Big Five facets as predictor of job training performance: The role of specific job demands

•Findings regarding predictive power of Big Five facets are shortly reviewed.•N = 501 apprentices filled out Big Five questionnaire and several other tests used for selection.•Supervisor ratings for apprentices' learning performance were gathered across 1 year.•Predictive power of facets was tested for invariance across 4 job groups.•Only Conscientiousness and Openness facets were invariant predictors.

Personality facets, especially Big Five facets, have been shown to predict learning in school and university. This paper investigates their potential predictive power for training performance in a work environment. Based on trait activation theory by Tett and Burnett (2003) it was expected that depending on specific job demands, specific personality facets would be predictive. However, it was also tested whether invariant influences exist. Additionally, the impact of age, gender, and general mental ability was controlled for. The sample consisted of N = 501 apprentices. Training performance was operationalized by supervisor ratings in several learning domains. Findings confirm the hypotheses and revealed invariant positive contributions from dutifulness and Openness to ideas and invariant negative contributions from deliberation and Openness to fantasy. All other facets only functioned within a specific occupational group. Theoretical and practical implications are discussed.