Industrial and Organizational Psychology Commons^™

Gender Differences In Personality: An Item-Level Analysis, Casey C. Smith

Dissertations, Theses, and Capstone Projects

Personality is a social and organizational construct with a substantial history and discourse. One particular area in personality that is of interest is gender differences in personality. Gender differences have been found on scales measuring various aspects of personality, such as narcissism (Grijalva et al., 2014). While there are differences present in personality data, there hasn’t been a consistent explanation for why this occurs. This research looked specifically at the construction of personality items to begin to understand the differences in personality by gender. While social roles and social context are mostly referenced to inform the response patterns of men …

The Relationship Between Personality And Online Game-Playing Motivations Among College Students, Johari @ Underwood Jasnina Jaslind

Student Works (2020-2029)

The present study attempts to investigate the relationships between personality and online game-playing motivations amongst college students. A total of 200 college students who are actively playing PUBG (Player Unknown’s Battle Ground) were approached and voluntarily answered a set of questionnaires which consists of Mini- IPIP (Mini-International Personality Item Pool Scales) and Motivation for Play to measure type of motivations in playing online games. Descriptive analyses were used to analyze the personality traits and in-game motivation of players, Independent Sample T Test to examine gender differences in playing PUBG and Pearson Correlation to examine the relationships between personality and motivations. …

The Myers-Briggs Personality System And Its Moderating Effects On The Relationship Between Job Characteristics And Job Satisfaction, Rebecca Marshall

Electronic Theses, Projects, and Dissertations

In this research, I examined how characteristics of the job, namely task significance and task identity, predicted job satisfaction and how those relationships were moderated by one’s Myers-Briggs type. It was hypothesized that the thinking/feeling dichotomy would moderate the relationship between task significance and job satisfaction and the sensing/intuition dichotomy would moderate the relationship between task identity and job satisfaction. In the study, I sought to understand how these moderated relationships would differ for people with good and poor psychological health. There were 945 people who participated which required them to answer questions about their job, personality, psychological health, life, …

The Influence Of Personality And Losses On Search In Decisions From Experience, Michael Mordechai Hay

LSU Master's Theses

Research in decision making has focused increasing attention on understanding search behavior without focusing on how individual differences might influence people’s search behavior. To increase our understanding of this topic, the present study examined how personality predicted the amount of search an individual engages in before making a risky decision. It was hypothesized that conscientiousness would be a positive predictor of search behavior and would emerge as an even stronger predictor of search behavior when choosing between options with negative outcomes. It was also hypothesized that neuroticism would be a negative predictor of search behavior and that individuals with higher …

Validity Evidence For Off-The-Shelf Language-Based Personality Assessment Using Video Interviews: Convergent And Discriminant Relationships With Self And Observer Ratings, Louis Hickman, Louis Tay, Sang Eun Woo

Personnel Assessment and Decisions

Technological advances have led to the development of automated methods for personnel assessment that are purported to augment or outperform human judgment. However, empirical research providing validity evidence for such techniques in the selection context remains scarce. In addressing this void, this study focuses on language-based personality assessments using an off-the-shelf, commercially available product (i.e., IBM Watson Personality Insights) in the context of video-based interviews. The scores derived from the language-based assessment were compared to self and observer ratings of personality to examine convergent and discriminant relationships. The language-based assessment scores showed low convergence with self-ratings for openness, and with …

Criterion-Related Validity Of Forced-Choice Personality Measures: A Cautionary Note Regarding Thurstonian Irt Versus Classical Test Theory Scoring, Peter A. Fisher, Chet Robie, Neil D. Christiansen, Andrew B. Speer, Leann Schneider

Personnel Assessment and Decisions

This study examined criterion-related validity for job-related composites of forced-choice personality scores against job performance using both Thurstonian Item Response Theory (TIRT) and Classical Test Theory (CTT) scoring methods. Correlations were computed across 11 different samples that differed in job or role within a job. A meta-analysis of the correlations (k = 11 and N = 613) found a higher average corrected correlation for CTT (mean ρ = .38) than for TIRT (mean ρ = .00). Implications and directions for future research are discussed.

Who Is Conducting “Better” Employment Interviews? Antecedents Of Structured Interview Components Use, Nicolas Roulin, Joshua S. Bourdage, Timothy G. Wingate

Personnel Assessment and Decisions

The employment interview remains a unique paradox. One the one hand, decades of research demonstrates that using more structured components (e.g., question consistency, evaluation standardization) can largely improve the psychometric properties of interviews. On the other hand, although interviews are almost universally used, many interviewers still resist using structured formats. We examined the use of seven structure components by 131 professional interviewers, and their association with three types of antecedents: interviewers’ background (e.g., experience, training), the focus of the interview (selection vs. recruitment), and interviewers’ personality (based on the HEXACO model). Interviewers’ background (i.e., training) and the focus of the …

A Computational Cognitive Architecture For Exploring Team Mental Models, Neil Benoit Outland

