How does It Feel to Take a Personality Test?

1973 ◽  
Author(s):  
Donald W. Fiske ◽  
Ruth Boutin Kuncel
Keyword(s):  
2007 ◽  
Vol 28 (4) ◽  
pp. 198-204 ◽  
Author(s):  
Andreas Hergovich ◽  
Martin E. Arendasy ◽  
Markus Sommer ◽  
Bettina Bognar

Abstract. The study reports results regarding the dimensionality and construct validity of a newly developed, objective, video-based personality test that assesses the willingness to take risks in traffic situations. On the basis of the theory of risk homeostasis developed by Wilde, different traffic situations with varying degrees of objective danger were filmed. During the test the respondents are asked to indicate at which point the action that is contingent on the described situation will become too dangerous to carry out. Latencies at the item level were recorded as a measure for the subjectively accepted degree of a person's willingness to take risks in the sense of the risk homeostasis theory by Wilde. In a study on 274 people with different educational levels and gender, the unidimensionality of the test as corresponding to the latency model by Scheiblechner was investigated. The results indicate that the Vienna Risk-Taking Test - Traffic assesses a unidimensional, latent personality trait that can be interpreted as subjectively accepted degree of risk (target risk value).


2012 ◽  
Vol 11 (4) ◽  
pp. 169-175 ◽  
Author(s):  
Katherine A. Sliter ◽  
Neil D. Christiansen

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.


2010 ◽  
Vol 9 (3) ◽  
pp. 117-125 ◽  
Author(s):  
Thomas A. O’Neill ◽  
Richard D. Goffin ◽  
Ian R. Gellatly

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.


2008 ◽  
Author(s):  
Michael Christian ◽  
Jessica Siegel ◽  
Bryan Edwards ◽  
Travis Tubre

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