Revisiting the nature and strength of the personality-job performance relations: New insights from interpretable machine learning.

IF 9.4 1区 心理学 Q1 MANAGEMENT
Q Chelsea Song, In-Sue Oh, Yesuel Kim, Chaehan So
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Abstract

Prior research on the relations between the five-factor model (FFM) of personality traits and job performance has suggested mixed findings: Some studies pointed to linear relations, while other studies revealed nonlinear relations. This study addresses these gaps using machine learning (ML) methods that can model complex relations between the FFM traits and job performance in a more generalizable way, particularly interpretable ML techniques that can more effectively reveal the nature (linear, curvilinear, interactive) and strength (feature/relative importance) of the personality-job performance relations. Overall, the results based on a sample of 1,190 employees suggest that nonlinear ML methods perform slightly yet consistently better than linear regression methods in modeling the relation of job performance with FFM facets, but not with factors. On the factor level, conscientiousness exhibits a noticeable curvilinear relation with job performance, and it also interacts with other FFM factors to predict job performance. Conscientiousness displays the strongest feature importance across job types, followed by agreeableness. On the facet level, most FFM facets show limited evidence for curvilinear and interactive (with other facets) relations with job performance. While several conscientiousness facets (order, deliberation, self-discipline) display the strongest feature importance in predicting job performance, some agreeableness (straightforwardness, altruism) and extraversion (positive emotionality) facets also emerge as important features for different sales job types (corporate vs. individual sales). We discuss the implications of these findings for research and practice. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

重新审视个性与工作绩效关系的性质和强度:可解释机器学习的新见解。
以往关于人格特质的五因素模型(FFM)与工作绩效之间关系的研究结果不一:一些研究指出了线性关系,而另一些研究则揭示了非线性关系。本研究利用机器学习(ML)方法弥补了这些不足,这些方法可以以更具普遍性的方式对 FFM 特质与工作绩效之间的复杂关系进行建模,尤其是可解释的 ML 技术,可以更有效地揭示人格与工作绩效关系的性质(线性、曲线、交互)和强度(特征/相对重要性)。总体而言,基于 1 190 名员工样本的研究结果表明,在模拟工作绩效与 FFM 面的关系时,非线性 ML 方法的表现略好于线性回归方法,但却始终优于线性回归方法。在因子层面上,自觉性与工作绩效呈现出明显的曲线关系,自觉性还与其他 FFM 因子相互作用,共同预测工作绩效。在各种工作类型中,自觉性显示出最强的特征重要性,其次是合意性。在面的层面上,大多数 FFM 面都显示出与工作绩效之间有限的曲线关系和交互关系(与其他面)。虽然几个自觉性方面(秩序、深思熟虑、自律)在预测工作绩效方面显示出最强的重要性,但一些合意性方面(直率、利他主义)和外向性方面(积极情绪)也成为不同销售工作类型(企业销售与个人销售)的重要特征。我们将讨论这些发现对研究和实践的影响。(PsycInfo Database Record (c) 2024 APA, 版权所有)。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
17.60
自引率
6.10%
发文量
175
期刊介绍: The Journal of Applied Psychology® focuses on publishing original investigations that contribute new knowledge and understanding to fields of applied psychology (excluding clinical and applied experimental or human factors, which are better suited for other APA journals). The journal primarily considers empirical and theoretical investigations that enhance understanding of cognitive, motivational, affective, and behavioral psychological phenomena in work and organizational settings. These phenomena can occur at individual, group, organizational, or cultural levels, and in various work settings such as business, education, training, health, service, government, or military institutions. The journal welcomes submissions from both public and private sector organizations, for-profit or nonprofit. It publishes several types of articles, including: 1.Rigorously conducted empirical investigations that expand conceptual understanding (original investigations or meta-analyses). 2.Theory development articles and integrative conceptual reviews that synthesize literature and generate new theories on psychological phenomena to stimulate novel research. 3.Rigorously conducted qualitative research on phenomena that are challenging to capture with quantitative methods or require inductive theory building.
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