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The study examines the relationship of five personality constructs to job performance measures across different occupations.
Previous studies lacked a well-accepted taxonomy for classifying personality traits, limiting the ability to find consistent relationships between personality constructs and job performance.

Systematic efforts to classify personality began with McDougall (1932) proposing a five-factor analysis: intellect, character, temperament, disposition, and temper.
Cattell (1943-1948) attempted a taxonomy with 16 primary factors, but replicability was limited. Researchers, however, found strong support for five factors through Tupes and Christal's (1961) analysis.
- Identified factors: Surgency, Emotional Stability, Agreeableness, Dependability, and Culture.
Research by Digman (1990) solidified the 5-factor model as a robust framework for personality classification.
Studies conducted in the last decade show the model’s robustness across various methods, cultures, and types of assessments.

Also known as Extraversion or Surgency, associated traits include sociability, gregariousness, and assertiveness.
- Hogan (1986) splits it into Ambition and Sociability, identifying initiative and exhibitionist traits respectively.

Known also as Stability or Neuroticism, encompassing traits like anxiety, emotionality, and insecurity.

Labeled also as Likability, Friendliness, or Compliance, traits include cooperativeness, flexibility, and trustworthiness.

Defines aspects like responsibility, dependability, caring, and thoroughness. Associated terms include Will to Achieve and Work.

Frequently called Intellect or Intellectance, characterized by imagination, curiosity, and artistic sensitivity.

Conscientiousness and Emotional Stability will predict job performance criteria across all jobs and indicators, as these traits correlate with characteristics important in task execution.
Extraversion and Agreeableness are anticipated to influence jobs requiring interpersonal interaction such as management and sales, whereas Openness to Experience will predict training proficiency.
The validity of each dimension was further investigated regarding differences between objective and subjective performance criteria.

Conducted a search for validity studies on personality in occupational selection from 1952-1988.
Mixed methods: Computer and manual checks of literature yielded 231 studies, of which 117 met inclusion criteria.
- Focused on jobs categories: professionals (5%), police (13%), managers (41%), sales (17%), and skilled/semi-skilled (24%).
- Examined three performance criteria: Job proficiency, training proficiency, and personnel data.

Selection of key variables, reliability estimates, and validity coefficients for analysis.
Meta-analysis approach corrected for sampling error and measurement error variance common to personality studies.

Strong correlations found for Conscientiousness across all occupational types.
- True score correlation ranged from 0.20 to 0.23.
Emotional Stability correlations were lower, indicating less predictive validity in job performance.
Extraversion was significant in occupations like management and sales, while Agreeableness yielded lesser correlations.

Conscientiousness consistently remained the best predictor across all criteria types, reliability ranges from 0.20 to 0.23.
Openness to Experience was valid in predicting training proficiency.

Subjective ratings generally showed higher correlations than objective measures.
The patterns emphasized that subjective judgments may be influenced by personality traits, particularly notable for Conscientiousness.

Findings highlight the utility of the 5-factor model in identifying relevant personality predictors of job performance.
- The significance of Conscientiousness suggests that traits such as dependability and achievement orientation are pivotal in various performance settings.
The role of Extraversion and Openness to Experience in training performance further delineates training readiness and learning attitudes.
The study indicates that future research could clarify the overlaps and distinctions between personality constructs and their operational effectiveness in job settings.

This analysis underscores the importance of employing the 5-factor model in personnel psychology to accurately classify and predict job performance outcomes.