect (a statistical interaction) and the other direct (a measure of the intersection between the traits from the Big 5 circumplex), were used to predict job performance. Data were collected from employees and their supervisors at a regional health and fitness center. Results indicated that both measures predicted performance, even when controlling for the "main effects" of Emotional Stability and Extraversion, as well as 2 other relevant Big 5 traits (Agreeableness and Conscientiousness). These results suggest that the combination of Emotional Stability and Extraversion,reflecting a "happy" or "buoyant" personality,may be more important to performance than either trait in isolation. [source] Taxonomy and structure of the Polish personality lexiconEUROPEAN JOURNAL OF PERSONALITY, Issue 6 2007Piotr Szarota Abstract We identified 1839 person-descriptive adjectives from a Polish dictionary, and 10 judges classified those adjectives into five descriptive categories. Two hundred ninety adjectives (16 per cent) were classified by most judges as ,Dispositions' (i.e. relatively stable personality traits and abilities). We examined the structure of those 290 adjectives in self-ratings from 350 respondents. In the five-factor solution, two dimensions closely resembled Big Five Conscientiousness and Agreeableness, and two others represented rotated variants of Extraversion and Emotional Stability. The fifth factor was dominated by Intellect, containing little Imagination and no Unconventionality content. A six-factor solution closely resembled the cross-language HEXACO structure (but with ,Intellect' rather than ,Openness to Experience'). Analyses of 369 peer ratings revealed five- and six-factor solutions nearly identical to those of self-ratings. Copyright © 2007 John Wiley & Sons, Ltd. [source] Big Five personality development in adolescence and adulthoodEUROPEAN JOURNAL OF PERSONALITY, Issue 1 2007Susan J. T. Branje Abstract The present article examines Big Five personality development across adolescence and middle adulthood. Two adolescents and their fathers and mothers from 285 Dutch families rated their own and their family members' personality. Using accelerated longitudinal growth curve analyses, mean level change in Big Five factors was estimated. For boys, Extraversion and Openness decreased and for girls, Extraversion, Agreeableness, Conscientiousness, and Openness increased. Whereas mothers' Emotional Stability and Conscientiousness increased, fathers' Extraversion, Agreeableness, and Emotional Stability decreased. Differences in self- and other-reported personality change were found, as well as interindividual differences in personality change. Results confirm that personality change is possible across the life course but these changes are not similar for all individuals and depend on the type of observer. Copyright © 2006 John Wiley & Sons, Ltd. [source] Adolescent personality, problem behaviour and the quality of the parent,adolescent relationship,EUROPEAN JOURNAL OF PERSONALITY, Issue 3 2006Willeke A. Manders Abstract The relationship between adolescent personality and problem behaviour has been well established. However, relatively little attention has been given to the role of the social environment in the association between adolescent personality and problem behaviour. We tested the mediating and moderating role of the quality of the parent,adolescent relationship in the associations between adolescents' personality traits and problem behaviour. The sample consisted of 140 adolescents (11 to 18 years of age) and both their parents. Results supported a mediating role of the father/mother,adolescent relationship in the associations between Agreeableness, Emotional Stability, and Conscientiousness and externalizing problem behaviour. The father/mother,adolescent relationships did not mediate the associations between personality traits and internalizing problem behaviour. We also found support for a moderating role of the father/mother,adolescent relationships in the association between Emotional Stability and both externalizing and internalizing problem behaviours. Other moderated effects were specific for parent, personality trait and type of problem behaviour. Copyright © 2006 John Wiley & Sons, Ltd. [source] Taxonomy and structure of Croatian personality-descriptive adjectivesEUROPEAN JOURNAL OF PERSONALITY, Issue 2 2005Boris Mla This paper describes the development of a comprehensive taxonomy of Croatian personality-descriptive terms, organized in three studies. In the first study three judges searched through a standard dictionary of the Croatian language for person-descriptive terms. In the second study, personality-descriptive adjectives were classified by seven judges into 13 different categories of descriptors. In the