Personality and job performance: the importance of narrow traits
针对Ones和Viswesvaran主张宽人格特质预测效度更高的观点，本文用新数据反驳，发现两个窄特质（责任感和冒险倾向）比大五人格更能预测工作绩效。
In a recent discussion of the bandwidth–fidelity dilemma in personality measurement for personnel selection, Ones and Viswesvaran (1996) concluded that ‘broader and richer personality traits will have higher predictive validity than narrower traits’. In this paper, the arguments made by Ones and Viswesvaran in favor of the exclusive use of broad personality dimensions are discussed. New data are presented that contradict Ones and Viswesvaran's claim of the existence of a general, integrity-related personality factor, and that show two narrow measures—the Responsibility and Risk Taking scales of the Jackson Personality Inventory—to have higher validities than the Big Five dimensions with respect to job performance criteria based on self-reported workplace delinquency in a sample of 127 entry-level employees. © 1998 John Wiley & Sons, Ltd.