Prediction of First-Year Graduate Success in Psychology

Wiggins, Nancy; Blackburn, Margaret; Hackman, J. Richard

doi:10.1037/e473742008-120

Cited by 5 publications

(5 citation statements)

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“…These three (general impression, capacity for advancement, and leadership qualities) were most directly akin to the criteria of managerial effectiveness used in this study. In a similar way, direct behavioral estimates have been reported to be the best predictors for graduate students (Wiggins, Blackburn, & Hackman, 1968), salesmen (Waters & Waters, 1970), life insurance agents promoted to manager (Mayfield, 1970;Weitz, 19S8), and high-level executives (Kraut, 1969).…”

Section: Factor Scoresmentioning

confidence: 74%

Prediction of managerial success by peer and training-staff ratings.

Kraut¹

1975

Journal of Applied Psychology

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This study examines the predictive validity of peer and training-staff ratings made under "real" conditions in an industrial situation. Ratings were obtained for 156 middle-level managers and 83 higher level executives attending a month-long training course. Analysis of 13 peer-rated characteristics yielded two factors: Impact and Tactfulness. Follow-up showed that later success (promotion and performance appraisal) was predicted by most peer ratings, mainly from the Impact factor, with correlations in the .40s. Training-staff ratings were much weaker predictors and added little to the peer ratings. Broader use of peer ratings for executive selection is discussed.

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Section: Factor Scoresmentioning

confidence: 74%

Prediction of managerial success by peer and training-staff ratings.

Kraut¹

1975

Journal of Applied Psychology

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“…While both pro and con positions of this debate raise important issues, in our view, both sides of this debate have overlooked an important factor, one that involves the personality characteristics of prospective students. Research dating back to the 1960s demonstrates that an individuals personality characteristics are good predictors of fiiture training and learning performance [11]. Inspired by this research, we believe that the personality characteristics such as teamwork, integrity, commitment to work, and learning orientation (see Table 2).…”

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confidence: 69%

The role of personality in Web-based distance education courses

Kim

Schniederjans

2004

Commun. ACM

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“…The fourth dimension has most frequently been called Conscientiousness or Conscience (Botwin & Buss, 1989;Hakel, 1974;John, 1989;McCrae & Costa, 1985;Noller et al, 1987;Norman, 1963;), although it has also been called Conformity or Dependability (Fiske, 1949;Hogan, 1983). Because of its relationship to a variety of educational achievement measures and its association with volition, it has also been called Will to Achieve or Will (Digman, 1989;Smith, 1967;Wiggins, Blackburn, & Hackman, 1969), and Work (Peabody & Goldberg, 1989). As the disparity in labels suggests, there is some disagreement regarding the essence of this dimension.…”

Section: Interpretations Of the "Big Five"mentioning

confidence: 99%

The Big Five Personality Dimensions and Job Performance: A Meta‐analysis

Barrick

Mount

1991

Personnel Psychology

6,752

310

6,364

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This study investigated the relation of the "Big Five" personality dimensions (Extraversion, Emotional Stability, Agreeableness, Conscientiousness, and Openness to Experience) to three job performance criteria (job proficiency, training proficiency, and personnel data) for five occupational groups (professionals, police, managers, sales, and skilledhemi-skilled). Results indicated that one dimension of personality, Conscientiousness, showed consistent relations with all job performance criteria for all occupational groups. For the remaining personality dimensions, the estimated true score correlations varied by occupational group and criterion type. Extraversion was a valid predictor for two occupations involving social interaction, managers and sales (across criterion types). Also, both Openness to Experience and Extraversion were valid predictors of the training proficiency criterion (across occupations). Other personality dimensions were also found to be valid predictors for some occupations and some criterion types, but the magnitude of the estimated true score correlations was small ( p < .lo). Overall, the results illustrate the benefits of using the 5factor model of personality to accumulate and communicate empirical findings. The findings have numerous implications for research and practice in personnel psychology, especially in the subfields of personnel selection, training and development, and performance appraisal.Both authors contributed equally to this study. We would Iike to thank

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Prediction of First-Year Graduate Success in Psychology

Cited by 5 publications

References 0 publications

Prediction of managerial success by peer and training-staff ratings.

Prediction of managerial success by peer and training-staff ratings.

The role of personality in Web-based distance education courses

The Big Five Personality Dimensions and Job Performance: A Meta‐analysis

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