Faking under a nonlinear relationship between personality assessment scores and job performance

2017 ◽  
Vol 25 (3) ◽  
pp. 284-298
Author(s):  
HyeSun Lee ◽  
Weldon Z. Smith ◽  
Kurt F. Geisinger
Keyword(s):  
Job Performance ◽  
Personality Assessment ◽  
Nonlinear Relationship ◽  
Assessment Scores

scholarly journals Predicting Correctional Officer Job Performance Using the Critical Hire-Screen and Personality Assessment Inventory: An Analysis of Incremental Validity

2020 ◽  
Vol 10 (1) ◽  
pp. 158 ◽  
Author(s):  
Anthony Tatman
Keyword(s):  
Job Performance ◽  
Personality Assessment ◽  
Personality Assessment Inventory ◽  
Incremental Validity ◽  
Correctional Officer ◽  
Practical Application ◽  
Employment Test ◽  
Employment Testing ◽  
Supervisor Ratings ◽  
Performance Results

This article measured the degree to which the Critical Hire-Screen (CH-S), a pre-employment test of integrity, and Personality Assessment Inventory (PAI), a test of psychopathology, correlated with and predicted supervisor ratings of correctional officer job performance. Results revealed that the CH-S provided the strongest correlation with, and prediction of, job performance. Although PAI subscales contributed to the prediction model, relatively few subscales were ultimately selected, resulting in the CH-S explaining the majority of the variance. Implications for correctional agencies and pre-employment evaluators are discussed, and recommendations for the practical application of these results to pre-employment testing process are provided.

scholarly journals Multi-Approach Formulation in Dynamic Personality-Situation Interaction for Personnel Selection

2019 ◽  
Author(s):  
Mohd Hanafiah Ahmad ◽  
Gusman Nawanir ◽  
Mohd Rashid Ab Hamid
Keyword(s):  
Job Performance ◽  
Personality Assessment ◽  
Personnel Selection ◽  
Empirical Studies ◽  
Assessment Center ◽  
Work Outcomes ◽  
Mixed Methods Approach ◽  
Selection Decisions ◽  
Fundamental Research ◽  
Conceptual Paper

The purpose of personnel selection is to measure knowledge, skills, and abilities that are necessary to perform a job effectively. The process involves various assessments, including personality assessment. This conceptual paper discussed the potential of using a learning factory to develop multiple simulations for assessment center activities in assessing personality in different situations. Although traditional personality assessment contributes to the effectiveness of selection decisions and prediction, it tended to ignore that trait-related behaviors may differ across situations. Study on dynamic personality is essential as empirical studies showed that within-person fluctuations in personality states relate to a variety of work outcomes, including job performance. To further understand this fundamental issue, this paper discussed further how personality–situation interplay influences performance by using a learning factory assessment center method. This study also discussed how the adaptation of exploratory mixed methods approach could be used. The mixed exploratory methods are suitable as this topic is related to fundamental research and empirical study, besides the investigation on this area is still limited. This paper could benefit other researchers, industry players, and policymakers in understanding better how dynamic personality may influence performance, especially in the activities related to Industry 4.0.

scholarly journals Validity Evidence for Off-the-Shelf Language-Based Personality Assessment Using Video Interviews: Convergent and Discriminant Relationships with Self and Observer Ratings

2019 ◽  
Vol 5 (3) ◽  
Author(s):  
Louis Hickman ◽  
Louis Tay ◽  
Sang Eun Woo
Keyword(s):  
Personality Assessment ◽  
Validity Evidence ◽  
Personality Assessments ◽  
Assessment Scores ◽  
Personnel Assessment ◽  
Technological Advances ◽  
Assessment Techniques ◽  
Observer Ratings ◽  
Ibm Watson ◽  
Automated Methods

Technological advances have led to the development of automated methods for personnel assessment that are purported to augment or outperform human judgment. However, empirical research providing validity evidence for such techniques in the selection context remains scarce. In addressing this void, this study focuses on language-based personality assessments using an off-the-shelf, commercially available product (i.e., IBM Watson Personality Insights) in the context of video-based interviews. The scores derived from the language-based assessment were compared to self and observer ratings of personality to examine convergent and discriminant relationships. The language-based assessment scores showed low convergence with self-ratings for openness, and with self- and observer ratings for agreeableness. No validity evidence was found for extraversion and conscientiousness. For neuroticism, the patterns of correlations were in the opposite of what was theoretically expected, which raised a significant concern. We suggest more validation work is needed to further improve emerging assessment techniques and to understand when and how such approaches can appropriately be applied in personnel assessment and selection.

scholarly journals Is It Complicated? Validity of Personality Interactions for Predicting Performance

2020 ◽  
Vol 6 (3) ◽  
Author(s):  
Jacob Bradburn ◽  
Ann Marie Ryan ◽  
Anthony Boyce ◽  
Tamera McKinniss ◽  
Jason Way
Keyword(s):  
Job Performance ◽  
Personality Assessment ◽  
Employee Selection ◽  
Emotional Stability ◽  
Interactive Effects ◽  
Personality Variables ◽  
Predicting Performance ◽  
Main Effects ◽  
Organizational Sciences

Research on personality within the organizational sciences and for employee selection typically focuses on main effects, as opposed to interactive effects between personality variables. Large, multi-organizational datasets involving two different measures of personality were examined to test theoretically driven trait by trait interactions in predicting job performance. Interactive effects of Agreeableness and Conscientiousness, Agreeableness and Extraversion, Extraversion and Conscientiousness, and Emotional Stability and Conscientiousness were hypothesized as predicting overall job performance. However, these hypothesized effects were generally not supported. Implications for personality assessment are discussed.

scholarly journals The nonlinear relationships between personality traits and job performance

