In‐sue Oh
Biographic Data
| ID | 4441500 |
|---|---|
| NAME | In‐sue Oh |
| GIVEN NAMES | In‐sue |
| FAMILY NAME | Oh |
| SIGNATURE | OH I S |
| AFFILIATIONS | Temple University |
| ORCID | 0000-0002-3298-2489 |
| VERIFIED | Yes |
| TOTAL WORKS | 12 |
| TOTAL CITATIONS | 11 |
| WORKS AS AUTHOR | 12 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2009 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 1 |
From Personality Traits to Personality Dynamics
Any port in a storm
Happy to help, happy to change? A meta-analysis of major predictors of affiliative and change-oriented organizational citizenship behaviors
A meta‐analysis integrating 20 years of workplace incivility research
In this study, we propose and examine an integrative framework to investigate factors contributing to the experience of workplace incivility (including victim demography, dispositional individual differences, and environmental factors); the affective, health‐related, social exchange‐based, and behavioral outcomes associated with experienced incivility; and boundary conditions for their relationships. To this end, we conduct a comprehensive meta‐a…
Beyond Meta-Analysis
Secondary uses of meta-analytic data (SUMAD) represent advanced analyses and applications of first-order meta-analytic results for theoretical (e.g., theory testing) and practical (e.g., evidence-based practice) purposes to produce novel knowledge that cannot be directly obtained from the input meta-analytic results. First-order meta-analytic results in the form of bivariate effect sizes have been used as input to such secondary analyses and appl…
Do birds of a feather flock, fly, and continue to fly together? The differential and cumulative effects of attraction, selection, and attrition on personality‐based within‐organization homogeneity and…
The most fundamental proposition of attraction–selection–attrition (ASA) theory is that organizations progress toward homogeneity of personality over time through the processes of attraction, selection, and attrition. However, critical aspects of that proposition have remained untested, thus limiting a fuller understanding of the ASA theory. To close the gap, this multiwave, multisample, and multi‐inventory study examines the extent to which each…
The two faces of high self‐monitors
This study examines whether and how self‐monitoring moderates the relationships between two personality traits (agreeableness and conscientiousness) and counterproductive work behavior directed toward the organization (CWB‐O) and toward other employees (CWB‐I). High self‐monitors strive to attain personal goals related to status and prestige enhancement by adjusting their behavior to what the situation requires or allows for. We propose that the …
The five-factor model of personality traits and organizational citizenship behaviors
Using meta-analytic tests based on 87 statistically independent samples, we investigated the relationships between the five-factor model (FFM) of personality traits and organizational citizenship behaviors in both the aggregate and specific forms, including individual-directed, organization-directed, and change-oriented citizenship. We found that Emotional Stability, Extraversion, and Openness/Intellect have incremental validity for citizenship o…
Too much of a good thing
The relationships between personality traits and performance are often assumed to be linear. This assumption has been challenged conceptually and empirically, but results to date have been inconclusive. In the current study, we took a theory-driven approach in systematically addressing this issue. Results based on two different samples generally supported our expectations of the curvilinear relationships between personality traits, including Cons…
Transformational Leadership and Performance Across Criteria and Levels
Although transformational leadership has been studied extensively, the magnitude of the relationship between transformational leadership and follower performance across criterion types and levels of analysis remains unclear. Based on 117 independent samples over 113 primary studies, the current meta-analytic study showed that transformational leadership was positively related to individual-level follower performance across criterion types, with a…
Validity of observer ratings of the five-factor model of personality traits
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 validit…
Fixed‐ versus random‐effects models in meta‐analysis
Today most conclusions about cumulative knowledge in psychology are based on meta‐analysis. We first present an examination of the important statistical differences between fixed‐effects (FE) and random‐effects (RE) models in meta‐analysis and between two different RE procedures, due to Hedges and Vevea, and to Hunter and Schmidt. The implications of these differences for the appropriate interpretation of published meta‐analyses are explored by a…
A meta‐analysis integrating 20 years of workplace incivility research