third study, the 483 adjectives that the majority of judges in the second study classified as dispositions were rated for self-descriptions by 515 University of Zagreb students and for peer-descriptions by 513 students' best acquaintances. Self- and peer ratings were factor analysed separately and the Croatian emic lexical factors from both data sets were interpreted to be similar to the Big-Five factors: Agreeableness, Extraversion, Conscientiousness, Intellect, and Emotional Stability. The inspection of factor content of the Croatian emic factors and their relation to imported Big-Five measures revealed high correspondences for all five Croatian factors although the relation between the Croatian and the imported factors of Emotional Stability and Agreeableness was somewhat more complex. Copyright © 2004 John Wiley & Sons, Ltd. [source] Attachment styles, personality, and Dutch emigrants' intercultural adjustmentEUROPEAN JOURNAL OF PERSONALITY, Issue 5 2004Winny Bakker The present study examines the relationship of adult attachment styles with personality and psychological and sociocultural adjustment. A sample of 847 first-generation Dutch emigrants filled out measures for attachment styles, the Big Five, and indicators of psychological and sociocultural adjustment. Positive relationships were found between Secure attachment on the one hand and psychological and sociocultural adjustment on the other. Ambivalent attachment was strongly negatively associated with psychological adjustment. Dismissive attachment was mildly negatively related to sociocultural adjustment. Significant relations were found between attachment styles and the Big Five dimensions, particularly Extraversion and Emotional Stability. The attachment scales were able to explain variance in sociocultural adjustment beyond that explained by the Big Five dimensions. Intercultural adjustment is discussed from a transactional view of personality. Copyright © 2004 John Wiley & Sons, Ltd. [source] Is trait-Emotional Intelligence simply or more than just a trait?EUROPEAN JOURNAL OF PERSONALITY, Issue 4 2004Karen van der Zee The present study examined the usefulness of trait-Emotional Intelligence (EI) among a sample of 1186 top managers who filled out questionnaires for Emotional Intelligence and the Big Five and were evaluated by a consultant on their competencies. Three higher-order factors were found to underlie the Bar-On Emotional Quotient Inventory (Bar-On, 1997): sense of accomplishment, empathy, and planfulness. Trait-EI was found to be substantially related to Extraversion, Agreeableness, Emotional Stability, and Autonomy. Nevertheless, the EI-factors predicted additional variance over and above the Big Five in competency to support. On the whole, top managers scored higher on the EI dimensions compared with a general population sample. High EI scores were particularly found among managers from enterprising occupational environments, that is environments dominated by activities that entail persuading and leading others to attain organizational goals or economic gain. Copyright © 2004 John Wiley & Sons, Ltd. [source] The relationship of emotional intelligence with academic intelligence and the Big FiveEUROPEAN JOURNAL OF PERSONALITY, Issue 2 2002Karen Van der Zee The present study examines the relationship of self- and other ratings of emotional intelligence with academic intelligence and personality, as well as the incremental validity of emotional intelligence beyond academic intelligence and personality in predicting academic and social success. A sample of 116 students filled in measures for emotional and academic intelligence, the Big Five, and indicators of social and academic success. Moreover, other ratings were obtained from four different raters on emotional intelligence and social success. Factor analysis revealed three emotional intelligence dimensions that were labelled as ,Empathy', ,Autonomy', and ,Emotional Control'. Little evidence was found for a relationship between emotional and academic intelligence. Academic intelligence was low and inconsistently related to emotional intelligence, revealing both negative and positive interrelations. Strong relationships were found of the emotional intelligence dimensions with the Big Five, particularly with Extraversion and Emotional Stability. Interestingly, the emotional intelligence dimensions were able to predict both academic and social success above traditional indicators of academic intelligence and personality. Copyright © 2002 John Wiley & Sons, Ltd. [source] Humor Styles Questionnaire: personality and educational correlates in Belgian high school and college students,EUROPEAN JOURNAL OF PERSONALITY, Issue 1 2002Vassilis Saroglou Studies often treat sense of humour as a unidimensional construct. Recently, however, four