Personnel selection and the five-factor model: reexamining the effects of appplicant's frame of reference

Recently, 2 separate yet related criticisms have been levied against the adequacy of the five-factor model (or Big Five) as a descriptive taxonomy of job applicant personality: frame of reference effects (M. J. Schmit & A. M. Ryan, 1993) and socially desirable responding (A. F. Snell & M. A....

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Veröffentlicht in:	Journal of applied psychology 2001-04, Vol.86 (2), p.304-315
Hauptverfasser:	Smith, D B, Hanges, P J, Dickson, M W
Format:	Artikel
Sprache:	eng
Schlagworte:	Adult Female Humans Job Application Male Personality Assessment - statistics & numerical data Personnel Selection Psychometrics Reproducibility of Results Social Desirability
Online-Zugang:	Volltext
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