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This study examines the role of personality and work experience in predicting two measures of job performance: Proficiency on the job tasks assigned to employees (task performance) and discretionary behaviors (e.g., helping) that may or may not be performed by employees (contextual performance). The two types of performance measures were shown to have different patterns of association with work experience and personality dimensions, such that personality was more predictive of contextual performance, while job experience was more predictive of task‐based performance. Noticeably, conscientiousness did not predict task‐based performance. Implications and limitations of the present study, as well as directions for future research, are discussed.

This article identifies some potential problems in meta-analysis research and suggests 14 specific criteria for evaluating the quality of meta-analysis research. The analysis is based on a review and replication of a meta-analysis research study. Our replication of the Terpstra (1981) study on methodological rigor in OD research found no evidence of positive-findings bias in OD. Our review of that research study identified a series of methodological problems that are applicable to other meta-analysis studies. These general problems are discussed, and some solutions are offered.