Hostname: page-component-cd9895bd7-gbm5v Total loading time: 0 Render date: 2024-12-24T18:57:59.306Z Has data issue: false hasContentIssue false
  • English
  • Français

Assessing ideal personalities at work: Is it all just a little bit of history repeating?

Published online by Cambridge University Press:  01 August 2019

Christopher M. Castille Open the ORCID record for Christopher M. Castille [Opens in a new window] ,
Ann-Marie R. Castille  and
Rachel Williamson Smith Open the ORCID record for Rachel Williamson Smith [Opens in a new window]
Christopher M. Castille*
Affiliation:
Nicholls State University
Ann-Marie R. Castille
Affiliation:
Nicholls State University
Rachel Williamson Smith
Affiliation:
Louisiana State University
*
*Corresponding author. Email: [email protected]
Get access Rights & Permissions [Opens in a new window]

Abstract

An abstract is not available for this content so a preview has been provided. Please use the Get access link above for information on how to access this content.
Image of the first page of this content. For PDF version, please use the ‘Save PDF’ preceeding this image.'
Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 12 , Issue 2 , June 2019 , pp. 133 - 137
Copyright
© Society for Industrial and Organizational Psychology 2019 

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

References

Aguinis, H., Mazurkiewicz, M. D., & Heggestad, E. D. (2009). Using web-based frame-of-reference training to decrease biases in personality-based job analysis: An experimental field study. Personnel Psychology, 62(2), 405–438. doi: 10.1111/j.1744-6570.2009.01144.x CrossRefGoogle Scholar
Carter, N. T., Dalal, D. K., Boyce, A. S., O’Connell, M. S., Kung, M.-C., & Delgado, K. M. (2014). Uncovering curvilinear relationships between conscientiousness and job performance: How theoretically appropriate measurement makes an empirical difference. Journal of Applied Psychology, 99(4), 564–586. doi: 10.1037/a0034688 CrossRefGoogle ScholarPubMed
Carter, N. T., Dalal, D., Guan, L., Lopilato, A. C., & Withrow, S. A. (2017). Item response theory scoring and the detection of curvilinear relationships. Psychological Methods, 22(1), 191–203.Google ScholarPubMed
Cascio, W. F., & Aguinis, H. (2011). Applied psychology in human resource management (7th ed.). Upper Saddle River, NJ: Prentice Hall.Google Scholar
Chernyshenko, O. S., Stark, S., Drasgow, F., & Roberts, B. W. (2007). Constructing personality scales under the assumptions of an ideal point response process: Toward increasing the flexibility of personality measures. Psychological Assessment, 19(1), 88–106. doi: 10.1037/1040-3590.19.1.88 CrossRefGoogle ScholarPubMed
Dilchert, S., Ones, D. S., & Krueger, R. F. (2014). Maladaptive personality constructs, measures, and work behaviors. Industrial and Organizational Psychology, 7(1), 98–110. doi: 10.1111/iops.12115 Google Scholar
Emre, M. (2018). The personality brokers: The strong history of Myers-Briggs and the birth of personality testing. New York, NY: Doubleday.Google Scholar
Grant, A. M. (2013). Rethinking the extraverted sales ideal: The ambivert advantage. Psychological Science, 24(6), 1024–1030. doi: 10.1177/0956797612463706 CrossRefGoogle ScholarPubMed
Hogan, R. (2007). Personality and the fate of organizations. Mahwah, NJ: Lawrence Erlbaum Associates, Inc.Google Scholar
Huffcutt, A. I., Conway, J. M., Roth, P. L., & Stone, N. J. (2001). Identification and meta-analytic assessment of psychological constructs measured in employment interviews. Journal of Applied Psychology, 86(5), 897–913.CrossRefGoogle ScholarPubMed
Le, H., Oh, I.-S., Robbins, S. B., Ilies, R., Holland, E., & Westrick, P. (2011). Too much of a good thing: Curvilinear relationships between personality traits and job performance. Journal of Applied Psychology, 96(1), 113–133. doi: 10.1037/a0021016 CrossRefGoogle ScholarPubMed
Lee, C. I. S. G., & Steel, P. (n.d.). The potential of good selection: Simulating the impact of improved applicant matching on GDP. Currently under review.Google Scholar
Melson-Silimon, A., Harris, A. M., Shoenfelt, E. L., Miller, J. D., & Carter, N. (2019). Personality testing and the Americans with Disabilities Act: Cause for concern as normal and abnormal personality models are integrated. Industrial and Organizational Psychology: Perspectives on Science and Practice, 12(2), 119–132.CrossRefGoogle Scholar
Nickel, L. B., Roberts, B. W., & Chernyshenko, O. S. (2019). No evidence of a curvilinear relation between conscientiousness and relationship, work, and health outcomes. Journal of Personality and Social Psychology, 116(2), 296–312. doi: 10.1037/pspp0000176 CrossRefGoogle ScholarPubMed
Oh, I.-S., Kim, S., & Van Iddekinge, C. H. (2015). Taking it to another level: Do personality-based human capital resources matter to firm performance? Journal of Applied Psychology, 100(3), 935–947. doi: 10.1037/a0039052 CrossRefGoogle ScholarPubMed
O’Neill, T. A., Goffin, R. D., & Rothstein, M. (2013). Personality and the need for personality-oriented work analysis. In Christiansen, N. D. & Tett, R. T. (Eds.), Handbook of personality at work (pp. 226–252). New York, NY: Taylor & Francis.Google Scholar
Paulhus, D. L., Westlake, B. G., Calvez, S. S., & Harms, P. D. (2013). Self-presentation style in job interviews: The role of personality and culture. Journal of Applied Social Psychology, 43(10), 2042–2059. doi: 10.1111/jasp.12157 CrossRefGoogle Scholar
Peck, J. A., & Levashina, J. (2017). Impression management and interview and job performance ratings: A meta-analysis of research design with tactics in mind. Frontiers in Psychology, 8, 201. doi: 10.3389/fpsyg.2017.00201 Google ScholarPubMed
Raymark, P. H., Schmit, M. J., & Guion, R. M. (1997). Identifying potentially useful personality constructs for employee selection. Personnel Psychology, 50(3), 723–736. doi: 10.1111/j.1744-6570.1997.tb00712.x CrossRefGoogle Scholar
Suzuki, T., Samuel, D. B., Pahlen, S., & Krueger, R. F. (2015). DSM-5 alternative personality disorder model traits as maladaptive extreme variants of the five-factor model: An item-response theory analysis. Journal of Abnormal Psychology, 124, 343–354. doi: 10.1037/abn0000035 CrossRefGoogle ScholarPubMed
Wu, J., & Lebreton, J. M. (2011). Reconsidering the dispositional basis of counterproductive work behavior: The role of aberrant personality. Personnel Psychology, 64(3), 593–626.CrossRefGoogle Scholar
Zickar, M. J., & Kostek, J. A. (2013). History of personality testing within organizations. In Christiansen, N. D. & Tett, R. P. (Eds.), Handbook of personality at work (pp. 165–182). New York, NY: Routledge.Google Scholar