Handwriting Analysis and Personality Assessment

2000 ◽  
Vol 5 (1) ◽  
pp. 44-51 ◽  
Author(s):  
Peter Greasley
Keyword(s):  
Personality Traits ◽  
Personality Assessment ◽  
Personnel Selection ◽  
Empirical Studies ◽  
Handwriting Analysis ◽  
Recruitment Process ◽  
Academic Literature ◽  
Personnel Recruitment ◽  
The Subject ◽  
Better Than

It has been estimated that graphology is used by over 80% of European companies as part of their personnel recruitment process. And yet, after over three decades of research into the validity of graphology as a means of assessing personality, we are left with a legacy of equivocal results. For every experiment that has provided evidence to show that graphologists are able to identify personality traits from features of handwriting, there are just as many to show that, under rigorously controlled conditions, graphologists perform no better than chance expectations. In light of this confusion, this paper takes a different approach to the subject by focusing on the rationale and modus operandi of graphology. When we take a closer look at the academic literature, we note that there is no discussion of the actual rules by which graphologists make their assessments of personality from handwriting samples. Examination of these rules reveals a practice founded upon analogy, symbolism, and metaphor in the absence of empirical studies that have established the associations between particular features of handwriting and personality traits proposed by graphologists. These rules guide both popular graphology and that practiced by professional graphologists in personnel selection.

Lack of evidence for the assessment of personality traits using handwriting analysis

2014 ◽  
Vol 45 (1) ◽  
pp. 73-79 ◽  
Author(s):  
Barbara Gawda
Keyword(s):  
Personality Traits ◽  
Personality Assessment ◽  
Handwriting Analysis

Abstract Background: The aim of the study is to clarify the beliefs and numerous doubts about the possible identification of personality in handwriting. The purpose of the described studies was to show an association between personality traits and handwriting features. The author aimed to verify whether or not there are any specific characteristics of writing in relation to personality traits. | Method: Two different studies have been described. A different number of subjects participated in the investigations and different techniques for personality assessment were used; however, the same set of handwriting features was analyzed in each study. In the first study the NEO-FFI (n=260) was used, while the EPQ-R (n=180) was used in the second study. The graphic characteristics of the handwriting samples were examined by forensic experts. | Results: The correlations between the personality traits and handwriting features were counted. The results showed that there were few significant correlations between handwriting parameters and personality traits, as measured by the NEO-FFI and EPQ-R. | Conclusions: No writing characteristics were specific to personality traits. There is no evidence for assessment of personality on the base of handwriting

scholarly journals Multi-Approach Formulation in Dynamic Personality-Situation Interaction for Personnel Selection

2019 ◽  
Author(s):  
Mohd Hanafiah Ahmad ◽  
Gusman Nawanir ◽  
Mohd Rashid Ab Hamid
Keyword(s):  
Job Performance ◽  
Personality Assessment ◽  
Personnel Selection ◽  
Empirical Studies ◽  
Assessment Center ◽  
Work Outcomes ◽  
Mixed Methods Approach ◽  
Selection Decisions ◽  
Fundamental Research ◽  
Conceptual Paper

The purpose of personnel selection is to measure knowledge, skills, and abilities that are necessary to perform a job effectively. The process involves various assessments, including personality assessment. This conceptual paper discussed the potential of using a learning factory to develop multiple simulations for assessment center activities in assessing personality in different situations. Although traditional personality assessment contributes to the effectiveness of selection decisions and prediction, it tended to ignore that trait-related behaviors may differ across situations. Study on dynamic personality is essential as empirical studies showed that within-person fluctuations in personality states relate to a variety of work outcomes, including job performance. To further understand this fundamental issue, this paper discussed further how personality–situation interplay influences performance by using a learning factory assessment center method. This study also discussed how the adaptation of exploratory mixed methods approach could be used. The mixed exploratory methods are suitable as this topic is related to fundamental research and empirical study, besides the investigation on this area is still limited. This paper could benefit other researchers, industry players, and policymakers in understanding better how dynamic personality may influence performance, especially in the activities related to Industry 4.0.

scholarly journals Machine Learning Approach to Personality Assessment and Its Application to Personnel Selection

2021 ◽  
Vol 34 (2) ◽  
pp. 213-236
Author(s):  
JiSoo Ock ◽  
HyeRyeon An
Keyword(s):  
Machine Learning ◽  
Personality Assessment ◽  
Personnel Selection ◽  
Scientific Evidence ◽  
New Technology ◽  
Empirical Studies ◽  
Assessment Tools ◽  
Personality Testing ◽  
Future Research ◽  
Legal Standards

