Abstract
The present study investigated the construct validity and reliability of the Big Five Competencies grid (BFC grid), an instrument framed and validated within a well-established conceptual model, the Five Factor Model (FFM) of personality. A first sample of 1,307 employees (65% males) in a variety of job types completed the BFC grid and a list of Big Five prototypical adjectives. Exploratory structural equation modeling attested a six-factor competencies structure corresponding to four broad traits (Extraversion, Agreeableness, Emotional stability, Openness) and two facets of conscientiousness. The six scales showed adequate reliability and dominant associations with the corresponding personality traits. In a second sample of 150 employees (87% males), the six-factor structure was confirmed together with convergent validity between self- and other-ratings of work competencies. Implications and suggestions for future results are discussed.
References
(1974). A new look at the statistical model identification. IEEE Transactions on Automatic Control, 19, 716–723.
(2009). Exploratory structural equation modeling. Structural Equation Modeling, 16, 397–438.
(2002). BFA. Big Five Adjectives, manual. Firenze: Giunti OS.
(1991). The Big Five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44, 1–26.
(2001). Personality and job performance at the beginning of the new millennium: What do we know and where do we go next? International Journal of Selection and Assessment, 9, 9–30.
(2005). The great eight competencies: A criterion-centric approach to validation. Journal of Applied Psychology, 90, 1185–1203.
(2001). The HR Scorecard: Linking people, strategy, and performance. Boston, MD: Harvard Business School Press.
(1989). Structural equations with latent variables. New York: Wiley.
(2000). Personality. Determinants, dynamics, and potentials. Cambridge, UK: Cambridge University Press.
(1995). Persons, places, and personality: Career assessment using the revised NEO personality inventory. Journal of Career Assessment, 3, 123–139.
(1992). The development of the markers of the big five factor structure. Psychological Assessment, 4, 26–42.
(1996). The complete guide to performance appraisal. New York: Amacom.
(1967). Modern factor analysis. Chicago, IL: University of Chicago Press.
(2005). Senior managers’ perceptions of the competencies they require for effective performance; implications for training and development. Personnel Review, 29, 92–105.
(1965). A rationale and test for the number of factors in factor analysis. Psychometrika, 30, 179–185.
(1979). Advances in factor analysis and structural equation models. Cambridge, MA: Abt Books.
(2005). Work competence: A person-oriented perspective. In , Handbook of competence and motivation (pp. 336–353). New York: Guilford.
(2005). Principles and practices of structural equation modeling. New York: Guilford.
(2005). Confounded by Competencies. An evaluation and use of competency models. New Zealand Journal of Psychology, 34, 117–126.
(2009). Exploratory structural equation modeling, integrating CFA and EFA: Application to students’ evaluations of university teaching. Structural Equation Modeling, 16, 439–476.
(1997). Personality trait structure as a human universal. American Psychologist, 52, 509–516.
(2001). The two faces of conscientiousness: Duty and achievement striving in escalation of commitment dilemmas. Journal of Applied Psychology, 86, 533–540.
(2008). MPlus user’s guide. Los Angeles, CA: Muthén & Muthén.
(2009). Organizational citizenship behavior and performance: A meta-analysis of group-level research. Small Group Research, 40, 555–577.
(2007). In support of personality assessment in organizational settings. Personnel Psychology, 60, 995–1027.
(1998). The effects of social desirability and faking on personality and integrity assessment for personnel selection. Human Performance, 11, 245–269.
(2010). The relationship between ethical leadership and core job characteristics. Journal of Organizational Behavior, 31, 259–278.
(2000). The practice of competency modeling. Personnel Psychology, 53, 703–740.
(1993). Competence at work: Models for superior performance. New York: Wiley.