different humour styles have been hypothesized and validated by the Humor Styles Questionnaire (HSQ). In the present two studies, first, the HSQ received cross-cultural validation among French-speaking Belgian students (94 high school and 87 college students). Second, apart from some similarities (Extraversion, low need for closure), the four humour styles were found to be differently related to personality. Social and self-enhancing humour styles were positively related to Agreeableness, Openness, and self-esteem, whereas hostile humour was negatively related to Agreeableness and Conscientiousness. Self-defeating humour was negatively related to Emotional Stability, Conscientiousness, security in attachment, and self-esteem. Finally, students' humour styles were neither direct nor indirect predictors of school performance, but self-defeating and hostile humour styles were typical of students with low school motivation. Copyright © 2002 John Wiley & Sons, Ltd. [source] The structure of the French personality lexiconEUROPEAN JOURNAL OF PERSONALITY, Issue 4 2001Kathleen Boies The structure of the French personality lexicon was investigated. Self-ratings on the 388 most frequently used French personality-descriptive adjectives were obtained from 415 French-speaking people. The scree plot of eigenvalues indicated six large factors. In the varimax-rotated six-factor solution, the four largest factors, in order of size, corresponded fairly closely to the Big Five dimensions of Agreeableness, Emotional Stability, Extraversion, and Conscientiousness. The fifth factor was similar to the Honesty dimension found in several other languages. The sixth factor was defined by Imagination-related terms, but not by Intellect-related terms. Solutions involving one to five factors were also investigated and correlations between the factors that emerged from these different solutions are presented. The results are discussed in relation to other lexical studies of personality structure. Copyright © 2001 John Wiley & Sons, Ltd. [source] Personality, gender, and cryingEUROPEAN JOURNAL OF PERSONALITY, Issue 1 2001Mathell Peter This study examined gender differences in crying as well as associations between basic personality traits and self-reported indices of crying. Forty-eight men and 56 women completed the Five-Factor Personality Inventory and the Adult Crying Inventory. Substantial gender differences were demonstrated in crying frequency and crying proneness, but not with respect to mood changes after crying. As predicted, women reported a higher frequency of crying and more proneness to cry both for negative and positive reasons. For women, all these crying indices were negatively associated with Emotional Stability. For men, only a significant negative relationship between Emotional Stability and crying for negative reasons emerged. No clear links were found between personality and mood changes after crying. Multiple regression analysis revealed a significant predictive role of gender for crying proneness, even when controlling for personality differences, but not for crying frequency. Adding personality by gender interaction terms resulted in a disappearance of the main effect of sex, while significant interactions with personality factors showed up for crying frequency and general crying proneness. It is suggested that future research on the relationship between personality and crying should focus more on the underlying mechanisms of observed relationships. Furthermore, it is recommended that future research should examine the role of different emotion regulation strategies. In addition, biological factors, temperament, upbringing measures, and socio-demographic variables should be taken into account. Copyright © 2001 John Wiley & Sons, Ltd. [source] Can Basic Individual Differences Shed Light on the Construct Meaning of Assessment Center Evaluations?INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 1 2003J. M. Collins The construct meaning of assessment center evaluations is an important unresolved issue in I/O psychology. This study hypothesized that Cognitive Ability and personality traits are primary correlates of evaluators' overall assessment ratings (OARs). Meta,analysis results based on 65 correlations indicate the following mean construct,level correlations with OARs: .67 for Cognitive Ability, .50 for Extraversion, .35 for Emotional Stability, .25 for Openness, and .17 for Agreeableness; yielding a multiple R of .84. These findings support our hypothesis and cast light on the construct meaning of assessment center evaluations. [source] The Impact of Contextual Self-Ratings and Observer Ratings of Personality on the Personality,Performance Relationship,JOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 2 2006Erika