In this study, we propose and examine an integrative framework to investigate factors contributing to the experience of workplace incivility (including victim demography, dispositional individual differences, and environmental factors); the affective, health‐related, social exchange‐based, and behavioral outcomes associated with experienced incivility; and boundary conditions for their relationships. To this end, we conduct a comprehensive meta‐a…
Fixed‐ versus random‐effects models in meta‐analysis
Today most conclusions about cumulative knowledge in psychology are based on meta‐analysis. We first present an examination of the important statistical differences between fixed‐effects (FE) and random‐effects (RE) models in meta‐analysis and between two different RE procedures, due to Hedges and Vevea, and to Hunter and Schmidt. The implications of these differences for the appropriate interpretation of published meta‐analyses are explored by a…
The five-factor model of personality traits and organizational citizenship behaviors
Using meta-analytic tests based on 87 statistically independent samples, we investigated the relationships between the five-factor model (FFM) of personality traits and organizational citizenship behaviors in both the aggregate and specific forms, including individual-directed, organization-directed, and change-oriented citizenship. We found that Emotional Stability, Extraversion, and Openness/Intellect have incremental validity for citizenship o…
Too much of a good thing
The relationships between personality traits and performance are often assumed to be linear. This assumption has been challenged conceptually and empirically, but results to date have been inconclusive. In the current study, we took a theory-driven approach in systematically addressing this issue. Results based on two different samples generally supported our expectations of the curvilinear relationships between personality traits, including Cons…
Transformational Leadership and Performance Across Criteria and Levels
Although transformational leadership has been studied extensively, the magnitude of the relationship between transformational leadership and follower performance across criterion types and levels of analysis remains unclear. Based on 117 independent samples over 113 primary studies, the current meta-analytic study showed that transformational leadership was positively related to individual-level follower performance across criterion types, with a…
Validity of observer ratings of the five-factor model of personality traits
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 validit…
The two faces of high self‐monitors
This study examines whether and how self‐monitoring moderates the relationships between two personality traits (agreeableness and conscientiousness) and counterproductive work behavior directed toward the organization (CWB‐O) and toward other employees (CWB‐I). High self‐monitors strive to attain personal goals related to status and prestige enhancement by adjusting their behavior to what the situation requires or allows for. We propose that the …
Do birds of a feather flock, fly, and continue to fly together? The differential and cumulative effects of attraction, selection, and attrition on personality‐based within‐organization homogeneity and…
The most fundamental proposition of attraction–selection–attrition (ASA) theory is that organizations progress toward homogeneity of personality over time through the processes of attraction, selection, and attrition. However, critical aspects of that proposition have remained untested, thus limiting a fuller understanding of the ASA theory. To close the gap, this multiwave, multisample, and multi‐inventory study examines the extent to which each…
Beyond Meta-Analysis
Secondary uses of meta-analytic data (SUMAD) represent advanced analyses and applications of first-order meta-analytic results for theoretical (e.g., theory testing) and practical (e.g., evidence-based practice) purposes to produce novel knowledge that cannot be directly obtained from the input meta-analytic results. First-order meta-analytic results in the form of bivariate effect sizes have been used as input to such secondary analyses and appl…
A meta‐analysis integrating 20 years of workplace incivility research
In this study, we propose and examine an integrative framework to investigate factors contributing to the experience of workplace incivility (including victim demography, dispositional individual differences, and environmental factors); the affective, health‐related, social exchange‐based, and behavioral outcomes associated with experienced incivility; and boundary conditions for their relationships. To this end, we conduct a comprehensive meta‐a…
Happy to help, happy to change? A meta-analysis of major predictors of affiliative and change-oriented organizational citizenship behaviors
Any port in a storm
From Personality Traits to Personality Dynamics
Psychology (12 works) · Social Psychology (10 works) · Job Satisfaction and Organizational Behavior (9 works) · Big Five personality traits (7 works) · Personality (7 works) · Personality Traits and Psychology (7 works) · Extraversion and introversion (4 works) · Meta-analysis (4 works) · Organizational citizenship behavior (4 works) · Organizational commitment (4 works)