As we enter the digital age, new methods of personality testing-namely, machine learning-based personality assessment scales-are quickly gaining attraction. Because machine learning-based personality assessments are made based on algorithms that analyze digital footprints of people’s online behaviors, they are supposedly less prone to human biases or cognitive fallacies that are often cited as limitations of traditional personality tests. As a result, machine learning-based assessment tools are becoming increasingly popular in operational settings across the globe with the anticipation that they can effectively overcome the limitations of traditional personality testing. However, the provision of scientific evidence regarding the psychometric soundness and the fairness of machine learning-based assessment tools have lagged behind their use in practice. The current paper provides a brief review of empirical studies that have examined the validity of machine learning-based personality assessment, focusing primarily on social media text mining method. Based on this review, we offer some suggestions about future research directions, particularly regarding the important and immediate need to examine the machine learning-based personality assessment tools’ compliance with the practical and legal standards for use in practice (such as inter-algorithm reliability, test-retest reliability, and differential prediction across demographic groups). Additionally, we emphasize that the goal of machine learning-based personality assessment tools should not be to simply maximize the prediction of personality ratings. Rather, we should explore ways to use this new technology to further develop our fundamental understanding of human personality and to contribute to the development of personality theory.

scholarly journals Determinantes de competitividad turística en destinos de sol y playa mexicanos

2016 ◽  
Vol 29 (68) ◽  
Author(s):  
Carlos Mario Amaya Molinar ◽  
Ana Pricila Sosa Ferreira ◽  
Pedro Moncada Jiménez
Keyword(s):  
State Of The Art ◽  
Empirical Studies ◽  
Theoretical Models ◽  
Well Being ◽  
Future Research ◽  
Resident Population ◽  
Academic Literature ◽  
Tourist Destinations ◽  
The Subject ◽  
Convenience Sampling

Resumen: el estudio se orienta a determinar si los agentes de riesgo, como la población residente y los visitantes, pueden percibir los factores de la competitividad de los destinos turísticos. Para lograr dicho objetivo se revisó el estado del arte de la literatura académica sobre el tema, se identificaron los modelos teóricos más reconocidos y las variables e indicadores utilizados con más frecuencia. El estudio empírico, realizado en dos destinos mexicanos de sol y playa, sugiere que los agentes de riesgo pueden percibir algunos de esos factores. Y aunque sólo se empleó un muestreo de conveniencia, en investigaciones futuras se podría utilizar uno probabilístico. Este trabajo contribuye a profundizar en la comprensión de los factores que determinan la competitividad de los destinos turísticos, y trasciende el empleo de índices nacionales abstractos o estudios descriptivos.Palabras clave: competitividad turística; desarrollo sostenible; estudios empíricos; turistas; bienestar en destinos.Determinants of tourist competitiveness in Mexican sun and beach destinationsAbstract: this study is aimed at determining whether the agents of risk, such as the resident population and the visitors, can perceive the competitiveness factors of tourist destinations. In order to achieve this goal the state of the art of the academic literature on the subject was reviewed. Likewise, the most recognized theoretical models and the most frequently used variables and indicators were identified. This empirical study, carried out in two Mexican sun and beach destinations, suggest that the agents of risk can perceive some of those factors. And although a convenience sampling was used now, a probabilistic one could be used in future research. This study contributes to deepening our understanding of the factors that determine tourist destinations’ competitiveness; it goes beyond the use of national abstract indexes or descriptive research.Key words: tourist competitiveness; sustainable development; empirical studies; tourists; well-being at destinations.

To Include, or Not to Include?

2015 ◽  
Vol 74 (4) ◽  
pp. 207-215 ◽  
Author(s):  
Denise Frauendorfer ◽  
Marianne Schmid Mast ◽  
Corinne Sutter
Keyword(s):  
Personality Traits ◽  
Big Five ◽  
Personality Assessment ◽  
Big Five Personality Traits ◽  
Big Five Personality ◽  
Accurate Assessment ◽  
Better Than

Abstract. We investigated whether including an applicant’s photograph on a resume boosts or hampers the accurate assessment of that person’s (Big Five) personality traits and intelligence. A group of 114 participants rated 8 applicants (4 men and 4 women) with respect to their personality traits and intelligence. We used a 3 × 2 (Condition [resume with photograph, resume without photograph, photograph only] × Sex [male, female]) between-subjects design. In all conditions, all personality traits (except Agreeableness) were assessed at better than guessing level. Including a photograph on the resume did not significantly alter the accuracy of personality assessment.

Graphology and Marketing Research: A Pilot Experiment in Validity and Inter-judge Reliability

1971 ◽  
Vol 35 (2) ◽  
pp. 58-62 ◽  
Author(s):  
Paul E. Green ◽  
Vithala R. Rao ◽  
Diana E. Armani
Keyword(s):  
Personality Traits ◽  
Personnel Selection ◽  
Marketing Research ◽  
Predictive Ability ◽  
Handwriting Analysis ◽  
Buying Behavior ◽  
Pilot Experiment

Researchers have pointed out the possible utility of handwriting analysis in revealing personality traits that could be useful in various business problems such as credit screening, personnel selection, and buying behavior. The authors examine the ability of professional graphologists to predict subjects’ self-rankings of personality traits. The study indicates both low-predictive ability and low inter-judge reliabilities across the predictions that are made.

