Murray R Barrick
Datos Biográficos
| ID | 2498385 |
|---|---|
| NOMBRE | Murray R Barrick |
| NOMBRES | Murray R |
| APELLIDO | Barrick |
| FIRMA | BARRICK M R |
| AFILIACIONES | University of Iowa |
| VERIFICADO | No |
| TOTAL DE OBRAS | 14 |
| TOTAL DE CITAS | 0 |
| TOTAL COMO AUTOR | 14 |
| TOTAL COMO EDITOR | 0 |
| PRIMER AÑO DE PUBLICACIÓN | 1990 |
| AÑO MÁS RECIENTE DE PUBLICACIÓN | 2018 |
| ÍNDICE H | 0 |
Selection for Fit
We review person-organization fit theory and research on selection and recruitment, and also highlight practical recommendations. The article is framed around explaining how and why people who are well matched to their organization experience optimal psychological reactions and performance. We address five key challenges to person-organization fit research and provide a brief overview of the critical distinction between “fitting in” decisions lin…
The Theory of Purposeful Work Behavior
The theory of purposeful work behavior integrates higher-order implicit goals with principles derived from the Five-Factor Model (FFM) of personality and the expanded job characteristics model to explain how traits and job characteristics jointly and interactively influence work outcomes. The core principle of the theory is that personality traits initiate purposeful goal strivings, and when the motivational forces associated with job characteris…
When Opposites Attract
This study assessed the nature of the person‐team fit relationships for extraversion on members' attraction toward their teams. Unlike most studies of personality‐based fit, which emphasize similarity, we predicted that complementary fit on extraversion (i.e., high individual–low team or low individual–high team levels) would result in greater attraction to the team. Data from two independent samples of intact project teams were analyzed, includi…
Interactive Effects of Personality and Perceptions of the Work Situation on Workplace Deviance.
Previous research on workplace deviance has examined the relationship of either personality or employees' situational perceptions with deviant behavior. In this study, the authors focused on the joint relationship of personality and perceptions of the work situation with deviant behavior. Using 4 samples of employees and multiple operationalizations of the core constructs, the authors found support for the hypothesis that positive perceptions of …
Personality and job performance
Research shows consistent relations between personality and job performance. In this study the authors develop and test a model of job performance that examines the mediating effects of cognitive-motivational work orientations on the relationships between personality traits and performance in a sales job (N = 164). Covariance structural analyses revealed proximal motivational variables to be influential mechanisms through which distal personality…
The interactive effects of conscientiousness and agreeableness on job performance.
The authors hypothesized that the relationship between conscientiousness and job performance would be stronger for persons high in agreeableness than for those low in agreeableness. Results of hierarchical moderated regression analyses for 7 independent samples of employees across diverse occupations provided support for the hypothesis in 5 of the samples. In samples supporting the hypothesis, among the highly conscientious workers, those low in …
Personality and Performance at the Beginning of the New Millennium
As we begin the new millennium, it is an appropriate time to examine what we have learned about personality‐performance relationships over the past century and to embark on new directions for research. In this study we quantitatively summarize the results of 15 prior meta‐analytic studies that have investigated the relationship between the Five Factor Model (FFM) personality traits and job performance. Results support the previous findings that c…
The Big Five Personality Traits, General Mental Ability, and Career Success Across the Life Span
The present study investigated the relationship of traits from the 5‐factor model of personality (often termed the “Big Five”) and general mental ability with career success. Career success was argued to be comprised of intrinsic success (job satisfaction) and extrinsic success (income and occupational status) dimensions. Data were obtained from the Intergenerational Studies, a set of 3 studies that followed participants from early childhood to r…
Relating member ability and personality to work-team processes and team effectiveness.
Six hundred fifty-two employees composing 51 work teams participated in a study exam-ining relationships among team composition (ability and personality), team process (social cohesion), and team outcomes (team viability and team performance). Mean, variance, minimum, and maximum were 4 scoring methods used to operationalize the team composition variables to capture the team members ' characteristics. With respect to composition variables, teams …
Conscientiousness and performance of sales representatives
The authors used 91 sales representatives to test a process model that assessed the relationship of conscientiousness to job performance through mediating motivational (goal-setting) variables. Linear structural equation modeling showed that sales representatives high in conscientiousness are more likely to set goals and are more likely to be committed to goals, which in turn is associated with greater sales volume and higher supervisory ratings …
Autonomy as a moderator of the relationships between the Big Five personality dimensions and job performance.
In this study we investigated the moderating role of autonomy on the relationships between the Big Five personality dimensions and supervisor ratings of job performance. On the basis of data from 146 managers, results indicated that two dimensions of personality, Conscientiousness (r =.25) and Extraversion (r =.14), were significantly related to job performance. Consistent with our expectations, the validity of Conscientiousness and Extraversion …
Estimating the benefits of a quality circle intervention
The Big Five Personality Dimensions and Job Performance
This study investigated the relation of the “Big Five” personality dimensions (Extraversion, Emotional Stability, Agreeableness, Conscientiousness, and Openness to Experience) to three job performance criteria (job proficiency, training proficiency, and personnel data) for five occupational groups (professionals, police, managers, sales, and skilled/semi‐skilled). Results indicated that one dimension of personality, Conscientiousness, showed cons…
Central tendency and its impact on three SDy procedures
This study investigated the extent of convergence among SDy estimates from three different techniques. As reported, the dollar‐based (Schmidt, Hunter, McKenzie & Muldrow, 1979) and performance‐based (Eaton, Wing & Mitchell, 1985) judgemental estimates were nearly equivalent to the precentage of salary SDy estimate (Hunter, Schmidt & Judiesch, in press). Close inspection revealed that these similarities were, in large part, attributable to the var…
Sin obras prominentes en esta página.