Engel Small This study examined 2 possible ways of increasing the predictive validity of personality measures: using observer (i.e., supervisor and coworker) ratings and work-specific self-ratings of Big Five personality factors. Results indicated that among general self-ratings of Big Five personality dimensions, Conscientiousness was the best predictor of in-role performance, and Agreeableness and Emotional Stability were the best predictors of organizational citizenship behavior (OCB). Observer ratings of personality accounted for incremental variance in job performance (in-role performance and OCB) beyond that accounted for by general self-ratings. However, contrary to our expectations, work-specific (i.e., contextual) self-ratings of personality generally did not account for incremental variance in job performance beyond that accounted for by general self-ratings. [source] Trait-Specific Dependence in Romantic RelationshipsJOURNAL OF PERSONALITY, Issue 5 2002Bruce J. Ellis ABSTRACT Informed by three theoretical frameworks,trait psychology, evolutionary psychology, and interdependence theory,we report four investigations designed to develop and test the reliability and validity of a new construct and accompanying multiscale inventory, the Trait-Specific Dependence Inventory (TSDI). The TSDI assesses comparisons between present and alternative romantic partners on major dimensions of mate value. In Study 1, principal components analyses revealed that the provisional pool of theory-generated TSDI items were represented by six factors: Agreeable/Committed, Resource Accruing Potential, Physical Prowess, Emotional Stability, Surgency, and Physical Attractiveness. In Study 2, confirmatory factor analysis replicated these results on a different sample and tested how well different structural models fit the data. Study 3 provided evidence for the convergent and discriminant validity of the six TSDI scales by correlating each one with a matched personality trait scale that did not explicitly incorporate comparisons between partners. Study 4 provided further validation evidence, revealing that the six TSDI scales successfully predicted three relationship outcome measures,love, time investment, and anger/upset,above and beyond matched sets of traditional personality trait measures. These results suggest that the TSDI is a reliable, valid, and unique construct that represents a new trait-specific method of assessing dependence in romantic relationships. The construct of trait-specific dependence is introduced and linked with other theories of mate value. [source] UNDERSTANDING THE IMPACT OF PERSONALITY TRAITS ON INDIVIDUALS' TURNOVER DECISIONS: A META-ANALYTIC PATH MODELPERSONNEL PSYCHOLOGY, Issue 2 2008RYAN D. ZIMMERMAN Historically, researchers have sought to identify environmental causes of employee turnover. This paradigm has led to the underemphasis of individual differences as being an important cause of individuals' turnover decisions. The results of the meta-analysis show that personality traits do have an impact on individuals' turnover intentions and behaviors. The trait of Emotional Stability best predicted (negatively) employees' intentions to quit, whereas the traits of Conscientiousness and Agreeableness best predicted (negatively) actual turnover decisions. A theoretically developed path model showed important direct effects from personality to intentions to quit and turnover behaviors that were not captured through job satisfaction or job performance. These direct effects indicate that employees who are low on Emotional Stability may intend to quit for reasons other than dissatisfaction with their jobs or not being able to perform their jobs well. The direct effects on turnover suggest that individuals who are low on Agreeableness or high on Openness may engage in unplanned quitting. Personality traits had stronger relationships with outcomes than did non-self-report measures of job complexity/job characteristics. [source] INTERACTION AND INTERSECTION: THE CONSTELLATION OF EMOTIONAL STABILITY AND EXTRAVERSION IN PREDICTING PERFORMANCEPERSONNEL PSYCHOLOGY, Issue 3 2007TIMOTHY A. JUDGE This study investigated the constellation of 2 Big 5 traits,Emotional Stability and Extraversion,in predicting job performance. Two forms of the constellation, one indirect (a statistical interaction) and the other direct (a measure of the intersection between the traits from the Big 5 circumplex), were used to predict job performance. Data were collected from employees and their supervisors at a regional health and fitness center. Results indicated that both measures predicted performance, even when controlling for the "main effects" of Emotional Stability and Extraversion, as well as 2 other relevant Big 5 traits (Agreeableness and Conscientiousness). These