Abstract
This paper develops and tests links between the reinforcement sensitivity theory of personality and senior-executive job performance, hypothesising that the theory’s personality traits, known as ‘BIS’ and ‘BAS’, will interact to predict performance. 167 chief and second-tier executives completed Carver and White’s (1994)BIS/BAS Scales, and had their overall performance rated by a superior or peer using four items. Structural equation modeling showed that while BAS has no main effect and BIS has a marginally significant effect on performance (p=0.07), BIS and BAS interact to predict performance (p=0.01), the optimal scenario being a combination of high BAS and low BIS. These results show the importance of testing traits’ interactions in applied personality research.
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