Abstract

The field of personality and work-related outcomes has branched out into separate subfields in the past decade. While this process has been valuable in terms of improving our knowledge, it has also raised the bar for practitioners and researchers who wish to acquire an overview of the field. We use socioanalytic theory as a prism through which to order this knowledge. We conduct a systematic literature search for peer-reviewed meta-analyses that report the predictive validity of personality for objective or other-rated work outcomes. We identify and include 48 meta-analyses. Through socioanalytic theory, we categorize these into six themes, and provide a narrative synthesis of each theme. First, personality measures are demonstrably valid predictors of work outcomes across countries. Second, measures based on the Five Factor Model outperform other measures. Third, the highest predictive power lies in using personality facets and specific work criteria. Fourth, leadership is broadly predicted by Extraversion and Openness. Fifth, getting along with others in teams and engaging in organizational citizenship behavior are predicted by Agreeableness and Conscientiousness. Sixth, negative work behaviors are associated with a lack of meaning, and are negatively related to all five personality scales.

摘要

在过去的十年中，个性和与工作相关的结果领域已扩展到单独的子领域。尽管此过程对于提高我们的知识非常有价值，但也为希望获得该领域概述的从业人员和研究人员提高了标准。我们使用社会分析理论作为订购这些知识的棱镜。我们进行了系统的文献搜索，以进行同行评议的荟萃分析，这些荟萃分析报告了人格对于客观或其他评估工作成果的预测有效性。我们确定并包括48个荟萃分析。通过社会分析理论，我们将这些主题分为六个主题，并提供了每个主题的叙述性综合。首先，人格测度是各国工作成果的有效预测指标。第二，基于五因素模型的衡量指标优于其他衡量指标。第三，最高的预测能力在于使用人格特征和特定的工作标准。第四，外向性和开放性广泛地预测了领导能力。第五，在团队中与他人相处并参与组织公民行为是由和gree可亲的。第六，消极的工作行为与缺乏意义相关，并且与所有五个人格量表呈负相关。