Human Resource Selection, 8e

Human Resource Selection, 8e
Gatewood Human Resource Selection, 8e © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Personality Assessment for Selection
Chapter 12 © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Personality Assessment for Selection
Personality measures in selection are one of the most complex and rapidly changing topics in the field Personality affects success at work mostly by enhancing social engagement and work motivation It encompasses a person’s relatively stable way of thinking, feeling, and acting in a variety of situations Use of personality tests is increasing © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

A Brief History Late1960’s - Mischel, Guion and Gottier all concluded that personality traits had little to no predictive relationship to behavior Late 1980’s – research revived interest: U.S. Army began Project A; some personality traits related to work-related outcomes Personality found to predict major life outcomes, including divorce, illness, etc. Meta-analyses of personality research found specific personality traits related to performance © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Definition and Use of Personality in Selection
Personality equated with social skill Work psychologists instead focus on traits linked to motivational work habits Two personality traits – conscientiousness and emotional stability – valid for all jobs Recently, agreeableness emerged as predictor for nearly all jobs Extraversion & openness to experience, valid for some jobs © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Definition and Use of Personality in Selection (2)
Some still believe personality no predictor Predictive validities still low, 0.20 or lower But growing consensus: Personality characteristics can be grouped into five broad dimensions, Five-Factor Model Managers believe personality traits matter at work Recent meta-analytic data show these traits can be relevant predictors of work effectiveness © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Definition and Use of Personality in Selection (2)
But growing consensus: (cont.) Because personality not highly correlated to other selection tools, it contributes validity Little or no adverse impact; scores comparable across racial and ethnic groups Even small benefit from personality trait benefits employer every day Conscientiousness, emotional stability & agreeableness increase about 1/3 to ½ standard deviation from late 20s to early 50s © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

…Use of Personality in Selection Personality Traits
A trait is a continuous dimension on which individual differences may be measured Ex: sociability, independence, etc. People may differ sharply in their reactions to the same situation Use of personality data in selection needs: Specification of job tasks Identification of traits linked to those tasks See Table 12.1 © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Table 12.1 – Personality Traits for a Sample of Jobs Studied in Selection
© 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

…Use of Personality in Selection Personality Traits (2)
Five-Factor Model, five core traits: Extraversion (sociability, assertiveness, optimism) Emotional stability (calmness, confidence) Agreeableness (courtesy, flexibility, trust) Conscientiousness (responsibility, dependability) Openness to experience (intellect, culture) Each trait composed of many facets, Table 12.2 © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Table 12.2 –30 NEO Personality Sub-facets…onto the Five Factor Model

…Use of Personality in Selection Other Personality Traits
Core Self Evaluation (CSE) CSEs consist of 4 frequently studied traits: Self-esteem Generalized efficacy Locus of control Emotional stability Those who are confident, fee good about themselves, control their anxiety, see work as interesting, are more productive at work CSE a predictor of success across many jobs © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

…Use of Personality in Selection Other Personality Traits
Emotional Intelligence (EI) Purports to measures the applicant’s self- awareness and self-regulation, social awareness, relationship management; needs research Proactive Personality An action-oriented trait affecting salary, rate of promotions, use of transformational leadership, entrepreneurial intentions and job performance But this trait reflects something more than just Five-Factor Model © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Personality Measurement Methods
Measurement difficult because we are trying to quantify intangible constructs through use of inferred data Three most commonly used methods: Self-report inventories (produce insignificant or lower validity coefficients than other source) Judgment of interviewers Judgment of other observers (especially former coworkers or supervisors) © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Personality Measurement Methods Inventories in Personality Measurement
These are written responses of a person Many such measures, differing substantially We discuss two major types: Self-report inventories or questionnaires Projective techniques Research shows that contextualized personality items predict job performance better © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Personality Measurement Methods Inventories in Personality Measurement (2) Self-Report Questionnaires A series of brief items asking respondents to use a multiple-choice format to indicate personal information about thoughts, emotions, past experiences (Ex: “I am happy”) Answer choices: agree, undecided, disagree Five-Factor Model Most commonly used are NEO-Personality Inventory, and Personality Characteristics Inventory (PCI) PCI has 150 multiple choice items using Five-Factor inventories; (Answers: agree, undecided, disagree) © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Table 12.3 –…Representative Items of Five-Factor Personality Dimensions

