The Five-Factor Model, forced-choice personality inventories and performance: A comprehensive meta-analysis of academic and occupational validity studies

European Journal of Work and Organizational Psychology

Volumn 23, Issue 1, 2014, Pages 3-30

  Salgado, Jesús F ^a   Táuriz, Gabriel ^a  

^a UNIVERSITY OF SANTIAGO DE COMPOSTELA   (Spain)

Author keywords

Five Factor model; Forced choice; Meta analysis; Performance; Personality

Indexed keywords

EID: 84890614915     PISSN: 1359432X     EISSN: 14640643     Source Type: Journal    
DOI: 10.1080/1359432X.2012.716198     Document Type: Article

References (246)

1. Articles with an asterisk are included in the meta-analysis
2. *Adkins, C. L. and Naumann, S. E. 2001. Situational constraints on the achievement-performance relationship: A service sector study. Journal of Organizational Behavior, 22: 453-465.
3. *Alonso, P. 2011. Effects of social desirability in normative and ipsative tests Unpublished master's dissertation, Department of Social Psychology, University of Santiago de Compostela, Spain
4. American Psychological Association. 2009. Publication manual of the American Psychological Association (6th ed.), Washington, DC: Author.
5. American Psychological Association Publications and Communications Board Working Group on Journal Article Reporting Standards. 2008. Reporting standards for research in psychology. Why do we need them? What might they be?. The American Psychologist, 63: 839-851. doi:10.1037/0003-066X.63.9.839
6. Anderson, N., & Sleap, S. 2004. An evaluation of gender differences on the Belbin Team Role Self-Perception Inventory. Journal of Occupational and Organizational Psychology, 77: 429-437.
7. *Antler, L., Zaretsky, H. H. and Ritter, W. 1967. The practical validity of the Gordon Personal Profile among United States and foreign medical residents. Journal of Social Psychology, 72: 257-263.
8. *Azen, S. P., Snibbe, H. M., Montgomery, H. R., Fabricatore, J. and Earle, H. H. 2002. Predictors of resignation and performance of law enforcement officers. American Journal of Community Psychology, 2: 79-86.
9. *Bachman, J. G. 1964. Prediction of academic achievement using the Edwards Need Achievement Scale. Journal of Applied Psychology, 48: 16-19.
10. *Balch, D. E. 1977. Personality trait differences between successful and non-successful police recruits at a typical police academy and veteran police officers, US International University, Kenya: Unpublished doctoral dissertation.
11. Baron, H. 1996. Strengths and limitation of ipsative measurement. Journal of Occupational and Organizational Psychology, 69: 49-56.
12. Barrick, M. R. 2005. Yes, personality matters: Moving on to more important matters. Human Performance, 18: 359-372.
13. Barrick, M. R. and Mount, M. K. 1991. The Big Five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44: 1-26.
14. Barrick, M. R., Mount, M. K. and Judge, T. 2001. Personality and performance at the beginning of the new millennium: What do we know and where do we go next?. International Journal of Selection and Assessment, 9: 9-30.
15. Bartram, D. 1996. The relationship between ipsatized and normative measures of personality. Journal of Occupational and Organizational Psychology, 69: 25-39.
16. *Bartram, D. 2005. The great eight competencies: A criterion-centric approach to validation. Journal of Applied Psychology, 90: 1185-1203. doi:10.1037/0021-9010.90.6.1185
17. *Bartram, D. 2007. Increasing validity with forced-choice criterion measurement formats. International Journal of Selection and Assessment, 15: 263-272.
18. Belbin, M. 1981. Management teams: Why they succeed or fail, London, UK: Heinemann.
19. Bennett, M. 1977. Testing management theories cross-culturally. Journal of Applied Psychology, 62: 578-581.
20. *Bhatnagar, R. P. 1969. A study of some EPPS variables as factors of academic achievement. Journal of Applied Psychology, 53: 107-111.
21. Brogden, H. E. 1954. A rationale for minimizing distortion in personality questionnaire keys. Psychometrika, 19: 151-148.
22. *Brown, A. and Bartram, D. Doing less but getting more: Improving forced-choice measures with IRT. Paper presented at the 24th annual conference of the Society for Industrial and Organizational Psychology. April, New Orleans, LA.
23. Brown, A. and Maydeu-Olivares, A. 2011. Item response modeling of forced-choice questionnaires. Educational and Psychological Measurement, 71: 460-502. doi:10.1177/0013164410375112
24. *Buel, W. D. and Bachner, V. M. 1961. The assessment of creativity in a research setting. Journal of Applied Psychology, 45: 353-358.
25. Carretta, T. and Ree, M. J. 2000. General and specific cognitive and psychomotor abilities in personnel selection: The prediction of training and job performance. International Journal of Selection and Assessment, 8: 227-236.
26. Carreta, T. and Ree, M. J. 2001. Pitfalls of ability research. International Journal of Selection and Assessment, 9: 325-335.
27. Cattell, R. B. 1944. Psychological measurement: Ipsative, normative and interactive. Psychological Review, 51: 292-303.
28. Cattell, R. B. and Brennan, J. 1994. Finding personality structure when ipsative measurements are the unavoidable basis of the variables. American Journal of Psychology, 107: 261-274.
29. Chan, W. and Bentler, P. M. 1993. The covariance structure analysis of ipsatives. Sociological Methods and Research, 22: 214-247.
30. Chapman, D. W., Blackburn, R. W., Austin, A. E. and Hutcheson, S. M. 1983. Expanding analytic possibilities of Rokeach values data. Educational and Psychological Measurement, 43: 419-421. doi:10.1177/001316448304300211
31. Chernyshenko, O., Stark, S., Drasgow, F. and Roberts, B. W. 2007. Constructing personality scales under the assumption of an ideal point response process: Towards increasing the flexibility of personality measures. Psychological Assessment, 19: 88-106.
32. Cheung, M. W.-L. and Chan, W. 2002. Reducing uniform response bias with ipsative measurement in multiple-group confirmatory factor analysis. Structural Equation Modeling, 9: 55-77.