College of Science and Health Theses and Dissertations

Team Mental Models (TMM) are one of the strongest predictors of team behavior and performance. TMM direct team behaviors through the series of tasks they perform over time. Research in the area, although crucial in demonstrating the effect of TMM, has been largely static, failing to articulate specifically how TMM emerge or function in teams over time. This dissertation develops a computational model to explicate the process of TMM emergence and demonstrate necessary factors. First, I explain the core concepts of TMM emergence, including team composition, dyadic interactions, and contextual variables. Second, I develop a process-oriented theory of TMM development …

Evaluation Of Wildland Firefighter Leadership, Rebecca Rose

All Master's Theses

There has been growing research evaluating hazardous occupations to gain a better understanding of how crisis leaders and followers, such as wildland firefighters make decisions in high-stress environments. In this study, wildland firefighters were examined to assess their decision-making skills using a wildland fire simulation computer game called the Networked Fire Chief (NFC). These results were compared against both the Multifactor Leadership Questionnaire and the Big Five personality traits using Saucier’s abbreviated Mini-Markers. Only a small sample of wildland firefighters was available to participate due to the intense 2017 fire season. Additional participants were recruited through CWU Sona system. Results …

Investigating Employability: Testing The Raw Framework, Daniell Jean Study

Electronic Theses, Projects, and Dissertations

In a recent model of employability, Hogan, Chamorro-Premuzic, and Kaiser (2013) defined employability as the ability to gain and maintain employment and find new employment when necessary. The authors presented employability as a formative construct containing an ability dimension (the ability to do the job), a social skills dimension (being rewarding to work with), and a motivational dimension (being willing to work hard). There is no question as to whether these three dimensions affect one’s level of employability; research is abundant on the positive relationships between intelligence, social and emotional skills, motivation and career success. However, little research has been …

The Dreaded Performance Appraisal: Can The Process Ever Be Comfortable?, Lauren Labat

Dissertations

Previous research has indicated that individuals dislike and resist the performance appraisal process. Fewer studies have examined reasoning for unintentional rating distortion that may result from a lack of training and clear understanding of how to effectively evaluate behaviors. Researchers have shown that the appraisal process is uncomfortable for raters, but empirical studies have yet to explore how to reduce this discomfort. Rater training research has revealed that trained raters have improved observational skills, a more precise vocabulary to describe behaviors, and improved rating accuracy. This research explored the relationship between performance appraisal discomfort and trait motivational factors (i.e., personality …

Leadership Ineffectiveness: The Interactive Effects Of Leader Personality, Job Demands, And Job Resources On Ethical Climate And Employee Turnover Intentions, Michelle D. Corman

Dissertations, Theses, and Capstone Projects

Goals of the present research were to demonstrate that: (a) leadership personality is related to employee perceptions of the organization’s ethical climate; (b) leader job stress moderates this relationship for certain personality attributes; and (c) such leader-associated ethical climate, in turn, is related to employee turnover intentions and ultimate turnover (see Figure 1). Specifically, I investigated how individual differences in certain leadership “dark side” traits interact with leader job stress to influence the perceived ethical climate of their employees, to ultimately impact employee turnover intentions and turnover. Another goal of this research was to make unique predictions for the leadership …

Investigating Three Approaches Of Using Personality To Predict Competency-Based Performance, Blaine Gaddis, Brandon Ferrell

Personnel Assessment and Decisions

Organizations often use competencies to drive human capital initiatives such as recruitment, selection, training, and promotion. To serve such organizations, practitioners now offer various competency-based research solutions incorporating personality assessments to predict these competencies. Each approach begins by mapping competencies from an organization’s model to scientific models backed by synthetic and content validity evidence to align personality dimensions with each competency. This helps determine which personality dimensions drive performance for each competency. In this paper, we compare scale-based profiles, subscale-based algorithms, and scale-based algorithms to investigate the consistency of scores across methods and how effective each method is in predicting …

The Role Of Personality Traits On Goal Commitment: A Moderation Analysis, Matthew Hendrick Mellegers

Electronic Theses, Projects, and Dissertations

Managers and researchers alike have long yearned for a solution to garner peak performance from employees. With the use Locke and Latham’s goal setting theory as a motivational foundational principle, goal commitment was predicted from four primary personality traits commonly found in scientific literature: general self-efficacy, conscientiousness, honesty/humility, and learning goal orientation. The possible moderation effect of goal difficulty on these relationships was also explored. 248 undergraduate students at California State University, San Bernardino were presented personality inventories, followed by an anagram word task, and were assigned to either an easy or hard goal condition. Goal commitment was measured at …

Predictors Of Job Boredom, Mitchell Eid

Honors Undergraduate Theses

Although job boredom is increasingly common in the workplace, little research has examined its’ causes. Reducing job boredom has relevance to companies looking to increase the well-being of their employees in addition to their productivity. This study examined what variables are related to and predict job boredom. The Big Five personality traits and job characteristics as defined by Hackman and Oldham specifically, skill variety, task identity, task significance, autonomy and feedback from the job itself were included. A regression analysis revealed that emotional stability, openness and autonomy were significant predictors of boredom. While those were the only variables predictive of …

