Effects of impression management and self-deception on the predictive validity of personality constructs

Article Abstract:

This study tests whether 2 types of response distortion (self-deception and impression management) affect the predictive validity of 2 of the "Big 5" personality dimensions, conscientiousness and emotional stability, in 2 applicant samples of long-haul semitruck drivers (n = 147 and n = 139). As hypothesized, conscientiousness (rho = -.26 and -.26) and emotional stability (rho = -.23 and -.21) were valid predictors of voluntary turnover in the 2 samples. Also as hypothesized, conscientiousness was a valid predictor of supervisory ratings of performance (rho = .41 and .39) in the 2 samples. Although not hypothesized, emotional stability was also significantly related to supervisor ratings of performance (rho = .23 and .27). Results from structural equations modeling indicated that applicants did distort their scores on both personality dimensions and the distortion occurred both through self-deception and impression management; however, neither type of distortion attenuated the predictive validities of either personality construct. (Reprinted by permission of the publisher.)

Test validity, Emotional maturity, Personality tests, Honesty, Impression formation (Psychology), Self-deception, Self deception

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Relative importance of personality and general mental ability in managers' judgments of applicant qualifications

Article Abstract:

Eighty-four managers who make hiring decisions in 1 of 6 occupations representative of J.L. Holland's (1973) 6 job typologies (medical technologist, insurance sales agent, carpenter, licensed practical nurse, reporter, and secretary) rated 39 hypothetical job applicants on 2 dependent variables, hirability and counterproductivity. Applicants were described on the Big Five personality factors (Emotional Stability, Extraversion, OPenness to Experience, Agreeableness, and Conscientiousness) and on general mental ability. Results showed that general mental ability and conscientiousness were the most important attributes related to applicants' hirability and that Emotional Stability, Conscientiousness, and Agreeableness were the most important attributes related to counterproductivity. In most respects, these results mirror meta-analytic reviews of validity studies, thereby confirming hypotheses. (Reprinted by permission of the publisher.)

Employee selection, Mental discipline, Personality, Personality (Psychology)

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Autonomy as the moderator of the relationships between the big five personality dimensions and job performance

Article Abstract:

In this study, we investigated the moderating role of autonomy on the relationships between the Big Five personality dimensions and supervisor ratings of job performance. On the basis of data from 146 managers, results indicated that two dimensions of personality, Conscientiousness (r=.25) and Extraversion (r=.14), were significantly related to job performance. Consistent with our expectations, the validity of Conscientiousness and Extraversion was greater for managers in jobs high in autonomy compared with those in jobs low in autonomy. The validity of Agreeableness was also higher in high-autonomy jobs compared with low-autonomy ones, but the correlation was negative. These findings suggest that degree of autonomy in the job moderates the validity of at least some personality predictors. Implications for future research are noted. (Reprinted by permission of the publisher.)

Psychological aspects, Performance, Human resource management, Employment, Measurement, Autonomy (Psychology), Work measurement

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