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Ch 4: Personality and Abilities

Ch 4: Personality and Abilities. Part 1 – Feb. 5, 2009. Personality. Unique and stable pattern of behaviors, thoughts, emotions Interactionist approach – behavior result of personality and situation When does it have the most influence? How is personality measured? Objective –

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Ch 4: Personality and Abilities

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  1. Ch 4: Personality and Abilities Part 1 – Feb. 5, 2009

  2. Personality • Unique and stable pattern of behaviors, thoughts, emotions • Interactionist approach – behavior result of personality and situation • When does it have the most influence? • How is personality measured? • Objective – • Projective –

  3. Controversy: Personality in Selection • 3 points – historically, conventional wisdom in psych was that personality measures… • 1) • 2) • 3) • What is the current view of personality in the I/O literature?

  4. Taxonomies • Terminological confusion abounds! • 1 answer is Big 5 model • Many researchers agree most measures assess at least the “Big 5” • Check to make sure you assess these 5 reliably, validly… • Anything extra is optional • Accepted Big 5 measure is “NEO”

  5. Big 5 Model • 5 key dimensions of personality (know def of each…) • Openness to Experience – • Conscientiousness – • Extraversion – • Agreeableness – • Neuroticism (or its opposite, positively-termed “emotional stability”) –

  6. Does personality predict job performance? • As recently as ’90, most said ‘no’ • Barrick & Mount (1991) • What did this study suggest? • Later studies found C & A predict job perf about as well as what other construct? • (correlation range?)

  7. Cont.. • Conscientiousness most highly related to job performance (of the Big 5 dimensions) • related to …? • But jobs where this isn’t good? And why?

  8. Faking personality scores • What is the controversy? • Hogan & Hogan’s view: (they publish the HPI) • Some items are transparent & easy to fake, is this a problem? • How can methodology be used to assess faking? • How do corrections for faking affect validity? • Their conclusion?

  9. Levin & Zickar (2002) “Self-presentation, lies, and bullshit” • What is their issue with the Hogans’ conclusions? • Levin & Zickar distinctions: • Field studies compared those instructed to fake w/those instructed to be honest: • What did they find?

  10. Other Personality Constructs • Positive/Negative Affectivity (PA/NA) – stable mood • Strong relationship with job satisfaction • Is there such a construct as group affect (or affective tone?) • How could we measure this?

  11. Abilities • Capacity to perform a task • Intellectual abilities • Cognitive ability (g): general intelligence, reasoning • Traditionally most importance placed on this (IQ tests) • Highly related to job perf • Practical Intelligence – devise effective ways to get things done

  12. Will ‘g’ & conscientiousness do the job? • Focus on precise matching of applicant abilities w/those required by job? • Or focus on conscientiousness & ‘g’? • Distinguish between dependent variables used in studies • In past, focused on ? • Current focus shifting to ? • Final choice of which to use may depend on…

  13. When to focus on g & cons. • Focus on g & cons when… • 1) • 2) • 3) • Otherwise focus on precise matching of skills with job

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