results suggest that the combination of Emotional Stability and Extraversion,reflecting a "happy" or "buoyant" personality,may be more important to performance than either trait in isolation. [source] DISPOSITIONAL INFLUENCES ON TRANSFER OF LEARNING IN MULTISTAGE TRAINING PROGRAMSPERSONNEL PSYCHOLOGY, Issue 4 2002DAVID M. HEROLD The training effectiveness literature has paid little attention to the potentially dynamic interaction of individual differences with various phases of training in determining ultimate training success. This study investigates the role of individual differences in explaining the transfer of learning from 1 phase of training to another among pilot trainees in a multistage, aviation training program. Using 3 of the Big Five factors (Conscientiousness, Emotional Stability, Openness to Experience), the results showed these measures to contribute to the prediction of the number of hours it took for trainees to attain their private pilot's license. Significant interactions between some of these measures and success on an earlier, simulator phase of the training program were also found. The results are discussed in terms of both the role of individual differences in training research as well as the broader issue of transfer of learning between phases of training. [source] THE BIG FIVE PERSONALITY CHARACTERISTICS AS PREDICTORS OF EXPATRIATE'S DESIRE TO TERMINATE THE ASSIGNMENT AND SUPERVISOR-RATED PERFORMANCEPERSONNEL PSYCHOLOGY, Issue 1 2000PAULA M. CALIGIURI Applying the evolutionary theory of personality, this study proposed and tested the hypotheses that each of the Big Five personality characteristics (Extroversion, Agreeableness, Conscientiousness, Emotional Stability, and Openness or Intellect) predict two criteria of expatriate success: (a) desire to prematurely terminate the expatriate assignment, and (b) supervisor-rated performance on the expatriate assignment. The participants were 143 expatriate employees (and 94 supervisors) from a U.S.-based information technology company. Results from correlation and regression analyses suggest that Extroversion, Agreeableness, and Emotional Stability are negatively related to whether expatriates desire to terminate their assignment. Conscientiousness is positively related to the supervisor-rated performance on the expatriate assignment. Practical implications for expatriate management (e.g., self-selection) are given. [source] Personality and Performance at the Beginning of the New Millennium: What Do We Know and Where Do We Go Next?INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 1-2 2001Murray R. Barrick As we begin the new millennium, it is an appropriate time to examine what we have learned about personality-performance relationships over the past century and to embark on new directions for research. In this study we quantitatively summarize the results of 15 prior meta-analytic studies that have investigated the relationship between the Five Factor Model (FFM) personality traits and job performance. Results support the previous findings that conscientiousness is a valid predictor across performance measures in all occupations studied. Emotional stability was also found to be a generalizable predictor when overall work performance was the criterion, but its relationship to specific performance criteria and occupations was less consistent than was conscientiousness. Though the other three Big Five traits (extraversion, openness and agreeableness) did not predict overall work performance, they did predict success in specific occupations or relate to specific criteria. The studies upon which these results are based comprise most of the research that has been conducted on this topic in the past century. Consequently, we call for a moratorium on meta-analytic studies of the type reviewed in our study and recommend that researchers embark on a new research agenda designed to further our understanding of personality-performance linkages. [source] Emotional stability of nurses: impact on patient safetyJOURNAL OF ADVANCED NURSING, Issue 10 2009Ching-I Teng Abstract Title.,Emotional stability of nurses: impact on patient safety. Aim., This paper is a report of a study conducted to examine the influence of the emotional stability of nurses on patient safety. Background., Individuals with greater emotional stability are less likely to exhibit strong emotional reactions to stressful situations, and tend to be more proactive and successful in problem-solving. Effectively managing patient safety is a priority concern in countries where nurses face high pressure. A heavy work load leads to burnout (a syndrome associated with negative emotions), reduced job satisfaction and increased turnover. While emotional stability influences job performance in various