The Relationship of the Five-Factor Model of Personality to Job Performance for a Group of Middle Eastern Expatriate Managers

Dalton, Maxine; Wilson, Meena Surie

doi:10.1177/0022022100031002007

Cited by 61 publications

(62 citation statements)

References 12 publications

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“…Job performance is a multidimensional construct consisting of task dimension and contextual dimension (Borman & Motowidlo, 1993). A review of literature indicated individual differences such as gender (Caligiuri & Tung, 1999;Sinangil & Ones, 2003), Big Five Personality (e.g., Dalton & Wilson, 2000;Caligiuri, 2000;Mol et al, 2005), self-monitoring personality (Caligiuri & Day, 2000), goal orientation (Wang & Takeuchi, 2007), task and people orientation (Shaffer et al, 2006), cultural flexibility (Shaffer et al, 2006), non-ethnocentrism (Hechanova et al, 2003), communicational ability, relational ability, stress tolerance (Holopainen & Bjorkman, 2005), and previous international experience (Varma, Toh, & Budhwar, 2006) related to expatriate job performance.…”

Section: Employee Performancementioning

confidence: 99%

The Effects of Psychological Capital on Employee Attitudes and Employee Performance: A Study on Teaching Hospitals in Egypt

Nafei¹

2015

IJBM

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Background: Psychological Capital (PsyCap) is a core construct in the literature of positive psychology. However, there is considerably less evidence on its positive effects on Employee Attitudes (EA) and Employee Performance (EP). Purpose:The objective of this study is to provide empirical evidence on the relationships between PsyCap, EA and EP. This paper also seeks to present the theoretical development of PsyCap, Job Satisfaction (JS), Organizational Commitment (OC), EP and their application to employees at Teaching Hospitals practices. , 1974; and Trimble, 2006), EP (EP Questionnaire, Black & Porter, 1991; and Caligiuri, 1997). Out of the 357 questionnaires that were distributed to employees at Teaching Hospitals in Egypt, 315 usable questionnaires were returned, a response rate of 88%. Research Findings:The results indicated the expected significant positive relationships between PsyCap, JS, OC and EP. In other words, self-efficacy, optimism, hope and resilience significantly correlated with EA and EP. The results also supported the hypothesized model. The study findings support the view that PsyCap, JS, OC, and EP are related constructs. Practical Implications:The study suggests that Teaching Hospitals in Egypt can improve EA and EP by influencing its PsyCap, specifically, by developing self-efficacy, optimism, hope and resilience. The study provided that it is necessary to pay more attention to the dimensions of PsyCap as a key source for organizations to enhance the competitive advantage which is of prime significance for EA and EP. Originality/Value: Preliminary evidence of the psychometric properties of the PCQ-24, which measures the construct of PsyCap (hope, self-efficacy, resilience and optimism) on an Egyptian sample, is provided in this study. Also, this study discusses the additional studies essential for further development of research based on organizational and management effectiveness.

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Section: Employee Performancementioning

confidence: 99%

The Effects of Psychological Capital on Employee Attitudes and Employee Performance: A Study on Teaching Hospitals in Egypt

Nafei¹

2015

IJBM

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“…Neurotic individuals tend to have relatively negative core self-evaluations, leading to emotional distress and associated behaviors (Rusting & Larsen, 1998). Neuroticism also related to a person's general tendency to experience negative effects such as fear, sadness, embarrassment, anger, guilt, and disgust (Dalton & Wilson, 2000). Albeit limited, the available studies have linked personality factor with various expatriate outcomes such CCA (Shaffer et al, 2006), job performance (Mol, Born, Willemsen & Van Der Molen, 2005) and premature return from assignment (e.g., Caligiuri, 2000a).…”

Section: Personalitymentioning

confidence: 99%

Personality and Cross-Cultural Adjustment among Expatriate Assignees in Malaysia

Ramalu

Rose

Uli

et al. 2010

IBR

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This paper investigates the affects of personality traits on expatriate cross-cultural adjustment. Based on sample of 332 expatriates working in Malaysia, personality factor found to be a significant determinant of expatriate cross-cultural adjustment in international assignments. Specifically, the results of this study reveal that expatriates in Malaysia with greater agreeableness personality fared better in their general and interaction adjustment. Those with greater extraversion found to adjust better in general environment. Those with greater conscientiousness and openness to experience adjusted better to the work environment. The findings of this study contributes to the body of knowledge in the cross-cultural management field and have practical implication to expatriating firms especially in the area of selection and training of candidates for international assignments.

