Which of the following is a strong predictor of job success?
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11. The Equal Pay Act prohibits discrimination in pay based on _______.A.genderB.ageC.disabilityD.raceE.seniority Show 12. Julie is worried because she must take time off to be with her son during and after an extensivesurgery, and is afraid her company will replace her if she is gone for so long. When she speaks with herhuman resource manager she feels better. The human resource manager tells her that she is entitled toup to 12 weeks of unpaid leave to care for her son. Which law did the human resource managerdescribe? Get answer to your question and much more 13. Celeste, a human resource manager, posts an open job in the organization on Monster.com. In doingthis, Celeste is performing which of the following functions of human resource management? Get answer to your question and much more 14.Which of the following is an internal recruiting method? Get answer to your question and much more 15.Which of the following is used often, but is actually NOT a good indicator of success on the job?A.InterviewB.Application formsC.Drug testingD.TestingE.Realistic job previews Rawpixel / Pxhere Personality psychologists tend to divide personality into five core dimensions: openness to experiences, agreeableness, extraversion, conscientiousness, and emotional stability. Any guesses as to which dimension might be most predictive of occupational performance? If you guessed extraversion, you’d be wrong. If you guessed emotional stability, you’d be wrong again. The truth is that 100+ years of psychological research has shown conscientiousness – that is, the tendency toward self-efficacy, orderliness, achievement, and self-discipline – to be the best predictor of job performance. New research forthcoming in the Proceedings of the National Academy of Sciences offers an in-depth examination of why this is the case, and when it might not be true. A team of scientists led by Michael Wilmot of the University of Toronto conducted a meta-analysis of 92 studies to explore the relationship between conscientiousness and various occupational variables (for example, on-the-job competence, procrastination, leadership, organizational commitment, adaptability, job satisfaction, and burnout, to name a few). Across variables, the researchers found strong evidence to support the view that conscientiousness is highly predictive of job performance. “Conscientiousness refers to individual differences in the tendency to be hard- working, orderly, responsible to others, self-controlled, and rule abiding,” state Wilmot and his team. “We present the most comprehensive, quantitative review and synthesis of the occupational effects of conscientiousness available in the literature. Results show conscientiousness has effects in a desirable direction for 98% of variables [...], indicative of a potent, pervasive influence across occupational variables.” Although the relationship between conscientiousness and job performance is robust, the researchers identified some interesting caveats and boundary conditions. For example, they found that conscientiousness is a weaker predictor of job performance in “high-complexity” occupations (think, for instance, of professions that require a high degree of brain power such as an analyst or lawyer). It is the low- to moderate-complexity occupations – for example, customer service jobs – that are particularly well suited to the conscientious personality. Furthermore, the researchers found that individuals high in conscientiousness do better in Health Care than, say, Law Enforcement (although conscientious individuals show above average job performance in both occupational sectors). The graph below reveals the job sectors in which conscientious individuals are most likely to excel, with Health Care leading the pack. "Summary of meta-analyses of conscientiousness and occupational performance [...]. Diamonds ... [+] represent estimated population correlations corrected for unreliability. Horizontal bars are 80% credibility intervals around each population correlation." Wilmot & Ones (2019)The researchers suggest that organizations should do more to harness conscientious workers’ aptitudes and motivations. According to their analysis, conscientious individuals are motivated by status, acceptance, and predictability. Building organizational frameworks that allow conscientious individuals to pursue these needs is critical to maximizing their occupational potential. The authors conclude, “Few individual differences variables have occupational effects as potent and pervasive as conscientiousness. Based on evidence from more than a century of occupational research, the vast treasure trove of findings [...] should motivate every individual, organizational, and societal decision maker to better understand, develop, and apply the valuable human capital resource that is conscientiousness.” Which of the following is a major predictor of job performance?Which of the following factors is a major predictor of job performance? performing the duties in one's job description.
What are the major predictors of job performance quizlet?Neuroticism, extraversion, openness to experience, agreeableness and conscientiousness. Conscientiousness is the best predictor. What are the Big Five personality traits and of these traits, which one has been to be the best predictor of job performance across different jobs, job settings and criterion measures?
What is the single best predictor of job performance regardless of job type?Performance in the Workplace. Of the five factors, the single factor of conscientiousness is the most predictive of job performance (Hurtz & Donovan, 2000).
What is a better predictor of job performance intelligence or personality?Research suggests that compared to intelligence, personality is a better predictor of harmful work behaviors, as good as a predictor of helpful work behaviors, and not as good but still valid predictor of overall job performance.
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