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alternative non-abili t y measures 37
(2) Similar to meta-analytic findings with respect to personality-performance rela-
tions, meta-analytic findings for personality-training outcome relations show small-to-
moderate-sized predictive validities for conscientiousness (ranging from –.05 to .39). In
addition, however, emotional stability, extroversion and openness to experience show
generally higher validities for training outcomes (ranging from .07 to .27 for emotional
stability; ranging from .03 to .28 for extroversion; ranging from .14 to .33 for open-
ness to experience) compared to job performance. This pattern of findings is consistent
with educational and training research indicating the important influence of social ad-
justment, emotional control, and intellectual curiosity for effective learning (see, e.g.,
Kanfer, 1991).
(3) The influence of personality factors on job performance is moderated by the type
of performance criterion employed. Organ and Ryan (1995), for example, found that
extroversion was negatively related to organizational citizenship behaviors (a form of
contextual performance). Similarly, Mount et al. (1998) found that emotional stability
was more strongly associated with team performance measures than overall job profi-
ciency measures.
(4) Validities for personality predictors of performance are generally lower than va-
lidities obtained for ability predictors of overall job performance. For example, whereas
Hunter and Hunter (1984) obtained a validity of r = .45 for ability–performance rela-
tions, the highest validity correlation coefficient obtained by Barrick and Mount (1991)
was .23 (for the relationship between conscientiousness and job performance).
In summary, the results obtained using meta-analytic methods provide compelling
new evidence for the potential predictive validity of some non-ability traits for job
performance and training outcomes. Specifically, the meta-analytic findings suggest that
individual differences in conscientiousness and extroversion are positively related to job
performance in a wide variety of jobs. Although validities for the relationship between
emotional stability and performance are smaller, the pattern of findings obtained to date
further suggests that individuals who are more anxious are less likely to perform well in
training and job contexts.

ALTERNATIVE NON-ABILITY MEASURES

During the past 15 years, I/O researchers have focused increasing attention on the
predictive validity of commonly used selection tools such as interviews and biodata
(background data). These tools purportedly assess non-ability predictors of performance,
though the structure and content of such measures vary greatly. Although early reviews
of the predictive validity of these alternative non-ability predictors were often nega-
tive (e.g., Thayer, 1977), recent meta-analytic findings suggest that such measures may
provide useful information for predicting job performance. In this section, we briefly
review recent meta-analytic evidence for the predictive validities of these other person
predictors of performance.

INTERVIEWS

There have been several narrative reviews and meta-analyses on the predictive valid-
ity of selection interviews during the past two decades (Bobko et al., 1999; Cortina,