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Not only correlations: a different approach for investigating the relationship between the Big Five personality traits and job performance based on workers and employees’ perception

Author

Listed:
  • Riccardo Sartori

    (University of Verona)

  • Arianna Costantini

    (University of Verona)

  • Andrea Ceschi

    (University of Verona)

  • Andrea Scalco

    (University of Verona)

Abstract

The paper presents the results of a study on the relationship between the Big Five of personality and job performance carried out by surveying workers and employees’ perception on the matter instead of passing through the computation of possibly faked (and biased) correlation coefficients between them. This in order to both fill a void in the literature and explore different approaches for such an investigation. The study was carried out by means of three methods: a semi-structured interview; the request to assess the relative importance of each Big Five for job performance (further investigation was carried out with 21 human resource managers and recruiters); the request to fill in the Big Five Questionnaire having in mind a best performer. Results show that the way workers and employees are asked to report on which Big Five makes the difference in job performance affects their answers. Some regularities emerge though: in workers and employees’ perception, to make the difference in job performance is mainly a behavioral trait (Conscientiousness or Extraversion). Emotional Stability is recognized to be the second most important Big Five. Agreeableness and Openness do not seem to make much difference in job performance. These results are partially consistent with results of research carried out by making use of correlation coefficients.

Suggested Citation

  • Riccardo Sartori & Arianna Costantini & Andrea Ceschi & Andrea Scalco, 2017. "Not only correlations: a different approach for investigating the relationship between the Big Five personality traits and job performance based on workers and employees’ perception," Quality & Quantity: International Journal of Methodology, Springer, vol. 51(6), pages 2507-2519, November.
    • Handle: RePEc:spr:qualqt:v:51:y:2017:i:6:d:10.1007_s11135-016-0406-2
    DOI: 10.1007/s11135-016-0406-2
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    References listed on IDEAS

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    1. Riccardo Sartori & Margherita Pasini, 2007. "Quality and Quantity in Test Validity: How can we be Sure that Psychological Tests Measure what they have to?," Quality & Quantity: International Journal of Methodology, Springer, vol. 41(3), pages 359-374, June.
    2. Riccardo Sartori, 2010. "Face validity in personality tests: psychometric instruments and projective techniques in comparison," Quality & Quantity: International Journal of Methodology, Springer, vol. 44(4), pages 749-759, June.
    3. Riccardo Sartori & Andrea Ceschi, 2013. "Assessment and development centers: judgment biases and risks of using idiographic and nomothetic approaches to collecting information on people to be evaluated and trained in organizations," Quality & Quantity: International Journal of Methodology, Springer, vol. 47(6), pages 3277-3288, October.
    4. Roberto Burro & Riccardo Sartori & Giulio Vidotto, 2011. "The method of constant stimuli with three rating categories and the use of Rasch models," Quality & Quantity: International Journal of Methodology, Springer, vol. 45(1), pages 43-58, January.
    5. Serena Cubico & Elisa Bortolani & Giuseppe Favretto & Riccardo Sartori, 2010. "Describing the entrepreneurial profile: the entrepreneurial aptitude test (TAI)," International Journal of Entrepreneurship and Small Business, Inderscience Enterprises Ltd, vol. 11(4), pages 424-435.
    Full references (including those not matched with items on IDEAS)

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