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Exposure to Psychological Aggression at Work and Job Performance: The Mediating Role of Job Attitudes and Personal Health

Schat, Aaron; Frone, Michael R.
Fonte: PubMed Publicador: PubMed
Tipo: Artigo de Revista Científica
Publicado em 01/01/2011 EN
Relevância na Pesquisa
46.36%
Despite the growing literature on workplace aggression and the importance of employee performance at work, few studies have examined the relation between workplace aggression and job performance. The purpose of this study was to investigate the relations between psychological aggression at work and two forms of job performance (task performance and contextual performance) and potential mediators of these relations. Based on Conservation of Resources theory and prior research, a model was developed and tested in which overall job attitudes (i.e., job satisfaction and organizational commitment) and overall personal health (i.e., physical and psychological health) fully mediate the relations between exposure to psychological aggression at work and both task performance and contextual performance. Data were obtained from a national probability sample of US workers (N = 2376) and the model was tested using structural equation modelling. The results supported the hypothesized model, demonstrating that exposure to psychological aggression at work negatively predicted both task performance and contextual performance, and that these relations were explained by decrements in job attitudes and health associated with exposure to psychological aggression at work.

Individual Skills Based Volunteerism and Life Satisfaction among Healthcare Volunteers in Malaysia: Role of Employer Encouragement, Self-Esteem and Job Performance, A Cross-Sectional Study

Veerasamy, Chanthiran; Sambasivan, Murali; Kumar, Naresh
Fonte: Public Library of Science Publicador: Public Library of Science
Tipo: Artigo de Revista Científica
Publicado em 23/10/2013 EN
Relevância na Pesquisa
46.37%
The purpose of this paper is to analyze two important outcomes of individual skills-based volunteerism (ISB-V) among healthcare volunteers in Malaysia. The outcomes are: job performance and life satisfaction. This study has empirically tested the impact of individual dimensions of ISB-V along with their inter-relationships in explaining the life satisfaction and job performance. Besides, the effects of employer encouragement to the volunteers, demographic characteristics of volunteers, and self-esteem of volunteers on job performance and life satisfaction have been studied. The data were collected through a questionnaire distributed to 1000 volunteers of St. John Ambulance in Malaysia. Three hundred and sixty six volunteers responded by giving their feedback. The model was tested using Structural Equation Modeling (SEM). The main results of this study are: (1) Volunteer duration and nature of contact affects life satisfaction, (2) volunteer frequency has impact on volunteer duration, (3) self-esteem of volunteers has significant relationships with volunteer frequency, job performance and life satisfaction, (4) job performance of volunteers affect their life satisfaction and (5) current employment level has significant relationships with duration of volunteering...

Job Demands, Job Resources, and Job Performance in Japanese Workers: A Cross-sectional Study

NAKAGAWA, Yuko; INOUE, Akiomi; KAWAKAMI, Norito; TSUNO, Kanami; TOMIOKA, Kimiko; NAKANISHI, Mayuko; MAFUNE, Kosuke; HIRO, Hisanori
Fonte: National Institute of Occupational Safety and Health, Japan Publicador: National Institute of Occupational Safety and Health, Japan
Tipo: Artigo de Revista Científica
EN
Relevância na Pesquisa
46.39%
This study investigated the cross-sectional association of job demands (i.e., psychological demands) and job resources (i.e., decision latitude, supervisor support, co-worker support, and extrinsic reward) with job performance. A total of 1,198 workers (458 males and 740 females) from a manufacturing company in Japan completed a self-administered questionnaire that included the Job Content Questionnaire, Effort-Reward Imbalance Questionnaire, World Health Organization Health and Work Performance Questionnaire, and demographic survey. Hierarchical multiple regression analyses were conducted. After adjusting for demographic characteristics, decision latitude (β=0.107, p=0.001) and extrinsic reward (β=0.158, p<0.001) were positively and significantly associated with job performance while supervisor support (β=−0.102, p=0.002) was negatively and significantly associated with job performance. On the other hand, psychological demands or co-worker support was not significantly associated with job performance. These findings suggest that higher decision latitude and extrinsic reward enhance job performance among Japanese employees.

