Not only correlations: a different approach for investigating the relationship between the Big Five personality traits and job performance based on workers and employees’ perception
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DOI: 10.1007/s11135-016-0406-2
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- Riccardo Sartori & Margherita Pasini, 2007. "Quality and Quantity in Test Validity: How can we be Sure that Psychological Tests Measure what they have to?," Quality & Quantity: International Journal of Methodology, Springer, vol. 41(3), pages 359-374, June.
- Riccardo Sartori, 2010. "Face validity in personality tests: psychometric instruments and projective techniques in comparison," Quality & Quantity: International Journal of Methodology, Springer, vol. 44(4), pages 749-759, June.
- Riccardo Sartori & Andrea Ceschi, 2013. "Assessment and development centers: judgment biases and risks of using idiographic and nomothetic approaches to collecting information on people to be evaluated and trained in organizations," Quality & Quantity: International Journal of Methodology, Springer, vol. 47(6), pages 3277-3288, October.
- Roberto Burro & Riccardo Sartori & Giulio Vidotto, 2011. "The method of constant stimuli with three rating categories and the use of Rasch models," Quality & Quantity: International Journal of Methodology, Springer, vol. 45(1), pages 43-58, January.
- Serena Cubico & Elisa Bortolani & Giuseppe Favretto & Riccardo Sartori, 2010. "Describing the entrepreneurial profile: the entrepreneurial aptitude test (TAI)," International Journal of Entrepreneurship and Small Business, Inderscience Enterprises Ltd, vol. 11(4), pages 424-435.
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Keywords
Five-factor model of personality; The Big Five; Job performance; Relationship between the Big Five and job performance; Workers and employees’ perception;All these keywords.
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