Biomedical subjects

Murray R Barrick

Publications and source records attributed to Murray R Barrick.

5 recordsLinked to original sources

PubMed2005

Reducing voluntary, avoidable turnover through selection.

The authors investigated the efficacy of several variables used to predict voluntary, organizationally avoidable turnover even before the employee is hired. Analyses conducted on applicant data collected in 2 separate organizations (N = 445) confirmed that biodata, clear-purpose attitudes and intentions, and disguised-purpose dispositional retention scales predicted voluntary, avoidable turnover (rs ranged from -.16 to -.22, R = .37, adjusted R = .33). Results also revealed that biodata scales and disguised-purpose retention scales added incremental validity, whereas clear-purpose retention scales did not explain significant incremental variance in turnover beyond what was explained by biodata and disguised-purpose scales. Furthermore, disparate impact (subgroup differences on race, sex, and age) was consistently small (average d = 0.12 when the majority group scored higher than the minority group).

Adult↗

PubMed2005

When opposites attract: a multi-sample demonstration of complementary person-team fit on extraversion.

This study assessed the nature of the person-team fit relationships for extraversion on members' attraction toward their teams. Unlike most studies of personality-based fit, which emphasize similarity, we predicted that complementary fit on extraversion (i.e., high individual-low team or low individual-high team levels) would result in greater attraction to the team. Data from two independent samples of intact project teams were analyzed, including 324 MBA students comprising 64 case analysis teams and 217 members of 26 manufacturing teams. Using polynomial regression analysis and three-dimensional surface plots, our results supported the predicted relationship. In addition, the data indicated that individuals who were more attracted to their teams were also better performers, as judged by their peers and supervisors.

Adult↗

PubMed2004

Interactive effects of personality and perceptions of the work situation on workplace deviance.

Previous research on workplace deviance has examined the relationship of either personality or employees' situational perceptions with deviant behavior. In this study, the authors focused on the joint relationship of personality and perceptions of the work situation with deviant behavior. Using 4 samples of employees and multiple operationalizations of the core constructs, the authors found support for the hypothesis that positive perceptions of the work situation are negatively related to workplace deviance. In addition, consistent with hypotheses, the personality traits of conscientiousness, emotional stability, and agreeableness moderated this relationship. Specifically, the relationship between perceptions of the developmental environment and organizational deviance was stronger for employees low in conscientiousness or emotional stability, and the relationship between perceived organizational support and interpersonal deviance was stronger for employees low in agreeableness.

Adolescent↗

PubMed2002

The interactive effects of conscientiousness and agreeableness on job performance.

The authors hypothesized that the relationship between conscientiousness and job performance would be stronger for persons high in agreeableness than for those low in agreeableness. Results of hierarchical moderated regression analyses for 7 independent samples of employees across diverse occupations provided support for the hypothesis in 5 of the samples. In samples supporting the hypothesis, among the highly conscientious workers, those low in agreeableness were found to receive lower ratings of job performance than workers high in agreeableness. One explanation for lack of an interaction between conscientiousness and agreeableness in the other 2 samples is that those jobs were not characterized by frequent, cooperative interactions with others. Overall, the results show that highly conscientious workers who lack interpersonal sensitivity may be ineffective, particularly in jobs requiring cooperative interchange with others.

Adult↗

PubMed2002

Personality and job performance: test of the mediating effects of motivation among sales representatives.

Research shows consistent relations between personality and job performance. In this study the authors develop and test a model of job performance that examines the mediating effects of cognitive-motivational work orientations on the relationships between personality traits and performance in a sales job (N = 164). Covariance structural analyses revealed proximal motivational variables to be influential mechanisms through which distal personality traits affect job performance. Specifically, striving for status and accomplishment mediate the effects of Extraversion and Conscientiousness on ratings of sales performance. Although Agreeableness was related to striving for communion, neither Agreeableness nor communion striving was related to success in this sales job. The importance of the proposed motivational orientations model is discussed.

Adult↗