arthur, w. jr., woehr, d.j., & graziano, w. (2001). personality testing in employment settings:...

Arthur, W. Jr., Woehr, D.J., & Graziano, W. (2001). Personality testing in employment

Settings: Problems and issues in the application of typical selection practices.

Personnel Review, 2001, Vol. 30, Issue 5/6, 657. 20.

Ivan Ehlers

Elizabeth MosesArthur, W. Jr., Woehr, D.J., & Graziano, W. (2001). Personality testing in employment



PurposeTo assess the methods that employment facilities

use to find and choose their employees based on personality, by looking at 5 major issues.

This article is not a research study but merely discusses the issues and problems with

personality assessment in employment selection




The 5 Major Issues

1. The appropriateness of linear selection models

2. The problem of personality-related self-selection effects

3. The multi-dimensionality of personality

4. The detection of bias associated with social desirability , impression management, and faking and the use of top-down selection models

5. The legal implications of personality assessment




1. The appropriateness of linear selection models

Problematic when dealing with personality because many personality ideal relationships will be nonlinear.




2. The problem of personality-related self selection effects1. Individuals within

a profession have similar personality characteristics, which, when tested and scored create a “restriction of range.”




3) The multidimensionality of personality

It is important to look at personality as a whole, as opposed to looking at single characteristics to define a person’s skills

The big five factors of personality include; openness, conscientiousness, extroversion, agreeableness, neuroticism (OCEAN------




4) The detection of faking and the use of top down models

Top down models are the scores of all of the test takers from the highest score in a certain trait down to the lowest score.

Employment facilities choose the highest scoring individuals.

However, the highest scores are most likely affected by social desirability or

impression management.




5) Legal implications of personality assessment in

employment Certain groups in the

USA and laws prohibit the use of employment tests used for screening that may discriminate in terms of gender, race, or ethnicity.




Critique

1. Non-Linear model depends on extreme, individual scores.

2. Multi-Dimensionality- test doesn’t show “complete person,” and that’s fine.

3. Social Desirability- assumes high scorers are liars and that employers hire based solely on personality tests.




Points

1. Easier for person to accept they do not have the temperament for a job and not pursue it, than it is to accept that they do not have the skill for it.

2. Idea that employers hire based on the top 5-10% of the top-down model, knowing that those scores are most likely inaccurate.




arthur, w. jr., woehr, d.j., & graziano, w. (2001). personality testing in employment settings:...

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