The Association between Meditation Practice and Job Performance: A Cross-Sectional Study

Shiba, Koichiro; Nishimoto, Masahiro; Sugimoto, Minami; Ishikawa, Yoshiki
Fonte: Public Library of Science Publicador: Public Library of Science
Tipo: Artigo de Revista Científica
Publicado em 29/05/2015 EN
Relevância na Pesquisa
46.42%
Many previous studies have shown that meditation practice has a positive impact on cognitive and non-cognitive functioning, which are related to job performance. Thus, the aims of this study were to (1) estimate the prevalence of meditation practice, (2) identify the characteristics of individuals who practice meditation, and (3) examine the association between meditation practice and job performance. Two population-based, cross-sectional surveys were conducted. In study 1, we examined the prevalence of meditation practice and the characteristics of the persons practicing meditation; in Study 2, we examined the association between meditation practice and job performance. The outcome variables included work engagement, subjective job performance, and job satisfaction. The Utrecht Work Engagement Scale was used to assess work engagement, the World Health Organization Health and Work Performance Questionnaire (HPQ) was used to measure subjective job performance, and a scale developed by the Japanese government was used to assess job satisfaction. Hierarchical multiple regression analyses were used in Study 2. Demographic characteristics and behavioral risk factors were included as covariates in the analyses. The results of Study 1 indicated that 3.9% of persons surveyed (n = 30...

Impacto de características pessoais, comprometimento e clima organizacional no desempenho: estudo de caso em uma empresa de tele-atendimento; Impact of personal caracthers, commitment e organizational climate of job performance: case study in call center company

Pinto Junior, Humberto
Fonte: Universidade Federal de Uberlândia Publicador: Universidade Federal de Uberlândia
Tipo: Dissertação
POR
Relevância na Pesquisa
46.39%
O objetivo geral deste estudo foi investigar o melhor modelo que explicasse a variação do desempenho no trabalho de operadores de telemarketing e atendentes de SAC (Serviço de Atendimento ao Consumidor). O estudo utilizou um conjunto de variáveis micro e macro-organizacionais, especificamente, Clima Organizacional, Comprometimentos Afetivo e Calculativo e os cinco fatores globais de Personalidade aferidos pelo teste de personalidade 16PF. O trabalho consistiu num estudo de caso utilizando como amostra os colaboradores de uma empresa de callcenter , cuja qual possui 6000 funcionários aproximadamente. A amostra foi composta por 660 colaboradores. Após quatro meses foram apurados os dados de desempenho utilizando-se da avaliação proposta pela empresa. As avaliação se dividia em nota geral de Desempenho, Nota de Produtividade, Nota de qualidade, Nota Comportamental e Quantidade de vendas. A amostra foi dividida em Operadores de Telemarketing Ativo e Atendentes de Receptivo (SAC) para conseguir verificar possíveis diferenças devido à peculiaridade de cada função. As variáveis foram submetidas à Análise de Regressão de método Stepwise para verificar qual melhor modelo de predição das Variáveis Dependentes. Os resultados apontaram para Absenteísmo...

Pay Flexibility and Government Performance : A Multicountry Study

World Bank
Fonte: Washington, DC Publicador: Washington, DC
EN_US
Relevância na Pesquisa
46.35%
This study examines whether financial incentives through pay flexibility can improve the performance of staff in government bureaucracies. Its main messages for pay policy are pay flexibility can improve performance, pay flexibility works most strikingly in changing managerial behavior. Improving public sector performance does not need to wait for systematic pay rationalization or pay simplification throughout government. Pay flexibility can work with rather than instead of long-term career incentives. The strategy and implementation of pay flexibility reforms must take into account the extent of fragmentation and complexity of the existing public sector pay structure in the country.

