Selective optimization with compensation as a mediator of the relationship between conscientiousness and job performance

The purpose of this study is to test the hypothesis that the relationship between conscientiousness and job performance is mediated by a resource allocation strategy called selective optimization with compensation (SOC). It is expected that SOC behaviors will have unique mediating effects beyond that explained by such previously identified mediators as autonomous goal setting, goal choice, goal expectancy, and goal commitment. Data was collected from managers, sales representatives, administrative support staff, and clerical employees at a large, midwestern financial institution. Participants were asked to complete several measures--a conscientiousness inventory, a SOC questionnaire, four scales examining goal-setting behaviors, and a social desirability scale. Job performance was assessed via self-reports of supervisory assessment of overall job performance and by self-evaluations of performance. Results indicated that for at least one type of position, analyst and managerial jobs, highly conscientious individuals are more likely to use strategies of loss-based selection and compensation. These strategies assist the individual in allocating their limited personal and cognitive resources in order to attain higher levels of performance. However, the strategies of loss-based selection and compensation did not fully explain how conscientious individuals outperform others because conscientiousness was also found to directly relate to performance. Goal setting strategies were not found to mediate the conscientiousness--performance relationship.