2012 ◽  
Vol 25 (2) ◽  
pp. 299-324
Author(s):  
JeongLak Choi ◽  
TaeYong Yoo
Keyword(s):  
Job Performance ◽  
Personality Traits ◽  
Task Performance ◽  
Contextual Performance ◽  
Emotional Stability ◽  
Nonlinear Relationship ◽  
Performance Task ◽  
Nonlinear Relationships ◽  
Inflection Points ◽  
And Task

The first purpose of this study was to examine the nonlinear relationships between personality traits (conscientiousness and emotional stability) and job performance(task performance and contextual performance). The second purpose was to examine the difference of inflection points in the nonlinear relationships between conscientiousness's narrow traits(achievement and dependability) and task performance. And the third purpose was to examine the moderating effect of job creativity on the nonlinear relationship between conscientiousness and task performance. Data were gathered from 211 employees who were working in various organizations in Korea. To reduce the effect from common method bias, task performance and contextual performance were rated by others(peers or supervisors). As results, there were significant nonlinear relationships between conscientiousness and job performance(task performance and contextual performance), and significant nonlinear relationship between emotional stability and task performance. But there was no nonlinear relationship between emotional stability and contextual performance. The inflection points in the nonlinear relationships between the conscientiousness's narrow traits(achievement and dependability) and task performance were different. Job creativity moderated the nonlinear relationship between conscientiousness and task performance. Finally, implication of results and future research tasks were discussed with limitations.

Clinical Update: Functional Capacity Evaluations—An Update

1999 ◽  
Vol 4 (5) ◽  
pp. 4-7 ◽  
Author(s):  
Laura Welch
Keyword(s):  
Job Performance ◽  
Functional Capacity ◽  
Injury Risk ◽  
Disability Evaluation ◽  
Time Period ◽  
Submaximal Effort ◽  
Lack Of Sleep ◽  
Overall Performance ◽  
Time Required ◽  
Specific Limitation

Abstract Functional capacity evaluations (FCEs) have become an important component of disability evaluation during the past 10 years to assess an individual's ability to perform the essential or specific functions of a job, both preplacement and during rehabilitation. Evaluating both job performance and physical ability is a complex assessment, and some practitioners are not yet certain that an FCE can achieve these goals. An FCE is useful only if it predicts job performance, and factors that should be assessed include overall performance; consistency of performance across similar areas of the FCE; consistency between observed behaviors during the FCE and limitations or abilities reported by the worker; objective changes (eg, blood pressure and pulse) that are appropriate relative to performance; external factors (illness, lack of sleep, or medication); and a coefficient of variation that can be measured and assessed. FCEs can identify specific movement patterns or weaknesses; measure improvement during rehabilitation; identify a specific limitation that is amenable to accommodation; and identify a worker who appears to be providing a submaximal effort. FCEs are less reliable at predicting injury risk; they cannot tell us much about endurance over a time period longer than the time required for the FCE; and the FCE may measure simple muscular functions when the job requires more complex ones.

Handwriting Analysis and Personality Assessment

2000 ◽  
Vol 5 (1) ◽  
pp. 44-51 ◽  
Author(s):  
Peter Greasley
Keyword(s):  
Personality Traits ◽  
Personality Assessment ◽  
Personnel Selection ◽  
Empirical Studies ◽  
Handwriting Analysis ◽  
Recruitment Process ◽  
Academic Literature ◽  
Personnel Recruitment ◽  
The Subject ◽  
Better Than

It has been estimated that graphology is used by over 80% of European companies as part of their personnel recruitment process. And yet, after over three decades of research into the validity of graphology as a means of assessing personality, we are left with a legacy of equivocal results. For every experiment that has provided evidence to show that graphologists are able to identify personality traits from features of handwriting, there are just as many to show that, under rigorously controlled conditions, graphologists perform no better than chance expectations. In light of this confusion, this paper takes a different approach to the subject by focusing on the rationale and modus operandi of graphology. When we take a closer look at the academic literature, we note that there is no discussion of the actual rules by which graphologists make their assessments of personality from handwriting samples. Examination of these rules reveals a practice founded upon analogy, symbolism, and metaphor in the absence of empirical studies that have established the associations between particular features of handwriting and personality traits proposed by graphologists. These rules guide both popular graphology and that practiced by professional graphologists in personnel selection.

The Persnickety Pervasiveness of Rating Enhancement in Personality Assessment

2020 ◽  
pp. 1-13
Author(s):  
Alicia A. Stachowski ◽  
John T. Kulas
Keyword(s):  
Response Bias ◽  
Personality Assessment ◽  
Current Paper ◽  
Psychological Measurement ◽  
Shared Sets ◽  
Self Reports ◽  
Original Target ◽  
Target Profile ◽  
Do So ◽  
Normative Influences

Abstract. The current paper explores whether self and observer reports of personality are properly viewed through a contrasting lens (as opposed to a more consonant framework). Specifically, we challenge the assumption that self-reports are more susceptible to certain forms of response bias than are informant reports. We do so by examining whether selves and observers are similarly or differently drawn to socially desirable and/or normative influences in personality assessment. Targets rated their own personalities and recommended another person to also do so along shared sets of items diversely contaminated with socially desirable content. The recommended informant then invited a third individual to additionally make ratings of the original target. Profile correlations, analysis of variances (ANOVAs), and simple patterns of agreement/disagreement consistently converged on a strong normative effect paralleling item desirability, with all three rater types exhibiting a tendency to reject socially undesirable descriptors while also endorsing desirable indicators. These tendencies were, in fact, more prominent for informants than they were for self-raters. In their entirety, our results provide a note of caution regarding the strategy of using non-self informants as a comforting comparative benchmark within psychological measurement applications.

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