![]() Conscientiousness, showed consistent relations with all job per- formance criteria for all occupational groups. Results indicated that one dimension of person- ality. This study investigated the relation of the "Big Five" personality di- mensions (Extraversion, Emotional Stability, Agreeableness, Consci- entiousness, and Openness to Experience) to three job performance criteria (job proficiency, training proficiency, and personnel data) for five occupational groups (professionals, police, managers, sales, and skilled/semi-skilled). From a practical point of view, these findings suggest that practitioners should use inventories based on the FFM in order to make personnel selection decisions. No relevant differences emerged for extraversion, openness, and agreeableness. 05 (N = 4,541, 90% CV = -.05) for FFM and non-FFM-based inventories, respectively. Emotional stability showed an operational validity of. Conscientiousness showed an operational validity of. The results showed that for conscientiousness and emotional stability, the FFM-based inventories had greater criterion validity than the non FFM-based inventories. ![]() ![]() A large database consisting of American as well as European validity studies was meta-analysed. This study compares the criterion validity of the Big Five personality dimensions when assessed using Five-Factor Model (FFM)-based inventories and non-FFM-based inventories.
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