A comparison of work-specific and general personality measures as predictors of work and non-work criteria

被引：31

作者：

Bowling, Nathan A. ^{[1
]}

Burns, Gary N. ^{[1
]}

机构：

[1] Wright State Univ, Dept Psychol, Dayton, OH 45435 USA

来源：

PERSONALITY AND INDIVIDUAL DIFFERENCES | 2010年 / 49卷 / 02期

关键词：

Personality; Frame-of-reference; Job attitudes; Stress; Health; FRAME-OF-REFERENCE; INCREMENTAL VALIDITY; 5-FACTOR MODEL; SCALE SCORES; PERFORMANCE; SATISFACTION; LIMITATIONS; DIMENSIONS; MEDIATION; RESPONSES;

D O I：

10.1016/j.paid.2010.03.009

中图分类号：

B84 [心理学];

学科分类号：

04 ; 0402 ;

摘要：

Previous studies on frame-of-reference effects have focused on domain-specific personality measures as predictors of performance. The current study expands on this research by comparing work-specific and general personality as predictors of non-performance work criteria. Using self-report data collected from 239 workers employed in a variety of different organizations, we found evidence that work-specific personality yielded stronger relationships with job satisfaction, work frustration, turnover intention, and absenteeism than did general personality. Furthermore, we found several instances in which work-specific personality predicted incremental variance in these criteria after general personality was controlled. Contrary to our hypothesis, general personality did not have stronger relationships with general criteria than did work-specific personality. In sum, these findings suggest that the use of work-specific personality measures can increase predictive validity when work-specific criteria are used without sacrificing one's ability to predict general criteria. (C) 2010 Elsevier Ltd. All rights reserved.

引用

页码：95 / 101

页数：7

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