Research article
Personality Testing in Personnel Selection: Adverse impact and differential hiring rates
Stephen D. Risavy; Peter A. Hausdorf
International Journal of Selection and Assessment • 2011
Abstract
Personality tests are often used in selection and have demonstrated predictive validity across a variety of occupational groups and performance criteria. Although different selection decision methods can be used to make selection decisions (e.g., compensatory top down, compensatory with sliding bands, noncompensatory) from personality test results, there is a paucity of research addressing the influence of these different selection decision methods on issues such as, adverse impact and differential hiring rates. This gap in the literature is redressed in the current study. Results from 398 bus operator candidates indicated that there may be adverse impact and differential hiring rate issues depending on the selection decision method used and the designated group being assessed. Implications and future research directions are discussed.
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Extracted by meta-factory
Models (1)
Big Five Model of Personality
evidence: HighPersonality • Job Performance
Primary factors
ConscientiousnessExtraversionEmotional StabilityAgreeablenessOpenness to ExperienceField domains
Organizational BehaviorI-O Psychology
Instruments (1)
NEO Personality Inventory (NEO PI-R)
format: likertdeveloper: Costa & McCrae
Constructs
ConscientiousnessExtraversionNeuroticismAgreeablenessOpenness to Experiencereliability: Conscientiousness (α = .88), Extraversion (α = .79), Neuroticism (α = .90), Agreeableness (α = .85), Openness to Experience (α = .76)
Constructs (5)
Conscientiousness
PER_001A personality dimension characterized by dependability, organization, and self-discipline.
Domains
PersonalityLinked models
Big Five Personality TraitsHigher levels of Conscientiousness are associated with higher training performance.
Extraversion
PER_002A personality dimension characterized by sociability, talkativeness, and activity.
Domains
PersonalityLinked models
Big Five Personality TraitsHigher levels of Extraversion are associated with higher training performance.
Neuroticism
PER_003A personality dimension characterized by emotional instability and insecurity.
Domains
PersonalityLinked models
Big Five Personality TraitsLower levels of Neuroticism are associated with higher training performance.
Agreeableness
PER_004A personality dimension characterized by altruism, nurturing, and caring.
Domains
PersonalityLinked models
Big Five Personality TraitsHigher levels of Agreeableness are associated with higher training performance.
Openness to Experience
PER_005A personality dimension characterized by imagination, culture, and broad-mindedness.
Domains
PersonalityLinked models
Big Five Personality TraitsHigher levels of Openness to Experience are associated with higher training performance.
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