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Industrial and Organizational Psychology Commons™
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Full-Text Articles in Industrial and Organizational Psychology
A Longitudinal Examination Of Personality At Work: Examining The Relationship Between Variability In Personality And Job Performance And Turnover Intentions, Ryan Joseph Hirtz
A Longitudinal Examination Of Personality At Work: Examining The Relationship Between Variability In Personality And Job Performance And Turnover Intentions, Ryan Joseph Hirtz
Dissertations
The present study examined the relationship between variability in personality and important organizational outcomes, including multi-faceted job performance and turnover intentions. Furthermore, this study tested the mediating effects of self-esteem, anxiety, leader-member exchange, and job satisfaction. Finally, various situational contingencies were examined as a potential source of Big Five personality states. Experience sampling methodology was used to repeatedly measure working participants’ state personality over the course of two weeks. Self and other (i.e., coworker or supervisor) performance ratings were collected.
Results showed that variability in a general factor of personality had statistically significant relationships with anxiety, leader-member exchange, job satisfaction, …
I Warned You! Applicant Reactions To Different Types Of Warnings Against Faking On Personality Tests: An Organizational Justice, Trust And Affect-Based Perspective, Vanessa M. Lammers
I Warned You! Applicant Reactions To Different Types Of Warnings Against Faking On Personality Tests: An Organizational Justice, Trust And Affect-Based Perspective, Vanessa M. Lammers
Dissertations
Abstract
Despite their widespread use in employee selection procedures, personality measures are susceptible to applicant faking. Explicit warnings, often included in test instructions to deter faking behavior, inform applicants that items are included on the test to detect faking, and that those caught faking, will be removed from the applicant pool (i.e., invalidation warnings). The current research examined the effectiveness of another warning type informing applicants that faking is not in their best interest, as it is likely to get them into a job for which they are a poor fit (i.e., job fit warnings). Results for Study 1 supported …