Relationship of personality to performance motivation: A meta-analytic review.

Judge, Timothy A.; Ilies, Remus

doi:10.1037/0021-9010.87.4.797

Cited by 975 publications

(764 citation statements)

References 75 publications

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“…Conscientiousness, which represents a tendency for individuals to be goal focused (Barrick, Mount, & Strauss, 1993) and highly motivated (Judge & Ilies, 2002), bears links with achievements within the work environment. Hence, the experience of unemployment may curtail opportunities to express conscientious type behavior.…”

Section: Conscientiousnessmentioning

confidence: 99%

Personality change following unemployment.

Boyce

Wood

Daly

et al. 2015

Journal of Applied Psychology

176

121

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Unemployment has a strongly negative influence on well-being, but it is unclear whether it also alters basic personality traits. Whether personality changes arise through natural maturation processes or contextual/environmental factors is still a matter of debate. Unemployment, a relatively unexpected and commonly occurring life event, may shed light on the relevance of context for personality change. We examined, using a latent change model, the influence of unemployment on the five-factor model of personality in a sample of 6,769 German adults, who completed personality measures at 2 time points 4 years apart. All participants were employed at the first time point, and a subset became unemployed over the course of the study. By the second time point, participants had either remained in employment, been unemployed from 1 to 4 years, or had experienced some unemployment but become reemployed. Compared with those who had remained in employment, unemployed men and women experienced significant patterns of change in their mean levels of agreeableness, conscientiousness, and openness, whereas reemployed individuals experienced limited change. The results indicate that unemployment has wider psychological implications than previously thought. In addition, the results are consistent with the view that personality changes as a function of contextual and environmental factors.

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Section: Conscientiousnessmentioning

confidence: 99%

Personality change following unemployment.

Boyce

Wood

Daly

et al. 2015

Journal of Applied Psychology

176

121

View full text Add to dashboard Cite

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“…

AbstractThis field study examines the joint effects of social exchange relationships at work (LMX:leader-member exchange and TMX: team-member exchange) and employee personality Existing research has demonstrated the importance of personality characteristics and social exchange relationships as predictors of task and citizenship performance (Barrick & Mount, 1991;Eisenberger, Fasolo, & Davis-LaMastro, 1990;Judge & Ilies, 2002;LePine & Van Dyne, 2001;Settoon, Bennett, & Liden, 1996). To date, however, consideration of personality characteristics and social exchange relationships as predictors of employee performance has been addressed in two predominantly separate literatures.

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mentioning

confidence: 99%

“…A great deal of research has examined relationships between personality and task performance (Judge & Ilies, 2002), with recent emphasis on the Five-Factor Model (FFM) of personality as a parsimonious organizing framework (Barrick & Mount, 1991;Hogan, Hogan, & Roberts, 1996;. Building on this foundation, at least two studies demonstrate especially strong relationships between personality and behavior when specific aspects of personality are linked with theoretically relevant outcomes (Colbert, Mount, Harter, Witt, & Barrick, 2004;Tett, Jackson, & Rothstein, 1991).…”

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confidence: 99%

The joint effects of personality and workplace social exchange relationships in predicting task performance and citizenship performance.

Kamdar

Dyne

2007

Journal of Applied Psychology

378

294

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This field study examines the joint effects of social exchange relationships at work (LMX:leader-member exchange and TMX: team-member exchange) and employee personality Existing research has demonstrated the importance of personality characteristics and social exchange relationships as predictors of task and citizenship performance (Barrick & Mount, 1991;Eisenberger, Fasolo, & Davis-LaMastro, 1990;Judge & Ilies, 2002;LePine & Van Dyne, 2001;Settoon, Bennett, & Liden, 1996). To date, however, consideration of personality characteristics and social exchange relationships as predictors of employee performance has been addressed in two predominantly separate literatures. Additionally, while teams are increasingly important in organizations (Ilgen, 1999) and the construct of team member exchange was introduced over fifteen years ago (Seers, 1989), we are aware of no research that simultaneously examines leader member exchange (LMX) and team member exchange (TMX) relationships as predictors of employee task and citizenship performance.Emphasizing the benefits of integrative research that simultaneously considers personality and social exchange predictors of performance, this field study has two primary purposes. First, we develop and test theoretical arguments that two personality characteristics (conscientiousness and agreeableness) and two social exchange relationships (LMX and TMX) interact to predict task performance and helping behavior of professionals working in teams.More specifically, based on Trait Activation Theory (Tett & Burnett, 2003), we propose and demonstrate interactions where high quality social exchange relationships weaken the positive effects of personality on performance. Second, drawing on Ajzen's (1988) principle of compatibility, we argue that LMX has special relevance to behaviors targeted at the supervisor and TMX has special relevance to behaviors targeted at coworkers. Thus, we extend past research that has demonstrated differential effects of LMX and Perceived Organizational Support (POS: Masterson, Lewis, Goldman, & Taylor, 2000: Settoon et al., 1996 by considering interactive effects of personality and LMX in predicting outcomes targeted at the supervisor as 4 well as interactive effects of personality and TMX in predicting outcomes targeted at peers.We first define task and citizenship performance. We then consider personality and quality of exchange relationships as predictors of task and citizenship performance. Finally, we integrate work on personality and exchange relationships, arguing that quality of exchange relationships moderates the effects of personality on task and citizenship performance. Task Performance and Citizenship PerformancePerformance is a complex, multi-dimensional construct (Campbell, 1999). As such, finegrained conceptualizations can provide a better understanding of relationships between specific predictors and specific aspects of performance (Hogan & Holland, 2003;Johnson, 2001;Podsakoff, MacKenzie, Paine, & Bachrach, 2000;Rotundo & Sackett, 2002...

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“…Abundant evidence from experiments suggests people, in general, di¤er in predisposition to cooperate (Palfrey and Prisbrey [1997], Andreoni and Croson [2008]). Extensive research in industrial and organization psychology demonstrates that an individual's conscientiousness, a reliable and consistent dimension of personality, relates strongly to job performance across di¤erent types of jobs (Judge and Ilies [2002]). Studies of moral development demonstrate that such pro-social attitudes develop a functional autonomy over time and become distinct from short-term calculations of self-interest (Staub [1978]).…”

Section: Introductionmentioning

confidence: 99%

Building Social Trust: A Human-Capital Approach

Huang¹

2007

JITE

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Much evidence suggests individuals di¤er in their predisposition to cooperate, which is essentially a component of human capital. This paper examines the role of individual cooperative tendencies and their interactions with institutions in generating social trust; it also endogenizes cooperative tendencies using a human capital investment model. Multiple equilibria and ine¢ ciencies exist due to positive externalities. An innovative …nding is that, when institutions are more e¤ective in punishing defecting behaviors, more people invest in cooperative tendencies and hence the endogenous social trust is higher, though the equilibrium cooperative tendencies are lower. This paper provides a plausible explanation for many empirical and experimental results. (JEL: Z13, J24)

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Relationship of personality to performance motivation: A meta-analytic review.

Cited by 975 publications

References 75 publications

Personality change following unemployment.

Personality change following unemployment.

The joint effects of personality and workplace social exchange relationships in predicting task performance and citizenship performance.

Building Social Trust: A Human-Capital Approach

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