Publication Type

Journal Article

Version

acceptedVersion

Publication Date

12-2018

Abstract

This study examined the degree to which the predictive validity of personality declines in job applicant settings. Participants completed the 200-item HEXACO Personality Inventory-Revised, either as part of confidential research (347 non-applicants) or an actual job application (260 job applicants). Approximately 18-months later, participants completed a confidential survey measuring organizational citizenship behavior (OCB) and counterproductive work behavior (CWB). There was evidence for a small drop in predictive validity among job applicants, however honesty-humility, extraversion, agreeableness, and conscientiousness predicted lower levels of CWB and higher levels of OCB in both job applicants and non -applicants. The study also informs the use of the HEXACO model of personality in selection settings, reporting typical levels of applicant faking and facet-level predictive validity. (C) 2018 Elsevier Inc. All rights reserved.

Keywords

Faking, Employee selection, HEXACO, Organizational citizenship behavior, Counterproductive work behavior

Discipline

Human Resources Management | Industrial and Organizational Psychology | Personality and Social Contexts | Psychology

Research Areas

Organisational Behaviour and Human Resources

Publication

Journal of Research in Personality

Volume

77

First Page

11

Last Page

20

ISSN

0092-6566

Identifier

10.1016/j.jrp.2018.09.003

Publisher

Elsevier: 24 months

Copyright Owner and License

Authors

Additional URL

https://doi.org/10.1016/j.jrp.2018.09.003

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