Using theory to evaluate personality and jobperformance relations: A socioanalytic perspective

The authors used socioanalytic theory to understand individual differences in people’s performance at work. Specifically, if predictors and criteria are aligned by using theory, then the meta-analytic validity of personality measures exceeds that of atheoretical approaches. As performance assessment moved from general to specific job criteria, all Big Five personality dimensions more precisely predicted relevant criterion variables, with estimated true validities of.43 (Emotional Stability),.35 (Extraversion — Ambition),.34 (Agreeableness),.36 (Conscientiousness), and.34 (Intellect—Openness to Experience). Since 1990, meta-analylic reviews have shown that personality measures are useful predictors of job performance. Although these results represent a substantial revision in how applied psychology views personality assessment (cf Guion & Gottier, 1965; Locke & Hulin, 1962), there is still no agreed theoretical account for the findings. A theory of individual differences in work effectiveness that links assessment to performance would enhance the value of personality measures for forecasting occupational outcomes