The structure, measurement, validity, and use of personality variables in industrial, work, and organizational psychology.

By L. M. Hough, Deniz S. Ones. 2001

262 citations recorded by the source corpus.

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In Clinical Psychology

Citations in the corpus

The use of personality measures in personnel selection: What does current research support? (2006, background): “Notwithstanding the research just reviewed, there is also abundant grounds for optimism that the usefulness of personality testing in personnel selection is not neutralized by faking (e.g., Hogan, 2005; Hough, 1998a,b; Hough & Furnham, 2003; Hough & Ones, 2002; Marcus, 2003).”
A meta-analysis of dependability coefficients (test–retest reliabilities) for measures of the Big Five (2014, methodology): “…Saville, Holdsworth, Nyfiled, Cramp, & Mabey, 1996) were compiled from previous meta-analyses (Birkland, Manson, Kisamore, Brannick, & Smith, 2006; Hough & Ones, 2001; Salgado, 2003), products of several commercial test publishers, and a web-based search for contemporary personality instruments…”
Personality and engagement at work: the mediating role of psychological meaningfulness (2013, methodology): “There are multiple ways to organize the lower-order factor space of the Big Five (e.g. Hough and Ones, 2001), but the empirically derived model of DeYoung, Quilty, and Peterson (2007) is arguably the most parsimonious of those currently available.”
Other-rated personality and academic performance: Evidence and implications (2014, unknown): “In doing so, Connelly and Ones used the coding rules of Hough and Ones (2001), but when Hough (1992) used a similar methodology, it resulted in markedly different estimates to those obtained by Poropat.”
An other perspective on personality: meta-analytic integration of observers' accuracy and predictive validity. (2010, methodology): “…effect size, the particular information source was coded according to the taxonomy in Table 1, the information type for strangers was coded according to the taxonomy in Table 2, and the personality trait being rated was coded according to the Big Five taxonomy presented in Hough and Ones (2001).”
Personality and absenteeism: a meta‐analysis of integrity tests (2003, background): “…few studies have been directed to explain absenteeism in terms of personality, despite the general interest in personality variables in work environments (Barrick & Mount, 1991; Hough, Eaton, Dunnette, Kamp, & McCloy, 1990; Hough & Ones, 2001; Ones, Viswesvaran, & Schmidt, 1993; Salgado, 1997).”
The Five-Factor Model, forced-choice personality inventories and performance: A comprehensive meta-analysis of academic and occupational validity studies (2014, methodology): “Finally, we also checked the coding lists used by Hough and Ones (2001), Ones (1993), and Salgado (2003) in order to compare our classification and the classification of these researchers when the same personality measures were used.”
Social and emotional skills for student success and well-being: Conceptual framework for the OECD study on social and emotional skills (2018, background): “Most taxonomies and inventories included sociability and assertiveness (Hough and Ones, 2002[273]; Mershon and Gorsuch, 1988[59]), but less agreement exists about other facets.”
Conscientiousness and achievement motivation predict performance (2009, result): “This is consistent with research that identifies persistence (e.g. Hough & Ones, 2001; Peabody & De Raad, 2002) and closely related traits such as industriousness (Roberts, Chernyshenko, Stark, & Goldberg, 2005) as sub-facets of C.”
The dark side of personality at work (2014, background): “Negative Valence is anchored by terms such as bad and evil versus decent, suggesting a desire to display a wicked self-image (Hough & Ones, 2001): the DSM-IV (APA, 1994) indicates that individuals suffering Borderline PD “usually have a self-image that is based on being bad or evil” (p. 707).”
Predicting school success: Comparing Conscientiousness, Grit, and Emotion Regulation Ability (2014, background): “As such, Grit is conceptually closely related to Conscientiousness; persistence, a major component of Grit has been identified as one of the facets of Conscientiousness in multiple studies (e.g., Hough & Ones, 2001; MacCann et al., 2009).”
The Big Five Personality Dimensions and Counterproductive Behaviors (2002, background): “Hough and Ones (2001) also offer a working list of compound traits and scales measuring them.”
The Sixteen Personality Factor Questionnaire (16PF). (2008, background): “Over two decades , a large body of evidence has shown that various Big Five measures of personality are valid predictors of job per - formance ( Hough and Ones , 2001 ; Hurtz and Donovan , 2000 ; Salgado , 1997 ; Tett et al .”