Incremental validity of proactive personality over the Big Five for predicting job performance of software engineers in an innovative context

• Autores: Nuno Rodrigues, Teresa Rebelo
• Localización: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology, ISSN 1576-5962, Vol. 29, Nº 1, 2013, págs. 21-27
• Idioma: inglés
• DOI: 10.5093/tr2013a4
• Títulos paralelos:
  • Validez añadida de la personalidad proactiva sobre los «cinco grandes» para predecir el desempeño en el puesto de ingenieros de software en un contexto innovador
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• Resumen
  • español

    Este estudio examina la validez añadida de la personalidad proactiva sobre los «cinco grandes» para predecir el desempeño en el trabajo en el contexto de un puesto de trabajo de ingeniero de software. La personalidad proactiva y los «cinco grandes» fueron medidos en una muestra de 243 ingenieros y el desempeño global fue evaluado mediante valoraciones del supervisor en una sub-muestra de 95 de estos ingenieros. Los resultados mostraron que aun cuando la personalidad proactiva representa un importante y válido predictor del desempeño no muestra un incremento relevante en la predicción producida por la extraversión, apertura, conciencia, estabilidad emocional y antigüedad en el puesto. Se discuten las implicaciones, la relevancia y el valor práctico de la personalidad proactiva para la selección de personal

  • English

    This study examined the incremental validity of proactive personality for predicting overall job performance over the Big Five in the context of an innovative software engineering job. Proactive personality and the Big Five were measured in a sample of 243 engineers and overall job performance was assessed through supervisor ratings in a sub-sample of 95 of these engineers. Results showed that even though proactive personality represents a valid and important predictor of performance it does not show a relevant increment on the prediction yielded by extraversion, openness, conscientiousness, emotional stability and organizational tenure. Implications for the relevancy and practical value of proactive personality for personnel selection are discussed.

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