I would suspect that many items on personality measures many people have not thought about to even self report. For example, perhaps many people have never thought about how they like to work until they are asked. I wonder if there are any rumination effects if people would take home the items, think about what their true self-report should be? That is, what their real work behavior is like?
I was intrigued by Morgeson et al. (2007) discussion of faking. Especially surprising to me was Murphy’s quote on page 712 that said, “One of the definitions of faking is ‘saying what you think you ought to say rather than what you really want to say.’ We have a word for that—‘civilization.’” I have to say that I agree with that statement. To what extent is applicant faking really an issue? If applicants do fake, what are their intentions of faking? Should applicants who provide socially desirable responses be punished in some way in the selection process, or are they the applicants that selection specialists should look for because they can respond to situations in socially desirable ways? How can we create testing environments that support honest responses?
To add to Vicki's questions. Can a personality test evaluate cultural fit in that the issue of faking or being "civilized" is appropriate in the test responses?
The whole issue of faking on personality measures reminded me of self-monitoring. Do you think high self-monitors would be better able to move up in organizations compared to low self-monitors?
The chapter (p451) mentions the Myers-Briggs Type Indicator (MBTI)is a frequently used personality measure in business and industry that McCrae and Costa (1989) say captures 4 of 5 factors in the FFM (all but Neuroticism). There are sound reasons, Ployhart, et al., continue both conceptually and practically for retaining the measure and the constructs as originally proposed (Fitzgerald, 1997). What are the validities related to the MBTI? I'd like to hear a bit more discussion on it given it's widespread use in industry.
I must say I am intrigued to understand personality and its measurement better after reading these articles. I am afraid, although intrigued, I am no more clear in my understanding or perspective on the use of personality as a selection criterion than I was before these readings. It seems to me that as psychologists we want to be just to both organizations that need to maximize performance and to individuals who need jobs. Does the extant research help us decide whether using personality as a predictor effectively does either?
I was a little disappointed in the lack of discussion on criterion development in all of threading. To me, if you are going to talk about personality as a predictor of performance, then the performance criteria need to depend on personality characteristics (for example, jobs that require sociability need to have people who our social, such as extraverts, in order to be successful..). If a certain personality is not important for success on the job, then I do not think it should be used as a predictor of performance. Thoughts?
I would suspect that many items on personality measures many people have not thought about to even self report. For example, perhaps many people have never thought about how they like to work until they are asked. I wonder if there are any rumination effects if people would take home the items, think about what their true self-report should be? That is, what their real work behavior is like?
ReplyDeleteI was intrigued by Morgeson et al. (2007) discussion of faking. Especially surprising to me was Murphy’s quote on page 712 that said, “One of the definitions of faking is ‘saying what you think you ought to say rather than what you really want to say.’ We have a word for that—‘civilization.’” I have to say that I agree with that statement. To what extent is applicant faking really an issue? If applicants do fake, what are their intentions of faking? Should applicants who provide socially desirable responses be punished in some way in the selection process, or are they the applicants that selection specialists should look for because they can respond to situations in socially desirable ways? How can we create testing environments that support honest responses?
ReplyDeleteTo add to Vicki's questions. Can a personality test evaluate cultural fit in that the issue of faking or being "civilized" is appropriate in the test responses?
ReplyDeleteThe whole issue of faking on personality measures reminded me of self-monitoring. Do you think high self-monitors would be better able to move up in organizations compared to low self-monitors?
ReplyDeleteThe chapter (p451) mentions the Myers-Briggs Type Indicator (MBTI)is a frequently used personality measure in business and industry that McCrae and Costa (1989) say captures 4 of 5 factors in the FFM (all but Neuroticism). There are sound reasons, Ployhart, et al., continue both conceptually and practically for retaining the measure and the constructs as originally proposed (Fitzgerald, 1997). What are the validities related to the MBTI? I'd like to hear a bit more discussion on it given it's widespread use in industry.
ReplyDeleteI must say I am intrigued to understand personality and its measurement better after reading these articles. I am afraid, although intrigued, I am no more clear in my understanding or perspective on the use of personality as a selection criterion than I was before these readings. It seems to me that as psychologists we want to be just to both organizations that need to maximize performance and to individuals who need jobs. Does the extant research help us decide whether using personality as a predictor effectively does either?
ReplyDeleteI was a little disappointed in the lack of discussion on criterion development in all of threading. To me, if you are going to talk about personality as a predictor of performance, then the performance criteria need to depend on personality characteristics (for example, jobs that require sociability need to have people who our social, such as extraverts, in order to be successful..). If a certain personality is not important for success on the job, then I do not think it should be used as a predictor of performance. Thoughts?
ReplyDelete