Personality Measurement Methods Inventories in Personality Measurement (3) Other Self-Report Personality Inventories Others available, not all of which use the Five- Factor Model Forced-Choice Inventories Test-takers must choose the most liked item of 2-4 equally desirable items; faking reduced A few studies yield predictive validities as good as or better than Likert-scale self-report scales Issues to be resolved, but another option © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Table 12.4 –…Representative Items of Five-Factor Personality Dimensions

Personality Measurement Methods Inventories in Personality Measurement (4) Projective Techniques Require verbal responses, but major differences; questions and answers are intentionally ambiguous, instructions brief and vague Respondents presented with inkblots or pictures and asked to make up a story about them Or given sentence stem and asked to complete: “My father…” or “My favorite…” Respondents’ projections expose personality © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Personality Measurement Methods Observer Ratings of Personality
Observers can rate an applicant’s personality even after brief conversation, with modestly high agreement on rating by one who knows applicant Observer ratings show a persons’ public self, the way we are perceived by others Self-reports reflect our perceptions of self Observer ratings enhance prediction of job performance, often twice as well as self- reporting © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Personality Measurement Methods The Interview in Personality Measurement
Conscientiousness is the single most frequently measured WRC in the interview Interviewer ratings are moderately related to job performance The Appropriate Use of the Interview Limit assessment of personality to traits needed for job through job analysis Behavior description interview appropriate © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Personality Measurement Methods Ratings from Other Observers
Ratings better from those who know the subject Obtain reputation-infused ratings from supervisors or coworkers Perhaps a headhunter can visit with people who worked with the candidate A letter of reference may also served as a way to assess the candidate’s personality Study: A structured letter of reference predicted job performance better than self-reporting © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Personality Measurement Methods …Validity of Personality Tests as a Predictor
Recent studies have challenged the notion that more of a trait is always better for work performance It is possible to have too much of a good thing Validity may be highest in the middle range of scores © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Personality Measurement Methods …Validity of Personality Tests as a Predictor(2)
The Validity of Self-Report Inventories A large meta-analysis, focused on predicting job performance, concluded: 1. Conscientiousness & emotional stability were valid predictors of overall work performance over all studies; these are universal predictors across all jobs 2. Extraversion was a valid predictor for some occupational groups such as managers, and specific criteria, such as training performance © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

The Validity of Self-Report Inventories (cont.) A large meta-analysis, focused on predicting job performance, concluded: 3. Agreeableness and openness to experience demonstrated modest validity overall; but each trait was related to a specific criterion: Agreeableness was related to teamwork Openness was associated with training performance © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

The Validity of Self-Report Inventories (cont.) Other meta-analysis, examining unique criteria concluded: 1. When selecting effective leaders from ineffective ones, candidates high in extraversion, openness to experience and emotional stability experience the greatest success on the job 2. Conscientiousness, emotional stability and agreeableness useful to predict teamwork and performance © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

