Ryan Klinger

Hierarchical representations of the five-factor model of personality in predicting job performance: integrating three organizing frameworks with two theoretical perspectives.

Integrating 2 theoretical perspectives on predictor-criterion relationships, the present study developed and tested a hierarchical framework in which each five-factor model (FFM) personality trait comprises 2 DeYoung, Quilty, and Peterson (2007) facets, which in turn comprise 6 Costa and McCrae (1992) NEO facets. Both theoretical perspectives-the bandwidth-fidelity dilemma and construct correspondence-suggest that lower order traits would better predict facets of job performance (task performance and contextual performance). They differ, however, as to the relative merits of broad and narrow traits in predicting a broad criterion (overall job performance). We first meta-analyzed the relationship of the 30 NEO facets to overall job performance and its facets. Overall, 1,176 correlations from 410 independent samples (combined N = 406,029) were coded and meta-analyzed. We then formed the 10 DeYoung et al. facets from the NEO facets, and 5 broad traits from those facets. Overall, results provided support for the 6-2-1 framework in general and the importance of the NEO facets in particular.

Time is on my side: time, general mental ability, human capital, and extrinsic career success.

The present study linked general mental ability (GMA) to extrinsic career success using a multilevel framework that included time and 3 possible time-based mediators of the GMA-career success relationship. Results, based on a large national sample, revealed that over a 28-year period, GMA affected growth in 2 indicators of extrinsic career success (income and occupational prestige), such that the careers of high-GMA individuals ascended more steeply over time than those of low-GMA individuals. Part of the reason high-GMA individuals had steeper growth in extrinsic success over time was because they attained more education, completed more job training, and gravitated toward more complex jobs. GMA also moderated the degree to which within-individual variation in the mediating variables affected within-individual variation in extrinsic career success over time: Education, training, and job complexity were much more likely to translate into career success for more intelligent individuals.

Are we really measuring what we say we're measuring? Using video techniques to supplement traditional construct validation procedures.

Several researchers have persuasively argued that the most important evidence to consider when assessing construct validity is whether variations in the construct of interest cause corresponding variations in the measures of the focal construct. Unfortunately, the literature provides little practical guidance on how researchers can go about testing this. Therefore, the purpose of this article is to describe how researchers can use video techniques to test whether their scales measure what they purport to measure. First, we discuss how researchers can develop valid manipulations of the focal construct that they hope to measure. Next, we explain how to design a study to use this manipulation to test the validity of the scale. Finally, comparing and contrasting traditional and contemporary perspectives on validation, we discuss the advantages and limitations of video-based validation procedures.

Resource configurations for new family venture growth

Purpose Sustainable Family Business Theory states that human, social, and financial capital are important for new family venture growth, yet there may be multiple combinations that could be beneficial. The purpose of this paper is to examine whether all three types of resources are always needed for growth. Design/methodology/approach Fuzzy-set Qualitative Comparative Analysis, a configurational method, is used to investigate which combinations of human, social, and financial capital consistently lead to new family venture growth. Findings Multiple distinct combinations of resources – usually containing some form of human capital along with either social or financial capital – were sufficient for new family ventures to grow. Research limitations/implications The findings contribute to a more accurate Sustainable Family Business Theory in terms of the resource bundles needed to achieve growth. Not all three primary resources are needed at founding for the venture to grow. Results suggest a need for renewed focus on human capital in family venture research, as well as further investigations of the resource configurations uncovered here and their effects on family firm outcomes. Practical implications Given the costs associated with acquiring resources, the findings can inform family entrepreneurs and other stakeholders purposed with assisting new family ventures regarding optimal avenues of achieving growth. Originality/value This study advances theory by demonstrating which combinations of primary resources lead to new family venture growth. The findings shed light on how human, social, and financial capital may substitute for each other, as well as how the value of each depends on the presence or absence of the others.

Curvilinear relationships between role clarity and supervisor satisfaction

Purpose – Utilizing attribution theory, the purpose of this paper is to propose a more nuanced theoretical understanding of role clarity – supervisor satisfaction trajectories. The authors also identify leadership characteristics that moderate these trajectories: supervisor developmental feedback (SDF) and interpersonal justice. Design/methodology/approach – In this field study, survey responses were collected from 334 employees. Data were submitted to hierarchical polynomial regression. Findings – The impact of too much role clarity was dependent on the level of interpersonal justice and SDF. When these moderators were high, too much role clarity had a decremental effect on supervisor satisfaction. When these moderatos were low, high role clarity was depicted by an asymptotic trajectory. Research limitations/implications – Cross-sectional data were collected from a single source. Future research might attempt to replicate findings using longitudinal designs and multiple data sources. Proposed mediating m...

The Right Stuff: Resources for New Venture Performance in the Start-up and Growth Stages

Extant research has indicated that human, social, and financial capital are primary determinants of new venture performance, yet empirical investigations of the combinations of these resources and their relationship to new venture performance are lacking. The following two studies examine performance at the start-up and growth stages of the venture life cycle. We apply fuzzy-set Qualitative Comparative Analysis to determine which resource configurations consistently lead to high performance in new high-tech and low-tech firms. Results indicate entrepreneurs do not require all three primary types of capital at all times to prosper because multiple, context-dependent paths to new venture performance exist.

Examining the Role of Observer Personality on the Predictive Validity of Personality Ratings

Drawing on Hogan’s Socioanalytic Theory (Hogan, 1996) and Funder’s Realistic Accuracy Model (Funder, 1995), I investigate key sources of variance in the predictive validity of reputational personality ratings. More specifically, I explore how characteristics of the individuals providing observer ratings of personality impact the relative and incremental predictive validities of these reputational ratings. Results of a field study indicate that in terms of predicting job performance, reputational ratings of personality have the potential to capture both higher relative predictive validities and higher incremental predictive validities over identity (i.e., self) ratings. However, the extent to which reputational ratings outperform identity ratings depends on personality characteristics of the observer such that relative and incremental predictive validities are highest when observers score high on measures of conscientious and openness.