HEXACO personality predicts counterproductive work behavior and organizational citizenship behavior in low-stakes and job applicant contexts

Anglim, Jeromy; Lievens, Filip; Everton, Lisa F; Grant, Sharon; Marty, Andrew

doi:10.1016/j.jrp.2018.09.003

Cited by 50 publications

(45 citation statements)

References 70 publications

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“…We don't doubt the replicability of the results reported by Biderman et al (2018Biderman et al ( , 2019, see also Anglim, Morse, De Vries, MacCann, & Marty, 2017;Anglim, Lievens, Everton, Grant, & Marty, 2018), but we do question the interpretation of their evaluation factor as primarily a substantive personality dimension. To explain, we first describe Biderman et al's bifactor ESEM approach, in which an eight-factor solution (or a seven-factor solution if the analysis involved the Big Five inventories) was rotated to a target rotation matrix.…”

Section: Childers Johnson Mcabee and Bidermanmentioning

confidence: 60%

Open Peer Commentary and Author's Response

Zhao¹,

Lawn

Bainbridge

2020

Eur J Pers

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Section: Childers Johnson Mcabee and Bidermanmentioning

confidence: 60%

Open Peer Commentary and Author's Response

Zhao¹,

Lawn

Bainbridge

2020

Eur J Pers

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“…Whereas, some studies have found that OCB-I and OCB-O are predicted equally well by Conscientiousness, and Agreeableness (being kind, sympathetic, warm; Chiaburu et al, 2011;Judge et al, 2013), other results suggest that OCB-I is best predicted by Agreeableness and OCB-O is best predicted by Conscientiousness (Ilies et al, 2009). Despite the relevance of OCB for organizations, there exist only a few studies on its relationship with personality in selection research (Anglim et al, 2018;Heimann et al, 2020).…”

Section: Personality and Performancementioning

confidence: 99%

“…Going beyond the traditional Big Five personality traits, Honesty-Humility has been shown to explain a significant proportion of variance in CWB over and above the other personality traits (Pletzer et al, 2019). Despite its harm to organizational success (Berry et al, 2007), CWB has rarely been considered as a criterion in selection research (Dilchert et al, 2007;Anglim et al, 2018).…”

Section: Personality and Performancementioning

confidence: 99%

Enhancing Personality Assessment in the Selection Context: A Study Protocol on Alternative Measures and an Extended Bandwidth of Criteria

et al. 2021

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Personality traits describe dispositions influencing individuals' behavior and performance at work. However, in the context of personnel selection, the use of personality measures has continuously been questioned. To date, research in selection settings has focused uniquely on predicting task performance, missing the opportunity to exploit the potential of personality traits to predict non-task performance. Further, personality is often measured with self-report inventories, which are susceptible to self-distortion. Addressing these gaps, the planned study seeks to design new personality measures to be used in the selection context to predict a wide range of performance criteria. Specifically, we will develop a situational judgment test and a behavior description interview, both assessing Big Five personality traits and Honesty-Humility to systematically compare these new measures with traditional self-report inventories regarding their criterion-related validity to predict four performance criteria: task performance, adaptive performance, organizational citizenship behavior, and counterproductive work behavior. Data will be collected in a simulated selection procedure. Based on power analyses, we aim for 200 employed study participants, who will allow us to contact their supervisors to gather criterion data. The results of this study will shed light on the suitability of different personality measures (i.e., situational judgment tests and behavior description interviews) to predict an expanded range of performance criteria.

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“…Conscientiousness being predictive of OCB in Blickle et al, 2009; versus Adjustment, Prudence, and Ambition being predictive of OCB in Hogan et al, 1998;versus Agreeableness and Extraversion being predictive of OCB in Anglim et al, 2018). Specifically, in the selection context, exploring methods other than self-reports might offer a promising opportunity to improve personality assessment and thereby the pinpoint prediction of different OCBs.…”

Section: Ocb As a Criterion In Personnel Selectionmentioning

confidence: 99%

Who will go the extra mile? Selecting organizational citizens with a personality-based structured job interview

et al. 2020

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Employees’ organizational citizenship behaviors (OCB) are important drivers of organizational effectiveness. Yet, there exist no established tools for selecting employees with a propensity to engage in OCB. Given that personality traits describe typical behavioral tendencies and are established OCB predictors, we propose that personality assessment is a useful approach for selecting employees who are likely to exhibit OCB. To test this proposition, we developed a structured job interview measuring the Big Five traits and then compared this interview to a personality self-report measure to determine which method of personality assessment works best for selecting organizational citizens. Employees (N = 223) from various occupations participated in the structured job interview and completed the personality self-report in a simulated selection setting. We then obtained supervisor ratings of employees’ OCB. Results supported the assumption that structured job interviews can be specifically designed to assess the Big Five personality traits and, most importantly, to predict OCB. Interview ratings of specific personality traits differentially predicted different types of OCB (i.e., OCB-compliance, OCB-helping, and OCB-initiative) and explained incremental variance in OCB over and above personality self-reports and verbal cognitive ability. Taken together, these findings expand our knowledge about dispositional predictors of OCBs, personality assessment in selection, and the design of job interviews.

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HEXACO personality predicts counterproductive work behavior and organizational citizenship behavior in low-stakes and job applicant contexts

Cited by 50 publications

References 70 publications

Open Peer Commentary and Author's Response

Open Peer Commentary and Author's Response

Enhancing Personality Assessment in the Selection Context: A Study Protocol on Alternative Measures and an Extended Bandwidth of Criteria

Who will go the extra mile? Selecting organizational citizens with a personality-based structured job interview

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