Given that little research has examined non-linear relationships among personality and job performance, might other measures of personality potentially demonstrate non-linear relationships? In application, if non-linear relationships do exist among certain personality dimensions or facets, how might we devise cut-off scores or markers to suggest that only individuals who fit into a certain range of a personality measure should be selected? How could we better improve the job performance criterion to facilitate the study of linear and non-linear relationships with personality?
•Their finding of conscientiousness having a modes nonlinear relationship reminds me of what we learned in motivation class about how too much or high level of conscientiousness can actually be a negative thing for motivation and job performance. Research has shown that conscientiousness is actually dysfunctional with the combination of negative feedback and a performance goal. They are more likely to have tension and handle this not well. How can company’s use this information to maybe consider applicants with not as much of a high level of conscientiousness when the position involves a lot of performance/outcomes?
The authors recommend the need to conduct research on jobs that differ in complexity to see if non-linear relationships are present between personality and work-related criteria. Would you predict we would more likely find non-linear relationships?
I think this could further show that banding might be appropriate for using personality predictors in a selection setting. If there are known optimal levels of certain personality characteristics we could select people within that optimal band. How else might we use this evidence for non-linearity in personality predictors for selection procedures?
I thought this article was interesting – I personally believe that there are a lot more curvilinear relationships that exist than we actually test for… How might you approach this concept in practice? Think about the variety of approaches used in selection. For example multi stage vs single stage, compensatory vs. non-compensatory models…
Whetzel et al. (2010) test examples of compound personality scales as including “drug and alcohol, stress tolerance, and violence scales/” Beyond the FFM and its underlying facets, does there seem to be a lack of consensus around what constitutes a personality trait? Can any observable individual difference in attitudes or behavior constitute a personality trait?
Given that little research has examined non-linear relationships among personality and job performance, might other measures of personality potentially demonstrate non-linear relationships? In application, if non-linear relationships do exist among certain personality dimensions or facets, how might we devise cut-off scores or markers to suggest that only individuals who fit into a certain range of a personality measure should be selected? How could we better improve the job performance criterion to facilitate the study of linear and non-linear relationships with personality?
ReplyDelete•Their finding of conscientiousness having a modes nonlinear relationship reminds me of what we learned in motivation class about how too much or high level of conscientiousness can actually be a negative thing for motivation and job performance. Research has shown that conscientiousness is actually dysfunctional with the combination of negative feedback and a performance goal. They are more likely to have tension and handle this not well. How can company’s use this information to maybe consider applicants with not as much of a high level of conscientiousness when the position involves a lot of performance/outcomes?
ReplyDeleteThe authors recommend the need to conduct research on jobs that differ in complexity to see if non-linear relationships are present between personality and work-related criteria. Would you predict we would more likely find non-linear relationships?
ReplyDeleteI think this could further show that banding might be appropriate for using personality predictors in a selection setting. If there are known optimal levels of certain personality characteristics we could select people within that optimal band. How else might we use this evidence for non-linearity in personality predictors for selection procedures?
ReplyDeleteI thought this article was interesting – I personally believe that there are a lot more curvilinear relationships that exist than we actually test for… How might you approach this concept in practice? Think about the variety of approaches used in selection. For example multi stage vs single stage, compensatory vs. non-compensatory models…
ReplyDeleteWhetzel et al. (2010) test examples of compound personality scales as including “drug and alcohol, stress tolerance, and violence scales/” Beyond the FFM and its underlying facets, does there seem to be a lack of consensus around what constitutes a personality trait? Can any observable individual difference in attitudes or behavior constitute a personality trait?
ReplyDelete