EXPLORING RELATIONS BETWEEN TYPICAL AND MAXIMUM PERFORMANCE RATINGS AND THE FIVE FACTOR MODEL OF PERSONALITY
研究区分了典型与最大绩效两种评价标准，发现五因素人格特质对两者的预测力不同，开放性最能预测最大绩效，神经质最能预测典型绩效，外向性对两者均有预测力。
The study tests the distinction between typical and maximum criteria with ratings of transformational leadership performance, and examines whether the criterion‐related validities of the five factor model differ for the two types of criteria. Using an East Asian military sample ( n = 1,259) where multiple ratings of typical and maximum performance were obtained from different sources, we used structural equation modeling to test the typical/maximum performance distinction. Results found that typical and maximum performance are different latent constructs and that this distinction is present even after considering rating method factors (i.e., rater source, time). The importance of this distinction is shown by the fact that validities for the personality constructs were not equally predictive of both criteria: Openness was most predictive of maximum performance, Neuroticism was most predictive of typical performance, and Extroversion was predictive of both. By distinguishing typical from maximum performance constructs, relationships between personality and transformational leadership were found to be stronger than previous research suggested.