Integrating complementarity and role theory, we refine this consensus. This calls into question whether the consensus about conscientious employees’ effectiveness with 20th century technology applies to 21st century jobs. Thus, their nature overlaps with the orderliness subdimension of conscientious employees-resulting in an non-complementary mismatch. Unlike traditional technology, these new machines are equipped with the capability to make decisions autonomously. However, the 21st century has seen the incorporation of intelligent machines (e.g., artificial intelligence, robots, and algorithms) into employee jobs. Such pairings balance the systematic nature of conscientious employees with the technology’s need for user-input and direction to perform tasks-resulting in a complementary match. This consensus is due in part to these employees’ ability to work with traditional, 20th century technology. Over the past century, conscientiousness has become seen as the preeminent trait for predicting performance. High conscientiousness facilitated performance for participants with a learning goal.
Conscientiousness and goal content interacted in relating to both tension and performance, with tension as a mediator, such that high conscientiousness amplified the detrimental effect of a performance goal on tension following negative feedback leading to lower performance.
Individuals high in conscientiousness experienced greater tension than individuals low in conscientiousness. Specifically, individuals assigned a learning goal experienced less tension and performed better following negative feedback than individuals assigned a performance goal. A mediated moderation model was tested, and results were supportive of our hypotheses. After assessing tension, participants performed the task again with the same learning or performance goal. Undergraduate students were assigned either a learning or performance goal and then were provided with false feedback indicating very poor performance on the task they performed.
The purpose of this experiment was to examine the interplay of goal content, conscientiousness, and tension on performance following negative feedback.
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