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Ch 4: Personality and Abilities
Part 1 – Feb. 5, 2009
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Personality Unique and stable pattern of behaviors, thoughts, emotions
Interactionist approach – behavior result of personality and situation When does it have the most influence? How is personality measured? Objective – Projective –
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Controversy: Personality in Selection
3 points – historically, conventional wisdom in psych was that personality measures… 1) 2) 3) What is the current view of personality in the I/O literature?
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Taxonomies Terminological confusion abounds! 1 answer is Big 5 model
Many researchers agree most measures assess at least the “Big 5” Check to make sure you assess these 5 reliably, validly… Anything extra is optional Accepted Big 5 measure is “NEO”
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Big 5 Model 5 key dimensions of personality (know def of each…)
Openness to Experience – Conscientiousness – Extraversion – Agreeableness – Neuroticism (or its opposite, positively-termed “emotional stability”) –
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Does personality predict job performance?
As recently as ’90, most said ‘no’ Barrick & Mount (1991) What did this study suggest? Later studies found C & A predict job perf about as well as what other construct? (correlation range?)
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Cont.. Conscientiousness most highly related to job performance (of the Big 5 dimensions) related to …? But jobs where this isn’t good? And why?
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Faking personality scores
What is the controversy? Hogan & Hogan’s view: (they publish the HPI) Some items are transparent & easy to fake, is this a problem? How can methodology be used to assess faking? How do corrections for faking affect validity? Their conclusion?
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Levin & Zickar (2002) “Self-presentation, lies, and bullshit”
What is their issue with the Hogans’ conclusions? Levin & Zickar distinctions: Field studies compared those instructed to fake w/those instructed to be honest: What did they find?
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Other Personality Constructs
Positive/Negative Affectivity (PA/NA) – stable mood Strong relationship with job satisfaction Is there such a construct as group affect (or affective tone?) How could we measure this?
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Abilities Capacity to perform a task Intellectual abilities
Cognitive ability (g): general intelligence, reasoning Traditionally most importance placed on this (IQ tests) Highly related to job perf Practical Intelligence – devise effective ways to get things done
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Will ‘g’ & conscientiousness do the job?
Focus on precise matching of applicant abilities w/those required by job? Or focus on conscientiousness & ‘g’? Distinguish between dependent variables used in studies In past, focused on ? Current focus shifting to ? Final choice of which to use may depend on…
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When to focus on g & cons. Focus on g & cons when…
1) 2) 3) Otherwise focus on precise matching of skills with job
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