contexts, its influence on patient safety has not been addressed. Method., A cross-sectional design was adopted. The sample comprised 263 nurses working in two Taiwanese medical centres. The data were collected in 2007,2008, with a response rate of 92·6%. All participants were nursing college graduates aged below 50 years. Participants provided information on both their emotional stability and patient safety. Staffing adequacy, hospital, and years of nursing experience served as control variables. Findings., Hierarchical regression analysis indicated that emotional stability predicted patient safety (, = 0·18, P < 0·01). The addition of emotional stability as a predictor of patient safety increased the associated explained variance (,R2 = 0·03, P < 0·01). Conclusion., It is important for to managers create an organisational climate that promotes the emotional stability of nurses. This could help to improve global patient safety by reducing the frequency of adverse events. [source] The Contribution of Self-Efficacy Beliefs to Dispositional Shyness: On Social-Cognitive Systems and the Development of Personality DispositionsJOURNAL OF PERSONALITY, Issue 6 2003Gian Vittorio Caprara Self-efficacy measures, taken at the initial measurement period, included indices of perceived self-efficacy for forming and maintaining social relationships, dealing effectively with parents, managing negative emotions, and expressing positive emotions towards others. Levels of self-reported shyness as well as emotional stability were assessed also at time 1, with shyness measured again at the follow-up assessment two years later. Structural equation modeling indicated that two of the four self-efficacy measures uniquely contributed to levels of shyness reported at time 1, and that perceptions of social self-efficacy uniquely contributed to shyness at time 2 even when considering the effects of time 1 shyness levels. Emotional stability did not uniquely contributed to time 2 shyness after considering the relation between shyness at the first and second measurement points. The broad implications of social-cognitive analyses for the study of personality development are discussed. [source] The influence of health threat communication and personality traits on personal models of diabetes in newly diagnosed diabetic patientsDIABETIC MEDICINE, Issue 8 2007V. L. Lawson Abstract Background, Personal models of diabetes, i.e. patients' beliefs about symptoms, treatment effectiveness, consequences (impact on life, seriousness) and emotional response to possible short- and long-term complications, have been associated with diabetes self-care behaviours. Little work has examined potential determinants of personal models. Aims, To examine the influence of health threat communication and personality traits on personal models in newly diagnosed patients. Methods, Newly diagnosed patients (n = 158; 32 Type 1 and 126 Type 2) completed the Big Five Personality Inventory, Diabetes Health Threat Communication Questionnaire (DHTCQ), Personal Models of Diabetes Interview-Adapted (PMDI) and Illness Perception Questionnaire-Revised (IPQ-R). Results, Emotional responses to diabetes (PMDI) were associated with perceptions of a more threatening health message (22% explained variance), less emotional stability (5%) and the presence of dependent children (3%). Emotional representations (IPQ-R) were associated with a threatening health message (6%) and less emotional stability (15%). An adverse view of consequences (PMDI) was predicted by a more threatening/less reassuring health message (15%), less emotional stability (6%) and Type 1 diabetes (4%). Consequences (IPQ-R) were predicted by perceptions of a more threatening health message (20%), being less agreeable/cooperative (7%) and having dependent children (4%). Treatment effectiveness beliefs (PMDI) were associated with perceptions of a more reassuring health message (31%), younger age (3%) and more openness/intellect (2%). Conclusions, Personal models of diabetes are influenced by health threat communication, demographic and personality factors. These findings support the concept of tailoring health messages to the needs of individual patients and provide information on factors to be taken into account in the education process. [source] Cognitive ability,×,emotional stability interactions on adjustmentEUROPEAN JOURNAL OF PERSONALITY, Issue 4 2009Sointu Leikas Abstract Cognitive ability has been shown to moderate the relations between emotional stability and self-reports of well being. The present study examined whether this interaction effect generalizes to non-self-report measures of well being. Male conscripts (N,=,152) completed an emotional stability scale and a cognitive ability test. Several indicators of their general adjustment and