Which Big Five personality dimension is most valuable for predicting proficient task performance how well people perform their job )? Quizlet?

Big 5 personality dimensions and job performance.

1. conscientiousness: dependability (careful, thorough, responsible) and hardworking, achievement-oriented, preserving facets: dependability, achievement, planfulness. 2. emotional stability: anxious, depressed, angry, worried, insecure. (facets: anxiety, hostility, depression, and personal insecurity)3. extraversion: sociable, gregarious, assertive, talkative, and active. Facets: sociability, dominance, ambition, positive, emotionalist, excitement seeker. 4. Agreeableness: courteous, flexible, trusting, cooperative, soft-hearted, tolerant. Facets: cooperation, trustfulness, compliance, affability. 5. Openness to new experiences: imaginative, cultured, curious, intelligent, broad-minded. Facets: intellect, creativity, unconventionality, & broad-mindedness.

Meta on how big 5 related to job proficiency, training proficiency, and personnel data for (professionals, police, managers, sales, and skilled/semi-skilled) . Conscientiousness show relation to all job performance criteria. Extroversion valid for jobs with social interaction (like sales and managers). Openness to experience and extroversion were valid predictors for training proficiency criterion across occupations.

acquiring knowledge: individual (external) training, observing, experimentation, scanning

sharing knowledge: communication, individual (internal) training, observation, information systems

using knowledge: sense making, requisite skills, autonomy

storing knowledge: human memory, documents/databases, knowledge transfer

1. remove the stressor (flexible work arrangements/hours, telecommuting, personal leave, childcare)
2. withdraw from stressor (move to area more suited to skills and abilities, vacations, nap room)
3. change stress perceptions (goal setting, humour, self-reinforcement)
4. control stress consequences (meditation, physical fitness, EAP - employee assistance programs for counselling)
5. social support (turn to coworkers, friends, family for guidance, improved optimism and confidence

• Tests provide numeric information, which means individuals can more easily be compared on the same criteria. In interviews, different questions are asked of different candidates, and the answers are
often forgotten.
• With databased records one can trace a person's development over time. In fact, by going back to test results in a person's file, one can actually see if, and by how much, the tests were predictive of later success.
• Tests give explicit and specific results on temperament and ability rather than the ambiguous coded platitudes often found in references. A percentage (provided of course that it is valid) makes for much
clearer thinking about personal characteristics than terms such as "satisfactory", "sufficient", or "highflyer".
• Tests are fair because they eliminate corruption, favouratism, old-boy mason - or Oxbridge - networks from self-perpetuating. That is, if a person does not have the ability, or has a "dangerous" profile, they will not be chosen, irrespective of their other "assets".
• Tests are Comprehensive in that they cover all the basic dimensions of personality and ability from
which other behaviour patterns derive.
• Tests are scientific in that they are empirically based on theoretical foundations; that is, they are reliable, valid and able to discriminate the good

• Interpretation of the tests takes skill, insight and experience, and this is either too expensive or not available. In the wrong hands, they are dangerous, because profiles are either given inaccurate or too literal interpretations.
• Freedom of information legislation may mean that candidates would be able to see, and hence, challenge either the scores themselves or their interpretation of the decisions made on them. The less objective
recorded data the better.
• As tests become known, people could buy copies and practice, so that they know the correct or most desirable answers. This happens extensively with ability and personal testing and, when it does happen,
results may have more to do with preparation and practice than actually reflecting true ability.

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Which Big Five personality dimension is most valuable for predicting proficient task performance?

Which of the big five personality traits has the greatest effect on job performance?

Which of the following Big 5 dimensions is most strongly related to job performance?

Which dimension of the Big Five personality dimensions has the biggest influence on job performance?