In-Sue Oh

Temple University | TU · Department of Human Resource Management

Conclusions reached in previous research about the magnitude and nature of personality-performance linkages have been based almost exclusively on self-report measures of personality. The purpose of this study is to address this void in the literature by conducting a meta-analysis of the relationship between observer ratings of the five-factor model...

Using meta-analytic tests based on 87 statistically independent samples, we investigated the relationships between the five-factor model (FFM) of personality traits and organizational citizenship behaviors in both the aggregate and specific forms, including individual-directed, organization-directed, and change-oriented citizenship. We found that E...

Although transformational leadership has been studied extensively, the magnitude of the relationship between transformational leadership and follower performance across criterion types and levels of analysis remains unclear. Based on 117 independent samples over 113 primary studies, the current meta-analytic study showed that transformational leade...

What roles do CEOs play in firm performance? To address this question, the management field has accumulated a substantial amount of research over the past 3 decades built on upper echelons theory (UET), which posits that CEO characteristics manifest in firm strategic actions and, in this way, future firm performance. Hence, there is a need to syste...

Organizational scientists have historically assessed personality via self-reports, but there is a growing recognition that personality ratings from observers offer superior prediction of job performance compared to targets’ self-reports. Yet the origin of these differences remains unclear: Do observers show predictive validity advantages (a) becaus...

The configurational or “internal fit” perspective proposes that human resource (HR) systems are most effective when individual practices are configured such that they fit together and are mutually reinforcing. The Ability–Motivation–Opportunity (AMO) model has emerged as a predominant way to select and configure HR practices based on whether they a...

Prior research on the relations between the five-factor model (FFM) of personality traits and job performance has suggested mixed findings: Some studies pointed to linear relations, while other studies revealed nonlinear relations. This study addresses these gaps using machine learning (ML) methods that can model complex relations between the FFM t...

A recent attempt to generate an updated ranking for the operational validity of 25 selection procedures, using a process labeled “conservative estimation” (Sackett et al., 2022), is flawed and misleading. When conservative estimation's treatment of range restriction (RR) is used, it is unclear if reported validity differences among predictors refle...

We provide a meta-analytic examination of the CEO overconfidence–firm performance relationship. Our results support a positive relationship between these focal variables. Drawing from trait activation theory and national cultural differences literatures, we find that cross-cultural effects moderate the focal relationship. More specifically, we find...

Sackett et al. (2022) recommend against correcting for range restriction (RR) in concurrent validation studies. The main rationale behind their recommendation is that unless "rzx" (an unrestricted true-score correlation between the third variable Z where actual selection occurred in a top-down manner [a.k.a., suitability] and the predictor of inter...

We meta-analytically test the extent to which positive and negative affect predict change-oriented citizenship behaviors (OCB-CH). More importantly, we examine the predictive power of affect versus established predictors, including (a) job satisfaction and (b) the five-factor model (FFM) personality traits. For comparative purposes, we include as o...

In this study, we propose and examine an integrative framework to investigate factors contributing to the experience of workplace incivility (including victim demography, dispositional individual differences, and environmental factors), the affective, health-related, social exchange-based, and behavioral outcomes associated with experienced incivil...

Organizational scientists have historically assessed personality via self-reports, but there is a growing recognition that personality ratings from observers offer superior prediction of job performance compared to targets' self-reports. Yet, the origin of these differences remains unclear: do observers show predictive validity advantages (a) becau...

As a vital tool for advancing cumulative science and guiding evidence-based practice, meta-analysis has advanced many research fields of the behavioral and social sciences, including worker age and aging. Nonetheless, there is still room for improvement, particularly in terms of meta-analytic methods and procedures. In this article, we overview som...

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...

The primary purpose of this study is to examine how the cross-level interaction between leader and follower conscientiousness influences person-supervisor (PS) fit perceptions, which in turn impact follower work attitudes and organizational citizenship behavior (OCB). Based on a sample of 1,204 participants in 167 work teams, the results of our cro...

Secondary uses of meta-analytic data (SUMAD) represent advanced analyses and applications of first-order meta-analytic results for theoretical (e.g., theory testing) and practical (e.g., evidence-based practice) purposes to produce novel knowledge that cannot be directly obtained from the input meta-analytic results. First-order meta-analytic resul...

Despite the importance of succession planning programs (SPPs) to organizational success, there is a lack of theory and empirical research on the behaviors that predict which managers are most likely to be selected for SPPs, and managers' reactions to being selected. In an effort to address this gap, we focus on the leadership behaviors of Considera...