Exploring Calling Work Orientation: Construct Clarity and Organizational Implications

Newness, Kerry A
Fonte: FIU Digital Commons Publicador: FIU Digital Commons
Tipo: Artigo de Revista Científica Formato: application/pdf
Relevância na Pesquisa
46.39%
Employees maintain a personal view toward their work, which can be referred to as their work orientation. Some employees view their work as their life’s purpose (i.e., calling work orientation) and they tend to be 1) prosocially motivated, 2) derive meaning from work, and 3) feel that their purpose is from beyond the self. The purpose of the current dissertation was to differentiate calling work orientation from other similar workplace constructs, to investigate the most common covariates of calling work orientation, and to empirically test two possible moderators of the relationship between calling work orientation and work-related outcomes of job satisfaction, job performance, and work engagement. Two independent samples were collected for the purpose of testing hypotheses: data were collected from 520 working students and from 520 non-student employees. Participants from the student sample were recruited at Florida International University, and participants from the employee sample were recruited via the Amazon Mechanical Turk website. Participants from the student sample answered demographic questions and responded to self-report measures of job satisfaction, job performance, work engagement, spirituality, meaningful work, prosocial motivation...

Personnel Selection, Safety Performance, and Job Performance: Are Safe Workers Better Workers?

Drew, Erica N
Fonte: FIU Digital Commons Publicador: FIU Digital Commons
Tipo: Artigo de Revista Científica Formato: application/pdf
Relevância na Pesquisa
66.37%
The present dissertation consists of two studies that combine personnel selection, safety performance, and job performance literatures to answer an important question: are safe workers better workers? Study 1 tested a predictive model of safety performance to examine personality characteristics (conscientiousness and agreeableness), and two novel behavioral constructs (safety orientation and safety judgment) as predictors of safety performance in a sample of forklift loaders/operators (N = 307). Analyses centered on investigating safety orientation as a proximal predictor and determinant of safety performance. Study 2 replicated Study 1 and explored the relationship between safety performance and job performance by testing an integrative model in a sample of machine operators and construction crewmembers (N = 323). Both Study 1 and Study 2 found conscientiousness, agreeableness, and safety orientation to be good predictors of safety performance. While both personality and safety orientation were positively related to safety performance, safety orientation proved to be a more proximal determinant of safety performance. Across studies, results surrounding safety judgment as a predictor of safety performance were inconclusive, suggesting possible issues with measurement of the construct. Study 2 found a strong relationship between safety performance and job performance. In addition...

The Validity of Broad and Narrow Personality Traits For Predicting Job Performance: The Differential Effects of Time

Harari, Michael B.
Fonte: FIU Digital Commons Publicador: FIU Digital Commons
Tipo: Artigo de Revista Científica Formato: application/pdf
Relevância na Pesquisa
46.39%
Research into the dynamicity of job performance criteria has found evidence suggesting the presence of rank-order changes to job performance scores across time as well as intraindividual trajectories in job performance scores across time. These findings have influenced a large body of research into (a) the dynamicity of validities of individual differences predictors of job performance and (b) the relationship between individual differences predictors of job performance and intraindividual trajectories of job performance. In the present dissertation, I addressed these issues within the context of the Five Factor Model of personality. The Five Factor Model is arranged hierarchically, with five broad higher-order factors subsuming a number of more narrowly tailored personality facets. Research has debated the relative merits of broad versus narrow traits for predicting job performance, but the entire body of research has addressed the issue from a static perspective -- by examining the relative magnitude of validities of global factors versus their facets. While research along these lines has been enlightening, theoretical perspectives suggest that the validities of global factors versus their facets may differ in their stability across time. Thus...

