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Correlations between the NEOPIR Conscientiousness Scale and Selected Personality Scales

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Title: Correlations between the NEOPIR Conscientiousness Scale and Selected Personality Scales


1
New Information Technology as a Moderator of the
Relationship Between the Big Five Personality
Dimensions and Job Performance
Márta Juhász juhaszm_at_erg.bme.hu 18.05.2001. Prague
2
The role of the personality measurement in the
selection process I.
  • I. Earlier approach (60) The personality
    measures are poor predictors of the job
    performance.
  • There wasnt evidence that personality is
    consistent across situations.
  • Personality measures explain only a few variables
    of the social behaviour.
  • There was a quite low correlation between the
    score of the personality questionnaire and the
    real job performance.
  • There wasnt a well-accepted taxonomy
  • For the selection mainly projective-based
    personality technique was used.

3
The role of the personality measurement in the
selection process II.
II. Contemporary approach (80) It seemed to be
argueed that there are 5 robust factors of
personality NEUROTICISM /N/ EXTROVERSION
/E/ OPENNESS TO EXPERIENCE /O/
AGREEABLENESS /A/ CONSCIENTIOUSNESS /C/
4
I want to achieve well. I like the order. Im
self discipline, deliberate and reliable.
If Im a little neurotic I work better in
professional jobs.
I like the interactive job.Im efficient, Im
good at managing the things.
Neuroticsm
Im good at training. I prefer unfamiliar,
various things. Im curious rather than practical.
Conscientiousness
Extraversion
Im very agreeable but not a successful
manger. I like serving people.
Agreeableness
Openness to experience
5
Job analysis at the inquire service in different
times
NIT
1992 1.Politeness 2.Fair treatment of the
certain information 3.Well communication 4.Compete
nce 5.Emphasing and understanding the
importance 6.Dutifulness 8.Achievment
striving 9.Well memory
1996 I.Cognitive Abilities Memory Attention Empha
sing the importance Comprehenshon II. Personality
Trait Politeness Helpfulness Patience Diligentness
2000 The cognitive abilities and the personality
tratits convergence Cognitive abilities have less
importance whereas the personality traits become
more significant.
Balance of the cognitive abilities and the
personality traits
Mainly Personality Trait
Cognitive abilities
6
Rankings of the attributes
NIT
1996
2000
1. Emphasizing the importance 2. Quickness 3.
Memory 4. Attention 5. Politeness (A) 6.
Helpfulness (A) 7. Patience (N) 8. Software
Knowledge 9. Accuracy (C) 10. Assertiveness
(E) 11. Hard working (C) 12. Dutifulness (C)
1. Politeness (A) 2. Patience (N) 3. Accuracy
(C) 4. Self discipline (C) 5. Conscientiousness
(C) 6. Emphasizing the importance 7. Memory 8.
Helpfulness (A) 9. Assertiveness (E) 10.
Quickness 11. Software Knowledge
7
Correlations between Supervisory job performance
rating and NEO-PI-R (N100)
1996
1997
2000
I. Supervisory rating
II. Supervisory rating
NIT
Achiev.,Mem., Soft. Extraversn (0,34)
(0,32) (0,36) Gregorious (0,30) (0,29)
(0,37) ExcitSeekig(033) (0,30) (0,38)
Positi Emo (0,30) (0,29) (0,33) Mem.,
Softw., Pleas.v. Openness (0,25) (0,32)
(0,28) Feeling (0,29) Actions
(0,29) (0,30) Values
(0,29) Softv.k., Pleas.voc. NAnxiety
(-0,28) Angry Hosti.(-0,28) (-0,30)
Depression (-0,32)
Achiev., Politeness Consci. Delibr.
(-0,29) Agreeabl. (0,32)
TenderMind. (0,32) Trust
(0,36) Compliance (0,40)
8
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9
Ranking of the Five Factors accordingly to job
performance by supervisors (2000)
Factors Mean Ranks Conscientiousness
(C) 2,06 I. Neuroticsm (N) 2,93 II. Agreea
bleness (A) 3,73 III. Extroversion
(E) 5,26 IV. Openness to experience
(O) 5,33 V.
10
A framework for personality research in work
setting (R.J.SchneiderL.M.Hough, 1995)
Situational Moderators (NIT)
Personal Moderators
Criterion Moderators
Job Performance
Personality
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