Arlen9's List: Barry Groups

• possible to establish clear, simple, and generalizable links between broad individual difference variables, such as general cognitive ability or personality traits and success in a wide range of jobs.
• general cognitive ability and conscientiousness, appear to be relevant to performance in virtually every job studied. Measuring these two variables alone, it is often possible to account for 20-30% of the variance in job performance, with even higher predictability in more complex jobs.
• Schmidt and Hunter
• Individuals with higher levels of cognitive ability acquire new information more easily and more quickly, and are able to use that information more effectively.
• psychologist Kevin Murphy, PhD

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• Researchers at Virginia Commonwealth University (VCU) suggest that gauging emotional intelligence may be an indicator of how well employees will perform in their jobs.
• "This study provides scientific evidence to back up the common sense notion that paying attention to moods and emotions is good for business," he added.
• Humphrey added that emotional intelligence was the second most important factor in job performance, behind cognitive intelligence.

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• In recent years, contextual performance has emerged as an important aspect of overall job performance. Job performance is no longer considered to consist strictly of performance on a task. Rather, with an increasingly competitive job market, employees are expected to go above and beyond the requirements listed in their job descriptions. Contextual performance, which is defined as activities that contribute to the social and psychological core of the organization, is beginning to be viewed as equally important to task performance.^[1] Examples of contextual performance include volunteering for additional work, following organizational rules and procedures even when personally inconvenient, assisting and cooperating with coworkers, and various other discretionary behaviors. By strengthening the viability of social networks, these activities are posited to enhance the psychological climate in which the technical core is nested.
• first identified in the industrial and organizational psychology research world by Borman & Motowidlo.^[2] Since that time, contextual performance has become an increasingly important research topic. Because of increased research efforts being focused on contextual performance, actual organizations have begun utilizing this concept by both rewarding it and incorporating it into performance appraisals. With the rise of the knowledge economy, the expectations for employees have expanded. Employees who exhibit voluntary effort and spontaneous, innovative behavior are increasingly important for organizations' competitive advantage.
• personality traits of conscientiousness, extraversion, and agreeableness predict contextual performance.^[10] Other personality traits, besides the Big Five, have also been researched. It was found that the relationship between dependability, work orientation, and cooperativeness and contextual performance is significantly larger than their relationship with task performance.

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