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“…b. ns reflect subsets of the original sample in cases where criterion data were only available for that subset. Bolino & Feldman (2000) [ [ Caligiuri (2000) [ Caligiuri & Tung (1999) [ Dalton & Wilson (2000) [ Deller (2000) [ Feldman & Thomas (1992) [ ( ) Grösch (2004 [ Gross (2002) [ Guthrie & Zektick (1967) [ Harrison & Shaffer (2001) [ Kraimer et al (2001) [ Leslie, Dalton, Ernst, & [ [ [ [ [ Deal (2002) Liu (2003 [ Mischel (1965) [ Parker & McEvoy (1993) ( ) Schneider (1997 [ [ [ [ [ [ [ [ [ [ [ [ [ [ [ [ [ [ Shaffer et al (2003): Shaffer et al (2003): Study 2 Shaffer et al (2003): …”

Section: Categorizationmentioning

confidence: 99%

“…In this respect, Arthur and Bennett (1995) note that more than five decades of research on expatriate selection has failed to yield a clear and explicit knowledge structure of what it is we should be training and selecting for. Evidence for different schools of thought may be found in the fact that some researchers seek an answer to this criterion issue in the expatriate's adjustment (e.g., Black, 1990), whereas others (e.g., Dalton & Wilson, 2000) emphasize the expatriate's job performance as the criterion of choice.Although the antecedents and consequences of expatriate adjustment have been well documented (see Bhaskar-Shrinivas, Harrison, Shaffer, & Luk, 2005;Hechanova, Beehr, & Christiansen, 2003, for meta-analytic reviews), many authors within the expatriate management literature have lamented the unavailability of job performance criteria for expatriates (see, e.g., Arthur & Bennett, 1995Hawes & Kealey, 1979;Kealey & Protheroe, 1996;Mol, Born, & Van der Molen, 2003;Ones & Viswesvaran, 1997;Sinangil & Ones, 2001;Werner, 2002).Nevertheless, there has recently been an increase in empirical publications vis-à-vis expatriate job performance. This is affirmed by two meta-analytic publications about the relationship between training and expatriate job performance (see Deshpande & Viswesvaran, 1992;Morris & Robie, 2001).…”

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confidence: 99%

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confidence: 99%

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Predicting Expatriate Job Performance for Selection Purposes

Mol

Born

Willemsen³

et al. 2005

Journal of Cross-Cultural Psychology

228

218

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This article meta-analytically reviews empirical studies on the prediction of expatriate job performance. Using 30 primary studies (total N = 4,046), it was found that predictive validities of the Big Five were similar to Big Five validities reported for domestic employees. Extraversion, emotional stability, agreeableness, and conscientiousness were predictive of expatriate job performance; openness was not. Other predictors that were found to relate to expatriate job performance were cultural sensitivity and local language ability. Cultural flexibility, selection board ratings, tolerance for ambiguity, ego strength, peer nominations, task leadership, people leadership, social adaptability, and interpersonal interest emerged as predictors from exploratory investigations (K < 4). It is surprising that intelligence has seldom been investigated as a predictor of expatriate job performance.Keywords: expatriate; job performance; selection; meta-analysis; predictive validity; Big Five; criterion; criteriaResearch aimed at improving expatriate selection practices shows characteristics of a domain in its pre-paradigmatic state. According to Kuhn (1962), the pre-paradigmatic period is typified by a lack of cohesion and consensus about research methods and objects, by the appearance of schools of thought, and by a conflict between these schools. Although there is little evidence of a conflict, the lack of cohesion and consensus about research objects is striking within the expatriate management literature. On the basis of either a theory or a review of earlier empirical work, many authors (e.g., Arthur & Bennett, 1995;Brislin, 1981;Gudykunst & Hammer, 1984;Hannigan, 1990;Jordan & Cartwright, 1998;Kealey, 1996;Kealey & Ruben, 1983;Leiba-O'Sullivan, 1999;Mendenhall & Oddou, 1985;Ones & Viswesvaran, 1997;Ronen, 1989) have compiled substantive lists of predictors that almost consistently show more uniqueness than overlap when compared to one another. For example, whereas Arthur and Bennett (1995) identify job knowledge and motivation, relational skills, flexibility/adaptability, extracultural openness, and family situation as factors that appear to contribute to international assignment success, Ones and 590 AUTHORS' NOTE: This research was supported in part by funding from GITP International BV, Nijmegen, The Netherlands. The opinions expressed by the authors are their own and do not necessarily reflect the views of GITP International BV. The authors would like to thank M. Evelina Ascalon for her valuable comments that inspired this study, Marieke van Onna, Lidia Arends and Niels Smits for their statistical advice, and, Margaret Shaffer, Maxine Dalton, Kevin Williams, Judith Volmer and others who kindly answered inquiries about their data. Viswesvaran (1997) focus on the Big Five personality dimensions (emotional stability, extraversion, openness to experience, agreeableness, and conscientiousness) in the prediction of aspects of expatriate success. It is difficult to find a common denominator within these lists (cf. Sinangi...

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The Relationship of the Five-Factor Model of Personality to Job Performance for a Group of Middle Eastern Expatriate Managers

Cited by 61 publications

References 12 publications

The Effects of Psychological Capital on Employee Attitudes and Employee Performance: A Study on Teaching Hospitals in Egypt

The Effects of Psychological Capital on Employee Attitudes and Employee Performance: A Study on Teaching Hospitals in Egypt

Personality and Cross-Cultural Adjustment among Expatriate Assignees in Malaysia

Predicting Expatriate Job Performance for Selection Purposes

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