Use of Personality Variables in Work Settings

By L. M. Hough, Adrian Furnham. 2003

108 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/6f5a324797c123c3e5d5d50078f3479953c81d38

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Applied Psychology

1. O. Chernyshenko
2. R. Goffin
3. Mitchell G. Rothstein
4. Jason L. Huang
5. A. Ryan
6. B. Roberts
7. Stephen E. Stark
8. Victoria L. Pace

In Clinical Psychology

1. Neal Schmitt
2. B. Roberts
3. O. Chernyshenko
4. T. Judge
5. A. Ryan
6. R. Goffin
7. Michael T. Brannick
8. F. Oswald

In Organizational Behavior and Human Resource Management

1. Neal Schmitt
2. R. Goffin
3. F. Morgeson
4. M. Campion
5. Mitchell G. Rothstein
6. J. Hollenbeck
7. A. Ryan
8. Jason L. Huang

Citations in the corpus

• RECONSIDERING THE USE OF PERSONALITY TESTS IN PERSONNEL SELECTION CONTEXTS (2007, background): “As a consequence, interest in and research on personality testing in I-O psychology has dramatically increased in the past 10 years (Barrick & Ryan, 2003; Hough & Furnham, 2003; Schmitt, Cortina, Ingerick, & Wiechmann, 2003).”
• THE STRUCTURE OF CONSCIENTIOUSNESS: AN EMPIRICAL INVESTIGATION BASED ON SEVEN MAJOR PERSONALITY QUESTIONNAIRES (2005, background): “…interest to industrial/organizational psychologists and that research at the Big Five level may obscure important differences in the way personality facets may relate differentially to criteria (Hough, 1992; Hough & Furnham, 2003; Hough & Ones, 2001; Hough & Oswald, 2000; Hough & Schneider, 1996).”
• BEYOND PERSONALITY TRAITS: A STUDY OF PERSONALITY STATES AND SITUATIONAL CONTINGENCIES IN CUSTOMER SERVICE JOBS (2011, background): “Relevant research has primarily investigated how the effects of personality are moderated by characteristics of the job, such as job type, task type (Hough & Furnham, 2003), and autonomy of the job (Barrick & Mount, 1993).”
• Personality Testing and Industrial–Organizational Psychology: Reflections, Progress, and Prospects (2008, background): “Hough and Furnham (2003) summarized meta-analytic validities of some finer grained constructs for predicting criterion constructs as well as for predicting overall work-related criteria.”
• How similar are personality scales of the “same” construct? A meta-analytic investigation (2010, background): “…of relationships is probably too stringent a requirement for inclusion in meta-analysis and not practical, recommendations by Hough and colleagues (Hough & Furnham, 2003; Hough & Ones, 2001; Hough & Oswald, 2005) of following a taxonomy that categorizes personality measures based on relationships…”
• The use of personality measures in personnel selection: What does current research support? (2006, methodology): “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).”