The Big Five Personality Traits and Individual Job Performance Growth Trajectories in Maintenance and Transitional Job Stages.

Abstract

This study extends the literature on personality and job performance through the use of random coefficient modeling to test the validity of the Big Five personality traits in predicting overall sales performance and sales performance trajectories--or systematic patterns of performance growth--in 2 samples of pharmaceutical sales representatives at maintenance and transitional job stages (K. R. Murphy, 1989). In the maintenance sample, conscientiousness and extraversion were positively associated with between-person differences in total sales, whereas only conscientiousness predicted performance growth. In the transitional sample, agreeableness and openness to experience predicted overall performance differences and performance trends. All effects remained significant with job tenure statistically controlled. Possible explanations for these findings are offered, and theoretical and practical implications of findings are discussed.

The power of presence: The role of mindfulness at work for daily levels and change trajectories of psychological detachment and sleep quality.

“…Researchers have therefore frequently controlled for work characteristics when investigating recoveryrelated variables like psychological detachment (e.g., Fritz et al, 2010;Sonnentag, 2003). In order to be able to control for potential confounding effects, we therefore chose to control for workload and time pressure with a German translation of the Questionnaire on the Experience and Evaluation of Work (VBBA; van Veldhoven & Meijman, 1994; see also Bakker, Veldhoven, & Xanthooulou, 2010). The VBBA measures quantitative work demands in terms of workload and time pressure with 11 items.…”

“…To have an indication of the strength of effects, we calculated pseudo-R 2 statistics (Raudenbush & Bryk, 2002;Singer & Willett, 2003; see also Thoresen, Bradley, Bliese, & Thoresen, 2004). As can be seen from Table 5, the growth term weekday predicted 4% of within-person variation in psychological detachment, Level 2 work demands and trait mindfulness explained 22% of intercept variance (interindividual differences in participants' starting values in psychological detachment), and trait mindfulness explained about 53% of the variance in weekday slopes (interindividual differences in participants' change patterns in psychological detachment over the work week).…”

“…Unlike traditional measures of R 2 obtained from ordinary least squares regression, pseudo R 2 statistics are approximations and can have negative values. In such cases, we set the pseudo R 2 value to zero (see also Thoresen et al, 2004). This document is copyrighted by the American Psychological Association or one of its allied publishers.…”

When regulating emotions at work pays off: A diary and an intervention study on emotion regulation and customer tips in service jobs.

“…We therefore investigated differences between the three groups in change of tips per client across the 10 days in a growth modeling analysis (Bliese & Ployhart, 2002). Training processes often follow a learning curve which can be characterized by a positive linear (sharp increase in the beginning), a negative quadratic, and a positive cubic trend (continued increase but at a slower rate) at the origin of time (Thoresen, Bradley, Bliese, & Thoresen, 2004). Growth modeling results revealed that changes in tip in the compliant intervention group between Day 1 and Day 10 were in line with a learning curve (linear: coef.…”

Associations Between the Big Five Personality Traits and a Medical School Admission Interview

“…[6][7][8] This instrument is available for the assessment of the five-factor model (FFM) that comprises the broad trait dimensions of openness to experience, conscientiousness, extraversion, agreeableness, neuroticism and their more specific facets as one of the most widely accepted taxonomic structures of personality. 10 This model provides a framework of informed personality research in organisational studies 11 due to its ability to predict the performance of individuals in different occupational settings 12 mostly because of the conscientiousness trait suggested as being the most consistent trait in predicting good work outcomes across different contexts.…”