Work Creativity as a Dimension of Job Performance

Reaves, Angela C
Fonte: FIU Digital Commons Publicador: FIU Digital Commons
Tipo: Artigo de Revista Científica Formato: application/pdf
Relevância na Pesquisa
66.43%
To stay competitive, many employers are looking for creative and innovative employees to add value to their organization. However, current models of job performance overlook creative performance as an important criterion to measure in the workplace. The purpose of this dissertation is to conduct two separate but related studies on creative performance that aim to provide support that creative performance should be included in models of job performance, and ultimately included in performance evaluations in organizations. Study 1 is a meta-analysis on the relationship between creative performance and task performance, and the relationship between creative performance and organizational citizenship behavior (OCB). Overall, I found support for a medium to large corrected correlation for both the creative performance-task performance (ρ = .51) and creative performance-OCB (ρ = .49) relationships. Further, I also found that both rating-source and study location were significant moderators. Study 2 is a process model that includes creative performance alongside task performance and OCB as the outcome variables. I test a model in which both individual differences (specifically: conscientiousness, extraversion, proactive personality, and self-efficacy) and job characteristics (autonomy...

Meta-analysis of age and job performance relation: Is job complexity a moderator?

Hardigree, Anna E.
Fonte: Universidade Rice Publicador: Universidade Rice
ENG
Relevância na Pesquisa
46.37%
I conducted a meta-analysis of 121 samples (N = 18,694) that examined the relation between age and job performance with job complexity as a moderator. Job complexity was operationalized as the ratings on job tasks tapping fluid task abilities, or GFTA, and crystallized task abilities, or GCTA. I found that the correlation between age and job performance decreased as jobs were rated higher on GFTA; however, there was no evidence that the correlation between age and job performance increased as jobs were rated higher on GCTA. The correlation between age and job performance increased as jobs were rated lower on both GFTA and GCTA and increased as jobs were rated lower on GFTA and higher on GCTA. The correlation between age and job performance decreased as jobs were rated higher on both GFTA and GCTA.

Será rir o melhor remédio? O impacto do clima de humor na satisfação laboral e no desempenho

Viana, Cátia Sofia Cardoso
Fonte: Instituto Universitário de Ciências Psicológicas, Sociais e da Vida Publicador: Instituto Universitário de Ciências Psicológicas, Sociais e da Vida
Tipo: Dissertação de Mestrado
Publicado em //2015 POR
Relevância na Pesquisa
46.4%
Dissertação de Mestrado apresentada ao ISPA - Instituto Universitário; Este estudo tem como objetivo fornecer evidências empíricas adicionais acerca do impacto do Clima de Humor na Satisfação Laboral e no Desempenho. Para este fim hipotetizou-se (1) um impacto positivo do Clima de Humor Positivo na Satisfação Laboral e no Desempenho; (2) um impacto negativo do Clima de Humor Negativo na Satisfação Laboral e no Desempenho; (3) um impacto negativo do Clima de Humor sobre a Gestão na Satisfação Laboral e no Desempenho; (4) um impacto positivo das Atitudes da Chefia na Satisfação Laboral e no desempenho. Integraram o estudo 154 participantes, colaboradores em organizações distintas de todo o território português. Os resultados revelaram um impacto significativo dos diferentes tipos de clima de humor na satisfação laboral. O Clima de Humor Positivo e as Atitudes da Chefia demonstraram impactos significativos e positivos na Satisfação Laboral. Contrariamente, o clima de Humor Negativo e o Clima de Humor sobre a Gestão demonstraram um impacto significativo e negativo na Satisfação Laboral. Adicionalmente, comprovou-se o impacto positivo do Clima de Humor Positivo e das Atitudes da Chefia no Desempenho. O impacto dos climas de Humor Negativo e de Humor sobre a Gestão no Desempenho não foram comprovados. Concluiu-se que apenas a percepção de Clima de Humor Positivo e Atitudes da Chefia têm efeitos positivos na Satisfação Laboral e no Desempenho.; ABSTRACT: This study aims to supply additional empirical evidence on the impact of Humour Climate on employee satisfaction and performance. For that purpose...

