Abstract
The literature suggests that contextualized personality measures yield stronger predictive validity. However, frame-of-reference (FOR) theory is underdeveloped, and existing work-FOR personality measures have several limitations. Integrating FOR research with the knowledge-and-appraisal personality architecture (KAPA) theoretical framework, we developed a new work-FOR personality measure: the 20-item ORG-B5. Study 1 summarizes the procedure used to select the items and tests its basic psychometric properties with two samples. Study 2 shows that the ORG-B5 has good convergent and discriminant validity and outperforms the Mini-Markers and the Mini-IPIP in its base psychometrics. Study 3 demonstrates that the ORG-B5 predicts work-engagement and leader-member exchange (LMX), while Study 4a and 4b shows incremental validity of the ORG-B5 above other Big Five measures in predicting work-engagement and LMX. Study 5 demonstrates measurement invariance between native and nonnative English speakers and compares the criterion and incremental validity of the ORG-B5 beyond another work-FOR measure. Study 6 demonstrates convergence between self- and coworker ratings of the ORG-B5 and its prediction of time-lagged self-reported engagement and LMX and supervisor-reported deviance and task performance. Given these results, we argue that the ORG-B5 is a reliable and short personality measure more appropriate than existing measures for organizational research.