Overview
MVP Research conducted a research study in 2004 to explore the attributes associated with high performing employees or “most valuable performers” (MVPs) within organizations. The MVP Theory Construct Validation and Behavior Based Profiling study was conducted to validate MVP Research’s theory of an MVP performance construct, and was designed to identify sets of job behaviors predictive of MVP performance constructs which in turn are correlated with successful job performance. Based on the empirical results, seven success factors were found to be consistent about MVPs : active problem solving high performance, positive attitude promote learning and development role expert strong social skills and value creator Results also indicted significant relationships between MVP constructs and Big Five based contextual job behavior type scales measuring sociability, agreeableness, conscientiousness, and openness to experience.

Overview

MVP Research conducted a research study in 2004 to explore the attributes associated with high performing employees or “most valuable performers” (MVPs) within organizations.

The MVP Theory Construct Validation and Behavior Based Profiling study was conducted to validate MVP Research’s theory of an MVP performance construct, and was designed to identify sets of job behaviors predictive of MVP performance constructs which in turn are correlated with successful job performance.

Based on the empirical results, seven success factors were found to be consistent about MVPs :

active problem solving
high performance, positive attitude
promote learning and development
role expert
strong social skills
and value creator

Results also indicted significant relationships between MVP constructs and Big Five based contextual job behavior type scales measuring sociability, agreeableness, conscientiousness, and openness to experience.