Polychronicity, Big Five Personality Dimensions, and Sales Performance

Hypothesized relations among polychronicity, Extraversion, Conscientiousness, and supervisor performance ratings were developed and tested in a sample of 174 computer retail sales employees. Polychronicity was significantly related to supervisor ratings of customer service (r = .22), sales performance (r = .22), and overall performance (r = .23). Although Conscientiousness was unrelated to the performance outcomes, Extraversion was significantly related to supervisor ratings of customer service (r = .27), sales performance (r = .20), and overall performance (r = .25). In addition, polychronicity provided incremental validity above the contribution of Big Five personality dimensions in predicting supervisor ratings of customer service, sales performance, and overall performance. Future directions for research examining relations between polychronicity and job performance across different work settings are discussed.

[1]  Carol Kaufman–Scarborough,et al.  Time management and polychronicity , 1999 .

[2]  L. Hough.  The 'Big Five' Personality Variables--Construct Confusion: Description Versus Prediction , 1992 .

[3]  L. R. Goldberg.  THE DEVELOPMENT OF MARKERS FOR THE BIG-FIVE FACTOR STRUCTURE , 1992 .

[4]  Jacob Cohen,et al.  Applied multiple regression/correlation analysis for the behavioral sciences , 1979 .

[5]  R L Helmreich,et al.  Impatience versus achievement strivings in the type A pattern: differential effects on students' health and academic achievement. , 1987, The Journal of applied psychology.

[6]  John Cordery,et al.  Responses to the original and revised Job Diagnostic Survey: Is education a factor in responses to negatively worded items? , 1993 .

[7]  Rick R. Jacobs,et al.  Validity Evidence Linking Polychronicity and Big Five Personality Dimensions to Absence, Lateness, and Supervisory Performance Ratings , 2003 .

[8]  Charles Benabou.  Polychronicity and temporal dimensions of work in learning organizations , 1999 .

[9]  B Robbins,et al.  The structure of personality , 1975, American journal of psychoanalysis.

[10]  Allen C. Bluedorn,et al.  Organizational behavior implications of the congruence between preferred polychronicity and experienced work‐unit polychronicity , 1999 .

[11]  Murray R. Barrick,et al.  THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META-ANALYSIS , 1991 .

[12]  H. Ellis.  The dance of life , 1923 .

[13]  M. Ashton.  Personality and job performance: the importance of narrow traits , 1998 .

[14]  Rick R. Jacobs,et al.  Selecting Bus Drivers: Multiple Predictors, Multiple Perspectives on Validity, and Multiple Estimates of Utility , 1996 .

[15]  Robert M. Kaplan,et al.  Psychological testing: Principles, applications, and issues, 5th ed. , 2001 .

[16]  E. Hall,et al.  Understanding Cultural Differences , 1989 .

[17]  Murray R. Barrick,et al.  Five-Factor Model of personality and Performance in Jobs Involving Interpersonal Interactions , 1998 .

[18]  J. Michael Crant,et al.  The Proactive Personality Scale and objective job performance among real estate agents. , 1995 .

[19]  Julia Dmitrieva,et al.  Item-wording and the dimensionality of the Rosenberg Self-Esteem Scale: do they matter? , 2003 .

[20]  C. King,et al.  The Dance of Life , 1923, Nature.

[21]  Zeki Simsek,et al.  A Primer on Internet Organizational Surveys , 2001 .

[22]  M. D. Dunnette,et al.  Broadsided by broad traits: How to sink science in five dimensions or less , 1996 .

[23]  Philip L. Roth,et al.  Response Rates in HRM/OB Survey Research: Norms and Correlates, 1990-1994 , 1998 .

[24]  G. Saucier.  Mini-markers: a brief version of Goldberg's unipolar big-five markers. , 1994, Journal of personality assessment.

[25]  Gregory M. Hurtz,et al.  Personality and job performance: the Big Five revisited. , 2000, The Journal of applied psychology.

