Match!

Meta-analytic five-factor model personality intercorrelations: Eeny, meeny, miney, moe, how, which, why, and where to go.

Published on Mar 9, 2020in Journal of Applied Psychology
· DOI :10.1037/APL0000476
HyeSoo Hailey Park1
Estimated H-index: 1
(TU: Temple University),
Brenton M. Wiernik9
Estimated H-index: 9
(USF: University of South Florida)
+ 3 AuthorsYoungduk Lee2
Estimated H-index: 2
Sources
Abstract
Meta-analysis is frequently combined with multiple regression or path analysis to examine how the Big Five/Five-Factor Model (FFM) personality traits relate to work outcomes. A common approach in such studies is to construct a synthetic correlation matrix by combining new meta-analyses of FFM-criterion correlations with previously published meta-analytic FFM intercorrelations. Many meta-analytic FFM intercorrelation matrices exist in the literature, with 3 matrices being frequently used in industrial-organizational (I-O) psychology and related fields (i.e., Mount, Barrick, Scullen, & Rounds, 2005; Ones, 1993; van der Linden, te Nijenhuis, & Bakker, 2010). However, it is unknown how the choice of FFM matrix influences study conclusions, why we observe such differences in the matrices, and which matrix researchers and practitioners should use for their specific studies. We conducted 3 studies to answer these questions. In Study 1, we demonstrate that researchers' choice of FFM matrix can substantively alter conclusions from meta-analytic regressions or path analyses. In Study 2, we present a new meta-analysis of FFM intercorrelations using measures explicitly constructed around the FFM and based on employee samples. In Study 3, we systematically explore the sources of differences in FFM intercorrelations using second-order meta-analyses of 44 meta-analytic FFM matrices. We find that personality rating source (self vs. other) and inventory-specific substantive and methodological features are the primary moderators of meta-analytic FFM intercorrelations. Based on the findings from these studies, we provide a framework to guide future researchers in choosing a meta-analytic FFM matrix that is most appropriate for their specific studies, research questions, and contexts. (PsycINFO Database Record (c) 2020 APA, all rights reserved).
  • References (320)
  • Citations (1)
📖 Papers frequently viewed together
3 Citations
14 Citations
78% of Scinapse members use related papers. After signing in, all features are FREE.
References320
Newest
#1James R. Van Scotter (UCCS: University of Colorado Colorado Springs)H-Index: 1
#2Karina De Déa Roglio (UFPR: Federal University of Paraná)H-Index: 1
In recent years, misconduct by CEOs has led to firings, scandals, and financial losses for companies. Our study explores personality antecedents of CEO misconduct using Five-Factor Model personality traits and personality disorder profile similarity indices. The sample of 259 CEOs used in the analysis includes CEOs who were involved in well-publicized misconduct scandals as well as CEOs who had no misconduct scandals. Teams of trained raters measured CEO personality using psychometric personalit...
7 CitationsSource
#1In-Sue Oh (TU: Temple University)H-Index: 26
Secondary uses of meta-analytic data (SUMAD) represent advanced analyses and applications of first-order meta-analytic results for theoretical (e.g., theory testing) and practical (e.g., evidence-b...
1 CitationsSource
#1Jan Luca Pletzer (EUR: Erasmus University Rotterdam)H-Index: 4
#2Janneke K. Oostrom (VU: VU University Amsterdam)H-Index: 10
Last. Reinout E. de Vries (UT: University of Twente)H-Index: 29
view all 4 authors...
Abstract Personality research suggests that the prediction of organizational behavior can be improved by examining the criterion-related validity of narrow personality facets. In the current study, we provide meta-analytic effect size estimates (k = 29) for the relations of all HEXACO domains and facets with workplace deviance and re-analyze available data (k = 9) to compare the criterion-related validity of the HEXACO domains with that of their constituent facets. Findings provided evidence for...
3 CitationsSource
#1Michael P. Wilmot (U of T: University of Toronto)H-Index: 7
#2Deniz S. Ones (UMN: University of Minnesota)H-Index: 49
Evidence from more than 100 y of research indicates that conscientiousness (C) is the most potent noncognitive construct for occupational performance. However, questions remain about the magnitudes of its effect sizes across occupational variables, its defining characteristics and functions in occupational settings, and potential moderators of its performance relation. Drawing on 92 unique meta-analyses reporting effects for 175 distinct variables, which represent n > 1.1 million participants ac...
