An integrative approach to more nuanced estimates of personality-job-performance relations

Recent research has suggested that self- and other-ratings of personality may provide different information about personality, which can be captured in the trait-reputation-identity (TRI) model. Based on the TRI model, we investigate the link between personality and aligned job performance criteria on domain and aspect levels of the Big Five personality traits. In five samples (overall N = 571 triplets of target self-ratings and two coworker other-ratings), we investigated the relationships between the shared information on personality and shared information about job performance. We found that all personality domains showed substantial criterion validity in predicting the corresponding job-performance dimensions. Furthermore, we found stronger estimates for aspects of agreeableness and openness. We discuss theoretical and practical implications for target replacement and performance management.