33. *Christiansen, N. D., Burns, G. N. and Montgomery, G. E. 2005. Reconsidering forced-choice item formats for applicant personality assessment. Human Performance, 18: 267-307.
34. Clarke, S. and Robertson, I. T. 2005. A meta-analytic review of the Big Five personality factors and accidents involvement in occupational and non-occupational settings. Journal of Occupational and Organizational Psychology, 78: 355-36.
35. Clemans, W. V. 1966. An analytical and empirical examination of some properties of ipsative measures. Psychometric Monographs, 14: 1-56.
36. *Clevenger, J., Pereira, G. M., Wiechman, D., Schmitt, N. and Schmidt-Harvey, V. 2001. Incremental validity of situational judgment tests. Journal of Applied Psychology, 86: 410-417. doi:10.1037/0021-9010.86.3.410
37. *Cocolas, G. H., Sleath, B. and Hanson-Drivers, C. 1997. Use of the Gordon Personal Profile-Inventory of pharmacists and pharmacy students. American Journal of Pharmaceutical Education, 61: 257-265.
38. *Converse, P. D., Oswald, F. L., Imus, A., Hedricks, C., Roy, R. and Butera, H. 2008. Comparing personality tests and warnings: Effects on criterion-related validity and test-taker reactions. International Journal of Selection and Assessment, 16: 155-169.
39. *Conway, J. M. 2000. Managerial performance development constructs and personality correlates. Human Performance, 13: 23-46.
40. Cornwell, J. M. and Dunlap, W. P. 1994. On the questionable soundness of factoring ipsative data: A response to Saville and Wilson (1991). Journal of Occupational and Organizational Psychology, 67: 89-100.
41. Dalal, R. S. 2005. A meta-analysis of the relationship between organizational citizenship behavior and counterproductive work behavior. Journal of Applied Psychology, 90: 1241-1255. doi:10.1037/0021-9010.90.6.1241
42. *Davis, K. R. and Banken, J. A. 2005. Personality type and clinical evaluations in an obstetrics/gynecology medical student clerkship. American Journal of Obstetrics and Gynecology, 193: 1807-1810.
43. *Dodd, W. E., Wollowick, H. B. and McNamara, W. J. 1970. Task difficulty as a moderator of long-range prediction. Journal of Applied Psychology, 34: 265-270.
44. Dudley, N. M., Orvis, K. A., Liebicki, J. E. and Cortina, J. M. 2006. A meta-analytic investigation of conscientiousness in the prediction of job performance: Examining the intercorrelations and the incremental validity of narrow traits. Journal of Applied Psychology, 91: 40-57. doi:10.1037/0021-9010.91.1.40
45. Dunlap, W. P. and Cornwell, J. M. 1994. Factor analysis of ipsative measures. Multivariate Behavioral Research, 29: 115-126.
46. Edwards, A. L. 1957. The social desirability variable in personality assessment and research, New York, NY: Dryden.
47. Edwards, A. L. 1973. Edwards personal preference schedule manual, New York: Psychological Corporation.
48. Feather, N. T. 1973. The measurement of values: Effects of different assessment procedures. Australian Journal of Psychology, 25: 221-231.
49. *Fine, S. and Dover, S. 2005. Cognitive ability, personality, and low fidelity simulation measures in predicting training performance among customer service representatives. Applied HRM Research, 10: 103-106.
50. *Fineman, S. 1975. The Work Preference Questionnaire: A measure of managerial need for achievement. Journal of Occupational Psychology, 48: 11-32.
51. *Francis-Smythe, J., Tinline, G. and Allender, C. Identifying high potential police officers and role characteristics. Paper presented at the Division of Occupational Psychology conference, British Psychological Society. Bournemouth, UK.
52. French, J. and Raven, B. H. 1959. " The basis of social power ". In Studies in social power, Edited by: Cartwright, D. 150-167. Ann Arbor, MI: University of Michigan, Institute for Social Research.
53. *Furnham, A. 1994. The validity of the SHL Customer Service Questionnaire (CSQ). International Journal of Selection and Assessment, 2: 157-165.
54. *Furnham, A. and Stringfield, P. 1993. Personality and work performance: Myers-Briggs Type Indicator correlates of managerial performance in two cultures. Personality and individual Differences, 14: 145-153.
55. *Gallessich, J. 1970. An investigation of correlates of academic success of freshmen engineering students. Journal of Counseling Psychology, 17: 173-178.
56. *García-Izquierdo, A. L. 2001. Validación orientada al criterio de procedimientos de selección de personal de oficio para el pronóstico del rendimiento laboral y formativo en el sector de la construcción Unpublished doctoral dissertation, University of Murcia, Murcia, Spain
57. *Gebhart, C. G. and Hoyt, D. T. 1958. Personality needs of under- and over-achieving freshman. Journal of Applied Psychology, 42: 125-128.
58. Ghiselli, E. E. 1954. The forced-choice technique in self-description. Personnel Psychology, 7: 201-208. doi:10.1111/j.1744-6570.1954.tb01593.x
59. Glauger, B. B., Rosenthal, D. B., Thornton, G. C. and Bentson, C. 1987. Meta-analysis of assessment center validity. Journal of Applied Psychology, 72: 493-511. doi:10.1037/0021-9010.72.3.493
60. Gleser, L. J. 1972. On bounds for the average correlation between subtest scores in ipsatively scored tests. Educational and Psychological Measurement, 32: 759-765.
61. *Goffin, R. D., Jan, I. and Skinner, E. 2011. Forced-choice and conventional personality assessment: Each may have unique value in pre-employment testing. Personality and Individual Differences, 5: 840-844.
62. *Goodstein, L. D. and Heilbrum, A. B. 1962. Prediction of college achievement from the Edwards Personal Preference Schedule at three levels of intellectual ability. Journal of Applied Psychology, 46: 317-320.
63. *Gordon, L. V. 1993. Gordon Personal Profile-Inventory: Manual 1993 revision, San Antonio, TX: Pearson-TalentLens.
