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?
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?
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