The Incremental Validity of Honesty-Humility Over Cognitive Ability and the Big Five Personality Traits

被引：26
作者：
Oh, In-Sue [1 ]
Le, Huy [2 ]
Whitman, Daniel S. [3 ]
Kim, Kwanghyun [4 ]
Yoo, Tae-Yong [5 ]
Hwang, Jong-Oh [5 ]
Kim, Cheon-Seok [6 ]
机构：
[1] Temple Univ, Philadelphia, PA 19122 USA
[2] Univ Texas San Antonio, San Antonio, TX USA
[3] Louisiana State Univ, Baton Rouge, LA 70803 USA
[4] Korea Univ, Seoul, South Korea
[5] Kwangwoon Univ, Seoul, South Korea
[6] Meerecompany Inc, Gyeonggi Do, South Korea
来源：
HUMAN PERFORMANCE | 2014年 / 27卷 / 03期
关键词：
ORGANIZATIONAL CITIZENSHIP BEHAVIOR; JOB-PERFORMANCE; RANGE RESTRICTION; RELATIVE IMPORTANCE; TASK-PERFORMANCE; 5-FACTOR MODEL; HEXACO MODEL; PREDICTORS; DIMENSIONS; METAANALYSIS;
D O I：
10.1080/08959285.2014.913594
中图分类号：
B849 [应用心理学];
学科分类号：
040203 ;
摘要：
The present study examines the incremental validity of Honesty-Humility (H-H), a measure of the tendency to be fair and genuine in dealing with others, for supervisory ratings of job performance (including both task and contextual performance) over cognitive ability and the Big Five personality traits. Specifically, we explore the incremental validity of H-H in predicting contextual performance. Results based on 217 South Korean military officer candidates are consistent with previous conclusions that Conscientiousness is the strongest predictor of contextual performance and that cognitive ability is the strongest predictor of task performance. More important, our results reveal that H-H offers moderate incremental validity for contextual performance but no incremental validity for task performance over the effects of cognitive ability and the Big Five personality traits.
引用
收藏
页码：206 / 224
页数：19
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