An Analysis of the effect of graduate education on the job performance of federal (DoD) civilian employees

Celik, Guner.
Fonte: Monterey, California. Naval Postgraduate School Publicador: Monterey, California. Naval Postgraduate School
Tipo: Tese de Doutorado Formato: xii, 72 p. : ill. ;
Relevância na Pesquisa
66.31%
Approved for public release, distribution is unlimited; The main purpose of this study is to examine the relationship between graduate education and the job performance of DoD civilian employees. The thesis focuses on selected job performance measures for all civilian DoD personnel employed between 1986 and 1999, except for those in the National Imagery and Mapping Agency and direct and indirect hire civilian employees outside the 50 states and the District of Columbia. The Defense Manpower Data Center (DMDC) provided the personnel data. Performance measures that are analyzed include promotion, promotion speed, performance ratings, earnings and retention. Three different techniques are used to estimate performance models. First, ordinary least squares is used to estimate the salary and performance rating models. Second, binary logit regression is used to estimate promotion, retention, and performance rating models. Third, survival analysis using Cox Regression estimates the speed of promotion and the time to separation. The results indicate that employees with a Master's or Doctorate earned more in average salary but experienced lower salary growth than employees with a Bachelor's degree. Also advanced degree holders are promoted more slowly since they enter at a higher GS grade. Higher educated employees were also more likely to leave federal service...

An analysis of the effect of frequency of task performance on Job Performance Measurement

Reece, Rick L.
Fonte: Monterey, California: Naval Postgraduate School Publicador: Monterey, California: Naval Postgraduate School
Tipo: Tese de Doutorado Formato: vii, 61 p. ill.
EN_US
Relevância na Pesquisa
56.14%
Approved for public release; distribution is unlimited.; This thesis explores the effect of frequency of performance on the Congressionally mandated Job Performance Measurement, specifically the Marine Corps' portion of the study. The initial portion of the project involved the hands-on performance testing of the infantry specialities. The purpose of this thesis is to validate the use of the general technical (GT) composite of the ASVAB test as a predictor of performance in the infantry specialty and to provide recommendations to revise training priorities. Our approach in analyzing the problem included the following: (i) computing the correlation between aptitude and performance, then investigating any degrading or moderating effect that frequency might have on this relationship, (ii) an investigation into the performance of high aptitude personnel versus low aptitude personnel across frequency categories, and (iii) the relative effect of frequency on the maintenance of proficiency in each task. We have validated the use of the GT composite as an effective predictor for hands on performance by performing analysis of variance. An interesting result was the determination that frequency is the major predictor for performance based tasks requiring continual practice for the maintenance of skill levels...

Relationship among emotional intelligence, deviant workplace behavior and job performance : an empirical study

Rahman, Sahidur; Ferdausy, Shameema; Karan, Rana
Fonte: Instituto Superior de Economia e Gestão Publicador: Instituto Superior de Economia e Gestão
Tipo: Artigo de Revista Científica
Publicado em //2012 ENG
Relevância na Pesquisa
66.42%
The purpose of the study is to examine the relationships among emotional intelligence, deviant work- place behavior, and job performance. Emotional intelligence and deviant workplace behavior was measured by the Emotional Quotient Index and Multidimensional Scale respectively while job performance was assessed by Tsui et al.,’s Job Performance Scale. Data for this study were collected from 201 employed MBA students studying at four private universities in Chittagong, a port city of Bangladesh. They were asked to rate their supervisors’ emotional intelligence, deviant workplace behavior, and job performance with the help of self administered questionnaires. In data collection, this study used convenience sampling. Data collected were analyzed using descriptive statistics, bivariate correlation, and regression analysis. Results indicated a negative correlation between emotional intelligence and deviant workplace behavior (r = -.52**), and deviant workplace behavior and job performance (r = -.45**) while emotional intelligence was found to correlate positively with job performance (r = .58**). The main implication of the study is that emotionally intelligent employees exhibit higher job performance and a lesser tendency to take part in deviant workplace behavior. The other implication is that the presence of deviant workplace behavior was a prior indication of poor job performance; hence supervisors should use their emotional intelligence competencies to improve their own and others’ job performance. The most important limitation of the study was that it used convenience samples...

