Although one of the most well-established research findings in industrial-organizational psychology is that general mental ability (GMA) is a strong and generalizable predictor of job performance, this meta-analytically derived conclusion is based largely on measures of task or overall...

Based on the Five-Factor Model of personality traits and social exchange theory, this study examines the relationships of personality traits, organizational commitment, and two target-based factors of workplace deviance (organizational deviance and interpersonal deviance), using a sample of 113...

This study examines whether and how self-monitoring moderates the relationships between two personality traits (agreeableness and conscientiousness) and counterproductive work behavior directed toward the organization (CWB-O) and toward other employees (CWB-I). High self-monitors strive to...

While much is known about the effects of personality traits on performance, there is still limited empirical evidence that examines how personality traits may interact with each other to impact dimensions of performance. This study examined how conscientiousness and agreeableness interact to...

Purpose – The purpose of this study is to examine gender differences in personality predictors of a specific form of workplace aggression: counterproductive work behaviors directed at individuals (CWB‐I). Design/methodology/approach – Students ( n =212) who were part‐time employees...

Purpose: The purpose of this paper is to examine the relationship of immediate workspace satisfaction (IWS) and environmental workplace quality (EWQ) on perceived organizational support (POS), engagement and organizational citizenship behaviors (OCBs). In this paper, we draw on social exchange...