Finding better raters: The role of observer personality on the validity of observer-reported personality in predicting job performance

Klinger, Ryan L.; Siangchokyoo, Nathapon

doi:10.1016/j.jrp.2023.104437

Cited by 3 publications

(1 citation statement)

References 85 publications

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“…Another aspect that can condition the relationship between openness to experience and organisational ambidexterity is the strategy adopted by the organization, including its orientation towards innovation and efficiency [89], which can affect the relationship between openness to experience and ambidexterity. In addition to the information above, it should be noted that organisational ambidexterity is a combination of exploration and exploitation, and other personality traits such as conscientiousness and neuroticism can also influence the relationship between openness to experience and organisational ambidexterity [90].…”

Section: Contributions For Theory and Managementmentioning

confidence: 99%

The Effect of Owner-Managers’ Personality Traits on Organisational Ambidexterity in the Context of Small and Medium-Sized Enterprises

Andrade,

Mendes,

Franco

2024

Sustainability

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This empirical study aimed to analyse the influence of the personality traits of owner-managers in small and medium-sized enterprises (SMEs) on organisational ambidexterity (OA). Based on the existing literature, five hypotheses were formulated about the relationships between the Big Five personality traits and organisational ambidexterity. A second-order structural equation model was used with a sample of 224 Portuguese SMEs in the sector of information technology (IT), telecommunications, and audio-visual and IT consultancy. The results obtained suggest that the personality traits of extraversion, neuroticism (versus emotional stability) and conscientiousness have a significant influence on organisational ambidexterity. These results are consistent with the research and demonstrate that owner-managers’ personality traits influence organisational ambidexterity in SMEs. Theoretical and practical implications are explored.

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Section: Contributions For Theory and Managementmentioning

confidence: 99%

The Effect of Owner-Managers’ Personality Traits on Organisational Ambidexterity in the Context of Small and Medium-Sized Enterprises

Andrade,

Mendes,

Franco

2024

Sustainability

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Personality analysis based on multi-characteristic EEG signals

Liao,

Chen,

et al. 2025

Biomedical Signal Processing and Control

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Does the fuzzy logic model explains more? Moderating effect of personality on the relationship between SR-HRM and job performance

Ozkan-Canbolat,

Kalemci,

Kalemci-Tuzun

2024

IJOTB

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PurposeThe purpose of this study is to examine the moderating effect of personality traits on social responsibility-oriented human resources management (SR-HRM) practices and job performance.Design/methodology/approachThe sample of the study consists of 442 employees working in firms developing knowledge and innovation-based systems in Ankara (Turkey). The strengths of this study stem from its methodology, which contributes to the literature in terms of analysis comparing linear and fuzzy set qualitative comparative analyzes (fsQCA).FindingsBoth linear analyses and fsQCA results show the moderating effect of conscientiousness on the relationship between job performance and SR-HRM. Both models demonstrate the impact of agreeableness on business performance. Study results indicate that linear and fsQCA examine the moderating effect of conscientiousness in the same way as the literature. The linear analysis results differ from fsQCA, which examined the moderating effect of compatibility in this study. The fsQCA results of this study show that SR-HRM affects job performance when extraversion and conscientiousness are taken into account.Research limitations/implicationsFurther research may compare linear and fuzzy logic models about moderating and mediating effects. Future researchers may highlight the increasing importance of linear and fsQCA in any organizational behavior or organizational theory subject.Practical implicationsThe main implication is that managers should consider the significant impacts of effective SR-HRM development on employees’ job performance. Personality traits should be taken into account in HRM processes such as recruitment and retention.Social implicationsThe main contribution of the current study is the insight it provides into the moderating effects of the big five personality traits on the relationship between job performance and SR-HRM and how they differ in the linear model and fsQCA.Originality/valueThe current study contributes to the relevant literature by presenting the research design and questions. Using a multi-method approach, this research provides a better understanding of patterns between variables and contributes to the existing literature.

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Finding better raters: The role of observer personality on the validity of observer-reported personality in predicting job performance

Cited by 3 publications

References 85 publications

The Effect of Owner-Managers’ Personality Traits on Organisational Ambidexterity in the Context of Small and Medium-Sized Enterprises

The Effect of Owner-Managers’ Personality Traits on Organisational Ambidexterity in the Context of Small and Medium-Sized Enterprises

Personality analysis based on multi-characteristic EEG signals

Does the fuzzy logic model explains more? Moderating effect of personality on the relationship between SR-HRM and job performance

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