Social and Behavioral Sciences Commons^™

Evaluating Indicators Of Job Performance: Distributions And Types Of Analyses, Richard J. Chambers Ii

Doctoral Dissertations

Distributions of job performance indicators have historically been assumed to be normally distributed (Aguinis & O'Boyle, 2014; Schmidt & Hunter, 1983; Tiffin, 1947). Generally, any evidence to the contrary has been attributed to errors in the measurement of job performance (Murphy, 2008). A few researchers have been skeptical of this assumption (Micceri, 1989; Murphy, 1999; Saal, Downey, & Lahey, 1980); yet, only recently has research demonstrated that in certain specific situations job performance is exponentially distributed (Aguinis, O'Boyle, Gonzalez-Mulé, & Joo, 2016; O'Boyle & Aguinis, 2012). To date there have been few recommendations in the Industrial-Organizational Psychology literature about how …

Bright Or Dark, Or Virtues And Vices? A Reexamination Of The Big Five And Job Performance, Christopher M. Castille

Doctoral Dissertations

Personality research in industrial/organizational psychology has been dominated by the description of personality traits and outcomes as either bright or dark. Unfortunately, research has shown that bright traits have dark outcomes and vice versa, suggesting that a paradox is plaguing the literature. To resolve this paradox, I propose that a different heuristic stemming from positive psychology be utilized: virtues and vices. Virtues refer to exercises of human excellence while vices refer to actions of human failure. Drawing on the virtue ethics concept of the Aristotelian mean, dark traits are viewed as extreme or elevated levels of bright personality traits, allowing …

Crystallized Intelligence And Openness To Experience: Drawing On Intellectual-Investment Theories To Predict Job Performance Longitudinally, Christopher B. Patton

Doctoral Dissertations

Various approaches to conceptualizing and measuring intelligence have been utilized throughout history. Despite the plethora of intelligence theories, the field of industrial and organizational (I-O) psychology has been largely dominated by the psychometric tradition of intelligence and Spearman's general factor theory of intelligence (g). Moreover, other approaches to intelligence (e.g., the developmental perspective) have generally been ignored by I-O psychology. This is puzzling given the widespread acceptance among I-O psychologists of intelligence's substantial and increasing importance in the modern workplace.

Supported by a vast amount of research, g has often been recognized as the single best predictor of …