W3 - Individual Differences

Question 1

What are the important Predictors and Criteria?

Answer 1

Choice, Variability & Measurement

Question 2

What is Validity Coefficient (VC)?

Answer 2

The correlation coefficient between the predictor and criterion (eg. Cognitive ability and Overall job performance)

Question 3

Purpose of References (eg. letter of recommendations etc)?

Answer 3

Serves as a negative selection tool.
It does not necessarily tell us which candidate to hire, instead it indicates which to NOT HIRE.

Question 4

Potential problems of Letters of Recommendations?

There’s 5!

Answer 4

1. They are universally positive, hence has a restricted range that attenuates a correlation (lowers the observed correlation).
   [LOR in which applicants waive their rights to see the letter are less favourable]
2. Different writers focus on different content.
3. Letter quality is a reflection of the writer, not the candidate.
4. Information provided may not help to select employees.
5. Scoring of letter is SUBJECTIVE.

Question 5

How is a Letter of Recommendation still useful then, despite the potential problems?

Answer 5

Research suggests that the LENGTH of letter may be a BETTER PREDICTOR of the writer’s attitude than the actual content.

Question 6

What are the Big 5 personality traits (Predictor: Personality)?

Answer 6

OCEAN:
Openness to experience
Conscientiousness
Extraversion
Agreeableness
Neuroticism

Question 7

Are the Big 5 traits useful to predict job performances?

Answer 7

No, correlations with job performances are relatively LOW.

Question 8

Which predictor best predicts job performance?

Answer 8

Cognitive ability
Correlation = 0.51

Question 9

Which two Big 5 personality traits predict job performance ACROSS JOBS AND SITUATIONS?

Answer 9

Conscientiousness
Neuroticism (Emotional stability)

Question 10

Is cognitive ability (predictor) uni-dimensional / multi-dimensional?

Answer 10

Uni-dimensional

Question 11

Is personality still useful for candidate selection despite the low correlations with job performance?

Answer 11

Yes.
When the traits (OCEAN) are considered together, the effects with job performance are typically LARGER.

Question 12

What are the narrower traits? (not sure if this is needed!!)

Answer 12

Locus of control
Self-monitoring
Self-esteem
Positive & negative affectivity
Proactive personality
General self-efficacy
Core self-evaluations

Question 13

Are those higher on narcissism more likely to emerge as leaders?

Answer 13

Yes, as they promote a vision.
Due to charm, charisma, humour & extraversion.

Question 14

Which aspect of narcissism predicts leader emergence the most?

Answer 14

Extraversion

Question 15

Are narcissistic leaders more effective?

Answer 15

A curvilinear relation suggests that mid-range level of narcissism is OPTIMAL for effectiveness.

People who interacts with them say they are not effective.
People who aren’t close to them say they are effective.

Question 16

Is ambition (middle-level trait) good?

Answer 16

Results indicate that ambition is good.

Question 17

Does a spouse’s Big 5 predict one’s job success?

Answer 17

Yes.
In terms of job satisfaction, income & likelihood of promotion.

Perform more household tasks, role model, pragmatic behaviours. Enable spouse to focus on work-related tasks, less home conflict.

Question 18

Do integrity assessments as a predictor predict job performance well?

Answer 18

No due to weak correlation (0.41 - dhtr)

Question 19

Do grades predict job performance well?

Answer 19

No due to weak correlation (0.16 - dhtr)

Question 20

Should we ask candidates about the reason for leaving their previous job?

Answer 20

Sure, as it can act as a negative selection tool.

Question 21

Does educational attainment correlate with job performance?

Answer 21

Weak correlation (0.10 - dhtr).
However, predicts better for lower entry jobs

Question 22

What 2 moderators might moderate the relation between educational attainment and job satisfaction?

Answer 22

1. Gender - The negative relation is exacerbated for females.
2. Self-employed vs. Other employed - No relation for self-employed. Negative for other-employed.

Question 23

DeOrtentiis et al. (2018):
Do managers hired INTERNALLY or EXTERNALLY perform better at the individual and unit level?

Answer 23

Hiring internally sees:
- Better individual performance at the beginning
- Better unit service performance
- Equal unit financial performance
- Lower salaries

Question 24

What is the best predictor for future performance (job performance)

Answer 24

Biodata.

Shows past performance of the candidate, and attempt to capture aspects of a person not captured by other assessments.

Question 25

What are the 3 ways to develop & validate a biodata instrument?

Answer 25

1. Dustbowl empiricism - write items with any content and see what predicts
2. Rational approach - write items of what logically seems important
3. Life history approach - separate top from bottom-level performers, and ask life history questions and look for differences

Question 26

Does graphology predict job performance well?

Answer 26

No evidence to show that graphology is useful.

Question 27

Get smarty pants: Cognitive ability, personality, and victimisation (2010):

Which 2 types tends to be victimised?

Answer 27

1. Submissive individuals
2. Provocative individuals (hostile, aggressive, dominating interpersonal behaviour)

Question 28

Get smarty pants: Cognitive ability, personality, and victimisation (2010):

Are smart people often victimised?

Answer 28

Yes, as cognitive ability is a desirable characteristic that may instigate others to hurt smarter individuals.