Personality Predictors of Citizenship Performance

Borman, Walter C.; Penner, Louise; Allen, Tammy D.; Motowidlo, Stephan J.

doi:10.1111/1468-2389.00163

Cited by 480 publications

(375 citation statements)

References 51 publications

Supporting

Mentioning

335

Contrasting

Unclassified

Order By: Relevance

“…Borman, Penner, Allen, and Motowidlo (2001) define citizenship performance as behaviors that contribute positively to the work place environment and enhance workers' task performance. The importance of these behaviors has been demonstrated by a number of studies that found a relationship between citizenship behaviors and productivity (e.g., Podsakoff, Ahearne, & MacKenzie, 1997).…”

Section: Discussionmentioning

confidence: 99%

Using Personality to Predict Outbound Call Center Job Performance

Skyrme¹,

Wilkinson²,

Abraham³

2005

PsycEXTRA Dataset

View full text Add to dashboard Cite

Section: Discussionmentioning

confidence: 99%

Using Personality to Predict Outbound Call Center Job Performance

Skyrme¹,

Wilkinson²,

Abraham³

2005

PsycEXTRA Dataset

View full text Add to dashboard Cite

“…Finally, in a meta-analysis, Ng and Feldman (2008) evaluated the relationship between age and ten dimensions of job performance on the basis of 380 empirical studies. They suggest that the reason for mixed findings is to be traced to the fact that previous studies have focused rather narrowly on core task activities and neglected the activities that affect the environment in which core tasks take place, such as "organizational citizenship behavior" (Borman, Penner, Allen, and Motowidlo 2001;LePine, Erez, and Johnson 2002). The literature shows that the relationship between age and productivity is difficult to measure on the basis of empirical data.…”

Section: Relationship Age-productivity Between Facts and Stereotypesmentioning

confidence: 99%

The Employer’s Perspective on Retirement

Henkens¹,

Dalen²

2012

Oxford Handbooks Online

View full text Add to dashboard Cite

In this chapter we discuss the literature with respect to the role of employers in retirement processes of older workers and provide suggestions for future research. In the first part of this chapter we will review existing theoretical insights regarding the employers' actions and attitudes toward older workers and retirement. In the next section we will discuss empirical findings with regard to age related stereotypes in the workplace and age norms with respect to retirement and present some results form an international comparative employer study. We conclude with a section on the management of retirement processes, focussing on the exit and hiring of older workers. 3 IntroductionExtending people's working life is seen as a key element in curtailing the rising costs associated with an ageing population. In the countries of the OECD and of the European Union, a host of initiatives have been taken that aim to delay retirement and support the labour force participation of older workers (OECD 2006b). At the government level, these initiatives vary from pension reforms that limit opportunities for an early exit from the workforce to legislation against age discrimination and public campaigns to combat negative stereotyping in the workplace. At the organisational level, employers are urged to develop policies geared towards increasing the employability of older workers, for instance by means of life-long learning. However, these government initiatives may not achieve their goals if proposals and targets for extending the working life of older workers are not actively supported by employers. Vickerstaff, Cox and Keen (2003) state that any significant change in retirement behaviour will come primarily from changes in employer policies. In this article we argue that for a better understanding of older workers' career decisions we need to incorporate the driving forces of retirement processes at the demand side of the labour market. Employers are key players in defining the opportunities for retirement as well as the opportunities for working longer. As a result, the success of policies aimed at delaying retirement depend to a large extent on the actions and attitudes of employers.Although retirement has traditionally been thought of as a discrete and abrupt discontinuation of work, today's "retirement" can be characterized as a process which can take multiple forms offering the option of a gradual transition from full time work to 'full time' retirement. While some older workers are affected by processes of disengagement from work and mental withdrawal from their jobs even years before they actually retire In this article we discuss the relevant literature with respect to the role of employers in retirement processes of older workers. In the first part of this article we will review existing theoretical insights regarding the employers actions and attitudes toward older workers and retirement. In the next section we will discuss empirical findings from the Hendrikse, and Schippers 2010) point of view. These stu...

show abstract

“…Borman, Penner, Allen, & Motowidlo, 2001;Motowidlo, Borman, & Schmit, 1997). Table 1 displays the input parameter data used for the predictor and criterion mean subgroup differences, for the predictor validities and intercorrelations, as well as for the correlation between the two criterion dimensions.…”

Section: Selection Scenario and Parameter Datamentioning

confidence: 99%

Predicting adverse impact and mean criterion performance in multistage selection.

Corte

Lievens

Sackett

2006

Journal of Applied Psychology

View full text Add to dashboard Cite

The authors present an analytical method to assess the average criterion performance of the selected candidates as well as the adverse impact and the cost of general multistage selection decisions. The method extends previous work on the analytical estimation of multistage selection outcomes to the case in which the applicant pool is a mixture of applicant populations that differ in their average performance on the selection predictors. Next, the method was used to conduct 3 studies of important issues practitioners and researchers have with multistage selection processes. Finally, the authors indicate how the method can be integrated into a broader analytical framework to design multistage selection decisions that achieve intended levels of selection cost, workforce quality, and workforce diversity.

show abstract

Personality Predictors of Citizenship Performance

Cited by 480 publications

References 51 publications

Using Personality to Predict Outbound Call Center Job Performance

Using Personality to Predict Outbound Call Center Job Performance

The Employer’s Perspective on Retirement

Predicting adverse impact and mean criterion performance in multistage selection.

Contact Info

Product

Resources

About