1. Ch 4: Personality and Abilities Part 1 – Jan 31, 2008

2. 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 –

3. 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?

4. Reliability/Validity Reliability issues – do we consistently get same assessment of personality? Validity – is it accurate/predictive? Example of reliability assessment: 2 Examples of validity assessment:

5. 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”

6. 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”) –

7. Big 5 Model Dimensions are reliable cross-culturally How is it used?

8. 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?)

9. Cont.. Conscientiousness most highly related to job performance (of the Big 5 dimensions) –related to …? But jobs where this isn’t good? And why?

10. How stable is personality? Impressive evidence from longitudinal studies… –1955 v. 1995 sample: Creativity assessed in college correlated w/job creativity 30 yrs later

11. Faking personality scores Hogan & Hogan…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?

12. Levin & Zickar (2002) “Self- presentation, lies, and bullshit” What is their issue with the Hogans’ conclusions? Levin & Zickar distinguish betw selective presentation & lying Field studies compared those instructed to fake w/those instructed to be honest: –What did they find?

13. 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? Effects of supervisor, time factors…?