Estimating Personality Constructs from Archival Data

Evans, Kenneth L.

doi:10.21236/ada328816

Cited by 6 publications

(11 citation statements)

References 5 publications

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“…Similarly, conscientiousness correlates r ¼ 0:29 * * * with agreeableness in the present sample, compared to r ¼ 0:24 (p , 0:001) for Costa and McCrae (1992). This very similar pattern of Big Five scale inter-correlations lends further support to the validity of the analog NEO Big Five scales developed by Evans (1997) and used here. The correlation of Extroversion with Openness in the present sample is somewhat lower (r ¼ 0:19 * * * ) than what Costa and McCrae report (r ¼ 0:40), and extroversion with conscientiousness somewhat higher (r ¼ 0:50 * * * compared to r ¼ 0:27, p , 0:001).…”

Section: Resultssupporting

confidence: 81%

Big five personality factors, hardiness, and social judgment as predictors of leader performance

Bartone

Eid

Johnsen

et al. 2009

Leadership &Amp; Organization Development Journal

106

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Purpose-The purpose of this paper is to evaluate the influence of psychological hardiness, social judgment, and "Big Five" personality dimensions on leader performance in US military academy cadets at West Point. Design/methodology/approach-Army cadets were studied in two different organizational contexts, i.e. summer field training and during academic semesters. Leader performance was measured with leadership grades (supervisor ratings) aggregated over four years at West Point. Findings-After controlling for general intellectual abilities, hierarchical regression results showed leader performance in the summer field training environment is predicted by Big Five extroversion, and hardiness, and a trend for social judgment. During the academic period context, leader performance is predicted by mental abilities, Big Five conscientiousness, and hardiness, with a trend for social judgment. Research limitations/implications-Results confirm the importance of psychological hardiness, extroversion, and conscientiousness as factors influencing leader effectiveness, and suggest that social judgment aspects of emotional intelligence can also be important. These results also show that different Big Five personality factors may influence leadership in different organizational contexts. Practical implications-The study identifies personality factors related to leader performance in different types of work environments or contexts. Results can be used to improve leader selection and development programs. Originality/value-This is the first study to examine the influence of psychological hardiness together with Big Five personality factors on leader performance. It identifies hardiness as an important predictor of leadership, while also showing that organizational context makes a difference for what Big Five personality factors influence leader performance: extroversion appears to be more influential in highly social and active work environments, whereas conscientiousness has greater salience in academic and business settings.

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Section: Resultssupporting

confidence: 81%

Big five personality factors, hardiness, and social judgment as predictors of leader performance

Bartone

Eid

Johnsen

et al. 2009

Leadership &Amp; Organization Development Journal

106

View full text Add to dashboard Cite

show abstract

“…Analog scales of the NEO‐PI were empirically derived using two self‐report measures administered annually to cadets. The NEO‐PI analog scales have been shown to be consistent and valid measures of the original personality scales (Evans, 1997; Milan, 2002). Openness to experience (Evans, 1997), which has been shown to be a correlate of creative personality (Feist, 1999; Sternberg & Lubart, 1995), was utilized as a personality measure of creativity.…”

Section: Study 1: Novice Officer Sample Methodsmentioning

confidence: 99%

“…We used three measures to assess social‐emotional competency. Those measures include the MLQ (Avolio & Bass, 2004; Bass & Avolio, 1991, 2000), the NEO‐PI analog scale (Evans, 1997), and the Assessment of Background and Life Experiences (ABLE) survey (White, Nord, Mael, & Young, 1993).…”

Section: Study 1: Novice Officer Sample Methodsmentioning

confidence: 99%

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Leader Creativity as a Predictor of Leading Change in Organizations¹

Matthew

2009

J Applied Social Pyschol

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This investigation examined leader creativity, broadly conceptualized as a confluence of personal attributes, as a predictor of leading change in organizations. Because organizational change occurs primarily in the social system in support of the technical system, the role of social-emotional competency was also examined. Two correlational studies were conducted in samples of U.S. Army officers. As predicted, leader creativity was a significant predictor of leading change. Creativity measures explained 42% of the variance in leading change performance measures in novice officers and 71% of the variance in early-to mid-career officers. Social-emotional competency was also a significant predictor of leading change, but less than creativity."The art of the creative leader is the art of institution-building, the reworking of human and technological materials to fashion an organization that embodies new and enduring values" (Selznick, 1957, pp. 152-153).

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“…In this larger project, a single class of USMA students (N = 1143) was followed from arrival in spring of 1994 until graduation four years later. Extensive measures were collected on this cohort, including personal background and biographical data, cognitive and problem solving abilities, and a range of performance indicators Evans, 1997;Milan et al, 2002;Tremble, 1997).…”

Section: Methodsmentioning

confidence: 99%