Publication Type

Book Chapter

Version

publishedVersion

Publication Date

1-2012

Abstract

Although personality constructs are now widely accepted as being important for understanding work behavior, self-report personality tests as a method of assessment are not without their critics (e.g., Morgeson et al., 2007). Whether misguided or not, concerns persist regarding the validity of these measures and the issue of applicant faking has yet to be fully resolved (Tett & Christiansen, 2007). Moreover, applicant reactions tend to be less favorable for personality inventories than many other assessments commonly used in employment settings (Hausknecht, Day, & Thomas, 2004). To some, self-report inventories may be a poor way to assess personality traits, and yet such inventories are the method most often used to assess these constructs. This trend goes well beyond the area of Industrial and Organizational Psychology. Consistently across the field of psychological measure-ment, personality is rarely formally assessed by directly observing a person’s behavior (Baumeister, Vohs, & Funder, 2007; for more coverage of personality assessment at work based on observer reports, see Chapter 20, this volume).

Discipline

Human Resources Management | Organizational Behavior and Theory

Research Areas

Organisational Behaviour and Human Resources

Publication

The psychology of assessment centers

Editor

JACKSON, Duncan; LANCE, Charles E.; HOFFMAN, Brian

First Page

68

Last Page

94

ISBN

9780415878142

Publisher

Routledge

City or Country

New York, NY

External URL

https://www.researchgate.net/publication/303347238_Core_debates_in_assessment_center_research_Dimensions_'versus'_exercises

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