HRM textbook

CHAPTER 6 EMPLOYEE TESTING AND SELECTION 189
THE BIG FIVE What traits to measure? Industrial psychologists often focus on
the big five personality dimensions: extraversion, emotional stability/neuroticism,
agreeableness, conscientiousness, and openness to experience. 48
Neuroticism represents a tendency to exhibit poor emotional adjustment and
experience negative effects, such as anxiety, insecurity, and hostility. Extraversion
represents a tendency to be sociable, assertive, active, and to experience positive
effects, such as energy and zeal. Openness to experience is the disposition to
be imaginative, nonconforming, unconventional, and autonomous. Agreeableness
is the tendency to be trusting, compliant, caring, and gentle. Conscientiousness is
comprised of two related facets: achievement and dependability. 49
DO PERSONALITY TESTS PREDICT PERFORMANCE? It seems to make
sense that personality tests would predict performance. After all, wouldn t an extroverted
person do better in sales?
In fact, personality traits do often correlate with job performance. In one study,
extraversion, conscientiousness, and openness to experience were strong predictors
of leadership. 50 In another study, neuroticism was negatively related to motivation,
while conscientiousness was positively related to it. 51 And, in personality research,
conscientiousness has been the most consistent and universal predictor of job
performance. 52 So to paraphrase Woody Allen, it does seem that 90% of success is
just showing up.
Other traits correlate with occupational success. For example, extraversion
correlates with success in sales and management jobs. 53 The responsibility, socialization,
and self-control scales of the California Psychological Inventory predicted
dysfunctional job behaviors among law enforcement officers. 54 Emotional stability,
extroversion, and agreeableness predicted whether expatriates would leave their
overseas assignments early. 55
CAVEATS However, there are three caveats. First, projective tests are hard to interpret.
An expert must analyze the test taker s interpretations and infer from them his
or her personality. The test s usefulness then assumes there s a measurable relationship
between a personality trait (like introversion) and success on the job.
Second, personality tests can trigger legal challenges. For example, one court held
that the MMPI is a medical test (because it can screen out applicants with psychological
impairments), and so might violate the ADA. 56
Third, some dispute that self-report personality tests predict performance at all.
The journal Personnel Psychology convened a panel of distinguished industrial
psychologists that said using self-report personality tests in selection should be reconsidered
[due to low validity]. 57 Other experts call such concerns unfounded. 58 At a
minimum, make sure that any personality tests you use predict performance.
INTEREST INVENTORIES Interest inventories compare one s interests with those
of people in various occupations. Thus, a person who takes the Strong-Campbell Interests
Inventory would receive a report comparing his or her interests to those of people
already in occupations like accounting, engineering, or management. Someone taking
the self-administered Self-Directed Search (SDS) (www.self-directed-search.com)
receives an interests code to use in identifying likely high-potential occupations.
Interest inventories have many uses. 59 They re irreplaceable in career planning,
since a person will likely do better in jobs that involve activities in which he or she is
interested. They re also useful in selection. If you can select people whose interests are
interest inventory
A personal development and selection
device that compares the person s current
interests with those of others now in various
occupations so as to determine the preferred
occupation for the individual.