3 CitationsSource
I read with interest the study by Mahmoud, et al. published in the 2019 Volume 9 Issues 1 of Int. J. Phrm. Investigation.1 A prospective cohort study was conducted by authors for a duration of three months from January to March 2018 with the aim to assess Knowledge and practice about use of medication amongst breast feeding women in eastern province of Saudi Arabia community.1 Authors prepared a self-administered questionnaire to gather the data from the contributors. The survey consisted of two...
1 CitationsSource
#1Yimin He (A&M: Texas A&M University)H-Index: 1
#2M. Brent Donnellan (MSU: Michigan State University)H-Index: 50
Last. Anjelica M. Mendoza (A&M: Texas A&M University)H-Index: 1
view all 3 authors...
Abstract Several meta-analyses have investigated the job-related validities of the traits associated with the Five-Factor Model (FFM). The presence of second-order sampling error, however, might complicate the interpretation of these meta-analyses (i.e., random error across different meta-analyses). The current paper therefore evaluates variability across different meta-analyses and tests for key moderators (i.e., performance criteria, sources of ratings, and context). Results suggested that the...
3 CitationsSource
#1Morten Moshagen (University of Ulm)H-Index: 23
#2Isabel Thielmann (University of Koblenz and Landau)H-Index: 13
Last. Ingo Zettler (UCPH: University of Copenhagen)H-Index: 27
view all 4 authors...
Abstract. The six dimensions of the HEXACO model of personality are most commonly measured via the HEXACO Personality Inventory(-Revised) (HEXACO-PI(-R)), which comes in three versions (60, 100, an...
12 CitationsSource
#1Jeffrey A. Dahlke (UMN: University of Minnesota)H-Index: 4
#2Brenton M. Wiernik (USF: University of South Florida)H-Index: 9
Range restriction is a common problem in organizational research and is an important statistical artifact to correct for in meta-analysis. Historically, researchers have had to rely on range-restri...
2 CitationsSource
#1Jeffrey A. Dahlke (UMN: University of Minnesota)H-Index: 4
#2Brenton M. Wiernik (USF: University of South Florida)H-Index: 9
Over the past four decades, psychometric meta-analysis (PMA) has emerged a key way that psychological disciplines build cumulative scientific knowledge. Despite the importance and popularity of PMA, software implementing the method has tended to be closed-source, inflexible, limited in terms of the psychometric corrections available, cumbersome to use for complex analyses, and/or costly. To overcome these limitations, we created the psychmeta R package: a free, open-source, comprehensive program...
6 CitationsSource
#1Youngduk Lee (IU: Indiana University Bloomington)H-Index: 2
#2Christopher M. Berry (IU: Indiana University Bloomington)H-Index: 2
Last. Erik Gonzalez-Mulé (IU: Indiana University Bloomington)H-Index: 9
view all 3 authors...
: The HEXACO model presents a conceptualization of personality that includes the trait honesty-humility (H-H) in addition to 5 other personality traits (i.e., agreeableness, conscientiousness, emotionality, extraversion, openness) that closely approximate the ubiquitous five-factor model (FFM) of personality. A substantial literature has accumulated supporting the structure of the HEXACO model and the construct validity of the H-H trait in particular. A newer development is the appearance of H-H...
1 CitationsSource
Cited By1
Newest
#1Morten Moshagen (University of Ulm)H-Index: 23
#2Ingo Zettler (UCPH: University of Copenhagen)H-Index: 27
Last. Benjamin E. Hilbig (University of Koblenz and Landau)H-Index: 32
view all 4 authors...
Abstract The Dark Factor of Personality (D) has been suggested as the basic disposition underlying dark traits, thereby representing their common core. However, it has also been argued that such commonalities reflect the low pole of Agreeableness. The present study (N=729) employed five established inventories to model the Agreeableness construct and considered seven theoretically derived criterion variables, including one behavioral outcome. Results indicate that Agreeableness and D exhibit a s...
Source