A Socioanalytic Perspective on Job Performance

What is satisfying about satisfying events? Testing 10 candidate psychological needs.

“…Terror management theory also posits a single superordinate need, for self-esteem (Greenberg, Pyszczynski, & Solomon, 1995), as does classic humanistic psychology, for self-actualization (Rogers, 1963); both of these are included in our set of 10. Evolutionary or adaptationist perspectives on personality often postulate inborn motives to attain material and social dominance (Buss, 1997;Hogan, 1996), which are represented herein as money-luxury and popularity-influence. Finally, in our choice of items for Maslow's growth or self-actualization need, we attempted to give some representation to the fundamental need for meaning that has been proposed by so many theorists (Baumeister, 1991;Frankl, 1997).…”

A Tale of Two Visions: Can a New View of Personality Help Integrate Psychology?

“…12, 14;Meyer, 1996;Paulhus, Lysy, & Yik, 1998). Data from an observer who judges an employee at work reveals something about the employee's reputation (Hogan & Shelton, 1998). Such observer-report data are often better predictors of job performance than are the employee's own self-judgments (Atkins & Wood, 2002).…”

The effects of predictor method factors on selection outcomes: A modular approach to personnel selection procedures.

“…This article is intended solely for the personal use of the individual user and is not to be disseminated broadly. (Hammond, 2010); rating process models (Ilgen et al, 1993;Lord & Maher, 1990) Higher validity for higher levels of structure in interviews: meta-analysis (Huffcutt & Arthur, 1994 Information source Socioanalytic theory (Hogan & Shelton, 1998); self-other knowledge asymmetry model (Vazire, 2010); realistic accuracy model (Funder, 1999); social relations model (Kenny, 1994) Other-reports of personality add to self-reports: metaanalyses (Connelly & Ones, 2010;Oh et al, 2011) Use of psychologist and peer assessors leads to higher validities: meta-analysis (Gaugler et al, 1987).…”

“…For example, the self-other knowledge asymmetry model (Vazire, 2010) stipulates that the self has more difficulties with constructs high in evaluativeness (e.g., intellect), whereas constructs low in observability (e.g., emotional stability) are more difficult to assess by others. Similarly, socioanalytic theory assumes that self-ratings reflect one's identity, while other-ratings represent one's reputation (Hogan & Shelton, 1998). According to these models, each of these two information sources balance out their respective drawbacks (self-reports: leniency and impression management; other reports: friendship biases).…”