Social skill as moderator of the conscientiousness-performance relationship: Convergent results across four studies.

Lawrence Alan Witt · Gerald R. Ferris

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Personality Traits and Psychology Job Satisfaction and Organizational Behavior Emotional Intelligence and Performance

Abstract

The authors conducted 4 studies to test the hypothesis that the relationship between Conscientiousness and job performance reflecting interpersonal effectiveness is more strongly positive among workers who are higher rather than lower in social skill. Results of hierarchical moderated regression analyses supported the hypothesis in all 4 studies. Among workers high in social skill. Conscientiousness was positively related to performance. Among workers low in social skill, the relationship between Conscientiousness and performance was essentially irrelevant in Study 2 but was negative in the other 3 studies. Potential implications of these results are discussed as are directions for future research.

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References

1998Social Capital, Intellectual Capital, and the Organizational Advantage 1977Handbook of Industrial and Organizational Psychology.1991THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META‐ANALYSIS 1999The Big Five Trait taxonomy: History, measurement, and theoretical perspectives.1992An Introduction to the Five‐Factor Model and Its Applications 1999Working with Emotional Intelligence 1992The development of markers for the Big-Five factor structure.1993The structure of phenotypic personality traits.

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2006Emotional intelligence and individual performance: evidence of direct and moderated effects 2007Personality, political skill, and job performance 2009A meta‐analytic investigation into the moderating effects of situational strength on the conscientiousness–performance relationship 2010How similar are personality scales of the “same” construct? A meta-analytic investigation 2011Linking workplace incivility to citizenship performance: The combined effects of affective commitment and conscientiousness

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