Generational differences in work ethic: Fact or Fiction?
Stereotypes suggest that older co-horts endorse higher levels of work ethic than younger generations. However both academic as well as popular press have found little to support this stereotype, rather that there has been various results to the matter. Zabel et al. (2016) used multiple hierarchical regressions to look for effects on work ethic endorsement. They found no effect between generations but they did find effect between different samples. Industry samples had higher
Experts are the worst recruiters
Traditional employee selection is, for many, considered a black box. Something time consuming and something you can do yourself BUT an expert is even better. Not only does the expert free up your time, they also free up some space in your wallet. How good are they really? Kuncel, Connelly, Klieger and Ones (2013) set out to find out. In a Meta-analysis they reviewed 25 different studies that all compared mechanical versus holistic models of recruitment. Some of the studies al
Personality and innovation
Innovation and innovation processes has been in the spotlight for quite some time by now. Businesses and organizations are all aiming to be innovative and there is an (almost) abundance in public funding for innovation and innovative processes. The question whether innovation is for everybody is however unresolved. In previous blogg I have touched the subject of entrepreneurs and managers, and wheteher they are he same kind of personalities. Studies shows that they are not an
Personality and entrepreneurial status
Personality variables may have an important role to play in developing theories of the entrepreneurial process. We are often prone to like the whole "entrepreneurial theme" and in todays society everyone´s an innovator. Organisations are innovative, processes are innovative and the taxonomy of entrepreneurs and innovators are potentially diluted. In an meta analysis from 2006 Zhao and Seibert set out to examine the relationship between the Big Five and Entrepreneurial status
"Dark side" personality style might be an even better predictor of job-performance
Looking for your next employee isn't always easy. Who´s right and who's not. Often we meet employers that really haven't asked the right questions as they are about to hit the road on to their next employee. The obvious misstake is to look for experience but even if they have come past this misconception, the most valid question still seems to remain unanswered. Some treat it like a risk management project. -Let´s not hire the wrong person. Which often lead you to hiring some
The FFM of personality and job performance
In 1997 the American Psychological Association published an article by Jesús F. Salgado on the topic of job performance and the FFM. The study is a meta analys which for the first time includes the European countries. Former studies have been US oriented and there was a need for research on the relevance across continents. The results indicate that Conscientiousness and Emotional Stability (Neurotisism) are valid predictors across job criteria and occupational groups. The rem
Keep yourself updated
At NGr we put a lot of pride and effort in staying updated. The foundation of our business model is to be on the frontier of relevant research and we are continuously updating our algoritms and our NGR (Next Generation Report). In order to manage we read quite an extensive amount of scientific papers, articles and meta analyses (when Petri is not creating his own) and this is the place for you to stay updated as well. We´re happy you stopped by, stay tuned and please engage.