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首页> 外文期刊>Journal of Applied Psychology >Uncovering Curvilinear Relationships Between Conscientiousness and Job Performance: How Theoretically Appropriate Measurement Makes an Empirical Difference
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Uncovering Curvilinear Relationships Between Conscientiousness and Job Performance: How Theoretically Appropriate Measurement Makes an Empirical Difference

机译：发现尽职调查与工作绩效之间的曲线关系：理论上适当的测量如何产生经验差异

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摘要

The personality trait of conscientiousness has seen considerable attention from applied psychologists due to its efficacy for predicting job performance across performance dimensions and occupations. However, recent theoretical and empirical developments have questioned the assumption that more conscientiousness always results in better job performance, suggesting a curvilinear link between the 2. Despite these developments, the results of studies directly testing the idea have been mixed. Here, we propose this link has been obscured by another pervasive assumption known as the dominance model of measurement: that higher scores on traditional personality measures always indicate higher levels of conscientiousness. Recent research suggests dominance models show inferior fit to personality test scores as compared to ideal point models that allow for curvilinear relationships between traits and scores. Using data from 2 different samples of job incumbents, we show the rank-order changes that result from using an ideal point model expose a curvilinear link between conscientiousness and job performance 100% of the time, whereas results using dominance models show mixed results, similar to the current state of the literature. Finally, with an independent cross-validation sample, we show that selection based on predicted performance using ideal point scores results in more favorable objective hiring outcomes. Implications for practice and future research are discussed.
机译：尽职尽责的人格特质已被应用心理学家广泛关注，因为它能有效预测跨绩效维度和职业的工作绩效。但是，最近的理论和经验发展对以下假设提出了质疑：更尽责的人总是会带来更好的工作绩效，这表明两者之间存在曲线联系。尽管有这些进展，但直接检验这一想法的研究结果还是混杂的。在这里，我们认为这种联系已被另一个普遍的假设（称为测量的主导模型）所遮盖：传统人格测量的较高分数始终表示较高的尽职调查水平。最新研究表明，与理想模型相比，优势模型对人格测验的拟合性较差，后者在特征和得分之间存在曲线关系。使用来自2个不同的工作岗位样本的数据，我们显示了使用理想点模型所导致的排名变化，暴露了尽职调查与工作绩效之间的曲线关系（100％的时间），而使用优势模型的结果则显示出混合的结果，相似到目前的文学状态。最后，通过一个独立的交叉验证样本，我们表明，使用理想的分数来基于预测的绩效进行选择，会得出更有利的客观招聘结果。讨论了对实践和未来研究的影响。

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