TY - JOUR
T1 - Relative Importance of Personality Dimensions for Expatriate Selection
T2 - A Policy Capturing Study
AU - Ones, Deniz S.
AU - Viswesvaran, Chockalingam
PY - 1999/12/1
Y1 - 1999/12/1
N2 - Policy capturing was used to examine relative importance placed by managers on the Big Five personality factors (Emotional Stability, Extraversion, Openness to Experience, Agreeableness, and Conscientiousness) in the context of expatriate selection. Ninety-six managers with expatriate staffing and management experience made judgments about 32 expatriates based on characteristics associated with the Big Five. Judgments were made about (a) completion of overseas assignment, (b) adjustment, (c) interpersonal relations with host-country nationals, and (d) overseas job performance. Across all four decisions, the raters tended to use the cues (i.e., the Big Five personality factors) in a similar manner. Conscientiousness was perceived to be the most important personality factor for all four judgments examined. Openness to Experience was perceived to be important for completion of overseas assignment. These results from policy capturing are compared and contrasted with those from criterion-related validity studies of the Big Five for expatriate selection. Implications for expatriate selection systems are discussed.
AB - Policy capturing was used to examine relative importance placed by managers on the Big Five personality factors (Emotional Stability, Extraversion, Openness to Experience, Agreeableness, and Conscientiousness) in the context of expatriate selection. Ninety-six managers with expatriate staffing and management experience made judgments about 32 expatriates based on characteristics associated with the Big Five. Judgments were made about (a) completion of overseas assignment, (b) adjustment, (c) interpersonal relations with host-country nationals, and (d) overseas job performance. Across all four decisions, the raters tended to use the cues (i.e., the Big Five personality factors) in a similar manner. Conscientiousness was perceived to be the most important personality factor for all four judgments examined. Openness to Experience was perceived to be important for completion of overseas assignment. These results from policy capturing are compared and contrasted with those from criterion-related validity studies of the Big Five for expatriate selection. Implications for expatriate selection systems are discussed.
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M3 - Article
AN - SCOPUS:0033459791
SN - 0895-9285
VL - 12
SP - 275
EP - 294
JO - Human Performance
JF - Human Performance
IS - 3-4
ER -