64. *Graham, W. K. and Calendo, J. T. 1969. Personality correlates of supervisory ratings. Personnel Psychology, 22: 483-487.
65. *Grimsley, G. and Jarret, H. F. 1973. The relation of past managerial achievement to test measures obtained in the employment situation: Methodology and results. Personnel Psychology, 26: 31-48.
66. *Guller, M. Predicting performance of law enforcement personnel using the candidate and officer personnel survey and other psychological measures. Unpublished doctoral dissertation, Seton Hall University. South Orange, NJ.
67. *Hakel, M. 1966. Prediction of college achievement from the Edwards Personal Preference Schedule using intellectual ability as a moderator. Journal of Applied Psychology, 50: 336-340.
68. Hartigan, J. A. and Wigdor, A. K. 1989. Fairness in employment testing: Validity generalization, minority issues, and the General Aptitude Test Battery, Washington, DC: National Academies Press.
69. Hayes, W. O. 1967. Quantification in psychology, Belmont, CA: Brooks/Cole.
70. *Helton, K. T. and Street, D. R. The five-factor model and naval aviation candidates. Naval Aerospace Medical Research Laboratory, Naval Air Station. Pensacola, FL.
71. Heggestad, E. D., Morrison, M., Reeve, C. L. and McCloy, R. A. 2006. Forced-choice assessments of personality for selection: Evaluating issues of normative assessment and faking resistance. Journal of Applied Psychology, 91: 9-24.
72. Hershcovis, M. S., Turner, N., Barling, J., Arnold, K. A., Dupré, K. E. Inness, M. 2007. Predicting workplace aggression: A meta-analysis. Journal of Applied Psychology, 92: 228-238. doi:10.1037/0021-9010.92.2.228
73. Hicks, L. E. 1970. Some properties of ipsative, normative, and forced-choice normative measures. Psychological Bulletin, 74: 167-184.
74. *Hirsh, J. B. and Peterson, J. B. 2008. Predicting creativity and academic success with "fake-proof" measure of the Big Five. Journal of Research in Personality, 42: 1323-1333. doi:10.1016/j.jrp.2008.04.006
75. Hogan, J., Barrett, P. and Hogan, R. 2007. Personality measurement, faking, and employment selection. Journal of Applied Psychology, 92: 1270-1285.
76. Hogan, J. and Brinkmeyer, K. 1997. Bridging the gap between overt and personality-based integrity tests. Personnel Psychology, 50: 587-599. doi:10.1111/j.1744-6570.1997.tb00704.x
77. Hogan, J. and Holland, B. 2003. Using theory to evaluate personality and job performance relations: A socioanalytic perspective. Journal of Applied Psychology, 88: 100-112. doi:10.1037/0021-9010.88.1.100
78. Hogan, R.T. 2001. " Personality and industrial and organizational psychology ". In Personality psychology in the workplace, 3-16. Washington, DC: American Psychological Association.
79. Hogan, R. 2005a. Comments. Human Performance, 16: 405-407. doi:10.1207/s15327043hup1804_6
80. Hogan, R. 2005b. In defense of personality measurement: New wine for old whiners. Human Performance, 18: 331-341. doi:10.1207/s15327043hup1804_1
81. Hogan, R. and Hogan, J. 2001. Assessing leadership: A view of the dark side. International Journal of Selection and Assessment, 9: 40-51.
82. Horn, J. L. 1971. " Motivation and dynamic calculus concepts from multivariate experiment ". In Handbook of multivariate experimental psychology, 2nd printing, Edited by: Cattell, R. B. 611-641. Chicago, IL: Rand McNally.
83. Hough, L. M. 1992. The "Big Five" personality variables-construct confusion: Description versus prediction. Human Performance, 5: 139-155.
84. Hough, L. M. and Ones, D. S. 2001. " The structure, measurement, validity, and use of personality variables in industrial, work and organizational psychology ". In Handbook of industrial, work, and organizational psychology: Vol. 1. Personnel psychology, Edited by: Anderson, N. R., Ones, D. S., Sinangil, H. K. and Viswesvaran, C. 233-276. London, UK: Sage.
85. Hough, L. M. and Oswald, F. L. 2005. They're right, well. mostly right: Research evidence and an agenda to rescue personality testing from 1960s insights. Human Performance, 18 (4): 373-387. doi:10.1207/S15327043hup1804_4
86. Huffcutt, A. I. and Arthur, W. 1994. Hunter and Hunter (1984) revisited: Interview validity for entry-level jobs. Journal of Applied Psychology, 79 (2): 184-190. doi:10.1037/0021-9010.79.2.184
87. *Hughes, G. L. and Prien, E. P. 1986. An evaluation of alternate scoring methods for the mixed standard. Personnel Psychology, 39: 839-847.
88. *Hughes, J. L. and Dood, W. E. 1961. Validity versus stereotype: Predicting sales performance by ipsative scoring of a personality test. Personnel Psychology, 15: 343-355.
89. Hunter, J. E. 1986. Cognitive ability, cognitive aptitudes, job knowledge, and job performance. Intelligence, 29: 340-362.
90. Hunter, J. E. and Hirsh, H. R. 1987. " Applications of meta-analysis ". In International review of industrial and organizational psychology, 321-357. Chichester, UK: Wiley.
91. Hunter, J. E. and Hunter, R. F. 1984. Validity and utility of alternative predictors of job performance. Psychological Bulletin, 96: 72-98.
92. Hunter, J. E. and Schmidt, F. L. 1990. Methods of meta-analysis: Correcting error and bias in research findings, Newbury Park, CA: Sage.
93. Hunter, J. E. and Schmidt, F. L. 2004. Methods of meta-analysis: Correcting error and bias in research findings, 2nd ed., Newbury Park, CA: Sage.
