Block 2.8 Performance at Work: Problem 3, Beyond Intelligence (English Summary)

PROBLEM 3. BEYOND INTELLIGENCE 1



Personality, Personnel Selection, and Job Performance
Dimitri van der Linden et al.


Definitions
 Job Performance: objective or subjective performance/work-
related activities. The majority of research on the topic job
performance is used as an outcome.
 Personnel selection: Process of selecting the best employees
for specific jobs.
o Personality has predictive validity for job performance 
important for the selection procedure
The Big 5 and Job Performance
Big 5 shows consistent but low-moderate criterion validity for job
performance
 Conscientiousness was the broadest and most consistent
predictor of performance
 Emotional stability was the only other trait that showed
significant correlation with performance
 Extraversion & Openness positively and significantly
correlated with training
 Agreeableness and Extraversion positively and significantly
with team work
o Not considering behaviors outside job-description
 All Big 5 were positively correlated with OCB (expt neuroticism)
 Conscientiousness, Agreeableness and Emotional stability
negatively correlate with CWB
 ALL BIG 5 expt. Agreeableness assoc. significantly with
leadership (effectiveness and transformation leadership)

Conclusion: Using the Big 5 taxonomy for selection is established
and valid procedure, but modest main effects  limited use

The HEXACO Personality Model
HEXACO model: includes the Big 5 and honesty-humility
 Adds predictive value to the ethical aspect of performance
 Good (negative) prediction of CWB and delinquent tendencies
 Important for jobs with integrity as main component e.g.
police officer, judge
Dark Triad

, PROBLEM 3. BEYOND INTELLIGENCE 2


1. Machiavellism: unconventional morality views, low empathy,
willingness to deceive/manipulate for one’s own gain
2. Narcissism: self-enhancement, unrealistic positive view of
personality or appearance
3. Psychopathy: impulsivity, thrill-seeking + low empathy,
callousness and manipulative tendencies
 Common components: low empathy, callousness, and
tendency to manipulate others
 Debate: treat them individually or look at their shared variance
(50-75%)?
Dark Triad and job performance
Depends on timing and job- non-linear relationship
 Positive: reach success as managers, salespeople and any job
that you influence people, psychoticism  creativity (artists,
scientists)
 Negative: increased tendency toward delinquent behavior &
problematic social relationships
Meta-analysis from O’Boyle
 Machiavellism and psychopathy: small negative correlations with
job performance
 Narcissism had no significant relation with job performance
 All three associated positively with CWB
 Dark triad influences career choices with optimal utility and
minimal costs for themselves e.g. narcissist chose jobs that lead
to admiration
Emotional Intelligence
O’Boyle (problem 2)  EI is a trait (or ability) which should be
taken seriously with regard to predicting job performance.
The Optimal Level of Trait Measurement for Predicting Job
Performance: The Bandwidth-Fidelity Discussion
Bandwidth-Fidelity Discussion: Narrow or broad traits are better for predicting job
performance?
 Broad constructs (Big 5/HEXACO): more preferred, combination
of facets increases reliability, unique job features are
overestimated, broad criterion (job performance) = broad
predictors
 Facets (30 facets of NEO-PI-R): effective when criterion-predictor
aligned to predict a narrow job aspect you need a narrow trait
o Both might be effective predictors under appropriate
conditions