Prediction of First-Year Graduate Success in Psychology: Peer Ratings

Wiggins, Nancy; Blackburn, Margaret; Hackman, J. Richard

doi:10.1080/00220671.1969.10883941

Cited by 51 publications

(30 citation statements)

References 7 publications

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“…In other words, just as expected, within groups, self-reported conscientiousness is reliably, strongly, and positively related to a wealth of objective, quantifiable, concrete, and meaningful correlates. For instance, the positive association between job performance and conscientiousness (Digman 1989;Smith 1967;Wiggins et al 1969;Viswesvaran et al 1996;Salgado 1997;Tett et al 1991) holds across various occupations, such as professionals, police, managers, and sales, whether measured by performance ratings, productivity data, training performance ratings, salary level, turnover status change, or tenure (Barrick and Mount 1991). This shows that conscientiousness, an internal personality trait, does reliably relate to external, measurable success.…”

Section: Latitudinal Variation In Conscientiousnessmentioning

confidence: 99%

Migration Load, Ecological Opportunity, and Obsessive Compulsive Personality Disorder Etiology: Obsessive Character as an Adaptation to Seasonality

Hertler

2015

Evolutionary Psychological Science

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The obsessive-compulsive personality pattern of orderliness, parsimony, and obstinacy was first described and explained by Sigmund Freud. Freud's description was sound, but his explanation was flawed. Further still, no extant etiology, psychoanalytic or otherwise, convincingly accounts for the existence, and intergenerational perpetuation, of obsessive character. Thus, herein is presented a new etiology; an evolutionary etiology that describes obsessive personality, not as a disorder, but as an extreme strategy whose imbalance is a product of post-dispersal evolution. Migration into northerly latitudes brought about a relative release from biotic selective pressures, such as conflict and conspecific competition, and a corresponding increase in abiotic selective pressures, such as cold and seasonal scarcity. Features such as (1) future-oriented thought, (2) parsimoniousness, and (3) compulsive conscientiousness become both viable and intelligible as a temperamental consequence of struggling more exclusively with the elements. After using comparative animal data to demonstrate their biogeographical distribution, the human distribution of these three traits is also shown to be concentrated within northerly latitudes.

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Section: Latitudinal Variation In Conscientiousnessmentioning

confidence: 99%

Migration Load, Ecological Opportunity, and Obsessive Compulsive Personality Disorder Etiology: Obsessive Character as an Adaptation to Seasonality

Hertler

2015

Evolutionary Psychological Science

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“…As a personality variable, conscientiousness may be positively associated with the trait of guiltproneness, and negatively associated with shame-proneness. Conscientiousness correlates with a strong sense of personal responsibility (Smith 1967;Wiggins, Blackburn & Hackman 1969) and selflessness (Moon 2001). Evidence also suggests that the link between conscientiousness and work performance is mediated through many of the same motivational factors that we have argued drive the link between guilt and performance in response to failure (Gellatly 1996).…”

Section: Individual Differences Related To the Modelmentioning

confidence: 99%

Guilt by Design: Structuring Organizations to Elicit Guilt as an Affective Reaction to Failure

Bohns

Flynn

2013

Organization Science

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In this article, we outline a model of how organizations can effectively shape employees' affective reactions to failure. We do not suggest that organizations eliminate the experience of negative affect following performance failures-instead, we propose that they encourage a more constructive form of negative affect (guilt) instead of a destructive one (shame). We argue that guilt responses prompt employees to take corrective action in response to mistakes, while shame responses are likely to elicit more detrimental effects of negative affect. Further, we suggest that organizations can play a role in influencing employees' discrete emotional reactions to the benefit of both employees and the organization. We describe the necessary antecedents for encouraging guilt responses without simultaneously eliciting shame. Essentially, employees are more likely to experience guilt (but not shame) if they feel they had control over a specific negative event and the event resulted in a negative outcome for others. Given these necessary preconditions, we identify a set of organizational characteristics-autonomy, specificity of performance feedback, and outcome interdependence-that can be modified to make the experience of guilt more likely than that of shame in the workplace. The ethical and practical limits of shaping employees' emotional experiences within a negative affective domain are also addressed. Published in Organization Science AbstractIn this article, we outline a model of how organizations can effectively shape employees' affective reactions to failure. We do not suggest that organizations eliminate the experience of negative affect following performance failures-instead, we propose that they encourage a more constructive form of negative affect (guilt) instead of a destructive one (shame). We argue that guilt responses prompt employees to take corrective action in response to mistakes, while shame responses are likely to elicit more detrimental effects of negative affect. Further, we suggest that organizations can play a role in influencing employees' discrete emotional reactions to the benefit of both employees and the organization. We describe the necessary antecedents for encouraging guilt responses without simultaneously eliciting shame. Essentially, employees are more likely to experience guilt (but not shame) if they feel they had control over a specific negative event and the event resulted in a negative outcome for others. Given these necessary preconditions, we identify a set of organizational characteristics-autonomy, specificity of performance feedback, and outcome interdependence-that can be modified to make the experience of guilt more likely than that of shame in the workplace. The ethical and practical limits of shaping employees' emotional experiences within a negative affective domain are also addressed.

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“…Previous work utilizing conscientiousness-related traits has documented its pervasive influence in predicting academic performance in college (e.g., Wolfe & Johnson, 1995) and graduate studies (e.g., Wiggins, Blackburn, & Hackman, 1969). Indeed, conscientiousness is the Big Five dimension with the most impressive record for predicting academic achievement.…”

Section: Theoretical and Empirical Relevance Of Big Five Personality mentioning

confidence: 99%

Personality scale validities increase throughout medical school.

Lievens

Ones

Dilchert

2009

Journal of Applied Psychology

191

181

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Admissions and personnel decisions rely on stable predictor-criterion relationships. The authors studied the validity of Big Five personality factors and their facets for predicting academic performance in medical school across multiple years, investigating whether criterion-related validities change over time. In this longitudinal investigation, an entire European country's 1997 cohort of medical students was studied throughout their medical school career (Year 1, N ϭ 627; Year 7, N ϭ 306). Over time, extraversion, openness, and conscientiousness factor and facet scale scores showed increases in operational validity for predicting grade point averages. Although there may not be any advantages to being open and extraverted for early academic performance, these traits gain importance for later academic performance when applied practice increasingly plays a part in the curriculum. Conscientiousness, perhaps more than any other personality trait, appears to be an increasing asset for medical students: Operational validities of conscientiousness increased from .18 to .45. In assessing the utility of personality measures, relying on early criteria might underestimate the predictive value of personality variables. Implications for personality measures to predict work performance are discussed.

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Prediction of First-Year Graduate Success in Psychology: Peer Ratings

Cited by 51 publications

References 7 publications

Migration Load, Ecological Opportunity, and Obsessive Compulsive Personality Disorder Etiology: Obsessive Character as an Adaptation to Seasonality

Migration Load, Ecological Opportunity, and Obsessive Compulsive Personality Disorder Etiology: Obsessive Character as an Adaptation to Seasonality

Guilt by Design: Structuring Organizations to Elicit Guilt as an Affective Reaction to Failure

Personality scale validities increase throughout medical school.

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