94. Hunter, J. E., Schmidt, F. L and Le, H. 2006. Implications of direct and indirect range restriction for meta-analysis methods and findings. Journal of Applied Psychology, 91: 594-612. doi:10.1037/0021-9010.91.3.594
95. Hurtz, G. M. and Donovan, J. J. 2000. Personality and job performance: The big five revisited. Journal of Applied Psychology, 85: 869-879. doi:10.1037/0021-9010.85.6.869
96. *Illiescu, D., Ilie, A. and Aspas, D. G. 2011. Examining the criterion-related validity of the Employee Screening Questionnaire: A three-sample investigation. International Journal of Selection and Assessment, 19: 222-228.
97. *Izard, C. E. 1962. Personality characteristics (EPPS), level of expectation, and performance. Journal of Consulting Psychology, 26: 394
98. Jackson, D. J. and Alvin, D. F. 1980. The factor analysis of ipsative measures. Sociological Methods and Research, 9: 218-238.
99. Jackson, D. N. 2002. Employee screening questionnaire manual, Port Huron, MI: Sigma Assessment Systems, ESQ.
100. *Jackson, D. N., Wroblewski, V. R. and Ashton, M. C. 2000. The impact of faking on employment tests: Does forced choice offer a solution?. Human Performance, 13: 371-388.
101. Johnson, C. E., Wood, R. and Blinkhorn, S. F. 1988. Spuriouser and spuriouser: the use of ipsative personality tests. Journal of Occupational Psychology, 61: 153-162.
102. Johnson, J. A. and Hogan, R. T. 2006. " A socioanalytic view of faking ". In R. L. Griffith & M. H. Peterson (Eds.), A closer examination of applicant faking behavior 209-231. Charlotte, NC: IAP
103. Judge, T. and Bono, J. E. 2001. Relations of core self-evaluations traits -self-esteem, generalized self-efficacy, locus of control, and emotional stability-with job satisfaction and job performance: A meta-analysis. Journal of Applied Psychology, 86: 80-92. doi:10.1037/0021-9010.86.1.80
104. Judge, T., Bono, J. E., Ilies, R. and Gerdhardt, M. W. 2002. Personality and leadership: A qualitative and quantitative review. Journal of Applied Psychology, 87: 765-780. doi:10.1037/0021-9010.87.6.765
105. Judge, T. A., Bono, J. E. and Locke, E. A. 2000. Personality and job satisfaction: The mediating role of job characteristics. Journal of Applied Psychology, 85: 237-249. doi:10.1037/0021-9010.85.2.237
106. Judge, T., Heller, D. and Mount, M. K. 2002. Five-factor model of personality and job satisfaction: A meta-analysis. Journal of Applied Psychology, 87: 530-541. doi:10.1037/0021-9010.87.3.530
107. Judge, T. A., Jackson, C. L., Shaw, J. C., Scott, B. A. and Rich, B. L. 2007. Self-efficacy and work-related performance: The integral roles of individual differences. Journal of Applied Psychology, 92: 107-127. doi:10.1037/0021-9010.92.1.107
108. *Kahn, J. H., Nauta, M. M., Gailbreath, R. D., Tipps, J. and Chartrand, J. M. 2002. The utility of career and personality assessment in predicting academic progress. Journal of Career Assessment, 10: 3-23. doi:10.1177/1069072702010001001
109. Kaplan, S., Bradley, J. C., Luschman, J. N. and Haynes, D. 2010. On the role of positive and negative affectivity in job performance: A meta-analytic investigation. Journal of Applied Psychology, 94: 162-176. doi:10.1037/0021-9010.94.1.162
110. *Kazmier, L. J. 1961. Cross-validation groups, extreme groups, and the prediction of academic achievement. Journal of Educational Psychology, 52: 195-198.
111. King Hunter, J. E. and Schmidt, F. L. 1980. Halo in a multidimensional forced-choice performance evaluation scale. Journal of Applied Psychology, 65: 507-516.
112. Knapp, D., Heggestad, E. and Young, M. 2004. Understanding and improving the Assessment of Individual Motivation (AIM) in the Army's GED Plus program (Study Note 2004-03), Alexandria, VA: US Army Research Institute for the Behavioral and Social Sciences.
113. *Knauft, E. B. 1955. Test validity over seventeen-year period. Journal of Applied Psychology, 39: 382-383.
114. Kolb, D. A. 1985. Learning style inventory, Boston, MA: McBer & Co.
115. *Kriedt, P. H. and Dawson, R. I. 1961. Response set and the prediction of clerical job performance. Journal of Applied Psychology, 45: 175-178.
116. *Krug, R. D. 1959. Over- and under-achievement and the Edwards Personal Preference Schedule. Journal of Applied Psychology, 43: 133-136.
117. Kuder, F. 1975. Manual: Kuder E general interest survey, Chicago, IL: Science Research associates.
118. *Kusch, R. I., Deller, J. and Albrecht, A. G. Predicting expatriate job performance: Using the normative NEO-PI-R or the ipsative OPQ32i?. Paper presented at the 29th International Congress of Psychology. July, Berlin, Germany.
119. Law, K. S., Schmidt, F. L. and Hunter, J. E. 1994a. Nonlinearity of range corrections in meta-analysis: Test of an improved procedure. Journal of Applied Psychology, 79: 425-438.
120. Law, K. S., Schmidt, F. L. and Hunter, J. E. 1994b. A test of two refinements in procedures for meta-analysis. Journal of Applied Psychology, 79: 978-986.
121. Le, H. and Schmidt, F. L. 2006. Correcting for indirect range restriction in meta-analysis: Testing a new analytic procedure. Psychological Methods, 11: 416-438.
122. *Lievens, F., Harris, M. M., Keer, E. V. and Bisqueret, C. 2003. Predicting cross-cultural training performance: The validity of personality, cognitive ability, and dimensions measured by an assessment center and a behavior description interview. Journal of Applied Psychology, 88: 476-489. doi:10.1037/0021-9010.88.3.476
123. *Lunneborg, P. W. 1970. EPPS patterns and academic achievement in counseling clients. Educational and Psychological Measurement, 30: 393-398. doi:10.1177/0013164470030000223
124. *Maher, H. 1959. Follow-up on the validity of a forced-choice study activity questionnaire in another setting. Journal of Applied Psychology, 43: 293-295.
