A personality trait-based interactionist model of job performance.
2003/05/28 by Robert P. Tett, Dawn D. Burnett · 56 citations
Psychology · #Personality Traits and Psychology #Psychological Testing and Assessment #Creativity in Education and Neuroscience
paper · doi:10.1037/0021-9010.88.3.500
Abstract
Evidence for situational specificity of personality-job performance relations calls for better understanding of how personality is expressed as valued work behavior. On the basis of an interactionist principle of trait activation (R. P. Tett & H. A. Guterman, 2000), a model is proposed that distinguishes among 5 situational features relevant to trait expression (job demands, distracters, constraints, releasers, and facilitators), operating at task, social, and organizational levels. Trait-expressive work behavior is distinguished from (valued) job performance in clarifying the conditions favoring personality use in selection efforts. The model frames linkages between situational taxonomies (e.g., J. L. Holland's [1985] RIASEC model) and the Big Five and promotes useful discussion of critical issues, including situational specificity, personality-oriented job analysis, team building, and work motivation.
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