[26]  D. Jackson,et al.  PERSONALITY MEASURES AS PREDICTORS OF JOB PERFORMANCE: A META‐ANALYTIC REVIEW , 2006 .

[27]  Dennis Doverspike,et al.  Comparison of factor structures and criterion-related validity coefficients for two measures of personality based on the five factor model. , 1996 .

[28]  Paul E. Spector,et al.  When Two Factors Don’t Reflect Two Constructs: How Item Characteristics Can Produce Artifactual Factors , 1997 .

[29]  Kevin R. Murphy,et al.  Psychological testing: Principles and applications, 2nd ed. , 1991 .

[30]  M. Onken.  Temporal elements of organizational culture and impact on firm performance , 1999 .

[31]  Brent Holland,et al.  Using theory to evaluate personality and job-performance relations: a socioanalytic perspective. , 2003, The Journal of applied psychology.

[32]  E. Kelloway,et al.  The construct validity of union commitment: Development and dimensionality of a shorter scale , 1992 .

[33]  June Cotte,et al.  Juggling and Hopping: What Does it Mean to Work Polychronically? , 1999 .

[34]  Joyce Hogan,et al.  Personality Measurement and Employment Decisions. Questions and Answers. , 1996 .

[35]  D. Lynne Persing,et al.  Managing in polychronic times: Exploring individual creativity and performance in intellectually intensive venues , 1999 .

[36]  Robert M. Guion,et al.  Assessment, Measurement, and Prediction for Personnel Decisions , 1997 .

[37]  Tracey E. Rizzuto,et al.  A construct‐oriented analysis of individual‐level polychronicity , 1999 .

[38]  J. Thayer,et al.  Time urgency: the construct and its measurement. , 1991, The Journal of applied psychology.

[39]  E. Schein.  Organisational culture and leadership , 1991 .

[40]  P. Roth,et al.  A Meta-Analytic Review of Predictors of Job Performance for Salespeople , 1998 .

[41]  Allen C. Bluedorn.  The Human Organization of Time: Temporal Realities and Experience , 2002 .

[42]  L. R. Goldberg.  The structure of phenotypic personality traits. , 1993, The American psychologist.

[43]  Allen C. Bluedorn,et al.  How many things do you like to do at once? An introduction to monochronic and polychronic time , 1992 .

[44]  Allen C. Bluedorn,et al.  Polychronicity and the Inventory of Polychronic Values (IPV): The development of an instrument to measure a fundamental dimension of organizational culture , 1999 .

[45]  R. Dodhia.  A Review of Applied Multiple Regression/Correlation Analysis for the Behavioral Sciences (3rd ed.) , 2005 .

[46]  J. Block.  A contrarian view of the five-factor approach to personality description. , 1995, Psychological bulletin.

[47]  Allen C. Bluedorn,et al.  Time and Organizations , 1988 .

[48]  Murray R. Barrick,et al.  Autonomy as a moderator of the relationships between the Big Five personality dimensions and job performance. , 1993 .

[49]  J. Salgado.  The Five Factor Model of personality and job performance in the European Community. , 1997, The Journal of applied psychology.

[50]  P. Shalit.  The Silent Language , 1964 .

[51]  G. Stewart,et al.  Reward structure as a moderator of the relationship between extraversion and sales performance. , 1996, The Journal of applied psychology.

[52]  C. Kaufman,et al.  Exploring More Than 24 Hours a Day: A Preliminary Investigation of Polychronic Time Use , 1991 .

[53]  P. Costa,et al.  Revised NEO Personality Inventory (NEO-PI-R) and NEO-Five-Factor Inventory (NEO-FFI) , 1992 .

[54]  J. M. Digman.  PERSONALITY STRUCTURE: EMERGENCE OF THE FIVE-FACTOR MODEL , 1990 .

[55]  J. D. Lindquist.  Time management and polychronicity Comparisons , contrasts , and insights for the workplace , 1998 .