RECONSIDERING THE USE OF PERSONALITY TESTS IN PERSONNEL SELECTION CONTEXTS

Frederick P. Morgeson · Michael A. Campion · Robert L. Dipboye · John R. Hollenbeck · Kevin R. Murphy · Neal Schmitt

638 citations0/0 files storedPersonnel Psychology

No readable copy stored yet — this record is metadata only.

No open-access location is known for this record yet.

Literature note Cite in a project Citation map

Personality Traits and Psychology Psychological Testing and Assessment Employer Branding and e-HRM

Abstract

Although long thought to be unrelated to job performance, research in the early 1990s provided evidence that personality can predict job performance. Accompanying this research was a resurgence of interest in the use of personality tests in high‐stakes selection environments. Yet there are numerous potential problems associated with the current operational use of personality. As such, 5 former journal editors from Personnel Psychology and the Journal of Applied Psychology (2 primary outlets for such research), who have collectively reviewed over 7,000 manuscripts and who have no vested interest in personality testing, reconsider the research on the use of personality tests in environments where important selection decisions are made. Their comments are based on a panel discussion held at the 2004 SIOP conference. Collectively, they come to several conclusions. First, faking on self‐report personality tests cannot be avoided and perhaps is not the issue; the issue is the very low validity of personality tests for predicting job performance. Second, as such, using published self‐report personality tests in selection contexts should be reconsidered. Third, personality constructs may have value for employee selection, but future research should focus on finding alternatives to self‐report personality measures.

Paper brief

Loading…

Cite this work

Citation unavailable for this work.

BibTeX RIS CSL-JSON

No public copy is stored for this record, so only the metadata is cited.

Citations in this library

Citation map →

Stored only when both papers are in the corpus — 638 citations exist upstream.

References

1977Handbook of Industrial and Organizational Psychology.1991THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META‐ANALYSIS 1993Handbook of industrial and organizational psychology 1998The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.1990Impression management: A literature review and two-component model.1984Two-component models of socially desirable responding.1984Validity and utility of alternative predictors of job performance.2004Flawed Self-Assessment

Cited by

2012What is conscientiousness and how can it be assessed?2007IN SUPPORT OF PERSONALITY ASSESSMENT IN ORGANIZATIONAL SETTINGS 2011Personality Psychology and Economics 2013Hierarchical representations of the five-factor model of personality in predicting job performance: Integrating three organizing frameworks with two theoretical perspectives.2010Too much of a good thing: Curvilinear relationships between personality traits and job performance.

Explore the map →

Papers that cite the same references — the relational fallback while embeddings are still backfilling.

Imported from OpenAlex (CC0) — nothing here is generated.