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Revisiting the relationship between ...

Little, Ian S.

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Revisiting the relationship between conscientiousness and job performance: Linearity or non-linearity?

Record Type:	Electronic resources : Monograph/item
Title/Author:	Revisiting the relationship between conscientiousness and job performance: Linearity or non-linearity?/
Author:	Little, Ian S.
Description:	119 p.
Notes:	Source: Dissertation Abstracts International, Volume: 67-11, Section: B, page: 6763.
Contained By:	Dissertation Abstracts International67-11B.
Subject:	Psychology, Industrial. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3241775
ISBN:	9780542967238

Revisiting the relationship between conscientiousness and job performance: Linearity or non-linearity?
Little, Ian S.

Revisiting the relationship between conscientiousness and job performance: Linearity or non-linearity? - 119 p.

Source: Dissertation Abstracts International, Volume: 67-11, Section: B, page: 6763.

Thesis (Ph.D.)--Bowling Green State University, 2007.

Recent research into the possibility of a nonlinear relationship between conscientiousness and job performance has been unable to show that a nonlinear model was more appropriate than a linear model. This finding may be due to a lack of psychometric information at the higher end of conscientiousness in current measures of the construct. The current study attempted to create a new measure with test information focused at the higher end of the scale by combining conscientiousness and obsessive-compulsive personality items, and then used this new measure to revisit the notion of a nonlinear relationship between conscientiousness and performance via hierarchical multiple linear regression. Results indicated that the addition of obsessive-compulsive personality items served primarily to increase test information at the low end of the scale. Results of regression analyses between the original conscientiousness scale, obsessive-compulsive personality scale, the new conscientiousness scale, and leadership performance ratings suggest that the new scale may lack construct validity, and the original scales may be more appropriately applied separately.

ISBN: 9780542967238Subjects--Topical Terms:

520063
Psychology, Industrial.

Revisiting the relationship between conscientiousness and job performance: Linearity or non-linearity?
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245 1 0 $a Revisiting the relationship between conscientiousness and job performance: Linearity or non-linearity?
300 $a 119 p.
500 $a Source: Dissertation Abstracts International, Volume: 67-11, Section: B, page: 6763.
500 $a Adviser: Michael Zickar.
502 $a Thesis (Ph.D.)--Bowling Green State University, 2007.
520 $a Recent research into the possibility of a nonlinear relationship between conscientiousness and job performance has been unable to show that a nonlinear model was more appropriate than a linear model. This finding may be due to a lack of psychometric information at the higher end of conscientiousness in current measures of the construct. The current study attempted to create a new measure with test information focused at the higher end of the scale by combining conscientiousness and obsessive-compulsive personality items, and then used this new measure to revisit the notion of a nonlinear relationship between conscientiousness and performance via hierarchical multiple linear regression. Results indicated that the addition of obsessive-compulsive personality items served primarily to increase test information at the low end of the scale. Results of regression analyses between the original conscientiousness scale, obsessive-compulsive personality scale, the new conscientiousness scale, and leadership performance ratings suggest that the new scale may lack construct validity, and the original scales may be more appropriately applied separately.
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650 4 $a Psychology, Personality. $3 1017585
650 4 $a Psychology, Psychometrics. $3 1017742
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