Salgado J F
Departamento de Psicología Social y Básica, University of Santiago de Compostela, Spain.
J Appl Psychol. 1997 Feb;82(1):30-43. doi: 10.1037/0021-9010.82.1.30.
In 3 prior meta-analyses, the relationship between the Big Five factors of personality and job criteria was investigated. However, these meta-analyses showed different findings. Furthermore, these reviews included studies carried out only in the United States and Canada. This study reports meta-analytic research on the same topic but with studies conducted in the European Community, which were not included in the prior reviews. The results indicate that Conscientiousness and Emotional Stability are valid predictors across job criteria and occupational groups. The remaining factors are valid only for some criteria and for some occupational groups. Extraversion was a predictor for 2 occupations, and Openness and Agreeableness were valid predictors of training proficiency. These findings are consistent with M.R. Barrick and M.K. Mount (1991) and L.M. Hough, N.K. Eaton, M.D. Dunnette, J.D. Kamp, and R.A. McCloy (1990). Implications of the results for future research and the practice of personnel selection are suggested.
在之前的三项元分析中，对人格五因素与工作标准之间的关系进行了研究。然而，这些元分析得出了不同的结果。此外，这些综述仅纳入了在美国和加拿大开展的研究。本研究报告了针对同一主题的元分析研究，但纳入了欧洲共同体开展的研究，这些研究未被纳入之前的综述。结果表明，尽责性和情绪稳定性是适用于所有工作标准和职业群体的有效预测指标。其余因素仅对某些标准和某些职业群体有效。外向性是两种职业的预测指标，开放性和宜人性是培训熟练度的有效预测指标。这些发现与M.R. 巴里克和M.K. 蒙特（1991年）以及L.M. 霍夫、N.K. 伊顿、M.D. 邓内特、J.D. 坎普和R.A. 麦克洛伊（1990年）的研究一致。文中还提出了研究结果对未来研究及人员选拔实践的启示。