125. Matthews, G., Stanton, N., Graham, N. C. and Brimelow, C. 1990. A factor analysis of the scales of the occupational personality questionnaire. Personality and Individual Differences, 11 (6): 591-596. doi:10.1016/0191-8869(90)90042-P
126. Maydeu-Olivares, A. and Brown, A. 2010. Item response modeling of paired comparison and ranking data. Multivariate Behavioral Research, 45: 935-974. doi:10.1080/00273171.2010.531231
127. Maydeu-Olivares, A. and Böckenhlt, U. 2005. Structural equation modeling of paired comparison and ranking data. Psychological Methods, 10: 285-304.
128. McCloy, R., Heggestad, E. and Reeve, C. 2005. A silk purse from the sow's ear. Retrieving normative information from multidimensional forced-choice items. Organizational Research Methods, 8: 222-248.
129. McCrae, R. R. and Costa, P. T. 1990. Personality in adulthood, New York, NY: Guilford Press.
130. McDaniel, M. A., Morgeson, F. P., Finnegan, E. B., Campion, M. A. and Braverman, E. P. 2001. Predicting job performance using situational judgment tests: A clarification of the literature. Journal of Applied Psychology, 86: 730-740.
131. McDaniel, M. A., Whetzel, D. L., Schmidt, F. L. and Maurer, S. D. 1994. The validity of employment interviews: A comprehensive review and meta-analysis. Journal of Applied psychology, 79 (4): 599-616.
132. *McDaniel, M. A., Yost, A. P., Ludwick, M. H., Hense, R. L. and Hartman, N. S. Incremental validity of a situational judgment test. Paper presented at the 19th annual conference of the Society for Industrial and Organizational Psychology. April, Chicago, IL.
133. Meade, A. W. 2004. Psychometric problems and issues involved with creating and using ipsative measures for selection. Journal of Occupational and Organizational Psychology, 77: 531-552.
134. Meglino, B. M. and Ravlin, E. C. 1998. Individual values in organizations: concepts, controversies, and research. Journal of Management, 24: 351-389.
135. *Morgan, R. R. 1975. Prediction of college achievement using the need achievement scale from the Edwards Personal Preference Schedule. Educational and Psychological Measurement, 35: 387-392. doi:10.1177/001316447503500217
136. *Morgan, R. R. 1976. Utilization of levels of intellectual ability as a control variable in studies of non-intellectual factors in academic achievement. Educational and Psychological Measurement, 36: 465-472. doi:10.1177/001316447603600229
137. Morgeson, F. P., Campion, M. A., Dipboye, R. L., Hollenbeck, J. R., Murphy, K. and Schmitt, N. 2007a. Reconsidering the use of personality tests in personnel contexts. Personnel Psychology, 60: 683-729.
138. Morgeson, F. P., Campion, M. A., Dipboye, R. L., Hollenbeck, J. R., Murphy, K. and Schmitt, N. 2007b. Are we getting fooled again? Coming to terms with limitations in the use of personality tests for personnel selection. Personnel Psychology, 60: 1029-1049.
139. Moscoso, S. and Salgado, J. F. 2004. "Dark side" personality styles as predictors of task, contextual, and job performance. International Journal of Selection and Assessment, 12: 356-362.
140. Mount, M. K. and Barrick, M. R. 1995. The Big Five personality dimensions: Implications for research and practice in human resources management. Research in Personnel and Human Resources Management, 13: 153-200.
141. *Muchinsky, P. M. and Hoyt, D. P. 1973. Predicting college grades of engineering graduates from selected personality and aptitude variables. Educational and Psychological Measurement, 33: 935-937. doi:10.1177/001316447303300425
142. *Mukherjee, R. N. 1968. Achievement values and scientific productivity. Journal of Applied Psychology, 52: 145-147.
143. Murphy, K. R. and De Shon, R. 2000. Inter-rater correlations do not estimate the reliability of job performance ratings. Personnel Psychology, 53: 873-900.
144. Murphy, K. R. and Dzieweczysnki, J. L. 2005. Why don't measures of broad dimensions of personality perform better as predictors of job performance?. Human Performance, 18: 343-357.
145. Myers, I. B., McCaulley, M. H., Quenk, N. and Hammer, A. 1998. MBTI handbook: A guide to the development and use of the Myers-Briggs Type Indicator, 3rd ed., Palo Alto, CA: Consulting Psychologists Press.
146. *Nelson, C. A. Job type as a moderator of the relationship between situational judgment and personality. Unpublished doctoral dissertation, Capella University. Minneapolis, MN.
147. *Neuman, G. A. 1991. Autonomous work group selection. Journal of Business and Psychology, 6: 283-291.
148. *Neuman, G. A. and Kickul, J. R. 1998. Organizational citizenship behaviors: Achievement orientation and personality. Journal of Business and Psychology, 13: 263-279.
149. Ng, T. W. H., Eby, L. T., Sorensen, K. L. and Feldman, D. C. 2005. Predictors of objective and subjective career success: A meta-analysis. Personnel Psychology, 58: 367-408.
150. Ng, T. W. H., Sorensen, K. L. and Eby, L. T. 2006. Locus of control at work: A meta-analysis. Journal of Organizational Behavior, 27: 1057-1087.
151. Nguyen, N. T. and McDaniel, M. A. Faking and forced-choice scales in applicant screening: A meta-analysis. Paper presented at the 15th annual conference of the Society for Industrial and Organizational Psychology. April, New Orleans, LA.
152. Norman, W. T. 1964. Personality measurement, faking, and detection: An assessment method for use in personnel selection. Journal of Applied Psychology, 47: 225-241.
153. Nunnally, J. C. 1978. Psychometric theory, 2nd ed., New York, NY: McGraw-Hill.
154. *Nyfield, G., Gibbons, P. J., Baron, H. and Robertson, I. 1995. The cross-cultural validity of management assessment methods, Surrey, UK: Saville & Holdsworth.
