PERSONALITY AND JOB PERFORMANCE: A CRITIQUE OF THE TETT, JACKSON, AND ROTHSTEIN (1991) META‐ANALYSIS
批判了Tett等人关于人格与工作绩效关系的元分析，指出其样本量、量表分配、工作性质等方面的差异，并发现四项技术错误，质疑其调节效应结果的可靠性。
Tett, Jackson, and Rothstein (1991) recently presented a meta‐analysis of the relationship between personality and job performance. Many of their findings, particularly those pertaining to the Big Five personality dimensions, are at odds with one other large scale meta‐analytic study (Barrick & Mount, 1991) investigating the relation between personality and performance. In order to reconcile these new results with previous findings, we examined differences in the sample sizes used, the process for assigning pre‐existing scales to personality dimensions, and the nature of the jobs investigated. In addition, we found four technical errors in the Tett et al. moderator meta‐analyses in computing sampling error, the bias correction, sampling error for bias corrected correlations, and computing sampling error variance across studies. These errors raise serious questions about the interpretation of their results for various moderators of the personality‐job performance relationship.