Central tendency and its impact on three SDy procedures
This study investigated the extent of convergence among SDy estimates from three different techniques. As reported, the dollar‐based (Schmidt, Hunter, McKenzie & Muldrow, 1979) and performance‐based (Eaton, Wing & Mitchell, 1985) judgemental estimates were nearly equivalent to the precentage of salary SDy estimate (Hunter, Schmidt & Judiesch, in press). Close inspection revealed that these similarities were, in large part, attributable to the var…
The Big Five Personality Dimensions and Job Performance
This study investigated the relation of the “Big Five” personality dimensions (Extraversion, Emotional Stability, Agreeableness, Conscientiousness, and Openness to Experience) to three job performance criteria (job proficiency, training proficiency, and personnel data) for five occupational groups (professionals, police, managers, sales, and skilled/semi‐skilled). Results indicated that one dimension of personality, Conscientiousness, showed cons…
Estimating the benefits of a quality circle intervention
Conscientiousness and performance of sales representatives
The authors used 91 sales representatives to test a process model that assessed the relationship of conscientiousness to job performance through mediating motivational (goal-setting) variables. Linear structural equation modeling showed that sales representatives high in conscientiousness are more likely to set goals and are more likely to be committed to goals, which in turn is associated with greater sales volume and higher supervisory ratings …
Autonomy as a moderator of the relationships between the Big Five personality dimensions and job performance.
In this study we investigated the moderating role of autonomy on the relationships between the Big Five personality dimensions and supervisor ratings of job performance. On the basis of data from 146 managers, results indicated that two dimensions of personality, Conscientiousness (r =.25) and Extraversion (r =.14), were significantly related to job performance. Consistent with our expectations, the validity of Conscientiousness and Extraversion …
Relating member ability and personality to work-team processes and team effectiveness.
Six hundred fifty-two employees composing 51 work teams participated in a study exam-ining relationships among team composition (ability and personality), team process (social cohesion), and team outcomes (team viability and team performance). Mean, variance, minimum, and maximum were 4 scoring methods used to operationalize the team composition variables to capture the team members ' characteristics. With respect to composition variables, teams …
The Big Five Personality Traits, General Mental Ability, and Career Success Across the Life Span
The present study investigated the relationship of traits from the 5‐factor model of personality (often termed the “Big Five”) and general mental ability with career success. Career success was argued to be comprised of intrinsic success (job satisfaction) and extrinsic success (income and occupational status) dimensions. Data were obtained from the Intergenerational Studies, a set of 3 studies that followed participants from early childhood to r…
Personality and Performance at the Beginning of the New Millennium
As we begin the new millennium, it is an appropriate time to examine what we have learned about personality‐performance relationships over the past century and to embark on new directions for research. In this study we quantitatively summarize the results of 15 prior meta‐analytic studies that have investigated the relationship between the Five Factor Model (FFM) personality traits and job performance. Results support the previous findings that c…
Personality and job performance
Research shows consistent relations between personality and job performance. In this study the authors develop and test a model of job performance that examines the mediating effects of cognitive-motivational work orientations on the relationships between personality traits and performance in a sales job (N = 164). Covariance structural analyses revealed proximal motivational variables to be influential mechanisms through which distal personality…
The interactive effects of conscientiousness and agreeableness on job performance.
The authors hypothesized that the relationship between conscientiousness and job performance would be stronger for persons high in agreeableness than for those low in agreeableness. Results of hierarchical moderated regression analyses for 7 independent samples of employees across diverse occupations provided support for the hypothesis in 5 of the samples. In samples supporting the hypothesis, among the highly conscientious workers, those low in …
Interactive Effects of Personality and Perceptions of the Work Situation on Workplace Deviance.
Previous research on workplace deviance has examined the relationship of either personality or employees' situational perceptions with deviant behavior. In this study, the authors focused on the joint relationship of personality and perceptions of the work situation with deviant behavior. Using 4 samples of employees and multiple operationalizations of the core constructs, the authors found support for the hypothesis that positive perceptions of …
When Opposites Attract
This study assessed the nature of the person‐team fit relationships for extraversion on members' attraction toward their teams. Unlike most studies of personality‐based fit, which emphasize similarity, we predicted that complementary fit on extraversion (i.e., high individual–low team or low individual–high team levels) would result in greater attraction to the team. Data from two independent samples of intact project teams were analyzed, includi…
The Theory of Purposeful Work Behavior
The theory of purposeful work behavior integrates higher-order implicit goals with principles derived from the Five-Factor Model (FFM) of personality and the expanded job characteristics model to explain how traits and job characteristics jointly and interactively influence work outcomes. The core principle of the theory is that personality traits initiate purposeful goal strivings, and when the motivational forces associated with job characteris…
Selection for Fit
We review person-organization fit theory and research on selection and recruitment, and also highlight practical recommendations. The article is framed around explaining how and why people who are well matched to their organization experience optimal psychological reactions and performance. We address five key challenges to person-organization fit research and provide a brief overview of the critical distinction between “fitting in” decisions lin…
Psychology (13 obras) · Job Satisfaction and Organizational Behavior (10 obras) · Personality (10 obras) · Personality Traits and Psychology (10 obras) · Social Psychology (10 obras) · Big Five personality traits (9 obras) · Emotional Intelligence and Performance (8 obras) · Conscientiousness (7 obras) · Extraversion and introversion (7 obras) · Agreeableness (5 obras)