Michael K. Mount mainly investigates Social psychology, Conscientiousness, Big Five personality traits, Personality and Agreeableness. His work in the fields of Job performance, Hierarchical structure of the Big Five, Job satisfaction and Big Five personality traits and culture overlaps with other areas such as Validity. His Job performance research is multidisciplinary, incorporating elements of Structural equation modeling, Test, Goal setting and Set.
His Hierarchical structure of the Big Five research incorporates themes from Affective events theory, Job attitude, Core self-evaluations and Clinical psychology. His work deals with themes such as Facet, Extraversion and introversion and Openness to experience, which intersect with Big Five personality traits and culture. His work is dedicated to discovering how Personality, Developmental psychology are connected with Deviance, Workplace deviance and Perceived organizational support and other disciplines.
Michael K. Mount mostly deals with Social psychology, Personality, Big Five personality traits, Conscientiousness and Job performance. His Social psychology research focuses on Agreeableness, Job satisfaction, Hierarchical structure of the Big Five, Counterproductive work behavior and Job attitude. His Personality research includes elements of Teamwork, Personality test, Psychological safety and Moderation.
His Big Five personality traits research includes themes of Socioeconomics and Openness to experience. His research integrates issues of Team effectiveness, Team composition, Structural equation modeling, Multilevel model and Interaction hypothesis in his study of Conscientiousness. His work in Job performance addresses subjects such as Organizational citizenship behavior, which are connected to disciplines such as Human resource management.
Michael K. Mount focuses on Social psychology, Personality, Big Five personality traits, Agreeableness and Applied psychology. His work on Counterproductive work behavior, Job performance, Deviance and Job satisfaction as part of general Social psychology study is frequently linked to Meta-analysis, bridging the gap between disciplines. His Personality study often links to related topics such as Incremental validity.
His research in Big Five personality traits focuses on subjects like Developmental psychology, which are connected to Hierarchical structure of the Big Five. Michael K. Mount interconnects Workplace deviance, Big Five personality traits and culture and Conscientiousness in the investigation of issues within Agreeableness. Within one scientific family, Michael K. Mount focuses on topics pertaining to Facet under Big Five personality traits and culture, and may sometimes address concerns connected to Management and Human resource management.
His scientific interests lie mostly in Social psychology, Big Five personality traits, Personality, Agreeableness and Developmental psychology. The various areas that Michael K. Mount examines in his Social psychology study include Test and Personnel selection. His study in Big Five personality traits is interdisciplinary in nature, drawing from both Counterproductive work behavior, Organizational citizenship behavior, Job characteristic theory and Job satisfaction.
His Organizational citizenship behavior study incorporates themes from Affective events theory, Job performance, Organizational behavior and Industrial and organizational psychology. His work on Alternative five model of personality and Big Five personality traits and culture as part of general Personality study is frequently linked to Work behavior and Order, therefore connecting diverse disciplines of science. The Developmental psychology study combines topics in areas such as Hierarchical structure of the Big Five and Conscientiousness.
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Personality and Performance at the Beginning of the New Millennium: What Do We Know and Where Do We Go Next?
Murray R. Barrick;Michael K. Mount;Timothy A. Judge.
Five-factor model of personality and job satisfaction: a meta-analysis.
Timothy A. Judge;Daniel Heller;Michael K. Mount.
Relating member ability and personality to work-team processes and team effectiveness.
Murray R. Barrick;Greg L. Stewart;Mitchell J. Neubert;Michael K. Mount.
Autonomy as a moderator of the relationships between the Big Five personality dimensions and job performance.
Murray R. Barrick;Michael K. Mount.
Five-Factor Model of personality and Performance in Jobs Involving Interpersonal Interactions
Michael K. Mount;Murray R. Barrick;Greg L. Stewart.
Conscientiousness and performance of sales representatives: Test of the mediating effects of goal setting.
Murray R. Barrick;Michael K. Mount;Judy P. Strauss.
RELATIONSHIP OF PERSONALITY TRAITS AND COUNTERPRODUCTIVE WORK BEHAVIORS: THE MEDIATING EFFECTS OF JOB SATISFACTION
Michael Mount;Remus Ilies;Erin Johnson.
Effects of impression management and self-deception on the predictive validity of personality constructs.
Murray R. Barrick;Michael K. Mount.
Interactive effects of personality and perceptions of the work situation on workplace deviance.
Amy E. Colbert;Michael K. Mount;James K. Harter;L. A. Witt.
EMPLOYER SUPPORTED CHILD CARE, WORK/ FAMILY CONFLICT, AND ABSENTEEISM: A FIELD STUDY
Stephen J. Goff;Michael K. Mount;Rosemary L. Jamison.
Personnel Psychology (1990)
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