Publication Type

Journal Article

Publication Date

1-2012

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.

Discipline

Human Resources Management | Organizational Behavior and Theory

Research Areas

Organisational Behaviour and Human Resources

Publication

Human Performance

Volume

25

Issue

4

First Page

273

Last Page

302

ISSN

0895-9285

Identifier

10.1080/08959285.2012.703733

Publisher

Taylor & Francis (Routledge): STM, Behavioural Science and Public Health Titles / Taylor & Francis (Routledge)

Creative Commons License

Creative Commons Attribution-Noncommercial-No Derivative Works 4.0 License
This work is licensed under a Creative Commons Attribution-Noncommercial-No Derivative Works 4.0 License.

Additional URL

https://10.1080/08959285.2012.703733

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