The most fundamental proposition of attraction–selection–attrition (ASA) theory is that organizations progress toward homogeneity of personality over time through the processes of attraction, selection, and attrition. However, critical aspects of that proposition have remained untested, thus limiting a fuller understanding of the ASA theory. To clo...

Purpose Most of the studies in entrepreneurship depend on single-source rating methods to collect data on both predictors and criteria. The threat to effect sizes as a result of using single-source ratings is particularly relevant to psychology-based entrepreneurship research. Therefore, the purpose of this paper is to explore the prospects of app...

This study explores the factor structure of job performance and each performance dimension's relative importance in determining supervisors' overall job performance ratings. We found that the optimal factor structure of job performance includes five dimensions: task performance, organizational citizenship behaviour directed toward the organization...

Meta-analysis has become a well-accepted method for synthesizing empirical research about a given phenomenon. Many meta-analyses focus on synthesizing correlations across primary studies, but some primary studies do not report correlations. Peterson and Brown (2005) suggested that researchers could use standardized regression weights (i.e., beta co...

By integrating the fundamental principles of the theory of purposeful work behavior (TPWB; Barrick, Mount, & Li, 2013) with cognitive-affective personality system (CAPS) theory (Mischel, 1977; Mischel & Shoda, 1995), we examine how and when salespeople's job-relevant personality traits relate to their performance. We argue that individuals with per...

In their focal article, Tett, Hundley, and Christiansen (2017) stated in multiple places that if there are good reasons to expect moderating effect(s), the application of an overall validity generalization (VG) analysis (meta-analysis) is “moot,” “irrelevant,” “minimally useful,” and “a misrepresentation of the data.” They used multiple examples an...

Correcting validity estimates for selection procedures for range restriction typically involves comparing variance in predictor scores between all job applicants and applicants who were selected. However, some research on criterion-related and differential validity of cognitive ability tests has relied on range restriction corrections based on data...

We examine the extent to which both in-role (task performance) and extra-role dimensions of performance (organizational citizenship behaviors) account for variance in ratings of overall job performance by utilizing currently available meta-analytic estimates. Relative weight analysis results show that overall performance is determined more by three...

In this article, the authors integrate the theory of work adjustment (Dawis, England, & Lofquist, 1964) and the stressor emotion model of counterproductive work behaviors (CWBs; Spector & Fox, 2005) to examine workplace frustration as an intervening mechanism that mediates relations between person-environment (P-E) fit and CWBs. Moreover, we adopt...

There have been frequent expressions of concern over the supposed failure of researchers to conduct replication studies. But the large number of meta-analyses in our literatures shows that replication studies are in fact being conducted in most areas of research. Many who argue for replication as the “gold standard” consider a nonsignificant replic...

In the current study, we present a more accurate method for correcting for range restriction (Case V) that expands upon Bryant and Gokhale’s (1972) method. We further present detailed steps to incorporate the Case V method into Schmidt and Hunter’s (2015; Hunter & Schmidt, 2004) psychometric meta-analysis methods (both individual correction and art...

Cynicism about organizational change is often considered an important factor that influences employee acceptance of change initiatives. However, cynicism has been compared with several similar constructs with little conceptual or empirical differentiation. To provide a deeper understanding of change cynicism, we compare and contrast it with similar...

The focus of much career choice research is framed around a unidimensional conceptualization of motivation in which the tendency to approach a career assumes a proportionately equal and opposite willingness to avoid it. Drawing upon regulatory focus theory, we advance a dual-channel model of career choice, which allows us to capture the competing g...

Human resource (HR) managers’ commitment to their occupation (HR) leads to the proper delivery and implementation of HR practices and, therefore, is deemed as a critical factor for the success of HR practices. Based on socio-cognitive, human capital, and signaling theories, this study examines: (a) HR managers’ own and their chief HR officer’s (CHR...

We examined the relationships between the Five-Factor Model (FFM) of personality traits and three forms of organizational commitment (affective, normative, and continuance commitment) and their variability across individualistic and collectivistic cultures. Meta-analytic results based on 55 independent samples from 50 studies (N = 18,262) revealed...

* This is a study about the relationship between firm-level personality and firm performance. It shows how valuable personality can be as a firm-level resource that drives firm performance. Drawing on the attraction-selection-attrition perspective, strategic human resource management scholarship, and recent human capital research, this study explo...

Neubert et al. (in press) suggest two individual differences that have been overlooked in the I/O literature (i.e., complex and collaborative problem solving) will be critical in the 21st century workplace. Below, I will briefly summarize some history and empirical findings at odds with Neubert et al.’s (in press) assertions.

