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Personality Testing and Industrial–Organizational Psychology: Reflections, Progress, and Prospects

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  • Hough, Leaetta M.
  • Oswald, Frederick L.

Abstract

As the title suggests, this article takes a broad perspective on personality as it is conceptualized and measured in organizational research, and in the spirit of this Society for Industrial and Organizational Psychology journal, we framed the article as a series of 7 questions. These 7 questions deal with (1) personality and multidimensional models of performance, (2) personality taxonomies and the five-factor model, (3) the effects of situations on personality–performance relationships, (4) the incremental validity of personality over cognitive ability, (5) the need to differentiate personality constructs from personality measures, (6) the concern with faking on personality tests, and (7) the use of personality tests in attempting to address adverse impact. We dovetail these questions with our perspectives and insights in the hope that this will stimulate further discussion with our readership.

Suggested Citation

  • Hough, Leaetta M. & Oswald, Frederick L., 2008. "Personality Testing and Industrial–Organizational Psychology: Reflections, Progress, and Prospects," Industrial and Organizational Psychology, Cambridge University Press, vol. 1(3), pages 272-290, September.
  • Handle: RePEc:cup:inorps:v:1:y:2008:i:03:p:272-290_00
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    Cited by:

    1. Bing, Mark N. & Kluemper, Don & Kristl Davison, H. & Taylor, Shannon & Novicevic, Milorad, 2011. "Overclaiming as a measure of faking," Organizational Behavior and Human Decision Processes, Elsevier, vol. 116(1), pages 148-162, September.
    2. Vecchio, Yari & Di Pasquale, Jorgelina & Del Giudice, Teresa & Pauselli, Gregorio & Masi, Margherita & Adinolfi, Felice, 2022. "Precision farming: what do Italian farmers really think? An application of the Q methodology," Agricultural Systems, Elsevier, vol. 201(C).
    3. Kausel, Edgar E. & Culbertson, Satoris S. & Madrid, Hector P., 2016. "Overconfidence in personnel selection: When and why unstructured interview information can hurt hiring decisions," Organizational Behavior and Human Decision Processes, Elsevier, vol. 137(C), pages 27-44.
    4. Chris D. Fluckinger, 2014. "Big Five Measurement via Q-Sort," SAGE Open, , vol. 4(3), pages 21582440145, August.

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