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Responding to personality tests in a selection context: the role of the ability to identify criteria and the ideal-employee factor

(2012) HUMAN PERFORMANCE. 25(4). p.273-302
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Abstract
Personality assessments are often distorted during personnel selection, resulting in a common "ideal-employee factor" (IEF) underlying ratings of theoretically unrelated constructs. However, this seems not to affect the personality measures' criterion-related validity. The current study attempts to explain this set of findings by combining the literature on response distortion with the ones on cognitive schemata and on candidates' ability to identify criteria (ATIC). During a simulated selection process, 149 participants filled out Big Five personality measures and participated in several high- and low-fidelity work simulations to estimate their managerial performance. Structural equation modeling showed that the IEF presents an indicator of response distortion and that ATIC accounted for variance between the IEF and performance during the work simulations, even after controlling for self-monitoring and general mental ability.
Keywords
5-FACTOR MODEL, CONSTRUCT-VALIDITY, SOCIAL DESIRABILITY, PERSONNEL-SELECTION, MAXIMUM PERFORMANCE, ASSESSMENT-CENTERS, APPLICANT FAKING, INDIVIDUAL-DIFFERENCES, IMPRESSION MANAGEMENT, NONCOGNITIVE MEASURES

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Citation

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Chicago
Klehe, Ute-Christine, Martin Kleinmann, Thomas Hartstein, Klaus G Melchers, Cornelius J Konig, Peter A Heslin, and Filip Lievens. 2012. “Responding to Personality Tests in a Selection Context: The Role of the Ability to Identify Criteria and the Ideal-employee Factor.” Human Performance 25 (4): 273–302.
APA
Klehe, U.-C., Kleinmann, M., Hartstein, T., Melchers, K. G., Konig, C. J., Heslin, P. A., & Lievens, F. (2012). Responding to personality tests in a selection context: the role of the ability to identify criteria and the ideal-employee factor. HUMAN PERFORMANCE, 25(4), 273–302.
Vancouver
1.
Klehe U-C, Kleinmann M, Hartstein T, Melchers KG, Konig CJ, Heslin PA, et al. Responding to personality tests in a selection context: the role of the ability to identify criteria and the ideal-employee factor. HUMAN PERFORMANCE. 2012;25(4):273–302.
MLA
Klehe, Ute-Christine, Martin Kleinmann, Thomas Hartstein, et al. “Responding to Personality Tests in a Selection Context: The Role of the Ability to Identify Criteria and the Ideal-employee Factor.” HUMAN PERFORMANCE 25.4 (2012): 273–302. Print.
@article{3141501,
  abstract     = {Personality assessments are often distorted during personnel selection, resulting in a common {\textacutedbl}ideal-employee factor{\textacutedbl} (IEF) underlying ratings of theoretically unrelated constructs. However, this seems not to affect the personality measures' criterion-related validity. The current study attempts to explain this set of findings by combining the literature on response distortion with the ones on cognitive schemata and on candidates' ability to identify criteria (ATIC). During a simulated selection process, 149 participants filled out Big Five personality measures and participated in several high- and low-fidelity work simulations to estimate their managerial performance. Structural equation modeling showed that the IEF presents an indicator of response distortion and that ATIC accounted for variance between the IEF and performance during the work simulations, even after controlling for self-monitoring and general mental ability.},
  author       = {Klehe, Ute-Christine and Kleinmann, Martin and Hartstein, Thomas and Melchers, Klaus G and Konig, Cornelius J and Heslin, Peter A and Lievens, Filip},
  issn         = {0895-9285},
  journal      = {HUMAN PERFORMANCE},
  keyword      = {5-FACTOR MODEL,CONSTRUCT-VALIDITY,SOCIAL DESIRABILITY,PERSONNEL-SELECTION,MAXIMUM PERFORMANCE,ASSESSMENT-CENTERS,APPLICANT FAKING,INDIVIDUAL-DIFFERENCES,IMPRESSION MANAGEMENT,NONCOGNITIVE MEASURES},
  language     = {eng},
  number       = {4},
  pages        = {273--302},
  title        = {Responding to personality tests in a selection context: the role of the ability to identify criteria and the ideal-employee factor},
  url          = {http://dx.doi.org/10.1080/08959285.2012.703733},
  volume       = {25},
  year         = {2012},
}

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