RECONSIDERING THE USE OF PERSONALITY TESTS IN PERSONNEL SELECTION CONTEXTS

By F. Morgeson, M. Campion, R. L. Dipboye, J. Hollenbeck, Kevin J. Murphy, Neal Schmitt. 2007

664 citations recorded by the source corpus.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/3ad2563e6fc215b8a1b4104b8ee3726b621d2d0b

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In Clinical Psychology

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

The Contributions of Personality to Organizational Behavior and Psychology: Findings, Criticisms, and Future Research Directions (2008, background): “Judging from ongoing debates (see Morgeson et al., 2007a, b; Ones, Dilchert, Viswesvaran, & Judge, 2007; Tett & Christiansen, 2007), answers to four questions are required to evaluate this potential problem: (1) Can personality inventories be faked?; (2) Does faking occur?; (3) What impact does fak”
The Person–Situation Debate Revisited: Effect of Situation Strength and Trait Activation on the Validity of the Big Five Personality Traits in Predicting Job Performance (2014, background): “Yet, we believe that some of the extant criticisms of personality validities in organizational literature (Morgeson et al., 2007a, 2007b; Murphy & Dzieweczynski, 2005), like some of the criticisms of personality validities in the personality literature that precede them (Mischel, 1968), are best…”
SELF-ESTEEM AND JOB PERFORMANCE: THE MODERATING ROLE OF SELF-ESTEEM CONTINGENCIES (2010, background): “of job performance (Morgeson et al., 2007; Ones, Dilchert, Viswesvaran, & Judge, 2007; Tett & Christiansen, 2007): that is, by considering IPSE as a “strong situation,” the predictive utility of personality traits may be improved.”
A different look at why selection procedures work (2011, background): “…in selection procedures, as well as by the research concerning moderators and mediators of the validity of selection procedures (Huffcutt et al., 2001; Huffcutt, Roth, & McDaniel, 1996; Macan, 2009; Morgeson et al., 2007; Sackett & Lievens, 2008; Salgado & Moscoso, 2002; Woehr & Arthur, 2003).”
ARE WE GETTING FOOLED AGAIN? COMING TO TERMS WITH LIMITATIONS IN THE USE OF PERSONALITY TESTS FOR PERSONNEL SELECTION (2007, background): “We recently published an article in Personnel Psychology in which we highlighted a number of issues associated with the use of self-report personality tests in personnel selection contexts (Morgeson et al., 2007).”
Applicant Faking, Social Desirability, and the Prediction of Counterproductive Work Behaviors (2011, background): “Although recent work has questioned the validity of personality measures (eg, Morgeson et al, 2007 ), particularly by noting significant concern over the use of self-report assessments, this criticism has spurred strong rebuttals outlining the value of personality variables in organizations (eg, O”
Born to burnout: A meta-analytic path model of personality, job burnout, and work outcomes (2010, background): “Additionally, our study is responsive to continued calls to show the efficacy of personality in predicting important work-related constructs (Morgeson et al., 2007) and addresses the lack of research on how personality affects work outcomes (Barrick et al., 2001).”
3 Staffing Twenty‐first‐century Organizations (2008, background): “Often those job applicants who successfully complete the initial screening stage may be required to pass a background check (Connerley, Arvey, & Bernardy, 2001 ) and, if they do, they may be given paper‐and‐pencil or computer‐administered tests that assess their general mental abilities (GMA) and p”
Personality traits, affective commitment, documentation of knowledge, and knowledge sharing (2011, background): “Although some have questioned the validity of personality measures in human resource applications (Morgeson et al. 2007), there are extensive data and analyses corroborating the utility of trait measures (Hogan 2005; Ones et al. 2005 for recent thorough reviews; Ones, Dilchert, Viswesvaran and…”
Introducing the construct curiosity for predicting job performance (2013, background): “Despite some recent controversy (Morgeson et al., 2007), the use of personality measures to predict job performance is widely accepted (Barrick, Mount, & Judge, 2001; Ones, Dilchert, Viswesvaran, & Judge, 2007).”
A review of personality and performance: Identifying boundaries, contingencies, and future research directions (2011, background): “Some have even argued that the low validity issue combined with issues regarding faking should preclude the widespread use of personality tests in selection contexts (Hurtz & Donovan, 2000; Morgeson et al., 2007; Tett & Christiansen, 2007).”