Deniz S. Ones

Deniz S. Ones
University of Minnesota · Department of Psychology

PhD

About

280
Publications
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Publications

Publications (280)
Article
Agreeableness impacts people and real-world outcomes. In the most comprehensive quantitative review to date, we summarize results from 142 meta-analyses reporting effects for 275 variables, which represent N > 1.9 million participants from k > 3,900 studies. Arranging variables by their content and type, we use an organizational framework of 16 con...
Article
Personality predicts performance, but the moderating influence of occupational characteristics on its performance relations remains underexamined. Accordingly, we conduct second-order meta-analyses of the Big Five traits and occupational performance (i.e., supervisory ratings of overall job performance or objective performance outcomes). We identif...
Article
Personality predicts performance, but the moderating influence of occupational characteristics on its performance relations remains under-examined. Accordingly, we conduct second-order meta-analyses of the Big Five traits and occupational performance (i.e., supervisory ratings of overall job performance or objective performance outcomes). We identi...
Article
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Organizations have great interest in controlling counterproductive work behaviors. In an effort to reduce the amount of counterproductivity among employees, professionals have turned to integrity tests – a non‐cognitive measure used worldwide for more than 60 years to identify individuals with a higher propensity to engage in counterproductive work...
Article
Organizations have great interest in controlling counterproductive work behaviors. In an effort to reduce the amount of counterproductivity among employees, professionals have turned to integrity tests – a non‐cognitive measure used worldwide for more than 60 years to identify individuals with a higher propensity to engage in counterproductive work...
Article
Intraindividual patterns or configurations are intuitive explanations for phenomena, and popular in both lay and research contexts. Criterion profile analysis (CPA; Davison & Davenport, 2002) is a well-established, regression-based pattern matching procedure that identifies a pattern of predictors that optimally relate to a criterion of interest an...
Article
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Research interest in personality dynamics over time is rapidly growing. Passive personality assessment via mobile sensors offers an intriguing new approach for measuring a wide variety of personality dynamics. In this paper, we address the possibility of integrating sensor-based assessments to enhance personality dynamics research. We consider a va...
Article
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We provide an overview of and guidance for applying exploratory bifactor models to vocational research. First, we describe bifactor models and highlight their potential and actual applications in vocational psychology. Second, we review the theoretical bases of bifactor models and offer methodological guidance to correctly implement and interpret t...
Article
Meta-analysis is frequently combined with multiple regression or path analysis to examine how the Big Five/Five-Factor Model (FFM) personality traits relate to work outcomes. A common approach in such studies is to construct a synthetic correlation matrix by combining new meta-analyses of FFM-criterion correlations with previously published meta-an...
Article
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Even though corruption continues to mar economic progression, worker enthusiasm, and societies' moral constitution, most studies of corruption have been confined to the fields of economics and political science. However, psychological variables, such as personality and cultural values, are likely to be relevant to studying corruption. In the presen...
Chapter
Full-text available
Organizations have great interest in controlling counterproductive work behaviors. In an effort to reduce the amount of counterproductivity among employees, professionals have turned to integrity tests—a non-cognitive measure used worldwide for more than 60 years to identify individuals with a higher propensity to engage in counterproductive work b...
Data
Supplementary Information for "A century of research on conscientiousness at work"
Article
Full-text available
Evidence from more than 100 y of research indicates that conscientiousness (C) is the most potent noncognitive construct for occupational performance. However, questions remain about the magnitudes of its effect sizes across occupational variables, its defining characteristics and functions in occupational settings, and potential moderators of its...
Preprint
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We describe a taxonomy of diverse types of workplace behaviors that contribute to or detract from environmental sustainability goals in organizational settings. The Green Five taxonomy was developed using critical incidents methodology and includes 5 major content-based meta-categories of employee green behaviors (EGB): Transforming, Avoiding Harm,...
Article
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Constructs versus measures in personality and other domains: What distinguishes normal and clinical? - Volume 12 Issue 2 - Brenton M. Wiernik, Marina A. Bornovalova, Stephen E. Stark, Deniz S. Ones
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Personality assessment for work: Legal, I-O, and clinical perspective - Volume 12 Issue 2 - Stephan Dilchert, Deniz S. Ones, Robert F. Krueger
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How and to what extent does extraversion relate to work relevant variables across the lifespan? In the most extensive quantitative review to date, we summarize results from 97 published meta-analyses reporting relations of extraversion to 165 distinct work relevant variables, as well as relations of extraversion's lower order traits to 58 variables...
Article
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We present direct and conceptual replications of the influential taxometric analysis of Type A Behavior (TAB; Strube, 1989), which reported evidence for the latent typology of the construct. Study 1, the direct replication (N = 2,373), duplicated sampling and methodological procedures of the original study, but results showed that the item indicato...