The Validity of Self-Report Inventories (cont.) Other meta-analysis, examining unique criteria concluded: 3. All Five-Factor Model traits except openness to experience predicted success as an expatriate or an entrepreneur; extraversion is a particularly important predictor 4. Deviant behavior less likely from those scoring high in conscientiousness and agreeableness © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Personality Measurement Methods …Validity of Personality Tests as Predictor (6)
The Validity of Self-Report Inventories (cont.) Other meta-analysis, examining unique criteria concluded: 5. These studies investigated the process through which personality affects job performance; the primary means through which personality operates is motivation and interpersonal competence; conscientiousness and emotional stability related to 3 different measures of performance motivation © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Personality Measurement Methods …Validity of Personality Tests as Predictor (7)
The Validity of Projective Techniques Issues have arisen concerning the scoring and use of information obtained from these tests 1. reliability of an individuals responses at two different times 2. impact on person’s score due to total number of responses, especially on tests with free response 3. scoring of information, especially for free response 4. few HR specialists trained in these tests © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Personality Measurement Methods Legal Issues in the Use of Personality Tests
No adverse impact found with use of personality tests, but two legal issues: 1. ADA prohibits pre-employment medical exams; because psychologists can use personality tests to diagnose mental health deficiencies, such tests could be seen as medical exams EEOC: If test includes scales with psychiatric disorders, likely to be a medical exam If test focuses on general traits, not a medical exam © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Personality Measurement Methods Legal Issues in the Use of Personality Tests (2)
In recent case, court ruled company’s use of Minnesota Multi-Phasic Personality Inventory (MMPI) which asked questions that could reveal a mental disability, test was held to be a “medical exam” under the ADA, and illegal as a pre-employment test Court noted that tests that measure honesty, integrity, etc. do not qualify as medical exams; under this ruling, Five-Factor tests would not constitute medical exams © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

2. Privacy is an issue for employees for public institutions, as the are protected by the U.S. Constitution in their employment Several states have constitutional privacy protection acts or a statutory right to privacy; these apply to both public and private employers In one case, a personality test asking questions about an applicant’s sexual inclinations or religious views for store security positions were banned © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Faking in Personality Inventories Empirical evidence is contradictory as to whether candidates intentionally alter their responses to get hired Contradiction may be caused by design of research Little evidence that faking affects the predictive validity of personality inventories Self-reports may be less accurate than anticipated for reasons other than faking © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Personality Measurement Methods Role of Technology and Global Trends
Web-based personality tests result in high levels of internal consistency; scores are equivalent to paper-and-pencil scores Also evidence of equivalence between proctored and unproctored examinations, but professional standards require proctoring Further innovation in progress Monitor innovations Monitor EEOC implications © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Recommendations for the Use of Personality Data
Define Personality Traits in Terms of Job Behaviors It is necessary to have a job-related basis for measuring personality Job analysis information can identify job tasks, interactions, working conditions, etc. From these data, an HR specialist should be able to infer personality traits needed © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Define Work Effectiveness as Retaining Productive Employees Focus on the Five-Factor Model to comprehensively measure an applicant’s personality, ensuring predictive validity Other researchers recommend using facets to identify a more specific personality trait Relevance of the Work Context Both personality and the situation determine behavior © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

The Appropriateness of the Selection Instrument Use only tests with enough developmental information to show that it measures the personality traits it is said to assess Review reliability, item statistics, etc. Some tests sold expensive but useless Can respondent learn “correct” responses? Better to use instrument for which appropriate responses are not apparent © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Source of Measurement Observer ratings predict performance better than self-reports; use the interview, letters of reference, and headhunters who talk to former associates Incremental Validity over Other Selection Measures Superior prediction results when personality is combined with other predictors © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Recommendations for the Use of Personality Data (2)
Trade-offs between Validity and Disparate Impact Personality tests produce few large differences between demographic groups, avoiding disparate impact; continue to monitor results Faking “Good” during Selection Faking good does not substantially alter predictive validity; but including warnings in the instructions that faking on the test can be detected tends to discourage it © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Recommendations for the Use of Personality Data (3)
Cheating during Selection We recommend that even web tests be proctored to enhance standardization of the testing procedures and to secure test security Using “At-Work” Personality Tests Contextualize personality items so that they measure the test-taker’s behavior at work; leads to superior predictive validity Realizing Prediction Gains over Time Benefits will improve with employee’s age © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Conclusions We have drawn on personality psychology to help you use personality data appropriately; this requires understanding: 1. traits vary greatly in the extent to which they influence behavior 2. the situation also has an important influence on a person’s behavior 3. measuring personality is challenging; try to reduce “faking good” or cheating on Web exams © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

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