CA, Personality, Vocational Interests

Question 1

g

Answer 1

Gottfriedson 1988 – a general capability for abstract thinking, problem solving, and learning complex things, speed and ease with which individuals acquire knowledge

Question 2

CSE

Answer 2

Judge et al., 1988 fundamental, subconscious conclusions people reach about themselves: 4 traits: self-esteem, LOC, neuroticism, generalized self-efficacy (also Erez Judge 2001; Judge Bono 2001)

Question 3

FFM vs HEXACO

Answer 3

McCrae Costa (1985), lexical derived; Ashton et al., 2004, adds honesty-humility

Question 4

Personality is stable over time

Answer 4

Hogan 2005

Question 5

Why is personality important

Answer 5

Barrick Mount 2005: 7 reasons

Question 6

Seminal personality paper, replicated by

Answer 6

Barrick Mount 1991; Hurtz Donovan 2000

Question 7

Introduces facets, C is valid predictor of JP, ES for overall work performance

Answer 7

Barrick et al., 2001

Question 8

FFM –> job sat

Answer 8

Judge et al., 2002: N (-.29), E (.25), O (.02), A (.17), C (.26); N = strongest and consistent, overall corr of .41

Question 9

FFM –> CWB

Answer 9

Salgato 2000: C A valid predictors of deviant behavior; N(.35), C (.31), A (.21) predict turnover

Question 10

FMM–> Transformational Leadership

Answer 10

Judge Bono 2000: E and A pos predict, especially A, overall corr .4

Question 11

FMM –> OCBs

Answer 11

Chiaburu et al., 2011: already knew C A from Hurtz Donovan but C predicted OBC- O and A predicted OCB-I, also overall predicted citizenship over and above job sat

Question 12

Prediction of facets

Answer 12

Judge et al., 2013 facets pred. perf better than broad traits; facets predict better in facets of perf than in general perf (bandwidth fidelity); 6-2-1 framework

Question 13

Faking

Answer 13

Hough Ones 2002; Ones Viswesveran (2007): doesn’t impact validity in real world setting
Mueller-Hanson et al. 2003: high end of distribution
Tett Christiansen 2007: reduces validity, but could be job related

Question 14

Reducing Faking

Answer 14

Ones Hough 2011: warnings: Stark et al., 2005; Chernskensko et al., 2009: forced choice

Question 15

Subgrp Diffs in Personality

Answer 15

Doles et al., 2008: small diffs

Main ones: Hough et al., 2001; Foldes et al., 2008

Question 16

Integrity

Answer 16

Ones et al., 1993; Berry et al., 2007

Question 17

Schmidt Hunter (1998; 2004)

Answer 17

corr b/w GMA and JP is 0.51 and GMA and job training is 0.53; best in combo with integrity tests, work samples and structured interviews; job complexity makes this rlt stronger

Question 18

The end result of g

Answer 18

Murphy et al., 2003: valid, not not a complete measure of perf; need to avoid AI; banding reduces reliability but reduce AI; societal concern vs. g centric perspectives

Question 19

Supgrp Diffs in g

Answer 19

Roth et al., 2001: B-W 1 sd higher, H-W .72, complexity moderates; Schmidt 2002

Question 20

Interests–>occupational choices

Answer 20

Hansen Dirk 2005

Question 21

Van Iddeking et al., 2011

Answer 21

interest predict job knowledge, JP, and continuance intentions, have incremental validity over GMA and the Big 5, and have little subgroup diffs that in most cases favored women and minorities

Question 22

Values

Answer 22

Schwarts 1992

Question 23

Personality Traits

Answer 23

Oswald Hough, 2011: psych chars that predict consistent work related thoughts, motivations, behavior and other outcomes across situations over time

Question 24

C is good predictor of general JP–> validity of .31

Answer 24

Barrick et al. (2001); Hurtz Donovan 2000

Validity Schmidt Hunter 1998

Question 25

g higher for more complex jobs

Answer 25

Hunter Hunter 1984; across US/Europe: Salgado et al., 2003)