The Five-Factor model and job performance in low complexity jobs: A quantitative synthesis

• Mario Lado ^[1] ; Pamela Alonso ^[1]
  1. [1] Universidade de Santiago de Compostela

     Universidade de Santiago de Compostela

     Santiago de Compostela, España

     
• Localización: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology, ISSN 1576-5962, Vol. 33, Nº 3, 2017, págs. 175-182
• Idioma: inglés
• DOI: 10.1016/j.rpto.2017.07.004
• Títulos paralelos:
  • El modelo de Cinco Factores y el desempeño en el trabajo en puestos de poca complejidad: una síntesis cuantitativa
• Enlaces
  • Texto completo
• Dialnet Métricas: 6 Citas
• Resumen
  • español

    Este artículo presenta los resultados de cuatro estudios primarios que investigaron el grado en que los Cinco Grandes factores de personalidad predecían el desempeño en el trabajo en ocupaciones de bajo nivel de complejidad. El desempeño en el trabajo fue evaluado como desempeño global (DG), desempeño de tarea (DT) y desempeño contextual (DC). Los resultados mostraron que los factores de conciencia y estabilidad emocional fueron predictores de las tres medidas de desempeño. Además, extroversión fue un predictor relevante de DG y DT y amabilidad fue predictor de DC. Finalmente se discuten las implicaciones de los resultados para la teoría y la práctica del desempeño en el trabajo y la selección del personal

  • English

    This article presents the results of four primary studies that investigated the degree to which the Big Five personality dimensions predict job performance in occupations with a low level of job complexity. Job performance was assessed as overall job performance (OJP), task performance (TP), and contextual performance (CP). The results showed that conscientiousness and emotional stability proved to be predictors of the three performance measures. In addition, extroversion was a relevant predictor of OJP and TP, and agreeableness was a predictor of CP. Implications for the theory and practice of job performance and personnel ion are discussed

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