Share Using a Personality Test? It seems counter intuitive. Some people claim personality has everything to do with job performance. Others know every piece of serious research shows personality scores have almost nothing to do with job skills.
Faced with an increasingly competitive business environment, many employers are turning to employment testing as a way to improve their workforces. In a recent survey, forty percent of Fortune companies indicated that their employment selection systems included some form of psychological testing.
A similar survey by the American Management Association showed that forty-four percent of its responding members used testing to select employees. While cognitive ability tests continue to be the most commonly used form of psychological testing in the workplace, personality tests are being used more and more frequently.
Personality tests are self-report measures of what might be called traits, temperaments, or dispositions. The number of personality measures available is enormous. Some personality measures focus on characterizing individuals within the normal adult range of functioning, while others focus on the identification of psychopathology.
Many personality instruments such as the Minnesota Multiphasic Personality Inventory MMPI produce measures of a substantial number of personality characteristics; others concentrate on measuring single traits.
Employers use different types of personality tests for different purposes.
For example, an insurance company might use a measure of extroversion-introversion to select applicants for a sales job so that their characteristics match successful incumbents in their sales force.
Similarly, a police department might use the MMPI or a similar test to screen out applicants for mental instability or psychopathology. Perhaps the most commonly used personality tests are honesty or integrity tests.
They are used predominantly in the retail and financial services industries for low-paying entry level jobs in settings where employees have unsupervised access to money or merchandise.
Integrity tests are designed to predict proneness for theft and other forms of counterproductive work behavior in job applicants. Because the number of employers using integrity tests in the workplace is growing rapidly, it is useful to discuss them in some detail.
Prior to the passage of the Employee Polygraph Protection Act ofthe pre-employment polygraph was the method of choice for screening applicants in many industries.
It is estimated that 70 to 80 percent of the four million polygraphs given annually were for pre-employment selection purposes. The Employee Polygraph Protection Act changed everything.
Except in limited circumstances, private employers were prohibited from using a pre-employment polygraph to screen applicants. With the polygraph no longer available, employers turned to paper and pencil integrity tests to perform the screening function.
Byit was estimated that 6, organizations administered up to 5 million integrity tests annually. Although there is currently no federal regulation of integrity testing, a few states have restricted their use under their anti-polygraph statutes. For example, the Rhode Island statute does not ban integrity tests, but it requires that such tests not constitute the "primary basis" of an employment decision.
Massachusetts forbids the use of any written technique that provides a diagnostic opinion of honesty, a proscription so broad that it may prohibit not only integrity tests but also the use of application blanks, reference checks, structured interviews, and the validity scales of most psychological tests as well.
To understand the benefits and risks associated with integrity testing, it is useful to briefly review the different types of tests. There are three basic types of integrity tests: Overt Integrity Tests Overt integrity tests were specifically designed to predict the predisposition of job applicants to engage in on-the-job theft and other counterproductive job behavior.
They measure attitudes related to one or more of the following psychological constructs: These tests typically consist of two sections. The first is a measure of theft attitudes, and includes questions about beliefs concerning the frequency and extent of theft, punitiveness toward theft, ruminations about theft, and assessments of one's own honesty.
The second involves requests for admissions regarding theft and other wrongdoing. Applicants are asked to describe the frequency and amount of theft and other illegal or counterproductive activity. The test items that make up this type of instrument are clearly assessing job-related content. There has been a great deal of validity research showing that integrity test scores can predict theft behavior.
Overt integrity tests have been found to predict the following theft criteria: Longitudinal studies have also demonstrated the real world impact of using integrity tests to select employees. This impact-on-losses study was replicated in a home improvement center chain.
Several other studies have shown that both applicants and employees from high-theft stores scored more poorly on integrity tests than did applicants and employees from low-theft stores. In a quasi-experimental study, employees working in supermarkets that used integrity tests reported significantly less theft by their coworkers than employees working in a matched group of supermarkets that did not screen their employees using integrity tests.
Personality-Oriented Measures Personality-oriented measures are typically developed by psychologists, and are closely linked to normal-range personality assessment devices, such as the California Personality Inventory. Considerably broader in focus, they are not explicitly aimed at theft or theft-related behaviors.
They aim to predict a broad range of counterproductive work behaviors using composite measures of personality dimensions, such as reliability, conscientiousness, adjustment, trustworthiness, and sociability.Jul 08, · For years researchers have investigated how people’s personalities affect their performance at work.
It appears there may be a personality-driven formula for the productive, permanent employee. Look for agreeable recruits, rather than troublesome.
Therefore, idiographic approach believes that personality assessment is not valid when predicting employee performance. Whereas, nomothetic theorist identified traits and believes that personality is resistant to change and further agreed that personality assessment should use when predicting employee performance.
Employees in the same job-group are often highly similar; performance ratings are not as simple as being “hi-lo”; group classification has more to do with opinions than facts; individuals in a group may not match their own group average; and, there is still no assurance personality caused performance.
The job demands‐resources (JD‐R) model was used to examine the relationship between job characteristics, burnout, and (other‐ratings of) performance (N = ).We hypothesized that job demands (e.g., work pressure and emotional demands) would be the most important antecedents of the exhaustion component of burnout, which, in turn, would predict in‐role performance (hypothesis 1).
|Make Their First Day Memorable||No need to put the whole emphasis on personality but do give it a heavy weight when picking the best from the pack. Ambitious Ambitious employees are willing to go the extra mile whether to achieve company goals or make their way up the corporate ladder.|
|Integrity Tests||What if a person takes a test in a socially desirable manner or manipulates or fakes the responses? Utmost care has been taken care of the social desirability bias at the stage of the item construction itself.|
|Employee Hiring and Retention Strategies, Testing, Consultation from Business Insight Technologies||Help your marketing and employer branding efforts succeed — get your employees and outside stakeholders involved. HRmarketer Advocacy makes it easy.|
|Personality Tests? They Rarely Predict an Employee’s Job Performance | TLNT||This optimism is largely the result of the development of a unified model of personality called the Big Five, or Five Factor Model of Personality.|
In recent years, contextual performance has emerged as an important aspect of overall job rutadeltambor.com performance is no longer considered to consist strictly of performance on a task. Rather, with an increasingly competitive job market, employees are expected to go above and beyond the requirements listed in their job descriptions.
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