Relación entre el clima organizacional y el desempeño laboral de los funcionarios de la Fuerza Naval del Caribe – Armada Nacional; Relationship between organizational climate and work performance of staff of the Colombian Navy Caribean

González Alfonso, Ruth Marina; García Carvajal, Santiago
Fonte: Universidad Militar Nueva Granada; Facultad de Estudios a Distancia; Especialización en Alta Gerencia Publicador: Universidad Militar Nueva Granada; Facultad de Estudios a Distancia; Especialización en Alta Gerencia
Tipo: bachelorThesis; Trabajo de grado Formato: pdf; pdf
SPA
Relevância na Pesquisa
56.15%
En este trabajo se desarrollo una investigación basada en analizar la relaciòn que existe el clima organizacional y el desempeño laboral de los funcionarios de la Fuerza Naval del Caribe institución que hace parte de la Armada Nacional de Colombia. Se realizó un analisis de variable, tomando para el estudio del estado del clima organizacional las variables orientación al mercado, motivación, comunicación, toma de decisiones y recursos humanos y para el estudio del desempeño laboral se analizaron las variables actitud de servicio, entrega de resultados, errores en los resultados, liderazgo entre los subordinados y la disposición para colaborar.; In this paper a research based on analyzing the relationship organizational climate and work performance of the staff of the Naval Force of the Caribbean institution that is part of the Navy of Colombia was developed. An analysis variable , taking to the study of the state of organizational climate variables exposure to the market, motivation, communication , decision making and human resources for the study of job performance variables attitude of service delivery outcomes were analyzed Was conducted errors in the results , leadership among subordinates and disposition to collaborate .

Improving job performance of Neighborhood Youth Corps aides in an urban recreation program1

Pierce, Charles H.; Risley, Todd R.
Fonte: PubMed Publicador: PubMed
Tipo: Artigo de Revista Científica
Publicado em //1974 EN
Relevância na Pesquisa
46.37%
In most federal job training and employment programs, trainees' pay is not contingent on job performance, but upon physical presence. This study sought to increase the job performance of seven Neighborhood Youth Corps workers being paid an hourly wage for serving as aides in an urban recreation program. When thorough job descriptions and threatened termination of employment were insufficient to maintain adequate job performance, an attempt was made to make the hourly wage (required by the Neighborhood Youth Corps program) more contingent on job performance. When the number of hours credited the workers on their payroll sheets was proportional to their rating on a simple checklist of job performance, rather than to the number of hours they were present, their job performance was maintained at near-perfect levels. Although this simple semantic shift in emphasis—from “hours worked” to “hours worked”—was still interpreted as meeting the Neighborhood Youth Corps requirements for hourly pay, its behavioral effects were substantial. This simple procedure might be used in other training programs handicapped by hourly wage requirements.

Workplace Violence and Job Performance among Community Healthcare Workers in China: The Mediator Role of Quality of Life

