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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

Ute-Christine Klehe, Martin Kleinmann, Thomas Hartstein, Klaus G Melchers, Cornelius J Konig, Peter A Heslin and Filip Lievens UGent (2012) HUMAN PERFORMANCE. 25(4). p.273-302
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.
Please use this url to cite or link to this publication:
author
organization
year
type
journalArticle (original)
publication status
published
subject
keyword
5-FACTOR MODEL, CONSTRUCT-VALIDITY, SOCIAL DESIRABILITY, PERSONNEL-SELECTION, MAXIMUM PERFORMANCE, ASSESSMENT-CENTERS, APPLICANT FAKING, INDIVIDUAL-DIFFERENCES, IMPRESSION MANAGEMENT, NONCOGNITIVE MEASURES
journal title
HUMAN PERFORMANCE
Hum. Perform.
volume
25
issue
4
pages
273 - 302
Web of Science type
Article
Web of Science id
000308984700001
JCR category
PSYCHOLOGY, APPLIED
JCR impact factor
0.816 (2012)
JCR rank
54/72 (2012)
JCR quartile
4 (2012)
ISSN
0895-9285
DOI
10.1080/08959285.2012.703733
language
English
UGent publication?
yes
classification
A1
copyright statement
I have transferred the copyright for this publication to the publisher
id
3141501
handle
http://hdl.handle.net/1854/LU-3141501
date created
2013-02-25 10:35:41
date last changed
2016-12-19 15:43:46
@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},
}

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.