competence were derived from self- and superior-ratings, a psychiatric interview and from military archives. Cognitive ability moderated the association of emotional stability with both self-report and non-self-report indicators of adjustment and competence. Low emotional stability was related to adverse outcomes only among low cognitive ability individuals. The results support the idea that cognitive ability buffers the influence of emotional stability on well being. Copyright © 2009 John Wiley & Sons, Ltd. [source] Personality and team performance: a meta-analysis,EUROPEAN JOURNAL OF PERSONALITY, Issue 5 2006Miranda A. G. Peeters Abstract Using a meta-analytical procedure, the relationship between team composition in terms of the Big-Five personality traits (trait elevation and variability) and team performance were researched. The number of teams upon which analyses were performed ranged from 106 to 527. For the total sample, significant effects were found for elevation in agreeableness (,,=,0.24) and conscientiousness (,,=,0.20), and for variability in agreeableness (,,=,,0.12) and conscientiousness (,,=,,0.24). Moderation by type of team was tested for professional teams versus student teams. Moderation results for agreeableness and conscientiousness were in line with the total sample results. However, student and professional teams differed in effects for emotional stability and openness to experience. Based on these results, suggestions for future team composition research are presented. Copyright © 2006 John Wiley & Sons, Ltd. [source] The impact of personality on training-related aspects of motivation: Test of a longitudinal modelHUMAN RESOURCE DEVELOPMENT QUARTERLY, Issue 1 2007Jens Rowold A model that proposed dispositional influences on training-related aspects of motivation was developed. More specifically, the model predicted influences of the Big Five personality variables on motivation to learn and transfer motivation, while controlling for general attitudes toward training. The model was tested empirically, drawing on a sample of ninety-four employees from call centers who participated in a training program. Results indicated that motivation to learn was predicted by extraversion and agreeableness, and transfer motivation was predicted by motivation to learn, extraversion, and emotional stability. The impact of extraversion on transfer motivation was partially mediated by motivation to learn. In sum, the importance of dispositional factors in training research was explored and clarified. Implications for theory and practice are discussed. [source] Hiring for retention and performanceHUMAN RESOURCE MANAGEMENT, Issue 2 2009Murray R. Barrick Abstract This study evaluated the usefulness of several pre-hire variables to predict voluntary turnover and job performance. Analyses showed that applicants who knew current employees, had longer tenure with previous employers, were conscientious and emotionally stable, were motivated to obtain the job, and were confident in themselves and their decision making were less likely to quit, and had higher performance within six months after hire. Results also indicated that pre-hire attitudes (employment motivation and personal confidence) did not predict turnover and performance beyond biodata (pre-hire embeddedness in the organization and habitual commitment) and the personality traits (conscientiousness and emotional stability). For all predictors but personality, the strength of the relationships weakened over time up to two years after hire. Nonetheless, organizations can avoid voluntary turnover and increase performance by basing hiring decisions on the set of predictors analyzed in this study. © 2009 Wiley Periodicals, Inc. [source] Resilience in relation to personality and intelligenceINTERNATIONAL JOURNAL OF METHODS IN PSYCHIATRIC RESEARCH, Issue 1 2005Oddgeir Friborg Abstract Resilience is a construct of increasing interest, but validated scales measuring resilience factors among adults are scarce. Here, a scale named the Resilience Scale for Adults (RSA) was crossvalidated and compared with measures of personality (Big Five/5PFs), cognitive abilities (Raven's Advanced Matrices, Vocabulary, Number series), and social intelligence (TSIS). All measures were given to 482 applicants for the military college. Confirmatory factor analyses confirmed the fit of the five-factor model, measuring ,personal strength', ,social competence', ,structured style', ,family cohesion' and ,social resources'. Using Big Five to discriminate between well adjusted and more vulnerable personality profiles, all resilience factors were positively correlated with the well adjusted personality profile. RSA-personal strength was most associated with 5PFs-emotional stability, RSA-social competence with 