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Abstract Contextually dynamic expressions of personality traits were examined in this study to understand their effects on work performance criteria. A concept of contextualized trait resources was developed to explain the dynamic deployment of traits across specific social contexts to deal with the demands that people face (e.g., work demands). A sample of 111 managers provided multiple contextualized ratings of the Big Five reflecting key social domains, and operationalized as role‐identities and metaperceptions, and also participated in a 1‐day assessment center (AC). Analyses showed that metaperceptions of the Big Five from the perspective of a work supervisor, and to a lesser extent metaperceptions averaged across contexts, predicted performance criteria at the AC after controlling for the effects of general ratings of the same traits. It was concluded that both the social domain, and specific interpersonal context of trait expressions are potentially informative in understanding the effects of contextually dynamic representations of personality. Implications for recruitment and selection are discussed.
Stephen A. Woods (Mon,) studied this question.