Moderator effects of job complexity on the validity of forced-choice personality inventories for predicting job performance
verifiedmedium profile · Revista de Psicología del Trabajo y de las Organizaciones · 2017
Salgado, Jesús F.
How this was studied
A meta-analytic synthesis — it pools many primary studies rather than running a single design, so there is no single-study diagram.
What this article reports
The findings we extracted from this work, normalized into Principia’s relationship form (X → Y). Each feeds the synthesized models below.
job complexity → emotional stability
job complexity → conscientiousness
Models this article informs
The meta-analytic priors this article contributes evidence to — its place in the broader synthesis.
job complexity correlates conscientiousness
job complexity correlates emotional stability
job complexity correlates openness to experience measures
In the authors’ words
The article’s own abstract.
Research has demonstrated that job complexity moderates the validity of general mental ability (GMA), the relationship between personality and job satisfaction, and the relationship between GMA and job satisfaction. However, no published research has investigated whether job complexity moderates the criterion validity of the Five-Factor Model (FFM) of personality for predicting job performance. This paper reports a meta-analytic examination of the moderator effects of job complexity on the criterion validity of the FFM of personality as assessed with forced-choice inventories. In accordance with the hypotheses, the results showed that job complexity moderates negatively the validity of conscientiousness and emotional stability and that it moderates positively the validity of openness. The implications for personnel ion research and practice are discussed.
What the literature says about it
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