Evidence of cross‐cultural invariance of the big five personality dimensions in work settings

Salgado, Jesús F.; Moscoso, Silvia; Lado, Mario

doi:10.1002/per.482

Cited by 30 publications

(21 citation statements)

References 29 publications

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“…These findings are consistent with much of the research on factor structure stability (Collins & Gleaves, 1998;Ellingson, Smith, & Sackett, 2001;Marshall et al (2005); Montag & Levin, 1994;Paulhus, Bruce, & Trapnell, 1995;Salgado, Moscoso, & Lado, 2003;Smith & Ellingson, 2002;Smith, Hanges, & Dickson, 2001;Tsaousis & Nikolaou, 2001). Depending on the fit index, the five-factor solution was an adequate to good fit for each inventory in both conditions.…”

Section: Discussionsupporting

confidence: 89%

Effect of Item Level Social Desirability on Factor Structure Stability

Sisco¹,

Reilly

2010

Int J Selection Assessment

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This study examined the effect of item-level social desirability as a threat to construct validity for both a five-factor biodata and personality inventory. Seven hundred and five participants were randomly assigned to either an Answer Honestly or Faking condition. All participants completed a biodata inventory and a NEO-Five-Factor Inventory. Both inventories' items were divided by low/high social desirability value (SDV) scores and grouped together. Differences between samples' covariance matrices and factor structure fit were then analyzed. It was predicted that items grouped by low SDV compared with those grouped by high SDV, would result in smaller changes in covariance matrices across conditions, and more closely retain factor structures consistent with the Five-Factor Model. Although the results of this study supported predictions that covariance matrices changed less for low-SDV items, overall results indicate that item-level social desirability did not degrade the factor structure.

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Section: Discussionsupporting

confidence: 89%

Effect of Item Level Social Desirability on Factor Structure Stability

Sisco¹,

Reilly

2010

Int J Selection Assessment

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“…Examining the content of the items for femininity and masculinity, it can be seen that the former suggests an agreeable, cooperative, and supportive style, while the latter suggests a rough, rude, competitive, and antagonistic style. The content of these items are also typically associated with the two poles of the agreeableness dimension in the Big Five Model of personality (Goldberg, 1992;Salgado, Moscoso, & Lado, 2003). It has been found that people who score higher in agreeableness also show more prosocial and helping behaviours, more citizen organizational behaviours and more contextual performance behaviours (Borman, et al, 2001).…”

Section: Discussionmentioning

confidence: 99%

A Mediation Model of Individual Differences in Attitudes toward Affirmative Actions for Women

2012

Self Cite

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A mediation model of the relation between gender and attitudes toward affirmative action in favor of working women was tested. Four mediation variables were considered: perceived unfairness in the situation of working women, perceived threat to the non-designated group (men), self-esteem, and gender self-concept (masculinity and femininity). 192 women and 128 men, with differing occupations, participated. Gender affects individuals' attitudes toward affirmative actions for women, mediated by perceived unfairness in the situation of working women, perceived threat to the non-designated group, and feminine self-concept. Implications for research and practice are discussed.

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“…The correlation between the EPI and the IP/5F were.46 and.54 for emotional stability and extraversion, respectively ( N = 173). In another study ( N = 200), the correlations between the HPI and the IP/5F (Salgado, Moscoso, & Lado, ) were.75 for emotional stability,.69 and.74 for extroversion (HPI divides extroversion into two subfactors),.85 for openness,.51 for agreeableness, and.67 for conscientiousness. Therefore, it showed excellent convergence with other personality inventories assessing the same personality dimensions.…”

Section: Methodsmentioning

confidence: 95%

Conscientiousness, Its Facets, and the Prediction of Job Performance Ratings: Evidence against the narrow measures

Salgado

Moscoso

Berges

2013

Int J Selection Assessment

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This study empirically tested the predictions of the three basic perspectives on the bandwidth debate about the relationship between personality and job performance, regarding the validity of conscientiousness and its facets. The sample consisted of 226 police officers. Conscientiousness and three facets (order, industriousness, and self‐control) were correlated with three performance criteria (overall job performance, task performance, and orderliness). A Schmid–Leiman transformation made it possible to residualize the variance of the facets and to isolate their unique contribution to the prediction of performance measures. The results showed that conscientiousness predicted the three criteria (true validities of.25,.28 and.37, respectively) and that the facets neither predicted job performance nor showed incremental validity over conscientiousness. Finally, the implications of the findings for theory and practice are commented on, and future research is suggested.

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Evidence of cross‐cultural invariance of the big five personality dimensions in work settings

Cited by 30 publications

References 29 publications

Effect of Item Level Social Desirability on Factor Structure Stability

Effect of Item Level Social Desirability on Factor Structure Stability

A Mediation Model of Individual Differences in Attitudes toward Affirmative Actions for Women

Conscientiousness, Its Facets, and the Prediction of Job Performance Ratings: Evidence against the narrow measures

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