There are quite a few meta-analyses of the relationship between personality and job performance (for a review, see Barrick & Mount, 2012; and specific meta-analyses: Barrick & Mount, 1991; Murray R Barrick, Michael K Mount, & Timothy A Judge, 2001; Hurtz & Donovan, 2000; J. Salgado, 1997; Tett, Jackson, & Rothstein, 1991).
These often come up with raw meta-analytic mean correlations between conscientiousness and job performance of around r = .15.
However, there is a lot of discussion in general at the moment about replicability and publication bias. In particular, if papers that showed a correlation between personality and job performance, were more likely to be published, then this would inflate the meta-analytic estimate.
Alternatively, there have been quite a few studies of personality and performance with huge sample sizes (10,000+) and these would quite likely be published regardless of the exact results, and they also would have sufficient statistical power to detect even small effects. And for most meta-analyses, large sample size studies get a greater weighting in the estimation process.
I seem to remember reading a paper a few months back that examined this question. If I recall, the authors concluded that the meta-analytic estimate of relationship between conscientiousness and performance might be inflated slightly. However, I can't remember what was the reference.
- What research has been conducted on publication bias or other factors that might influence the accuracy of the meta-analytic estimate of the relationship between personality (and conscientiousness specifically) and job performance?
- What is the evidence for and against this?