Department of Management, School of Business, Virginia Commonwealth University, 301 West Main Street, Box 844000, Richmond, VA 23284, USA.
J Appl Psychol. 2011 Jul;96(4):762-73. doi: 10.1037/a0021832.
Conclusions reached in previous research about the magnitude and nature of personality-performance linkages have been based almost exclusively on self-report measures of personality. The purpose of this study is to address this void in the literature by conducting a meta-analysis of the relationship between observer ratings of the five-factor model (FFM) personality traits and overall job performance. Our results show that the operational validities of FFM traits based on observer ratings are higher than those based on self-report ratings. In addition, the results show that when based on observer ratings, all FFM traits are significant predictors of overall performance. Further, observer ratings of FFM traits show meaningful incremental validity over self-reports of corresponding FFM traits in predicting overall performance, but the reverse is not true. We conclude that the validity of FFM traits in predicting overall performance is higher than previously believed, and our results underscore the importance of disentangling the validity of personality traits from the method of measurement of the traits.
结论达成在以前的研究中关于人格与绩效关系的大小和性质几乎完全基于人格的自我报告测量。本研究的目的是通过对五因素模型（FFM）人格特质与整体工作绩效的关系进行元分析来解决文献中的这一空白。我们的结果表明，基于观察者评定的 FFM 特质的操作性有效性高于基于自我报告评定的有效性。此外，结果表明，当基于观察者评定时，FFM 特质的所有特质都是整体绩效的显著预测因子。此外，在预测整体绩效方面，观察者对 FFM 特质的评定比自我报告的对应 FFM 特质具有更有意义的增量有效性，但反之则不然。我们的结论是，FFM 特质在预测整体绩效方面的有效性高于之前的预期，我们的结果强调了从特质的测量方法中分离出特质的有效性的重要性。
