Predicting job performance using FFM and non-FFM personality measures.

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. A large database consisting of American as well as European validity studies was meta-analysed. The results showed that for conscientiousness and emotional stability, the FFM-based inventories had greater criterion validity than the non FFM-based inventories. Conscientiousness showed an operational validity of .28 (N=19,460, 90% CV=.07) for FFM-based inventories and .18 (N=5,874, 90% CV= 2.04) for non-FFM inventories. Emotional stability showed an operational validity of .16 (N=10,786, 90% CV=.04) versus .05 (N=4,541, 90% CV= 2.05) for FFM and non-FFM-based inventories, respectively. No relevant differences emerged for extraversion, openness, and agreeableness. 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. [ABSTRACT FROM AUTHOR]