Preprint
Full-text available
This figure presents a schematic depiction of conceptual relationships among dimensions of job performance as described by Campbell and Wiernik (2015) and Viswesvaran and Ones (2000) and the three broad domains of employee responsible behaviors—employee (organizational) citizenship behaviors, employee ethical behaviors, and employee green behaviors...
Article
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Employee ethical behaviors are a frequent topic of business research and a critical criterion for organizations seeking to implement socially responsible, ethical business practices. They, alongside organizational citizenship behaviors and employee green behaviors, reflect one of the three major domains of employee responsible behaviors through whi...
Chapter
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The principle objectives of this chapter are twofold: first, we compiled a comprehensive list of the extant meta-analytic literature relating counterproductive work behaviors (CWB) to any correlate within the field of Industrial, Work, and Organizational (IWO) psychology. The results of 89 meta-analyses spanning three decades are presented in tabul...
Chapter
Full-text available
Personality and cognitive ability are two of the most important domains of differences between individuals. These domains have been studied for over 100 years and yet there is no definitive list of constructs within each domain or taxonomy of how they're organized. There are even more measures of each construct, but again, there is little connectio...
Article
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Purpose The relationships between the Big Five personality traits and life and job satisfaction have been examined extensively. Despite this attention, however, most existing theories focus on a few global dimensions of the Big Five while relying primarily upon a selection of theoretically relevant but unmeasured facets to illuminate their factor-...
Article
The lengthy and complex focal article by Tett, Hundley, and Christiansen (2017) is based on a fundamental misunderstanding of the nature of validity generalization (VG): It is based on the assumption that what is generalized in VG is the estimated value of mean rho ( $\bar{\rho}$ ). This erroneous assumption is stated repeatedly throughout the arti...
Article
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Generalization in meta-analyses is not a dichotomous decision (typically encountered in papers using the Q test for homogeneity, the 75% rule, or null hypothesis tests). Inattention to effect size variability in meta-analyses may stem from a lack of guidelines for interpreting credibility intervals. In this commentary, we describe two methods for m...
Chapter
An important construct in Industrial, Work and Organizational (IWO) psychology, organizational behavior, and human resources management (personnel selection, training, and performance evaluation) in general, and personnel selection in particular, is the construct of job performance. Job performance is the most important dependent variable in IWO ps...
Article
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Previous research on counterproductive work behavior (CWB) has shown that workplace deviance can be predicted from individual differences and environmental variables, but relatively little is known about CWBs’ relations with counterproductive behaviors in other domains of an individual's life. Data from 500 male twins were used to examine relations...
Article
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In this commentary, we build on Bracken, Rose, and Church's (2016) definition stating that 360° feedback should involve “the analysis of meaningful comparisons of rater perceptions across multiple ratees, between specific groups of raters” (p. 764). Bracken et al. expand on this component of the definition later by stressing that “the ability to co...
Article
This might be the most opportune time for Human Resource Management (HRM) to benefit from psychometric meta-analysis. Explosion of empirical research, often with conflicting results, hide important takeaways that can guide evidence-based applications of HRM. The science of HRM can turn to meta-analyses and meta-analytic thinking as the antidote to...
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Job satisfaction research has unfolded as an exemplary manifestation of the "person versus environment" debate in applied psychology. With the increasing recognition of the importance of time, it is informative to examine a question critical to the dispositional view of job satisfaction: Are genetic influences on job satisfaction stable across diff...
Article
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Mõttus alerts us to the widespread predictive heterogeneity of different indicators of the same trait. This heterogeneity violates the assumption that traits have causal unity in their developmental antecedents and effects on outcomes. I would go a step further: broader traits are useful units for description and prediction but not for explaining p...
Article
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Recent economic and societal developments have led to an increasing emphasis on organizational environmental performance. At the same time, demographic trends are resulting in increasingly aging labor forces in many industrialized nations. Commonly held stereotypes suggest that older workers are less likely to be environmentally responsible than yo...
Article
The present study used intraindividual criterion profile analysis to investigate the relationship between creative artistic and investigative interests and the Big Five personality traits. In 19 samples, we found that artistic and investigative interests showed distinct intraindividual personality profile patterns. Investigative interests were asso...
Chapter
Integrity is a critically important individual differences construct and plays a central role in organizational sciences. Integrity tests have a long-standing history in the field of personality assessment. In this chapter, we review four different conceptualizations of how integrity test scores map into the personality domain as described by the w...