155. O'Connor, M. C. and Paunonen, S. V. 2007. Big Five personality predictors of post-secondary academic performance. Personality and Individual Differences, 43: 971-990. doi:10.1016/j-paid.2007.3.017
156. Oh, I.-S., Schmidt, F. L., Mount, M. K., Le, H., Guay, R. P. Takahashi, K. The five-factor model of personality and performance in East Asia. Paper presented at the annual conference of the Society for Industrial and Organizational Psychology. Chicago, IL. April
157. *Olson, D. A., Shultz, K. S. and Scott, G. The association between personality preferences and behavioral ratings for physician leaders. Paper presented at the annual conference of the Society for Industrial and Organizational Psychology. April, New Orleans, LA.
158. Ones, D. S. The construct of integrity tests. Unpublished doctoral dissertation, University of Iowa. Iowa City, IA.
159. Ones, D. S., Dilchert, S., Viswesvaran, C. and Judge, T. 2007. In support of personality assessment in organizational settings. Personnel Psychology, 60 doi/10.1111/j.1744-6570
160. Ones, D. S. and Viswesvaran, C. Job-specific applicant pools and national norms for personality scales: Implications for range restriction correction in validation research. Paper presented at the 14th annual conference of the SIOP. Atlanta, GA.
161. Ones, D. S. and Viswesvaran, C. 2001a. Integrity tests and other criterion-focused occupational personality scales (COPS) used in personnel selection. International Journal of Selection and Assessment, 9: 31-39.
162. Ones, D. S. and Viswesvaran, C. 2001b. " Personality at work: Criterion-focused occupational personality scales (COPS) used in personnel selection ". In Applied personality psychology, Edited by: Roberts, B. and Hogan, R. T. 63-92. Washington, DC: American Psychological Association.
163. Ones, D. S., Viswesvaran, C. and Dilchert, S. 2005. Personality at work: Raising awareness and correcting misconceptions. Human Performance, 18: 389-404. doi:10.1207/S15327043hup1804_5
164. Ones, D. S., Viswesvaran, C. and Schmidt, F. L. 1993. Comprehensive meta-analysis of integrity test validities: Findings and implications for personnel selection and theories of job performance. Journal of Applied Psychology, 78: 679-703.
165. Ones, D. S., Viswesvaran, C. and Schmidt, F. L. 2003. Personality and absenteeism: A meta-analysis of integrity tests. European Journal of Personality, 17: 19-38.
166. *Perkins, A. M. and Corr, P. J. 2005. Can worriers be winners? The association between worrying and job performance. Personality and Individual Differences, 38: 25-31.
167. Piedmont, R. L., Costa, P. T. and McCrae, R. R. 1992. An assessment of the Edwards Personal Preference Schedule from the perspective of the Five-Factor Model. Journal of Personality Assessment, 58: 67-78.
168. Poropat, A. E. 2009. A meta-analysis of the Five-Factor Model of personality and academic performance. Psychological Bulletin, 135: 322-338. doi:10.1037/a0014996
169. Radcliffe, J. A. 1963. Some properties of ipsative score matrices and their relevance for some current interest tests. Australian Journal of Psychology, 15: 1-11.
170. *Robertson, I., Gibbons, P., Baron, H., MacIver, R. and Nyfield, G. 1999. Understanding management performance. British Journal of Management, 10: 5-12.
171. *Robertson, I. T., Baron, H., Gibbons, P., MacIver, R. and Nyfield, G. 2000. Conscientiousness and managerial performance. Journal of Occupational and Organizational Psychology, 73: 171-180.
172. Rolland, J. P. and De Fruyt, F. 2003. The validity of FFM personality dimensions and maladaptive traits to predict negative affects at work: A six month prospective study in a military sample. European Journal of Personality, 17: 101-121.
173. *Rolland, J. P. and Mogenet, J. L. 2001. Système de description en cinq dimensions (D5D). Manuel réservé aux psychologues, Paris, France: Les Editions du Centre de Psychologie Appliquée.
174. *Rothe, H. F. 1946. Output rates among butter wrappers. Journal of Applied Psychology, 30: 320-327.
175. *Rothe, H. F. 1947. Output rates among machine operators. Journal of Applied Psychology, 31: 484-489.
176. *Rothe, H. F. 1951. Output rates among chocolate dippers. Journal of Applied Psychology, 35: 94-97.
177. *Rothe, H. and Nye, C. T. 1958. Output rates among coil winders. Journal of Applied Psychology, 42: 182-186.
178. Rothmann, S., Meiring, D., Van der Walt, H. S. and Barrick, M. R. Predicting job performance using personality measures in South Africa. Paper presented at the 7th Annual Conference of the Society for Industrial and Organizational Psychology. Toronto, Canada.
179. *Rose, R. M., Fogg, L. F., Helmreich, R. L. and McFadden, T. J. 1994. Psychological predictors of astronaut effectiveness. Aviation, Space, and Environmental Medicine, 65: 910-915.
180. *Rozelle, R. 1968. The relationship between absenteeism and grades. Educational and Psychological Measurement, 28: 1151-1158. doi:10.1177/001316446802800415
181. *Rust, J. 1999. The validity of the Giotto integrity test. Personality and Individual Differences, 27 (4): 755-768.
182. Sackett, P. R. 2003. " The status of validity generalization research: Key issues in drawing inferences from cumulative research studies ". In Validity generalization: A critical review, Edited by: Murphy, K. R. 91-114. Mahwah, NJ: Lawrence Erlbaum Associates, Inc.
183. *Sackett, P. R., Gruys, M. L. and Ellington, J. E. 1998. Ability-personality interactions when predicting job performance. Journal of Applied Psychology, 83: 545-556. doi:10.1037/0021-9010.83.4.545
184. Sackett, P. R. and Schmitt, N. 2012. On reconciling conflicting meta-analytic findings regarding integrity test validity. Journal of Applied Psychology, 97: 550-556. doi:10.1037/a0028167
185. *Salgado, J. F. Validez del Preference and Perception Inventory (PAPI) en una compañía de servicios financieros Validity of the Preferences and Perception Inventory (PAPI) in a financial services company. Unpublished technical report, Department of Social Psychology, University of Santiago de Compostela. Spain.
