02 May Question: Personality and Job Performance: The Big Five Revisited John J. Donovan Virginia Polytechnic Inst…
Personality and Job Performance: The Big Five Revisited John J. Donovan Virginia Polytechnic Institune and Stane University University at Alhany, Stale Uaiversity of New York performance and coteshal peformance. The relts for j perfiormance ciosely parieledl 2 of the ane provided Dunng the several docades prior to the 1990s, the use of 1990. researchers the earty 1990s began to adopt this Big Five personality teding in employee selection was generally looked framework for selection research (Barrick&Mounk 1991: Tet down on by personsel selection specialists. This was primarily due Jackson, &Rothstein, 1991) to pessimistic conclusions drawn by reseaechers such as Guion and Early meta-analytic work by Barrick and Mount (1991) and Tett Gottier (1965) in their qualitaive review of the persoeality lesting et al. (1991) provided evidence suggesting that the Big Five might literature and by Schnim. Gooding. Noe, and Kirsch ( 1984) they have some drgree of utilty for selecting employees into vanety quantitative meta-analysis of various personnel selection ech of jobs. In both of these neviews, the researchers used studies that niques. The geseral conctlusion drawn by these reseanchers wasprovided comelations between any type of personality variable and that personality tests did not demomtrate adequate predictive job performance, categorizing the various personality variables validity to qualify their ese in personnel sclection. In fact, Schmitt into one of the Big Five dimessions to estimate the strength of et al (1984) Sound that penonality dests were among the least valid these variables corelation with job performance. Although their types of selection sests, with an overall mean sample-ine weighted resalts were not ahogether comistent (see Ones et al, 1994, and corselation of 21 for predicting job performance, and concluded Te,Jackson Rothstein, & Reddon, 1994, for a discussion of that Tpenonality tests have low validity (p 420 reasons), the general consensas drawa by researchers and practi Over the past several years, however, there has been in- creased sense of optimism reganding a personnel selection (Behling, 1998 Goldherg. 199% Hoan. Hogan. & Roberts, 1996: Hogan & Ones, 1997: Mount & Barnck, been felt 1995. tn recent years, researcher, have suggested that the true Mount and Banick 11 and Salgado (1997) have seemed to predictive validity of penonality was obscured in carlier research by the lack of a common persoealiay framewerk for organining the Cocientioussess. eraits being used as predictors (Harrick & Moun 199:ouh Coscientiousness as one of the most valid peediciors of perfor 1992: Mout& Barrick 1995, Ones, Mount, Barick,&Hunter 994 Wth increasing conisdence in the robustness of the five factor model opersonality Digman, 1990 Goldberg. 1993h. an in tioners was that personality does in fact hold some unilay as a he impact o these studies on raising the stanus of personality tess in employee selection has the unility of pensonality tests predictor of job performance. T solidify this newfound status granted so personality, particularly to selection has been based on this body of meta-analytic work especial ly the eriginal work of Barrick and Mount (1991)In fact on the basis of this wok, mo researchers seem satinfied to Grepary M Hurta, tepatnent of hychology, U.neruty Ahey” conclude that Conscietijunesis a generly valid predictor of State Ueivenity of New Yok: John J.Donosan Departnest of Phycjob performance and that it represents the primary, if aot the sole, personalny dimension for use in personnel selection We feel th Conlwnce ofi csary to revisit and esplone the Big Five in Fast, we1eel that re are methodological and statistical issues M. Has. Dpar of Paycholiogy, Social Scienoes 112, Universinalysis of the nesrarch lInerature that is commonly citnd as Albany, Sate Usivenity of New York, Albany, New York 12222 l suprting the criterio-elated validity of the Big Five. Second. as several years have passed since the Big Five was adopted as the
al, 1994, Salgado, 1; Tet et al, 194. the suboptinal
IG FIVE AND KOR PERFORMANCE Summary and Pargose eg.Behling. 1998 Developments in the Explication of the Job Performance Ranict m HUKTZ AND DONOVAN
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