Personality testing in employment settings

Personality testing in employment settings

Complex issues arise when personality variables are incorporated into traditional approaches to personnel selection. Personality assessment and testing in employment contexts is more complicated than it would appear. Rather than arguing against considering personality variables, wefocus on five prob...

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Veröffentlicht in:Personnel review 2001-12, Vol.30 (6), p.657-676
Hauptverfasser: Arthur, Winfred, Woehr, David J., Graziano, William G.
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Sprache:eng
Schlagworte:
Employee selection
Individualbehaviour
Personality tests
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creator Arthur, Winfred
Woehr, David J.
Graziano, William G.
description Complex issues arise when personality variables are incorporated into traditional approaches to personnel selection. Personality assessment and testing in employment contexts is more complicated than it would appear. Rather than arguing against considering personality variables, wefocus on five problematic issues associated with their use in personnel selection. These issues are: the appropriateness of linear selection models; the problem of personality-related self-selection effects; the multi-dimensionality of personality; bias associated with social desirability, impression management, and faking in top-down selection models; and the legal implications of personality assessment in employment contexts. Recommends that practitioners and researchers be cognizant of these issues in the use of personality tests in employment decisions.
doi_str_mv 10.1108/EUM0000000005978
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subjects Employee selection
Individualbehaviour
Personality tests
title Personality testing in employment settings
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