빅파이브 성격이 직업군으로 분류된 직무성과에 미치는 효과: 메타분석을 활용하여

초록

This study empirically evaluates the question “What is the validity of Big-Five-based personality on job performance across different occupational classifications?” The question is both fair and unanswered. Although previous meta-analyses supported the validity of the Big Five across jobs and performance criteria, none of these studies classified jobs according to an accepted occupational typology. The present study examines relations between the Big Five and job performance after organizing jobs using Holland's occupational types. Based on data from 56 independent studies, meta-analytic techniques were used to examine the validity of the Big-Five personality as predictors of job performance within Holland's occupational types. Results indicate that Emotional Stability (HPI Adjustment) is the most generalizable Big-Five scale across four occupational types. Extraversion (HPI Ambition and Sociability) is the best predictor of job performance in Enterprising jobs. Agreeableness (HPI Interpersonal Sensitivity) predicts job performance in Social occupations. Conscientiousness (HPI Prudence) also predicts job performance in both Realistic and Conventional jobs. Overall, meta-analytic results illustrate the usefulness of organizing jobs based upon job content and show clear patterns of convergent and divergent validity.

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