Personnel selection and the five-factor model: Reexamining the effects of applicant's frame of reference.

2001 ◽  
Vol 86 (2) ◽  
pp. 304-315 ◽  
Author(s):  
D. Brent Smith ◽  
Paul J. Hanges ◽  
Marcus W. Dickson
Keyword(s):  
Personnel Selection ◽  
Factor Model ◽  
Five Factor Model ◽  
Frame Of Reference

The Five Factor Model of Personality in Business and Industry

2015 ◽  
Author(s):  
Scott E. Siebert ◽  
David S. DeGeest
Keyword(s):  
Organizational Behavior ◽  
Personality Traits ◽  
Personnel Selection ◽  
Factor Model ◽  
Five Factor Model ◽  
Employee Motivation ◽  
Early Years ◽  
Future Research ◽  
Open Questions ◽  
Unrealistic Expectations

Personality traits have played a central role in industrial/organizational psychology, human resource management, and organizational behavior, the key fields in the application of psychology to business and industry. In the early years, excessive optimism led scholars to unrealistic expectations about the value of personality traits at work. This was followed by a period of profound pessimism regarding the value of personality as an explanatory variable when the unrealistic expectations were inevitably disappointed. More recently, advances in theory and methodology have led scholars to re-examine the role of personality with more realistic expectations. The Five Factor Model (FFM) has predominated as an integrative personality structure for conceptualizing and researching the relationship of personality to workplace outcomes. Five specific domains of research are considered herein: personnel selection; employee motivation, attitudes, and behavior; leadership; teams; and entrepreneurship. The chapter ends with open questions for future research in this domain.

A Five-Factor Model Inventory for Use in Screening Police Officer Applicants

2019 ◽  
pp. 1476-1489
Author(s):  
Paul Detrick ◽  
John T. Chibnall
Keyword(s):  
Literature Review ◽  
Job Performance ◽  
Police Officer ◽  
Personnel Selection ◽  
Factor Model ◽  
Five Factor Model ◽  
Normal Personality ◽  
Peace Officer ◽  
And Training

The Five Factor Model (FFM) is widely accepted as a valid descriptor of normal personality and commonly used as a framework for prediction of job performance. As an inventory that operationalizes the FFM, the NEO PI-R is often utilized in personnel selection. The California Commission on Peace Officer Standards and Training has identified ten dimensions that increasingly serve as a template for the screening of police officer applicants. These screening dimensions are based on the FFM. The NEO PI-R thus appears well suited to serve as an inventory used for screening police officer applicants. A literature review is provided and strengths and weaknesses of the inventory discussed.

Evidence of cross‐cultural invariance of the big five personality dimensions in work settings

2003 ◽  
Vol 17 (1_suppl) ◽  
pp. S67-S76 ◽  
Author(s):  
Jesús F. Salgado ◽  
Silvia Moscoso ◽  
Mario Lado
Keyword(s):  
Big Five ◽  
Personnel Selection ◽  
Discriminant Validity ◽  
Factor Model ◽  
Five Factor Model ◽  
Cross Cultural ◽  
Big Five Personality ◽  
Personality Dimensions ◽  
Five Dimensions ◽  
Work Related

This article explores the cross‐cultural invariance (construct validity) of two work‐related personality inventories based upon the Five Factor Model (the HPI and the IP/5F). The results show a good convergent and discriminant validity between scales that measure the Big Five personality dimensions. A factor analysis indicates that all personality scales load on the hypothesized Big Five dimensions. Some implications of these findings for the research and practice of personality measurement in personnel selection are discussed. Copyright © 2003 John Wiley & Sons, Ltd.

A Five-Factor Model Inventory for Use in Screening Police Officer Applicants

2017 ◽  
pp. 79-92 ◽  
Author(s):  
Paul Detrick ◽  
John T. Chibnall
Keyword(s):  
Literature Review ◽  
Job Performance ◽  
Police Officer ◽  
Personnel Selection ◽  
Factor Model ◽  
Five Factor Model ◽  
Normal Personality ◽  
Peace Officer ◽  
And Training

The Five Factor Model (FFM) is widely accepted as a valid descriptor of normal personality and commonly used as a framework for prediction of job performance. As an inventory that operationalizes the FFM, the NEO PI-R is often utilized in personnel selection. The California Commission on Peace Officer Standards and Training has identified ten dimensions that increasingly serve as a template for the screening of police officer applicants. These screening dimensions are based on the FFM. The NEO PI-R thus appears well suited to serve as an inventory used for screening police officer applicants. A literature review is provided and strengths and weaknesses of the inventory discussed.

