Chapter 7. Assessing Personality by Questionnaire
DO you Worry about Awful Things that Might Happen?
Published Online: 30 JUN 2010
Copyright © 2009 John Wiley & Sons Ltd.
Personnel Selection: Adding Value Through People, Fifth Edition
How to Cite
Cook, M. (2008) Assessing Personality by Questionnaire, in Personnel Selection: Adding Value Through People, Fifth Edition, Wiley-Blackwell, Oxford, UK. doi: 10.1002/9780470742723.ch7
- Published Online: 30 JUN 2010
- Published Print: 22 OCT 2008
Print ISBN: 9780470986455
Online ISBN: 9780470742723
- assessing personality by questionnaire;
- method variance problem - measuring trait by measure - multi-trait multi-method measurement;
- writing personality questionnaire (PQ) construction and showing validation;
- big five personality factors and five-factor model (FFM);
- higher-order factors - exvia-invia and anxiety, in Cattell's 16 personality actors;
- A-S-A model - personalities attracted to psychology (attraction);
- stress-tolerance scales existing - jobs requiring ability to cope with pressure;
- multiple correlation - assessing power of FFM factors predicting work performance;
- Honesty tests (HTs) aka integrity tests;
- dealing with faking good in PQs
This chapter contains sections titled:
Using PQs in selection
Question 1 – the right personality?
Question 2 – will he/she do the job well?
Question 3 – has he/she got a good attitude to work?
Question 4 – will he/she behave badly at work?
Alternatives to the FFM
Question 5 – will the team work well?
Complexities of PQ validity
The problem of faking
Assertion 1 – people tell the truth on PQs when applying for jobs
Assertion 2 – faking does not reduce PQ validity
Assertion 3 – faking is not a real issue
Dealing with faking good in PQs
PQs, law and fairness