The Big Five Personality Dimensions and Counterproductive Behaviors

Salgado, Jesús F.

doi:10.1111/1468-2389.00198

Cited by 626 publications

(574 citation statements)

References 43 publications

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“…Likewise, Mount et al (2006) found that agreeableness had a direct negative relationship with interpersonal counterproductive behaviors and job satisfaction partially mediated the relationship between agreeableness and workplace deviance. In addition, three meta-analytic results have shown agreeableness trait is negatively related to negative behavior in organizations (Berry et al, 2007;Dalal, 2005;Salgado, 2002). Consequently, the current study aims to extend the literature by further investigating the relationship between agreeableness and WDB.…”

Section: Agreeableness and Workplace Deviant Behaviormentioning

confidence: 93%

“…On the other hand, some prior studies have shown conscientiousness is negatively related to deviant behavior in organizations Berry et al, 2007;Dalal, 2005;Salgado, 2002). For example, Farhadi et al (2011) carried out a pilot research on 162 employee of an organization to examine the predictor role of conscientiousness on workplace deviance.…”

Section: Conscientiousness and Workplace Deviant Behaviormentioning

confidence: 99%

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Agreeableness and Conscientiousness as Antecedents of Deviant Behavior in Workplace

Farhadi¹,

Omar²,

Nasir³

et al. 2012

ASS

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In recent years, there has been an increase in the interest of workplace deviant behavior (WDB) among industrial and organizational psychologists. Many scholars believe that WDB decreases overall organizational productivity. The main purpose of this study was to investigate the relationship of both agreeableness and conscientiousness (two factors of big five model of personality traits) with deviant behavior. The study also looked at the role of two demographic factors (gender and age) on deviant behavior in workplace. Data were collected from 212 subjects who were working as civil servants in Malaysia using a set of questionnaire that measures the variables studied. The results showed that personality traits predicted workplace deviant behavior. There were negative relationships between agreeableness and conscientiousness with workplace deviance. Although the findings of the present study showed differences in WDB between subjects with different age levels, it was unable to find differences in WDB between subjects with different gender. Implications for future research are discussed.

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Section: Agreeableness and Workplace Deviant Behaviormentioning

confidence: 93%

Section: Conscientiousness and Workplace Deviant Behaviormentioning

confidence: 99%

Agreeableness and Conscientiousness as Antecedents of Deviant Behavior in Workplace

Farhadi¹,

Omar²,

Nasir³

et al. 2012

ASS

View full text Add to dashboard Cite

show abstract

“…In particular, we conduct an incentivized multiple price list (MPL) method of elicitation, in the style of Holt and Laury (2002 [2012]). Two of the "Big 5" personality traits have also found to be predictors of behavior (and of workplace performance): agreeableness and conscientiousness (Salgado [2002] and Mount et al [2006]). Other predictors include social value orientation, trait anger and negative a¤ectivity, self-control and locus of control (Hegarty and Sims [1978], Douglas and Martinko [2001], and Brizi et al [2015]).…”

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confidence: 99%

Risk Preferences and Misconduct: Evidence from Politicians

Minor

2015

AMPROC

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When seeking new leaders, business and government organizations alike often need individuals that are less risk averse, or even risk-seeking, in order to improve performance. However, individuals amenable to increased risktaking may be more likely to engage in misconduct. To study this issue, we explore US political scandals and the implicated politicians'portfolio choices.We …nd that a politician allocating all of her portfolio to risky investments has double the odds of being involved in a political sandal compared to a politician allocating all of her portfolio to safe investments. This suggests that those who are more willing to take risks in their personal …nances are also more likely to engage in misconduct. We validate portfolio choice as a measure of risk preferences by correlating actual high-stakes investment choices (average $700,000 US) to conventional laboratory lottery choices (average $51 US) of wealthy investors.

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“…These indicate both constructs can be good predictors of performance, taking into account potential moderating effects (e.g., participants' occupation; Vinchur, Schippmann, Switzer & Roth, 1998). Several meta-analyses focusing on the personality domain have examined predictive validities for more specific criterion constructs than OJP, such as organizational citizenship behavior (Chiaburu, Oh, Berry, Li & Gardner, 2011;Hurtz & Donovan, 2000), job dedication (Dudley, Orvis, Lebiecki & Cortina, 2006) or counterproductive work behavior (Berry, Ones & Sackett, 2007;Dudley et al, 2006;Salgado, 2002). Hogan and Holland (2003) investigated whether differentiating the criterion-domain into two performance dimensions (getting along and getting ahead) impacts on predictive validities of personality constructs, using the Hogan Personality Inventory for a series of meta-analyses.…”

Section: Introductionmentioning

confidence: 99%

The Relationships Between Traditional Selection Assessments and Workplace Performance Criteria Specificity: A Comparative Meta-Analysis

2015

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. (2015 The relationship between traditional selection assessments and workplace performance criteria specificity: A comparative metaanalysis. Human Performance 28.1, 1-25 AbstractIndividual workplace performance is a crucial construct in Work Psychology. However, understanding of its conceptualization remains limited, particularly regarding predictor-criterion linkages. This study examines to what extent operational validities differ when criteria are measured as overall job performance compared to specific dimensions as predicted by ability and personality measures respectively. Building on Bartram's work (2005), systematic review methodology is used to select studies for meta-analytic examination. We find validities for both traditional predictor types to be enhanced substantially when performance is assessed specifically rather than generically. Findings indicate assessment decisions can be facilitated through a thorough mapping and subsequent use of predictor measures using specific performance criteria. We discuss further implications, referring particularly to the development and operationalization of even more finely grained performance conceptualizations.

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The Big Five Personality Dimensions and Counterproductive Behaviors

Cited by 626 publications

References 43 publications

Agreeableness and Conscientiousness as Antecedents of Deviant Behavior in Workplace

Agreeableness and Conscientiousness as Antecedents of Deviant Behavior in Workplace

Risk Preferences and Misconduct: Evidence from Politicians

The Relationships Between Traditional Selection Assessments and Workplace Performance Criteria Specificity: A Comparative Meta-Analysis

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