186. Salgado, J. F. 1997. The five-factor model of personality and job performance in the European Community. Journal of Applied Psychology, 82: 30-43. doi:10.1037/0021-9010.82.1.30
187. Salgado, J. F. 1998a. The Big Five personality dimensions and job performance in army and civil occupations: A European perspective. Human Performance, 11: 271-288.
188. Salgado, J. F. 1998b. Sample size in validity studies of personnel selection. Journal of Occupational and Organizational Psychology, 71: 161-164.
189. Salgado, J. F. The Big Five personality dimensions as predictors of alternative criteria. Paper presented at the 15th annual conference of the Society for Industrial and Organizational Psychology. April, New Orleans, LA.
190. Salgado, J. F. 2002. The Big Five personality dimensions and counterproductive behaviors. International Journal of Selection and Assessment, 10: 117-125.
191. Salgado, J. F. 2003. Predicting job performance using FFM and non-FFM personality measures. Journal of Occupational and Organizational Psychology, 76: 323-346.
192. Salgado, J. F. Moderator effects of job complexity on the Big Five validity. Poster presented at the annual conference of Society for Industrial and Organizational Psychology. Chicago, IL.
193. Salgado, J. F. 2005. Personality and social desirability in organizational settings: Practical implications for work and organizational psychology. Papeles del Psicólogo, 26: 115-128.
194. Salgado, J. F., Anderson, N., Moscoso, S., Bertua, C., De Fruyt, F. and Rolland, J. P. 2003. A meta-analytic study of GMA validity for different occupations in the European Community. Journal of Applied Psychology, 88: 1068-1081. doi:10.1037/0021-9010.88.6.1068
195. Salgado, J. F. and De Fruyt, F. 2005. " Personality in personnel selection ". In Handbook of personnel selection, Edited by: Evers, A., Schmit-Voskuyl, O. and Anderson, N. Oxford, UK: Blackwell.
196. Salgado, J. F. and Moscoso, S. 1996. Meta-analysis of the interrater reliability of job performance ratings in validity studies of personnel selection. Perceptual and Motor Skills, 83: 1195-1201.
197. Salgado, J. F. and Moscoso, S. 2000. Autoeficacia y criterios organizacionales de desempeño Self-efficacy and organizational criteria of performance. Apuntes de Psicología, 18: 179-191.
198. Saville, P., Holdsworth, R., Nyfield, G., Cramp, L. and Mabey, W. 1984. The Occupational Personality Questionnaires (OPQ), London, UK: Saville & Holdsworth.
199. *Saville, P., Sik, G., Nyfield, G., Hackston, J. and Maclver, R. 1996. A demonstration of the validity of the Occupational Personality Questionnaire (OPQ) in the measurement of job competencies across time and in separate organisations. Applied Psychology, 45: 243-262.
200. *Schippmann, J. S. and Prien, E. P. 1989. An assessment of the contributions of general mental ability and personality characteristics to management success. Journal of Business and Psychology, 3: 423-437
201. Schmidt, F. L. and Hunter, J. E. 1996. Measurement error in psychological research: Lessons from 26 research scenarios. Psychological Methods, 1: 199-223.
202. Schmidt, F. L., Hunter, J. E. and Urry, V. W. 1976. Statistical power in criterion-related validation studies. Journal of Applied Psychology, 61: 473-485.
203. Schmidt, F. L., Law, K., Hunter, J. E., Rothstein, H. R., Pearlman, K. and McDaniel, M. 1993. Refinements in validity generalization methods: Implications for the situational specificity hypothesis. Journal of Applied Psychology, 78 (1): 3-12. doi:10.1037/0021-9010.78.1.3
204. Schmidt, F. L. and Le, H. 2004. Software for the Hunter-Schmidt meta-analysis methods, Iowa City, IA: Department of Management and Organizations, University of Iowa.
205. Schmidt, F. L., Oh, I.-S. and Le, H. 2006. Increasing the accuracy of corrections for range restriction: Implications for selection procedure validities and other research practices. Personnel Psychology, 59: 281-305.
206. Schmidt, F. L., Shaffer, J. A. and Oh, I.-S. 2008. Increased accuracy for range restriction corrections: Implications for the role of personality and general mental ability in job and training performance. Personnel Psychology, 61: 827-868.
207. Schmidt, F. L. and Zimmerman, R. D. 2004. A counterintuitive hypothesis about employment interview validity and some supporting evidence. Journal of Applied Psychology, 89 (3): 553-561. doi:10.1037/0021-9010.89.3.553
208. Schmitt, N., Gooding, R. Z., Noe, R. A. and Kirsch, M. 1984. Meta-analyses of validity studies published between 1964 and 1982 and the investigation of study characteristics. Personnel Psychology, 37: 407-422.
209. *Schwab, D. P. and Packard, G. L. 1973. Response distortion on the Gordon Personal Inventory and the Gordon Personal Profile in a selection context: Some implications for predicting employee tenure. Journal of Applied Psychology, 58: 372-374.
210. *Schwartz, S. L. and Gekoki, N. 1960. The supervisory inventory: A forced-choice measure of human relations attitude and technique. Journal of Applied Psychology, 44: 233-236.
211. *SHL. 2006. OPQ32 manual and user's guide, Surrey, UK: Author.
212. SHL. 2009. OPQ32r user manual, Surrey, UK: Author.
213. *Slocum, J. W. Jr and Hand, H. H. 1971. Prediction of job success and employee satisfaction for executives and foremen. Training and Development Journal, 25: 28-36.
214. *Small, R. J. and Rosenberg, L. J. 1977. Determining job performance in the industrial sales force. Industrial Marketing Management, 6: 99-102.
215. *Sommerfeld, D. 1997. Maintenance worker selection: High validity and low adverse impact. Michigan Municipal League, Ann Arbor, MI: Employment Testing Consortium Project.
216. Stark, S., Chernyshenko, O. S. and Drasgow, F. 2005. An IRT approach to constructing and scoring pairwise preference items involving stimuli on different dimensions: The multi-unidimensional pairwise-preference model. Applied Psychological Measurement, 29: 184-203.
