Revisiting relationships between personality and job performance: working hard and working smart

Hung, Wei-Tien

doi:10.1080/14783363.2018.1458608

Cited by 19 publications

(15 citation statements)

References 83 publications

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“…Scholars have shown that personality factors are key to assessing performance per-se, creative performance, and innovation [44]. Nonetheless, one finds inconsistent results in the scholarly literature as to the correlation of innovative work behavior and personality [44,45,46]. The present study settles this problem by introducing an innovative theoretical model that combines the FFM with the categories of innovation and outstanding performance at its two-constitutive levels: task and contextual performance.…”

Section: Personality Traitsmentioning

confidence: 89%

“…The Five Factor Model (FFM) has become the most comprehensive scientific tool for consistently measuring personal behavior and psychological characteristics [24]. Scholars have shown that personality factors are key to assessing performance per-se, creative performance, and innovation [44]. Nonetheless, one finds inconsistent results in the scholarly literature as to the correlation of innovative work behavior and personality [44,45,46].…”

Section: Personality Traitsmentioning

confidence: 99%

“…Agreeableness is a predictor of task performance [50], and has a significantly positive effect on contextual performance [51]. This notwithstanding, scholars have found that agreeableness does not influence innovative performance [29,44,52].…”

Section: Personality Traitsmentioning

confidence: 99%

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Outstanding Employees Performance: Personality Traits, Innovation and Knowledge ‎Management

Eshet

Harpaz

2021

Proceedings of the Annual Hawaii International Conference on System Sciences

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This paper analyzes the relationship among outstanding employees' personality traits, innovation and performance. It stems from Motowidlo, Borman, & Schmit's theory of performance, which distinguishes between task and contextual performance, leading to personal job success and creativity. The innovative paired sample is composed of both, 189 outstanding employees and their supervisors, and a common employee (182) control group. Findings show that agreeableness and extraversion are significantly correlated to contextual behavior. The present paper contribution is that it enlightens for the first time the relationship the above-mentioned performance. This in turn can be employed as an assessment tool which can assist Human Resources Units in obtaining strategic knowledge of its employees for proactive management of their innovative knowledge assets, for better systematic management of organizational knowledge.

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Section: Personality Traitsmentioning

confidence: 89%

Section: Personality Traitsmentioning

confidence: 99%

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Outstanding Employees Performance: Personality Traits, Innovation and Knowledge ‎Management

Eshet

Harpaz

2021

Proceedings of the Annual Hawaii International Conference on System Sciences

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“…For example, individuals high in Agreeableness might strive to cooperate with others in everyday life. Thus, they are more likely to know which behaviors are effective at enabling cooperation (e.g., actively listening to others and asking questions to better understand them) and how to effectively display these behaviors (Motowidlo et al, 1997 ; Hung, 2020 ). When it comes to working in a team, agreeable individuals are thus more likely to cooperate successfully with others, based on their knowledge, skills and habits (Tasa et al, 2011 ).…”

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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“…Studi internazionali (Angelici & Profeta, 2020) riferiscono che lo Smart Working in fase pre-Covid-19 era diffuso tra il 16% e il 17% in Cina, Europa e USA. Naturalmente, in relazione alla crisi sociosanitaria provocata dalla pandemia da covid-19 (2020), le percentuali sfiorano la quasi totalità delle attività lavorative (Hung, 2020). Pur descrivendo situazioni di iper-isolamento dovute all'utilizzo dello Smart Working per lunghi periodi, i lavoratori la ritengono una scelta necessaria per non abbandonare il proprio posto di lavoro.…”

Section: La Prestazione Agileunclassified

Prestazioni Smart e percezione di benessere: categorie definitorie del Knowledge work contemporaneo

Toto

Limone

2020

MeTis

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Lo smart Working nasce per rispondere ad esigenze di conciliazione dei tempi di vita e di lavoro e per effetto della rivoluzione tecnologica. A seguito dell'emergenza 2020 (da covid-19) lo smart working diventa una modalità strutturale nei contesti lavoratavi più disparati, amministrativo, educativo, gestionale, ecc. Tale modificazione di contesto e di pratiche ha stimolato il dibattito pedagogico ad interrogarsi su tre concetti chiave, quali il potenziale umano (1) inteso come capacità di autorealizzarsi del soggetto, la prestazione agile (2) che si connota delle caratteristiche della precarietà e della flessibilità e la percezione del benessere (3) all'interno di un contesto di lavoro dematerializzato. Lo scopo di questo articolo è indagare la risemantizzazione di queste tre categorie e attraverso evidenze scientifiche e riflessioni in corso sulle tematiche proporre un modello pedagogico orientato al benessere percepito.

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Revisiting relationships between personality and job performance: working hard and working smart

Cited by 19 publications

References 83 publications

Outstanding Employees Performance: Personality Traits, Innovation and Knowledge ‎Management

Outstanding Employees Performance: Personality Traits, Innovation and Knowledge ‎Management

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

Prestazioni Smart e percezione di benessere: categorie definitorie del Knowledge work contemporaneo

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