Exploring the relation between IRT estimates of within‐person variability in personality and job performance
研究使用现代IRTree模型估计大五人格问卷中的个体内变异性，发现其与主管评定的工作绩效的关系取决于变异性和绩效的测量层次，且能超越特质水平预测绩效。
Abstract The relation between Item Response Theory tree (IRTree) estimates of within‐person variability in responses to Big Five personality items and supervisor ratings of job performance was examined in this research. Using a large incumbent sample ( N = 1108), within‐person variability within and across Big Five domains was estimated using a modern IRTree model. The results suggest that the direction and magnitude of the relation between IRTree estimates of within‐person variability in personality and supervisor ratings of job performance depend on the level at which within‐person variability is estimated (within or across Big Five domains) and the level at which performance is measured (broad or specific dimensions of job performance). Additionally, there were multiple instances in which Big Five within‐person variability estimates predicted job performance over and above trait estimates. The implications of these findings as well as limitations and future directions are discussed.