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首页> 外文期刊>Journal of Applied Psychology >Hierarchical representations of the five-factor model of personality in predicting job performance: Integrating three organizing frameworks with two theoretical perspectives
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Hierarchical representations of the five-factor model of personality in predicting job performance: Integrating three organizing frameworks with two theoretical perspectives

机译：预测工作绩效的人格五因素模型的层次表示：将三个组织框架与两个理论观点相结合

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Integrating 2 theoretical perspectives on predictor-criterion relationships, the present study developed and tested a hierarchical framework in which each five-factor model (FFM) personality trait comprises 2 DeYoung, Quilty, and Peterson (2007) facets, which in turn comprise 6 Costa and McCrae (1992) NEO facets. Both theoretical perspectives-the bandwidth-fidelity dilemma and construct correspondence-suggest that lower order traits would better predict facets of job performance (task performance and contextual performance). They differ, however, as to the relative merits of broad and narrow traits in predicting a broad criterion (overall job performance). We first meta-analyzed the relationship of the 30 NEO facets to overall job performance and its facets. Overall, 1,176 correlations from 410 independent samples (combined N = 406,029) were coded and meta-analyzed. We then formed the 10 DeYoung et al. facets from the NEO facets, and 5 broad traits from those facets. Overall, results provided support for the 6-2-1 framework in general and the importance of the NEO facets in particular.
机译：本研究综合了关于预测因子与准则关系的2个理论观点，开发并测试了一个层次结构框架，其中每个五因素模型（FFM）人格特征包括2个DeYoung，Quilty和Peterson（2007）方面，而这些方面又包括6个Costa和McCrae（1992）NEO方面。两种理论观点（带宽保真困境和构建对应关系）都建议，低阶特征可以更好地预测工作绩效（任务绩效和上下文绩效）的各个方面。但是，在预测广泛标准（总体工作绩效）方面，广泛性和狭义性状的相对优点是不同的。我们首先对30个NEO方面与整体工作绩效及其各个方面之间的关系进行荟萃分析。总体而言，对来自410个独立样本（合并的N = 406,029）的1,176个相关性进行了编码和荟萃分析。然后，我们组成了10个DeYoung等。 NEO方面的方面，以及这些方面的5个广泛特征。总体而言，结果总体上为6-2-1框架提供了支持，尤其是NEO方面的重要性。

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