Personality tests at the crossroads: A response to Morgeson, Campion, Dipboye, Hollenbeck, Murphy, and Schmitt (2007).

By R. Tett, Neil D. Christiansen. 2007

269 citations recorded by the source corpus.

Subfields: Clinical Psychology, Experimental and Cognitive Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/b52361987bf16a4385136f9f0a568b03e4398e80

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Citations in the corpus

The relation between emotional intelligence and job performance: A meta‐analysis (2011, background): “Some researchers have argued that the common practice of attaching an FFM measure to studies even when there is no theoretical justification attenuates FFM effect sizes (e.g., Tett & Christiansen, 2007).”
The Five-Factor Model, forced-choice personality inventories and performance: A comprehensive meta-analysis of academic and occupational validity studies (2014, background): “…(2007a) were answered by Barrick (2005), Hogan (2005a, 2005b), Hough and Oswald (2005), Ones, Viswesvaran, and Dilchert (2005), Ones, Dilchert, Viswesvaran, and Judge (2007), Tett and Christiansen (2007), among others, who provided a large amount of evidence supporting personality measures at work.”
Too arrogant for their own good? Why and when narcissists dismiss advice (2015, result): “…using narrow measures of personality in the prediction of specific outcomes , as previous researchers have suggested ( Kausel & Slaughter , 2011 ; Tett & Christiansen , 2007 ; for a similar discussion involving the construct and measurement of maximizing tendencies , see Diab , Gillespie , &…”
Maladaptive Personality at Work: Exploring the Darkness (2014, background): “Tett and Christiansen (2007) also presented a contrary view, arguing that the metaanalytic estimates are actually impressive and dependable.”
Future employment selection methods: evaluating social networking web sites (2009, background): “Recent issues of Personnel Psychology (Morgeson et al., 2007a, b; Ones et al., 2007; Tett and Christiansen, 2007) and Industrial and Organizational Psychology (Hough and Oswald, 2008; Griffith and Peterson, 2008) have focused on the limited criterion validity of self-reported personality measures as”
Applicant Faking, Social Desirability, and the Prediction of Counterproductive Work Behaviors (2011, background): “…(e.g., 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 (e.g., Ones, Dilchert, Viswesvaran, & Judge, 2007; Tett & Christiansen, 2007).”
Faking in Personality Assessment: A “Multisaturation” Perspective on Faking as Performance (2011, background): “The biggest fakers, in fact, will be the worst-fit employees in terms of targeted traits (Tett & Christiansen, 2007).”
A meta-analysis of the relations between personality and workplace deviance: Big Five versus HEXACO (2019, background): “…seek situations that provide opportunities for expressing those traits that they are rewarded for (e.g., De Vries, Tybur, Pollet, & Van Vugt, 2016; Tett & Christiansen, 2007), and the facilitating effect of negative experiences at work on workplace deviance can be increased or decreased by…”
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?”