Earlier research in the area showed quite pessimistic results regarding the relations between personality and job performance. Mischel (1968) claimed that personality measures explained only a trivial amount of variance in social performance and that personality was inconsistent across situations. In Guion and Gottier’s (1965) classic art...
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..., greatly improving organizational success.
In sum, a relatively large amount of variances in job performance can be attributed to individual differences in personality when properly measured. While there are differences depending on specific job performance criteria and specific occupations, Conscientiousness and Emotional Stability were found to be consistent predictors for job performance in almost all occupations without geographical boundaries. The remaining Big Five personality factors were found to account for different amounts of variances in specific job performance criteria in specific occupations. Therefore, personality traits show situational specificity in their predictive validity. Future research may explore the specific relationship between personality traits and job performance in greater details to better use the findings in applied contexts.
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