Michael P. Wilmot

• PhD
• Professor (Assistant) at University of Arkansas at Fayetteville

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...

Significance Conscientiousness (C) is the most potent noncognitive predictor of occupational performance. However, questions remain about how C relates to a plethora of occupational variables, what its defining characteristics and functions are in occupational settings, and whether its performance relation differs across occupations. To answer thes...

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...

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...

The impacts of COVID-19 on workers and workplaces across the globe have been dramatic. This broad review of prior research rooted in work and organizational psychology, and related fields, is intended to make sense of the implications for employees, teams, and work organizations. This review and preview of relevant literatures focuses on (a) emerge...

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...

COVID-19’s impacts on workers and workplaces across the globe have been dramatic. We present a broad review of prior research rooted in work and organizational psychology, and related fields, for making sense of the implications for employees, teams, and work organizations. Our review and preview of relevant literatures focuses on: (i) emerging cha...

Supplementary Information for "A century of research on conscientiousness at work"

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...

This chapter reviews and evaluates how “theory” currently functions in Industrial, Work and Organizational Psychology (IWOP) and related sub-fields. As a context for reviewing the functioning of theory, we discuss the general goals of theory, research, and practice in IWOP, the specific goals of the major journals and professional associations, the...

For the past 40 years, the conventional univariate model of self-monitoring has reigned as the dominant interpretative paradigm in the literature. However, recent findings associated with an alternative bivariate model challenge the conventional paradigm. In this study, item response theory is used to develop measures of the bivariate model of acqu...

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...

Self-monitoring is a personality variable defined as the extent to which individuals are willing and able to engage in the expressive control of their public self-presentations, which is measured using the Self-Monitoring Scale (SMS; Snyder1974; Snyder & Gangestad 1986). Recent work indicates that self-monitoring is better described as comprising t...

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...

Structured AbstractObjective Prior attempts at locating self-monitoring within general taxonomies of personality traits have largely proved unsuccessful. However, past research has typically neglected 1) the bi-dimensionality of the Self-Monitoring Scale, and 2) the hierarchical nature of personality. The objective of this study was to test hypothe...

In Ones et al. (2016), we reported results for analyses using meta-analytic data to conduct a variance decomposition of a typical other-rated Achievement measure. In this online supplement, we present the details of those analyses.

A dominant general factor (DGF) is present when a single factor accounts for the majority of reliable variance across a set of measures (Ree, Carretta, & Teachout, 2015). In the presence of a DGF, dimension scores necessarily reflect a blend of both general and specific factors. For some constructs, specific factors contain little unique reliable v...

One of the most provocative findings in the personality psychology literature is evidence that the latent structure of self-monitoring is categorical. That is, individuals can be classified as either high or low self-monitors (Gangestad & Snyder, 1985). Surprisingly, in the three decades since its original publication, this study has never been rep...

LeBreton, Scherer, and James (2014) raise important questions about the implications of unreliable criterion measurement in industrial–organizational (I–O) psychology. Although we do not share the authors’ bleak outlook concerning the state of cumulative knowledge in our field, we do agree that continuing to rely on a criterion with an average reli...

Increasing Interrater Reliability Using Composite Performance Measures - Volume 7 Issue 4 - Michael P. Wilmot, Brenton M. Wiernik, Jack W. Kostal

Data from a sample of 83 elected community leaders and 391 direct-report staffers (resulting in 306 useable leader-member dyads) were used to test relations between self-other rating agreement of leadership and member-reported leader-member exchange (LMX). Results of polynomial regression analysis indicated that the self-other rating agreement mode...

The validity of self-monitoring personality in work and organizational settings was reexamined. Comparative meta-analyses using both random-effects and fixed-effects models were conducted (349 total samples; N = 75,811) to test the relationship between self-monitoring personality and work-related and demographic correlates, as well as the reliabili...

Data from a sample of 83 elected community leaders and 391 direct-report staffers (resulting in 306 useable leader-member dyads) were used to test relations between self-other rating agreement of leadership and member-reported leader-member exchange (LMX). Results of polynomial regression analysis indicated that the self-other rating agreement mode...