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Abstract
Personality variables have emerged as a valid predictor of job performance mainly due to the development of the Big Five model and evidence from meta-analyses. Although substantial empirical research has supported the predictive validity of personality measures with respect to job performance, effect sizes have not been as large as those for other primary predictors. This study examines P-O fit as a moderator that may increment validities of personality in the prediction of job performance and further improve our understanding of personality-performance relations. Main effects of personality and P-O fit on job performance are firstly investigated, and then interaction effects of the two on job performance are tested.
Results indicate that Emotional Stability (HPI Adjustment) and Extraversion (HPI Ambition and Sociability) of the Big Five dimensions are significantly related to managerial job performance in the current sample of 210. Results also show that P-O fit, measured by the degree of value congruence, is positively correlated with managerial job performance. With respect to interaction effects, results demonstrate that two proposed HPI variables, Ambition and Sociability, significantly interacted with P-O fit in predicting overall job performance. The plots of these two significant interactions confirm that job performance is more strongly correlated with HPI Ambition and Sociability as the degree of P-O fit increases. Results for two other personality traits, Prudence and Adjustment, were non-significant.
All told, current results extend both the Big Five personality and P-O fit literatures by demonstrating that P-O fit can moderate personality-performance relations. Theoretical and practical implications are reviewed and limitations of the study and suggestions for future research are discussed.
