Journal article
The Interactive Effects of Conscientiousness and Agreeableness on Job Performance
Journal of applied psychology, Vol.87(1), pp.164-169
02/2002
DOI: 10.1037/0021-9010.87.1.164
PMID: 11916210
Abstract
The authors hypothesized that the relationship between conscientiousness and job performance would be stronger for persons high in agreeableness than for those low in agreeableness. Results of hierarchical moderated regression analyses for 7 independent samples of employees across diverse occupations provided support for the hypothesis in 5 of the samples. In samples supporting the hypothesis, among the highly conscientious workers, those low in agreeableness were found to receive lower ratings of job performance than workers high in agreeableness. One explanation for lack of an interaction between conscientiousness and agreeableness in the other 2 samples is that those jobs were not characterized by frequent, cooperative interactions with others. Overall, the results show that highly conscientious workers who lack interpersonal sensitivity may be ineffective, particularly in jobs requiring cooperative interchange with others.
Details
- Title: Subtitle
- The Interactive Effects of Conscientiousness and Agreeableness on Job Performance
- Creators
- L. A Witt - University of New OrleansLisa A Burke - Louisiana State UniversityMurray R Barrick - Michigan State UniversityMichael K Mount - University of Iowa
- Resource Type
- Journal article
- Publication Details
- Journal of applied psychology, Vol.87(1), pp.164-169
- DOI
- 10.1037/0021-9010.87.1.164
- PMID
- 11916210
- NLM abbreviation
- J Appl Psychol
- ISSN
- 0021-9010
- eISSN
- 1939-1854
- Publisher
- American Psychological Association; WASHINGTON
- Number of pages
- 6
- Language
- English
- Date published
- 02/2002
- Academic Unit
- Management and Entrepreneurship
- Record Identifier
- 9984963213702771
Metrics
10 Record Views