Browsing by Author "Jussila, Pauliina"

This study is a cross-validation of a hierarchical theory-based model of personality trait factors that comprises hypotheses regarding which personality constructs predict specific job performance criteria. The personality measures include the Big Five dimensions together with the Need for Achievement factor. The predictor variables have been conceptually aligned with specific criterion variables that are clusters of competencies. The model consists of six one-to-one predictor-criterion relationships that are paired up into three higher-order relationships which in turn are aggregated into a single score of General Factor of Personality (GFP) on the predictor side and overall work performance on the criterion side. The original study conducted in 2015 (N=929) was based on an international sample of participants from various organisations, whereas this sample consists of employees from a single global company (N=109). The aim was to explore the similarities and differences in the results in comparison to the original data. All the participants completed the same online personality self-assessment with 31 psychometric scales and a 360-feedback tool measuring 22 competencies. At least one external reviewer nominated by the participant completed a review rating on those competencies. Principal Components were extracted to investigate how well the model fits this data and the results compared to the results from the original study. Correlations between the first-order and second-order (composite) variables were also checked. Finally, regression analyses were conducted to test nine hypotheses derived from the theoretical model. The results of this study show that there is a clear relationship between the GFP and the overall performance as the observed validity is r = .39 which is even higher than in the original study were this value was r = .23. Out of the six personality factors, Extraversion and Conscientiousness are the only significant predictors of various job performance outcome in this data and, all in all, three hypotheses out of nine are fully confirmed and a fourth one partially. The results are also discussed with view to what kind of a role a specific company culture or expected behaviours of people working in certain job roles might play on the results.