PSY230H5 Lecture Notes - Lecture 12: Job Performance, Heritability, Conscientiousness

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5 Dec 2018
School
Department
Course
Personality and Vocational Interests
Holland (1985)
Model of Vocational Interests:
-Realist: working with gadgets
-Investigative: scientific, mathematics
-Artistic: creative expression in art
-Social: helping professions, team work
-Enterprising: leadership, economics
-Conventional: structured work environments
Gene and Environment
- estimate based on twins reared apart and together and adoption data.
36% heritability
9% shared environment
55% unshared environment (25%) & measurement error (30%).
Hierarchy of Vocational Interests
Items (specific jobs)
Factors (groups of similar jobs)
Superfactors (interest types)
heritability increases from items (32%) to superfactors (53%).
Genes influence broad interests.
Vocational Interests and Facets
Participants. Two-hundred seventeen students at a large Midwestern university.
Materials.
-NEO-PI-R (measure of Big Five and 30 facets).
- Two measures of vocational interests.
Job Satisfaction
The time account of a full-time working adult
(168 hours in a week):
-50-60 hours sleeping
-40-60 hours at work
- 5-10 hours commuting from and to work
-38-73 hours other activities (childcare,
chores, recreation)
Job satisfaction is an important part of life satisfaction.
- very dissatisfied with job (15.7% very happy)
- very satisfied with job (45.3% very happy)
Person x Environment Fit
Vocational satisfaction, stability, and achievement depend on the congruence
between one's personality and the environment in which one works (Holland, 1997,
p. 10).
A review of empirical studies shows that congruence or fit is a significant predictor of
job satisfaction (r= .25).
Job Performance
- Intelligence (g) is an important predictor of job performance (r= .3 to .4; Hunter &
Hunter, 1984).
- Conscientiousness is an additional predictor of job performance (r= .20; Boreman &
Penner, 2001; Mount, Barrick, & Strauss, 1994)
Week 12: final week
Wednesday, December 5, 2018
12:03 PM
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Personality and Vocational Interests
Holland (1985)
Model of Vocational Interests:
-Realist: working with gadgets
-Investigative: scientific, mathematics
-Artistic: creative expression in art
-Social: helping professions, team work
-Enterprising: leadership, economics
-Conventional: structured work environments
Gene and Environment
- estimate based on twins reared apart and together and adoption data.
36% heritability
9% shared environment
55% unshared environment (25%) & measurement error (30%).
Hierarchy of Vocational Interests
Items (specific jobs)
Factors (groups of similar jobs)
Superfactors (interest types)
heritability increases from items (32%) to superfactors (53%).
Genes influence broad interests.
Vocational Interests and Facets
Participants. Two-hundred seventeen students at a large Midwestern university.
Materials.
-NEO-PI-R (measure of Big Five and 30 facets).
- Two measures of vocational interests.
Job Satisfaction
The time account of a full-time working adult
(168 hours in a week):
-50-60 hours sleeping
-40-60 hours at work
- 5-10 hours commuting from and to work
-38-73 hours other activities (childcare,
chores, recreation)
Job satisfaction is an important part of life satisfaction.
- very dissatisfied with job (15.7% very happy)
- very satisfied with job (45.3% very happy)
Person x Environment Fit
Vocational satisfaction, stability, and achievement depend on the congruence
between one's personality and the environment in which one works (Holland, 1997,
p. 10).
A review of empirical studies shows that congruence or fit is a significant predictor of
job satisfaction (r= .25).
Job Performance
- Intelligence (g) is an important predictor of job performance (r= .3 to .4; Hunter &
Hunter, 1984).
- Conscientiousness is an additional predictor of job performance (r= .20; Boreman &
Penner, 2001; Mount, Barrick, & Strauss, 1994)
Week 12: final week
Wednesday, December 5, 2018 12:03 PM
Unlock document

This preview shows pages 1-2 of the document.
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