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Using theory to evaluate personality and job-performance relations: A socioanalytic perspective.

Hogan, Joyce, Holland, Brent·2003·Journal of Applied Psychology
DOI 10.1037/0021-9010.88.1.100
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Abstract

The authors used socioanalytic theory to understand individual differences in people's performance at work. Specifically, if predictors and criteria are aligned by using theory, then the meta-analytic validity of personality measures exceeds that of atheoretical approaches. As performance assessment moved from general to specific job criteria, all Big Five personality dimensions more precisely predicted relevant criterion variables, with estimated true validities of .43 (Emotional Stability), .35 (Extraversion-Ambition), .34 (Agreeableness), .36 (Conscientiousness), and .34 (Intellect-Openness to Experience).

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Metadata

Authors
Hogan, J., & Holland, B.
Venue
Journal of Applied Psychology
Publisher
American Psychological Association (APA)
Published
2003
Volume
88
Issue
1
Pages
100-112
ISSN
  • 0021-9010 (ISSN-L)
  • 1939-1854
DOI
10.1037/0021-9010.88.1.100
OpenAlex
W1986817694
Cited by
882
References
10
FWCI
26.45
Type
journal article
Language
en
Open access
closed

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Hogan, J., & Holland, B. (2003). Using theory to evaluate personality and job-performance relations: A socioanalytic perspective. Journal of Applied Psychology. https://doi.org/10.1037/0021-9010.88.1.100

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