RECRUITMENT PROCESS IN NIGERIA PUBLIC SECTOR: LITERATURE REVIEW

2021 ◽  
Vol 9 (1) ◽  
pp. 419-422
Author(s):  
Isaiah OBOH, Hieu Minh VU, Chijioke NWACHUKWU
Keyword(s):  
Public Sector ◽  
Empirical Studies ◽  
Business Leaders ◽  
Recruitment Process ◽  
External Interference ◽  
The Public ◽  
Doing Business ◽  
Ease Of Doing Business ◽  
The Subject ◽  
And Performance

Lack of objectivity in the recruitment process could hamper viability, trust, and ease of doing business with the Nigerian public sector. This paper reviews literature on recruitment process and performance, particularly in the public sector. While empirical studies have revealed that, proper recruitment process can lead to the hiring of skilled employees and increase the performance of both employee and the organization. We observe that there are few empirically studies on the subject in the Nigerian public sector. The authors recommend that politicians, business leaders, religious and other elites, should allow, departments, agencies saddle with the responsibility of recruitment to do their job without internal or external interference.

The Validity of Specific Cognitive Abilities for the Prediction of Training Success in Germany

2014 ◽  
Vol 13 (3) ◽  
pp. 123-133 ◽  
Author(s):  
Wiebke Goertz ◽  
Ute R. Hülsheger ◽  
Günter W. Maier
Keyword(s):  
Cognitive Abilities ◽  
Personnel Selection ◽  
Meta Analysis ◽  
Mental Ability ◽  
Occupational Category ◽  
General Mental Ability ◽  
Training Success ◽  
Specific Cognitive Abilities ◽  
Better Than

General mental ability (GMA) has long been considered one of the best predictors of training success and considerably better than specific cognitive abilities (SCAs). Recently, however, researchers have provided evidence that SCAs may be of similar importance for training success, a finding supporting personnel selection based on job-related requirements. The present meta-analysis therefore seeks to assess validities of SCAs for training success in various occupations in a sample of German primary studies. Our meta-analysis (k = 72) revealed operational validities between ρ = .18 and ρ = .26 for different SCAs. Furthermore, results varied by occupational category, supporting a job-specific benefit of SCAs.

Effects of Targeted Self-Coaching on Applicant Distortion of Personality Measures

2012 ◽  
Vol 11 (4) ◽  
pp. 169-175 ◽  
Author(s):  
Katherine A. Sliter ◽  
Neil D. Christiansen
Keyword(s):  
Impression Management ◽  
Personality Assessment ◽  
Personnel Selection ◽  
Lie Detection ◽  
Personality Test ◽  
Personality Measures ◽  
Personality Tests ◽  
The Impact

The present study evaluated the impact of reading self-coaching book excerpts on success at faking a personality test. Participants (N = 207) completed an initial honest personality assessment and a subsequent assessment with faking instructions under one of the following self-coaching conditions: no coaching, chapters from a commercial book on how to fake preemployment personality scales, and personality coaching plus a chapter on avoiding lie-detection scales. Results showed that those receiving coaching materials had greater success in raising their personality scores, primarily on the traits that had been targeted in the chapters. In addition, those who read the chapter on avoiding lie-detection scales scored significantly lower on a popular impression management scale while simultaneously increasing their personality scores. Implications for the use of personality tests in personnel selection are discussed.

Test-Taking Motivation and Personality Test Validity

2010 ◽  
Vol 9 (3) ◽  
pp. 117-125 ◽  
Author(s):  
Thomas A. O’Neill ◽  
Richard D. Goffin ◽  
Ian R. Gellatly
Keyword(s):  
Personality Assessment ◽  
Personnel Selection ◽  
Test Validity ◽  
Personality Testing ◽  
Personality Test ◽  
Field Sample ◽  
Moderation Effect ◽  
Test Taking ◽  
Low Levels ◽  
Valid Criterion

In this study we assessed whether the predictive validity of personality scores is stronger when respondent test-taking motivation (TTM) is higher rather than lower. Results from a field sample comprising 269 employees provided evidence for this moderation effect for one trait, Steadfastness. However, for Conscientiousness, valid criterion prediction was only obtained at low levels of TTM. Thus, it appears that TTM relates to the criterion validity of personality testing differently depending on the personality trait assessed. Overall, these and additional findings regarding the nomological net of TTM suggest that it is a unique construct that may have significant implications when personality assessment is used in personnel selection.

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