5-FACTOR MODEL OF PERSONALITY AND PERFORMANCE IN JOBS INVOLVING INTERPERSONAL INTERACTIONS

In this article, the results of a meta-analysis that investigates the degree to which dimensions of the Five-Factor Model (FFM) of personali ty are related to performance in jobs involving interpersonal interact ions are reported. The article also investigates whether the nature of the interactions with others moderates the personality-performance re lations. The meta-analysis was based on II studies (total N= 1,586), e ach of which assessed the FFM at the construct level using the Persona l Characteristics Inventory. Results support the hypothesis that Consc ientiousness, Agreeableness, and Emotional Stability are positively re lated to performance in jobs involving interpersonal interactions. Res ults also support the hypothesis that Emotional Stability and Agreeabl eness are more strongly related to performance in jobs that involve te amwork (where employees interact interdependently with coworkers), tha n in those that involve dyadic interactions with others (where employe es provide a direct service to customers and clients). Implications fo r developing theories of work performance and for selecting employees are discussed.