Based on the Five-Factor Model of personality traits and social exchange theory, this study examines the relationships of personality traits, organizational commitment, and two target-based factors of workplace deviance (organizational deviance and interpersonal deviance), using a sample of 113 South Korean employees. By the use of path-analysis, w...

The most fundamental proposition of attraction-selection-attrition (ASA) theory is that organizations progress toward homogeneity of personality over time through attraction, selection, and attrition. In this multi-wave and multi-sample study, we examine which of the ASA processes generates a greater amount of within-organization homogeneity over t...

All measurements must contend with unreliability. No measure is free of measurement error. More attention must be paid to measurement error in all psychological research. The problem of reliability is more severe when rating scales are involved. Many of the constructs in industrial–organizational (I–O) psychology and organizational behav-ior/human...

Measurement Error Obfuscates Scientific Knowledge: Path to Cumulative Knowledge Requires Corrections for Unreliability and Psychometric Meta-Analyses - Volume 7 Issue 4 - Chockalingam Viswesvaran, Deniz S. Ones, Frank L. Schmidt, Huy Le, In-Sue Oh

In this study, we examine the cross-cultural differences in human resource (HR) managers’ beliefs in effective HR practices by surveying HR practitioners in Finland (N = 86), South Korea (N = 147), and Spain (N = 196). Similar to previous studies from the United States, the Netherlands, and Australia, there are large discrepancies between HR practi...

This study set out to examine the relationships between the Five-Factor Model (FFM) of personality traits and three forms of organizational commitment (affective, normative, and continuance commitment) and their variability across individualistic and collectivistic cultures. Meta-analytic results based on 34 independent samples from 30 studies (N =...

Using the attraction-selection-attribution (ASA) model and multilevel theory, we examined personality-based homogeneity emergence within organizations and the relationships of organization-level personality with organization-level job satisfaction and firm performance based on 71 Korean organizations. First, we found support for personality-based h...

To respond to the challenge of how organizations can develop leaders who can think strategically, we investigate the relation of leaders’ global work experiences—that is, those experiences that require the role incumbent to transcend national boundaries—to their competency in strategic thinking. We further examine whether leaders’ exposure to a cou...

Although one of the most well-established research findings in industrial-organizational psychology is that general mental ability (GMA) is a strong and generalizable predictor of job performance, this meta-analytically derived conclusion is based largely on measures of task or overall performance. The primary purpose of this study is to address a...

Meta-analytic reviews are an important tool for advancing science and guiding evidence-based practice. Publication bias is one of the greatest threats to meta-analytic reviews. This paper assesses the degree of publication bias in four previously published meta-analytic datasets from various fields of study in the organizational sciences. Of these...

Meta-analytic reviews are an important tool for advancing science and guiding evidence-based practice. Publication bias is one of the greatest threats to meta-analytic reviews. This paper assesses the degree of publication bias in four previously published meta-analytic datasets from various fields of study in the organizational sciences. Of these...

To respond to the challenge of how organizations can develop leaders who can think strategically, we investigate the relation of leaders’ global work experiences—that is, those experiences that require the role incumbent to transcend national boundaries—to their competency in strategic thinking. We further examine how leaders’ exposure to a country...

This study examines whether and how self-monitoring moderates the relationships between two personality traits (agreeableness and conscientiousness) and counterproductive work behavior directed toward the orga-nization (CWB-O) and toward other employees (CWB-I). High self-monitors strive to attain personal goals related to status and prestige enhan...

The present study examines the incremental validity of Honesty–Humility (H-H), a measure of the tendency to be fair and genuine in dealing with others, for supervisory ratings of job performance (including both task and contextual performance) over cognitive ability and the Big Five personality traits. Specifically, we explore the incremental valid...

In this cross-cultural meta-analysis, we examine the relationships between person–environment [P–E] fit and work attitudes (organizational commitment, job satisfaction, and intent to quit) as well as job performance based on 96 studies (110 independent samples) conducted in East Asia, Europe, and North America. We compare the results across culture...

The concept of differential validity suggests that cognitive ability tests are associated with varying levels of validity across ethnic groups, such that validity is lower in certain ethnic subgroups than in others. A recent meta-analysis has revived the viability of this concept. Unfortunately, data were not available in this meta-analysis to corr...

The present study examines the incremental validity of Honesty-Humility (H-H), a measure of the tendency to be fair and genuine in dealing with others, for supervisory ratings of job performance (including both task and contextual performance) over cognitive ability and the Big Five personality traits. Specifically, we explore the incremental valid...