I found it a little ironic how the authors spent most of the article criticizing a lack of theoretical background to support the use of personality as predictors of job performance when they also argue throughout the paper that not much has changed in the research on personality and job performance. What types of theories might be useful to conceptualize personality as a job performance predictor? Given the little literature support for personality as a predictor, is theory-building going to drastically change people’s perspective on this issue?
•This article does provide some discourage to the use of personality measures depending on the job. This seems very contradictory to what Tett et al. (1999) found. Did their article even make an influence in the personality field regarding selection? How influential and quickly do findings are articles like this current one make a difference in the applied setting? They mentioned how in selection sometimes the validity of personality inventories are not even considered. I think this is not good at all.
The authors mention that the validity of personality tests as selection tools are often time not analyzed. Why do you think organizations are even less concerned with the validity of personality tools compared to other types of tools?
It seems from this review that banding would work well when using personality factors as predictors. Because there is not always a linear relationship between personality dimensions and job performance it would seem feasible to find the band where the job performance is optimal and keep applicants in that band. Does this seem like a feasible, advisable thing to do given what we have read?
So it seems that historically, the issues of using personality in selection first came from problems with actual measures, then people had a problem with the actual concept of using personality in selection. Now it seems like the problem with the use of personality has to do with the users themselves… What do you think? How might we address this problem in practice?
Murphy and Dzieweczynski’s clear and cogent description of the contrast between the evidence for predictive validity of cognitive tests and personality tests was very helpful for me in getting my mind around the fundamental differences between the two constructs, their measurement, and their demonstrable relevance to performance. After reading this article I thought about the use of personality test as a criterion for admission to an I-O psychology graduate program. Would any of us be in favor of that?
I found it a little ironic how the authors spent most of the article criticizing a lack of theoretical background to support the use of personality as predictors of job performance when they also argue throughout the paper that not much has changed in the research on personality and job performance. What types of theories might be useful to conceptualize personality as a job performance predictor? Given the little literature support for personality as a predictor, is theory-building going to drastically change people’s perspective on this issue?
ReplyDelete•This article does provide some discourage to the use of personality measures depending on the job. This seems very contradictory to what Tett et al. (1999) found. Did their article even make an influence in the personality field regarding selection? How influential and quickly do findings are articles like this current one make a difference in the applied setting? They mentioned how in selection sometimes the validity of personality inventories are not even considered. I think this is not good at all.
ReplyDeleteThe authors mention that the validity of personality tests as selection tools are often time not analyzed. Why do you think organizations are even less concerned with the validity of personality tools compared to other types of tools?
ReplyDeleteIt seems from this review that banding would work well when using personality factors as predictors. Because there is not always a linear relationship between personality dimensions and job performance it would seem feasible to find the band where the job performance is optimal and keep applicants in that band. Does this seem like a feasible, advisable thing to do given what we have read?
ReplyDeleteSo it seems that historically, the issues of using personality in selection first came from problems with actual measures, then people had a problem with the actual concept of using personality in selection. Now it seems like the problem with the use of personality has to do with the users themselves… What do you think? How might we address this problem in practice?
ReplyDeleteMurphy and Dzieweczynski’s clear and cogent description of the contrast between the evidence for predictive validity of cognitive tests and personality tests was very helpful for me in getting my mind around the fundamental differences between the two constructs, their measurement, and their demonstrable relevance to performance. After reading this article I thought about the use of personality test as a criterion for admission to an I-O psychology graduate program. Would any of us be in favor of that?
ReplyDelete