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A multirater perspective on personality and performance: An empirical examination of the trait–reputation–identity model.
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What this work says
Outgoing claims: the papers this work cites, builds on, or argues with.
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Assessing Personality–Situation Interplay in Personnel Selection: Toward More Integration into Personality Research
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Overconfidence in Initial Self-Efficacy Judgments: Effects on Decision Processes and Performance
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Congruence of Others' and Self-Judgments of Personality
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The Quest for Self-Insight
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Disentangling stereotype and person effects: Do social stereotypes bias observer judgment of personality?
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A model for personality at three levels
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Five-factor personality domains and job performance: A second order meta-analysis
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Political will, work values, and objective career success: A novel approach – The Trait-Reputation-Identity Model
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Peering into the brain to predict behavior: Peer-reported, but not self-reported, conscientiousness links threat-related amygdala activity to future problem drinking
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Toward a histology of social behavior: Judgmental accuracy from thin slices of the behavioral stream
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Conscientiousness and performance of sales representatives: Test of the mediating effects of goal setting.
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Frame-of-reference effects on personality scale scores and criterion-related validity.
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Interpersonal facilitation and job dedication as separate facets of contextual performance.
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Personality and job performance: The Big Five revisited.
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Relationship of core self-evaluations to goal setting, motivation, and performance.
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Organizational citizenship behavior and workplace deviance: The role of affect and cognitions.
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Consensual validation of personality traits: Evidence from self-reports and ratings.
inferredcites →https://doi.org/10.1037//0022-3514.52.2.409openalex-snapshot
Differences between traits: Properties associated with interjudge agreement.
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The structure of interpersonal traits: Wiggins's circumplex and the five-factor model.
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Behavioral manifestations of personality: An ecological approach to judgmental accuracy.
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Accuracy and bias in self-perception: Individual differences in self-enhancement and the role of narcissism.
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Agreement among judges of personality: Interpersonal relations, similarity, and acquaintanceship.
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A room with a cue: Personality judgments based on offices and bedrooms.
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The case for motivated reasoning.
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Validity and utility of alternative predictors of job performance.
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A cognitive-affective system theory of personality: Reconceptualizing situations, dispositions, dynamics, and invariance in personality structure.
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On the accuracy of personality judgment: A realistic approach.
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A new Big Five: Fundamental principles for an integrative science of personality.
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A personality trait-based interactionist model of job performance.
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The Affective Underpinnings of Job Perceptions and Attitudes: A Meta-Analytic Review and Integration.
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Associations of self-reports versus spouse ratings of negative affectivity, dominance, and affiliation with coronary artery disease: Where should we look and who should we ask when studying personality and health?
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Structural equation modeling with interchangeable dyads.
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inferredcites →https://doi.org/10.1037/a0016137openalex-snapshot
Personality scale validities increase throughout medical school.
inferredcites →https://doi.org/10.1037/a0017221openalex-snapshot
The five-factor model of personality and managerial performance: Validity gains through the use of 360 degree performance ratings.
inferredcites →https://doi.org/10.1037/a0018771openalex-snapshot
The letter of recommendation effect in informant ratings of personality.
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A new look at the big five factor structure through exploratory structural equation modeling.
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An other perspective on personality: Meta-analytic integration of observers' accuracy and predictive validity.
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Validity of observer ratings of the five-factor model of personality traits: A meta-analysis.
inferredcites →https://doi.org/10.1037/a0024004openalex-snapshot
The five-factor model of personality traits and organizational citizenship behaviors: A meta-analysis.
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The effects of predictor method factors on selection outcomes: A modular approach to personnel selection procedures.
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Linking job-relevant personality traits, transformational leadership, and job performance via perceived meaningfulness at work: A moderated mediation model.
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The biosocial nature of the personality trait.
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A multi-rater framework for studying personality: The trait-reputation-identity model.
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A century of research on conscientiousness at work
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The Rediscovery of Bifactor Measurement Models
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Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives
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5. Three Likelihood-Based Methods for Mean and Covariance Structure Analysis with Nonnormal Missing Data
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Personality and Performance at the Beginning of the New Millennium: What Do We Know and Where Do We Go Next?
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A Meta‐analysis of Letters of Recommendation in College and Graduate Admissions: Reasons for hope
inferredcites →https://doi.org/10.1111/j.1467-6494.1993.tb00781.xopenalex-snapshot
Determinants of Interjudge Agreement on Personality Traits: The Big Five Domains, Observability, Evaluativeness, and the Unique Perspective of the Self
inferredcites →https://doi.org/10.1111/j.1468-2389.2007.00371.xopenalex-snapshot
The Convergent Validity between Self and Observer Ratings of Personality: A meta‐analytic review
inferredcites →https://doi.org/10.1111/j.1529-1006.2004.00018.xopenalex-snapshot
Flawed Self-Assessment
inferredcites →https://doi.org/10.1111/j.1744-6570.2012.01250.xopenalex-snapshot
A Matter of Context: A Meta‐Analytic Investigation of the Relative Validity of Contextualized and Noncontextualized Personality Measures
inferredcites →https://doi.org/10.1111/psyp.12680openalex-snapshot
Comparing the validity of informant and self‐reports of personality using laboratory indices of emotional responding as criterion variables
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Accuracy in Perceptions of Fundamental Social Motives: Comparisons to Perceptions of Big Five Traits and Associations With Friendship Quality
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How Should the Internal Structure of Personality Inventories Be Evaluated?
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Back-Translation for Cross-Cultural Research
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Just a Mirage: The Search for Dispositional Effects in Organizational Research
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Personality in Industrial, Work and Organizational Psychology: Theory, Measurement and Application
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Personality Development in the Context of the Neo-Socioanalytic Model of Personality
inferredcites →https://doi.org/10.5465/amr.2010.0479openalex-snapshot
The Theory of Purposeful Work Behavior: The Role of Personality, Higher-Order Goals, and Job Characteristics
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