The five-factor model of personality traits and organizational citizenship behaviors: A meta-analysis.

Abstract

Using meta-analytic tests based on 87 statistically independent samples, we investigated the relationships between the five-factor model (FFM) of personality traits and organizational citizenship behaviors in both the aggregate and specific forms, including individual-directed, organization-directed, and change-oriented citizenship. We found that Emotional Stability, Extraversion, and Openness/Intellect have incremental validity for citizenship over and above Conscientiousness and Agreeableness, 2 well-established FFM predictors of citizenship. In addition, FFM personality traits predict citizenship over and above job satisfaction. Finally, we compared the effect sizes obtained in the current meta-analysis with the comparable effect sizes predicting task performance from previous meta-analyses. As a result, we found that Conscientiousness, Emotional Stability, and Extraversion have similar magnitudes of relationships with citizenship and task performance, whereas Openness and Agreeableness have stronger relationships with citizenship than with task performance. This lends some support to the idea that personality traits are (slightly) more important determinants of citizenship than of task performance. We conclude with proposed directions for future research on the relationships between FFM personality traits and specific forms of citizenship, based on the current findings.

Why and when workplace ostracism inhibits organizational citizenship behaviors: An organizational identification perspective.

“…Third, following Chiaburu, Oh, Berry, Li, and Gardner (2011), we examine both affiliative-and change-oriented citizenship behavior. Previous studies on workplace ostracism have examined its effect on affiliative citizenship behavior, such as individual-directed citizenship behavior (OCBI; i.e., actions aiming to benefit work colleagues) and organization-directed citizenship behavior (OCBO; i.e., actions aiming to benefit the organization as a whole) (Williams & Anderson, 1991), but have not yet examined its effect on change-oriented citizenship behavior or actions aiming to identify and implement changes in order to improve work effectiveness (Choi, 2007).…”

Étude sur les caractéristiques de la personnalité reliées à la performance académique en sciences administratives /

“…Grâce à ces recherches, de récentes méta-analyses (Van Iddekinge, 2011;Morris, 2011;Bowling, 2010;et Chiaburu, 2011) ont pu être réalisées et ont contribué à la synthèse de la littérature. Ainsi, peut-on espérer une meilleure définition d'une « conjugaison » complexe de la personnalité, afin de pouvoir l'évaluer.…”

“…Cette idée résulte d'études empiriques et méta-analytiques ayant mis en évidence les liens entre certains construits de la personnalité et la performance (Hamilton et Freeman, 1971;Barrick et Mount, 1991;Hough, 1990;Goff et Ackerman, 1992;Blickle, 1996;Cacioppo, 1996;De Raad et Schouwenburg, 1996;Rindermann et Neubauer, 2001;Bowling, 2010;Chiaburu, 2011). …”

Quantifying the effects of external factors on individual performance

“…Specifically, we measured the participants' affect in search for predispositions to experience a certain emotion. Similarly, we also measured personality in terms of the Big-Five dimensions [43]. Finally, we measured the participants' preferences in terms of music and movie genres, among other aspects.…”