Knowledge and skills that facilitate the personal support dimension of citizenship.

Efforts to identify the individual attributes that predict organizational citizenship have focused largely on dispositional factors. This focus reflects an unstated assumption that anyone can engage in successful citizenship, but only some choose to do so. The authors contend that, although this may be true of some dimensions of citizenship, it is not true of others.

Conscientiousness and reactions to psychological contract breach: a longitudinal field study.

The authors examined the role of employee conscientiousness as a moderator of the relationships between psychological contract breach and employee behavioral and attitudinal reactions to the breach. They collected data from 106 newly hired employees within the 1st month of employment (Time 1), 3 months later (Time 2), and 8 months after Time 1 (Time 3) to observe the progression through contract development, breach, and reaction. Results suggest that conscientiousness is a significant moderator for 4 of the 5 contract breach-employee reaction relationships examined (turnover intentions, organizational loyalty, job satisfaction, and 1 of 2 facets of job performance).

A meta-analytic investigation of conscientiousness in the prediction of job performance: examining the intercorrelations and the incremental validity of narrow traits.

Researchers of broad and narrow traits have debated whether narrow traits are important to consider in the prediction of job performance. Because personality-performance relationship meta-analyses have focused almost exclusively on the Big Five, the predictive power of narrow traits has not been adequately examined. In this study, the authors address this question by meta-analytically examining the degree to which the narrow traits of conscientiousness predict above and beyond global conscientiousness.

Racial differences in socially desirable responding in selection contexts: magnitude and consequences.

Two studies were conducted to examine the magnitude and consequences of racial differences on social desirability (SD) scales. Study 1 included 1,063 job applicants, and Study 2 included 3 sets of incumbents (total N = 534). In both studies, participants were administered several personality measures and an SD scale.