Lin, Wei-Quan; Wu, Jiang; Yuan, Le-Xin; Zhang, Sheng-Chao; Jing, Meng-Juan; Zhang, Hui-Shan; Luo, Jia-Li; Lei, Yi-Xiong; Wang, Pei-Xi
Fonte: MDPI Publicador: MDPI
Tipo: Artigo de Revista Científica
EN
Relevância na Pesquisa
46.37%
Objective: To explore the impact of workplace violence on job performance and quality of life of community healthcare workers in China, especially the relationship of these three variables. Methods: From December 2013 to April 2014, a total of 1404 healthcare workers were recruited by using the random cluster sampling method from Community Health Centers in Guangzhou and Shenzhen. The workplace violence scale, the job performance scale and the quality of life scale (SF-36) were self-administered. The structural equation model constructed by Amos 17.0 was employed to assess the relationship among these variables. Results: Our study found that 51.64% of the respondents had an experience of workplace violence. It was found that both job performance and quality of life had a negative correlation with workplace violence. A positive association was identified between job performance and quality of life. The path analysis showed the total effect (β = −0.243) of workplace violence on job performance consisted of a direct effect (β = −0.113) and an indirect effect (β = −0.130), which was mediated by quality of life. Conclusions: Workplace violence among community healthcare workers is prevalent in China. The workplace violence had negative effects on the job performance and quality of life of CHCs’ workers. The study suggests that improvement in the quality of life may lead to an effective reduction of the damages in job performance caused by workplace violence.

O teste de Zulliger e avaliação de desempenho; The Zulliger test and job performance evaluation

Ferreira, Marcia Eloisa Avona; Villemor-Amaral, Anna Elisa de
Fonte: Universidade de São Paulo. Faculdade de Filosofia, Ciências e Letras de Ribeirão Preto Publicador: Universidade de São Paulo. Faculdade de Filosofia, Ciências e Letras de Ribeirão Preto
Tipo: info:eu-repo/semantics/article; info:eu-repo/semantics/publishedVersion; ; Formato: application/pdf
Publicado em 01/12/2005 POR
Relevância na Pesquisa
66.12%
Este trabalho aborda a avaliação da personalidade no contexto organizacional, tendo como objetivo buscar evidências de validade para o teste Zulliger por meio da correlação com um questionário de Avaliação de Desempenho. Foram avaliados os resultados de uma amostra de 86 sujeitos, com formação em Engenharia Elétrica, Engenharia da Computação, Engenharia Eletrônica, Ciência da Computação, Análise de Sistemas e Estatística, com idades entre 22 e 43 anos, gêneros masculino e feminino. O Zulliger foi analisado conforme o Sistema Compreensivo. A Avaliação de desempenho considerou os itens relacionamento interpessoal, tomada de decisões, busca por inovação, organização e solução de problemas. As análises de correlação entre os dois instrumentos indicaram que profissionais mais disciplinados e organizados, que possuem iniciativa e uma visão prática e buscam resultados concretos são mais bem avaliados do que os imaturos emocionalmente, altamente críticos e mais egocentrados, que priorizam as próprias necessidades em detrimento das dos outros.; This paper brings information about personality assessment in the organizational context, and the objective was to look for validity evidences for the Zulliger test in correlation with a questionnaire of Job Performance Evaluation. The results from a 86 subjects sample were examined. They had bachelor's degree in Electric Engineering...

Incremental validity of proactive personality over the Big Five for predicting job performance of software engineers in an innovative context

Rodrigues,Nuno; Rebelo,Teresa
Fonte: Revista de Psicología del Trabajo y de las Organizaciones Publicador: Revista de Psicología del Trabajo y de las Organizaciones
Tipo: info:eu-repo/semantics/article; journal article; info:eu-repo/semantics/publishedVersion Formato: text/html; application/pdf
Publicado em 01/04/2013 ENG
Relevância na Pesquisa
66.27%
This study examined the incremental validity of proactive personality for predicting overall job performance over the Big Five in the context of an innovative software engineering job. Proactive personality and the Big Five were measured in a sample of 243 engineers and overall job performance was assessed through supervisor ratings in a sub-sample of 95 of these engineers. Results showed that even though proactive personality represents a valid and important predictor of performance it does not show a relevant increment on the prediction yielded by extraversion, openness, conscientiousness, emotional stability and organizational tenure. Implications for the relevancy and practical value of proactive personality for personnel selection are discussed.