The use of personality measures in personnel selection: What does current research support? [An article from: Human Resource Management Review]

This digital document is a journal article from Human Resource Management Review, published by Elsevier in 2006. The article is delivered in HTML format and is available in your Amazon.com Media Library immediately after purchase. You can view it with any web browser.

Description:
With an eye toward research and practice, this article reviews and evaluates main trends that have contributed to the increasing use of personality assessment in personnel selection. Research on the ability of personality to predict job performance is covered, including the Five Factor Model of personality versus narrow personality measures, meta-analyses of personality-criterion relationships, moderator effects, mediator effects, and incremental validity of personality over other selection testing methods. Personality and team performance is also covered. Main trends in contemporary research on the extent to which applicant ''faking'' of personality tests poses a serious threat are explicated, as are promising approaches for contending with applicant faking such as the ''faking warning'' and the forced-choice method of personality assessment. Finally, internet-based assessment of personality and computer adaptive personality testing are synopsized.