5PFs-extroversion and 5PFs-agreeableness, as well as TSIS-social skills, RSA-structured style with 5PFs-conscientiousness. Unexpectedly but interestingly, measures of RSA-family cohesion and RSA-social resources were also related to personality. Furthermore, the RSA was unrelated to cognitive abilities. This study supported the convergent and discriminative validity of the scale, and thus the inference that individuals scoring high on this scale are psychologically healthier, better adjusted, and thus more resilient. Copyright © 2005 Whurr Publishers Ltd. [source] The Convergent Validity between Self and Observer Ratings of Personality: A meta-analytic reviewINTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 1 2007James J. Connolly The convergent validity between self and observer ratings of the Big Five dimensions of personality was examined by cumulating research findings across studies. The mean correlation corrected for coefficient , in self-ratings and inter-rater reliability in observer ratings was .46 for agreeableness (N=6359, k=53), .56 for conscientiousness (N=6754, k=58), .51 for emotional stability (N=8000, k=55), .62 for extraversion (N=7725, k=50), and .59 for openness to experience (N=5333, k=38). Results indicate that, although there is a high degree of construct overlap, both self and observer ratings have substantial unique variance. Moderator effects were analyzed. The duration of acquaintance (strangers vs close relatives) as well as observer type (peers at work vs relatives) were analyzed. Acquaintanceship had a large moderating effect whereas observer type did not moderate the level of convergence. [source] A Meta-Analytic Investigation of Job Applicant Faking on Personality MeasuresINTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 4 2006Scott A. Birkeland This study investigates the extent to which job applicants fake their responses on personality tests. Thirty-three studies that compared job applicant and non-applicant personality scale scores were meta-analyzed. Across all job types, applicants scored significantly higher than non-applicants on extraversion (d=.11), emotional stability (d=.44), conscientiousness (d=.45), and openness (d=.13). For certain jobs (e.g., sales), however, the rank ordering of mean differences changed substantially suggesting that job applicants distort responses on personality dimensions that are viewed as particularly job relevant. Smaller mean differences were found in this study than those reported by Viswesvaran and Ones (Educational and Psychological Measurement, 59(2), 197,210), who compared scores for induced "fake-good" vs. honest response conditions. Also, direct Big Five measures produced substantially larger differences than did indirect Big Five measures. [source] Importance of Perceived Personnel Selection System Fairness Determinants: Relations with Demographic, Personality, and Job CharacteristicsINTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 1-2 2004Chockalingam Viswesvaran This study explored the relative importance attached to various perceived personnel selection fairness determinants (e.g., selection system content-based variables, features of selection system administration). We investigated how demographic variables (ethnicity and gender), individual differences characteristics (the Big Five and cognitive ability) and job characteristics (job complexity and domestic/expatriate assignment status) relate to the importance of ratings of perceived personnel selection system determinants. The results, especially for race/ethnicity analyses indicated that there might be differences across demographic groups in importance placed on different aspects of selection system characteristics. The magnitudes of the relationships were small to moderate for Asian,White and Hispanic,White comparisons. Asian,Hispanic and gender differences in importance assessments were small. Few individual differences variables (i.e., personality and cognitive ability) were associated with importance placed on various aspects of selection system characteristics. Notable exceptions were moderate positive relationships between general mental ability and importance of content-based selection system characteristics, and moderate negative relationships between emotional stability, conscientiousness and cognitive ability, and importance of selection system context variables. The complexity levels of the jobs held by respondents did not appreciably affect the importance placed on the different selection system characteristics. There were few notable differences between importance assessments for domestic versus expatriate positions. Implications for practice, especially managing cultural diversity in organizations, and for theory development are discussed. [source] | ||||||||||||||||