The Five Factor Model of Personality and Sales Performance

2008 ◽  
Vol 29 (1) ◽  
pp. 11-16 ◽  
Author(s):  
Adrian Furnham ◽  
Carl Fudge
Keyword(s):  
Personality Traits ◽  
Significant Relationship ◽  
Personnel Selection ◽  
Positive Relationship ◽  
Factor Model ◽  
Five Factor Model ◽  
Meta Analysis ◽  
Negative Relationship ◽  
Sales Performance ◽  
Sports Organization

Abstract. Research and meta-analysis has suggested that individuals with high Conscientiousness and Extraversion, as well as low Neuroticism, perform better in sales occupations. In the present study 66 sales consultants from a sports organization completed the NEO-FFI and scores were correlated with their sales performance. Conscientiousness and Openness did show a positive relationship and Agreeableness a negative relationship with sales, however, Extraversion and Neuroticism showed no statistically significant relationship. The implications of these results and the applicability of the Five Factor model or personality traits for personnel selection are discussed.

scholarly journals Effects of Faking on the Predictive Validity of a Quasi-Ipsative Forced-Choice Personality Inventory: Implications for Sustainable Personnel Selection

2021 ◽  
Vol 13 (8) ◽  
pp. 4398
Author(s):  
Alexandra Martínez ◽  
Silvia Moscoso ◽  
Mario Lado
Keyword(s):  
Predictive Validity ◽  
Personality Assessment ◽  
Personnel Selection ◽  
Rating Scales ◽  
Factor Model ◽  
Five Factor Model ◽  
Reliability And Validity ◽  
Forced Choice ◽  
Grade Point ◽  
The Impact

Faking behavior is one of the main problems of personality measures. For this reason, determining the potential effects of faking on personality assessment procedures is relevant. The aim of this study has been to examine the impact of faking, induced in a laboratory setting, on the predictive validity of a quasi-ipsative forced-choice (FC) inventory based on the five-factor model. It also examined whether the magnitude of the predictive validity varied depending on the type of criteria analyzed (self-reported performance ratings and grade point average). The participants were 939 students from the University of Santiago de Compostela. As expected, the results showed that: (1) conscientiousness is the best predictor of performance even under faking response conditions; (2) conscientiousness predicts performance better when it is assessed using rating scales; and (3) reliability and validity were attenuated under faking conditions. Finally, we discuss the implications of these findings for the research and practice of personnel selection.

Social Desirability in Personality Inventories

2014 ◽  
Vol 35 (3) ◽  
pp. 144-157 ◽  
Author(s):  
Martin Bäckström ◽  
Fredrik Björklund
Keyword(s):  
Social Desirability ◽  
Big Five ◽  
Work Performance ◽  
Factor Model ◽  
Five Factor Model ◽  
Peer Ratings ◽  
Personality Inventories ◽  
Model Study ◽  
The Difference ◽  
New Variables

The difference between evaluatively loaded and evaluatively neutralized five-factor inventory items was used to create new variables, one for each factor in the five-factor model. Study 1 showed that these variables can be represented in terms of a general evaluative factor which is related to social desirability measures and indicated that the factor may equally well be represented as separate from the Big Five as superordinate to them. Study 2 revealed an evaluative factor in self-ratings and peer ratings of the Big Five, but the evaluative factor in self-reports did not correlate with such a factor in ratings by peers. In Study 3 the evaluative factor contributed above the Big Five in predicting work performance, indicating a substance component. The results are discussed in relation to measurement issues and self-serving biases.

Construction and Validation of a Short Adjectives Checklist to Measure Big Five (SACBIF)

1996 ◽  
Vol 12 (1) ◽  
pp. 33-42 ◽  
Author(s):  
Marco Perugini ◽  
Luigi Leone
Keyword(s):  
Construct Validity ◽  
Psychometric Properties ◽  
Big Five ◽  
Factor Model ◽  
Five Factor Model ◽  
Selection Procedure ◽  
Factorial Structure ◽  
Personality Dimensions

The aim of this contribution is to present a new short adjective-based measure of the Five Factor Model (FFM) of personality, the Short Adjectives Checklist of BIg Five (SACBIF). We present the various steps of the construction and the validation of this instrument. First, 50 adjectives were selected with a selection procedure, the “Lining Up Technique” (LUT), specifically used to identify the best factorial markers of the FFM. Then, the factorial structure and the psychometric properties of the SACBIF were investigated. Finally, the SACBIF factorial structure was correlated with some main measures of the FFM to establish its construct validity and with some other personality dimensions to investigate how well these dimensions could be represented in the SACBIF factorial space.

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