217. Stark, S., Chernyshenko, O., Drasgow, F. and Williams, B. 2006. Examining assumptions about item responding in personality assessment: Should ideal point methods be considered for scale development and scoring?. Journal of Applied Psychology, 91: 25-39. doi:10.1037/0021-9010.91.1.25
218. *Striker, L. J., Schiffman, H. and Ross, J. 1965. Prediction of college performance with the Myers-Briggs Type Indicator. Educational and Psychological Measurement, 25: 1081-1095.
219. Tenopyr, M. 1988. Artifactual reliability of forced-choice scales. Journal of Applied Psychology, 73: 749-751.
220. Tett, R., Rothstein, M. G. and Jackson, D. J. 1991. Personality measures as predictors of job performance: A meta-analytic review. Personnel Psychology, 44: 703-742.
221. Tett, R. P. and Christiansen, N. D. 2007. Personality tests at the crossroads: A response to Morgeson, Campion, Dipboye, Hollenbeck, Murphy, and Schmitt (2007). Personnel Psychology, 60: 967-993.
222. Tett, R. P., Christiansen, N. D., Robie, C. and Simonet, D. V. International survey of personality test use: An American baseline. Paper presented at the 15th conference of the European Association of Work and Organizational Psychology. May, Maastricht, The Netherlands.
223. Thomas, K. W. and Killman, R. H. 1974. Thomas-Killman Conflict Mode Instrument, Mountain View, CA: Xicom.
224. Thompson, B., Levitov, J. E. and Miederhoff, P. A. 1982. Validity of the Rokeach Value Survey. Educational and Psychological Measurement, 42: 899-905.
225. Thurstone, L. L. 1928. Attitudes can be measured. American Journal of Sociology, 33: 529-554.
226. Trapmann, S., Hell, B., Hirn, J.-O. W. and Schuler, H. 2007. Meta-analysis of the relationship between the Big Five and academic success at university. Zeitschrift für Psychologie, 215: 132-151.
227. Travers, R. M. W. 1951. A critical review of the validity and rationale of forced-choice technique. Psychological Bulletin, 48: 62-70.
228. Van der Walt, H. S., Meiring, D., Rothmann, S. and Barrick, M. R. Meta-analysis of the relationship between personality measurements and job performance in South Africa. Paper presented at the conference of the South-Africa Society for Industrial and Organizational Psychology. June, Pretoria, South Africa.
229. *Vasilopoulos, N. L., Cucina, J. M., Dyomina, N. V., Morewitz, C. L. and Reilly, R. R. 2006. Forced-choice personality tests: A measure of personality and cognitive ability?. Human Performance, 19: 175-199.
230. Villanova, P., Bernardin, H. J., Johnson, D. L. and Dahmus, S. A. 1994. The validity of a measure of job compatibility in the prediction of job performance and turnover of motion picture theater personnel. Personnel Psychology, 60: 224-235.
231. Viswesvaran, C. and Ones, D. S. 1999. Measurement error in "Big Five factors" personality assessment: Reliability generalization across studies and measures. Educational and Psychological Measurement, 60: 224-235.
232. Viswesvaran, C., Ones, D. S. and Hough, L. M. 2001. Do impression management scales in personality inventories predict managerial job performance ratings?. International Journal of Selection and Assessment, 9: 277-289.
233. Viswesvaran, C., Ones, D. and Schmidt, F. L. 1996. Comparative analysis of the reliability of job performance ratings. Journal of Applied Psychology, 81: 557-574. doi:10.1037/0021-9010.81.4.557
234. *Warr, P., Bartram, D. and Brown, A. 2005. Big Five validity: Aggregation method matters. Journal of Occupational and Organizational Psychology, 78: 377-386. doi:10.1348/096317905X53868
235. *Warr, P., Bartram, D. and Martin, T. 2005b. Personality and sales performance: Situational variation and interactions between traits. International Journal of Selection and Assessment, 13: 87-91.
236. *Weiss, P., Wertheimer, M. and Groesbeck, B. 1959. Achievement motivation, academic aptitude, and college grades. Educational and Psychological Measurement, 19: 663-666.
237. *Whetzel, D. L., McDaniel, M. A., Yost, A. P. and Kim, N. 2010. Linearity of personality-performance relationships: A large-scale examination. International Journal of Selection and Assessment, 18: 310-320.
238. *White, L. A. A quasi-ipsative temperament measure for assessing future leaders. Paper presented at the 14th Annual Conference of the International Military Testing Association. October, Otawa, Canada.
239. *Willingham, W. W. and Ambler, R. K. 1963. The relation of the Gordon Personal Inventory to several external criteria. Journal of Consulting Psychology, 27: 460
240. *Willingham, W. W., Nelson, P. and O'Connor, W. 1958. A note on the behavioral validity of the Gordon Personal Profile. Journal of Consulting Psychology, 22: 378
241. *Witt, L. A. and Jones, J. W. Very particular people quit first. Paper presented at the annual conference of the Society for Industrial and Organizational Psychology. Atlanta, GA.
242. *Wollowick, H. B. and McNamara, W. J. 1969. Relationship of the components of an assessment center to management success. Journal of Applied Psychology, 53: 348-352.
243. Yoo, T.-Y. and Min, B.-M. A meta-analysis of the Big Five and performance in Korea. Paper presented at the 17th annual conference of the Society for Industrial and Organizational Psychology. Toronto, Canada.
244. *Young, M. and Dulewicz, V. 2007. Relationship between emotional and congruent self-awareness and performance in the British Royal Navy. Journal of Managerial Psychology, 22: 465-478.
245. *Zagar, R., Arbit, J. and Wengel, W. 1982. Personality factors as predictors of grade point average and graduation from nursing school. Educational and Psychological Measurement, 42: 1169-1175.
246. Zibarras, L. D. and Woods, S. A. 2010. A survey of UK selection practices across different organization sizes and industry sectors. Journal of Occupational and Organizational Psychology, 83: 499-511.