Browsing by Subject "Big Five"

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    Open Access
    Predicting work-related behaviour from personality traits and situational characteristics
    (2022) Wertheimer, Demi; de Kock, Francois
    The dual influence of person characteristics and situational contexts on behaviour has long been debated on by personality and social psychologists alike. Traditionally, personality traits have been emphasised, whilst the assessment of situational influences has received limited attention. As a result, there has been little progress in understanding how situational contexts impact individuals' daily organisational behaviour – a key imperative of organisational psychology. This study leverages recent developments in situation assessment to investigate the extent to which personality traits and situational characteristics independently, and in combination, predict workrelevant behaviour. Survey response data from 256 South African participants within the International Situations Project (ISP; Baranski et al., 2017) were analysed. Sets of multiple regression analyses were conducted with each of seven work-related behaviours as criteria, using the Big Five personality traits and DIAMONDS situational characteristics as predictors. Next, barebones meta-analysis (Hunter & Schmidt, 1990) of the resulting multiple correlation coefficients was conducted to estimate the relative predictive power of traits vs. situations, averaged across target behaviours. The results revealed that the combination of personality traits and situational characteristics explained more variance in work-related behaviour than their independent effects. Although situational characteristics independently predicted all work-related behaviours, personality traits were not strong predictors of particular behaviours. These findings highlight the importance of integrating knowledge of both traits and situations to enhance our understanding of why people behave the way they do. Practically, results further suggest that organisations may increase the ability to predict employee behaviour on the job by incorporating measures of situations, in combination with traits, into human resource management applications (e.g., personnel selection and assessment).
  • Thumbnail Image
    Item
    Open Access
    Predicting work-related behaviour from personality traits and situational characteristics
    (2022) Wertheimer, Demi; de Kock, Francois
    The dual influence of person characteristics and situational contexts on behaviour has long been debated on by personality and social psychologists alike. Traditionally, personality traits have been emphasised, whilst the assessment of situational influences has received limited attention. As a result, there has been little progress in understanding how situational contexts impact individuals' daily organisational behaviour – a key imperative of organisational psychology. This study leverages recent developments in situation assessment to investigate the extent to which personality traits and situational characteristics independently, and in combination, predict workrelevant behaviour. Survey response data from 256 South African participants within the International Situations Project (ISP; Baranski et al., 2017) were analysed. Sets of multiple regression analyses were conducted with each of seven work-related behaviours as criteria, using the Big Five personality traits and DIAMONDS situational characteristics as predictors. Next, barebones meta-analysis (Hunter & Schmidt, 1990) of the resulting multiple correlation coefficients was conducted to estimate the relative predictive power of traits vs. situations, averaged across target behaviours. The results revealed that the combination of personality traits and situational characteristics explained more variance in work-related behaviour than their independent effects. Although situational characteristics independently predicted all work-related behaviours, personality traits were not strong predictors of particular behaviours. These findings highlight the importance of integrating knowledge of both traits and situations to enhance our understanding of why people behave the way they do. Practically, results further suggest that organisations may increase the ability to predict employee behaviour on the job by incorporating measures of situations, in combination with traits, into human resource management applications (e.g., personnel selection and assessment).
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    Open Access
    Tell me about your (Facebook) self: recruiter personality traits and accuracy of personality judgement of candidate Facebook profiles
    (2018) Rauch, Philippa; de Kock, Francois
    The use of social networking sites, such as Facebook, in the job application screening process has changed the recruitment landscape. Many human resource (HR) professionals and recruiters have begun to use social networking sites as a tool to attract, source and screen potential candidates. When screening candidates’ Facebook profiles, recruiters make personality judgements that have important consequences for hiring decisions. However, little is known about what makes a good judge of personality in the world of online screening for recruitment. This study investigated the relationship between recruiters’ Big Five personality traits (extraversion, agreeableness, conscientiousness, openness to experience and neuroticism) and their ability to judge accurately candidates’ personality traits from their Facebook profiles. In particular, distinctive accuracy measures were employed which account for personality profile normativeness, or the degree to which applicants being rated are generally alike – an important limitation of earlier profile accuracy measures. Results from 456 university students who judged five actual Facebook profiles for which ‘true score’ estimates on personality traits were possible, revealed that recruiters were generally able to infer applicants’ personality traits from their Facebook profiles. However, recruiter personality was not an important factor in their judgement accuracy, neither when accuracy was operationalised as traditional profile accuracy measures, nor as distinctive accuracy.