Book chapter
Nature and Use of Personality in Selection
The Oxford Handbook of Personnel Assessment and Selection, pp.225-252
Oxford Library of Psychology, Oxford University Press
2012
DOI: 10.1093/oxfordhb/9780199732579.013.0011
Abstract
The utility of including personality in a battery of predictor measures continues to be debated, even though there is an extensive literature and thousands of empirical studies (Barrick & Mount, 2005; Morgeson, Campion, Dipboye, Hollenbeck, Murphy, & Schmitt, 2007; Ones, Dilchert, Viswesvaran, & Judge, 2007). This chapter comprehensively reviews what we know and do not know about personality in personnel selection research and practice. We begin with a brief review of the history of psychological testing and personnel selection. Next, we review the relationships found between personality traits, primarily those from the Big-Five Model, to other individual differences. This is followed by a summary of evidence for the predictive validity of personality at work and in life more broadly, which than shifts to a discussion about emerging conceptual or theoretical directions, focusing on when (moderators) and how (mediators) personality affects work attitudes, behaviors, and outcomes. We conclude the chapter by discussing critical measurement issues, particularly response distortion, and legal implications.
Details
- Title: Subtitle
- Nature and Use of Personality in Selection
- Creators
- Murray R Barrick - Texas A&M UniversityMichael K Mount - University of Iowa
- Contributors
- Neal Schmitt (Editor) - Michigan State University
- Resource Type
- Book chapter
- Publication Details
- The Oxford Handbook of Personnel Assessment and Selection, pp.225-252
- Series
- Oxford Library of Psychology
- DOI
- 10.1093/oxfordhb/9780199732579.013.0011
- Publisher
- Oxford University Press; New York
- Language
- English
- Date published
- 2012
- Academic Unit
- Management and Entrepreneurship
- Record Identifier
- 9984963119702771
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