A Longitudinal Model for Predicting Performance of Police Officers Using Personality and Behavioral Data

Forero, Carlos G.; Gallardo-Pujol, David; Maydeu-Olivares, Alberto; Andrés-Pueyo, Antônio

doi:10.1177/0093854809333406

Cited by 31 publications

(28 citation statements)

References 30 publications

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“…Scoring instructions are provided by Cattell et al, (1992). The 16 PF remains a popular questionnaire until today and still being used by many researchers (Forero, Pujol, Olivares and Pueyo, 2009;Wang and Xu 2008;Cousineau, Hall Mel, Rosik and Hall, 2007). Supervision satisfaction was measured by numerical scales adapted from another P-E fit study (Meir, Hadas and Noyfeld, 1997), ranged from 1 to 20 (1 being lowest and 20 being the highest level of satisfaction).…”

Section: Methodsmentioning

confidence: 99%

Warmth in Groups and Satisfaction with Supervision

Ahmad¹

2011

IJBM

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Most previous studies of Person-Environment fit have failed to use objective measures of the work environment that are independent of the person examined. This study aims to further develop and improve the operationalisation of Person-Environment fit by investigating objective fit and the interaction effect of group size on the relationship between the personality trait of warmth and satisfaction with supervision. Group size (obtained from company records) was the objective measure of the work environment and warmth was measured by the 16PF (Cattel et al 1987). On the basis of data from 257 shop-floor workers in a factory in Wales, UK, results of hierarchical multiple regression generally indicated that the relationship between warmth and satisfaction with supervision are moderated by group size such that the relationship is positive in small groups and negative in large groups.

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Section: Methodsmentioning

confidence: 99%

Warmth in Groups and Satisfaction with Supervision

Ahmad¹

2011

IJBM

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“…Scoring instructions are provided by Cattell et al, (1992). The 16 PF remains a popular questionnaire until today and still being used by many researchers (Forero, Pujol, Olivares and Pueyo, 2009;Wang and Xu 2008;Cousineau, Hall Mel, Rosik and Hall, 2007). Pay satisfaction was measured by numerical scales adapted from another P-E fit study (Meir, Hadas and Noyfeld, 1997), ranged from 1 to 20 (1 being lowest and 20 being the highest level of satisfaction).…”

Section: Methodsmentioning

confidence: 99%

Pay Equity Sensitivity and Person-Environment Fit

Ahmad¹

2010

IJPS

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Most previous studies of Person-Environment fit have failed to use objective measures of the work environment that are independent of the person examined. This study aims to further develop and improve the operationalisation of Person-Environment fit by investigating objective fit and by marrying concepts from Equity Theory (Adams, 1965). Equity sensitivity was measured as a personality trait by the 16PF (Cattel et al 1987) and group size (obtained from company records) was the objective measure of the work environment. On the basis of data from 257 shop-floor workers in a factory in Wales, UK, results of hierarchical multiple regression generally indicated that the relationship between sensitivity and pay satisfaction are moderated by group size such that the relationship is positive in small groups and negative in large groups.

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“…Scoring instructions are provided by Cattell et al, (1992). The 16 PF remains a popular questionnaire until today and still being used by many researchers (Forero, Pujol, Olivares and Pueyo, 2009;Wang and Xu 2008;Cousineau, Hall Mel, Rosik and Hall, 2007). Co-worker satisfaction was measured by numerical scales adapted from another P-E fit study (Meir, Hadas and Noyfeld, 1997), ranged from 1 to 20 (1 being lowest and 20 being the highest level of satisfaction).…”

Section: Methodsmentioning

confidence: 99%

Person-environment fit approach to intolerance of inequity and free-riders

Ahmad¹

2009

IBR

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This study uses the person-environment fit approach to assess the dissatisfaction one has towards co-workers who fail to carry their own weight, in groups of varying sizes. It is posited in these researches that in large groups where situations are more likely to be inequitable, highly sensitive people are more intolerant of inequity and thus more dissatisfied with their co-workers, compared with less sensitive ones. Sensitivity was measured as a personality trait by the 16PF (Cattell et al 1987) and group size (obtained from company records) was the objective measure of the work environment. On the basis of data from 257 factory workers in Wales, UK, results of hierarchical multiple regression generally indicated that the relationship between sensitivity and co-worker satisfaction are moderated by group size such that the relationship is positive in small groups and negative in large groups.

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A Longitudinal Model for Predicting Performance of Police Officers Using Personality and Behavioral Data

Cited by 31 publications

References 30 publications

Warmth in Groups and Satisfaction with Supervision

Warmth in Groups and Satisfaction with Supervision

Pay Equity Sensitivity and Person-Environment Fit

Person-environment fit approach to intolerance of inequity and free-riders

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