Measurement Of The Propensity To Trust Automation, Sarah Ann Jessup

Browse all Theses and Dissertations

Few studies have examined how propensity to trust in automation influences trust behaviors, those which indicate users are relying on automation. Of the published studies, there are inconsistencies in how propensity to trust automation is conceptualized and thus measured. Research on attitudes and intentions has discerned that reliability and validity of measures can be increased by using more direct and specific language, which reduces ambiguity and increases the ability to predict behavior. This study examined how traditional measures of propensity to trust automation could be adapted to predict whether automation is deemed as trustworthy (perceived trustworthiness) and whether people behave …

Investigation Of The Predictive Validity Of Implicit And Explicit Measures Of Integrity, Andrew C. Schneider

Graduate Theses/Dissertations

The present study examined the incremental predictive validity of two overt-based Implicit Association Tests (IATs) and three personality-based IATs for behavior related to integrity and character. The overt-based IATs assess attributes related to self and honesty. The personality-based IATs assess attributes related to the “dark triad” of personality – Machiavellianism, subclinical narcissism, and subclinical psychopathy. A temptation manipulation provided opportunities for subjects to lie, cheat, and steal on a number finding task, to receive a greater financial reward. In addition to the five IATs, subjects also completed five explicit (self-report) overt and personality-based integrity measures. Findings did not support the …

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, …

Using O*Net To Develop A Framework Of Job Characteristics To Potentially Improve The Predictive Validity Of Personality Measures, Jeremy Burrus, Jason D. Way

Personnel Assessment and Decisions

It has long been theorized that we can improve prediction of job-related behavior from measures of personality by identifying job characteristics that allow for the expression of individual differences (e.g., Mischel, 1968). Using O*NET data, the current paper develops a framework for job characteristics that could improve the extent to which we can predict behavior from personality. More specifically, it investigates relationships between Work Styles, Generalized Work Activities, and Work Context variables. Job characteristics varied in importance as a function of four Work Styles composites: achievement, people orientation, stability, and attention to detail, and the relationships were largely …

Future Directions In Personality, Occupational And Medical Selection: Myths, Misunderstandings, Measurement, And Suggestions, Eamonn Ferguson, Filip Lievens

Research Collection Lee Kong Chian School Of Business

This paper has two objectives: (1) presenting recent advances in personality theory whereby personality traits are conceptualized within a framework that focuses on the dynamic interactions of behaviour, biology, context, and states, and (2) discussing the implications of these developments for measurement and medical selection. We start by presenting evidence that traits are no longer regarded as stable deterministic predictors of behaviour. Instead, traits are found to change across generations, the life span, and in response to environmental contingencies. Thus, there is an urgent need to explore how traits change as function of medical education. Second, drawing on recent theory …

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 …

The Psychometric Evaluation Of A Personality Selection Tool, James R. Longabaugh

Industrial-Organizational Psychology Dissertations

Personality is one of the primary ways that people are distinguished from one another on the basis of their unique tendencies and behavioral patterns. Decades of empirical research have yielded five primary personality traits which have consistently emerged, becoming known as the Five Factor Model (FFM). In particular, the FFM has been widely used in the employee selection realm. However, there have been mixed reviews as to how well the FFM of personality accomplishes that objective, with some research drawing into question the strength of the relationship between personality and job performance.

The purpose of the current investigation is to …

Creative Confidence In Organizational Knowledge Creation: A Synthesis Of The Literature, Elnaz Dario, Rafael Landaeta, Resit Unal, E.H. Ng. (Ed.), B. Nepal (Ed.), E. Schott (Ed.)

Engineering Management & Systems Engineering Faculty Publications

Creative confidence is a newly rising topic in the innovation study area. In a world where creativity has become a vital source of knowledge creation, not believing in one's own creative capacity could be a barrier. At the organizational level, many good ideas are disappearing before ever being written down or shared. Organizations may lose talented people who have great creative potential by either not giving them the opportunity to express their creative ideas or due to a lack of confidence from the employee side, in sharing these ideas. This paper will contribute to the research stream on the role …

Value Congruence And Unethical Decision-Making: The Dark Side Of Person-Organization Fit, Chad C. Parson

Dissertations, Theses, and Capstone Projects

Unethical decision-making (UDM) in organizations is a topic with a long history in practice and a short history in research. The purpose of this dissertation was to explore whether individual and organizational values interacted to predict Person-Organization Fit (P-O Fit) and UDM. Across two studies I tested the idea that individuals would report better P-O Fit in caring ethical climates to the degree that they reported greater trait empathy, and better P-O Fit in instrumental ethical climates to the degree that they reported greater levels of the Dark Triad traits. I also tested the idea that better P-O Fit would …

Managing A Large Scale Project: Using Strengthsfinder In The Website Redesign, Laura Edwards, Cristina Tofan

EKU Faculty and Staff Scholarship

After doing a library-wide StrengthsFinder assessment that highlighted the strengths of its individuals, EKU Libraries decided to put this strategy into practice by applying it to one of the most complex projects in the life of an academic library: the website redesign. This decentralized approach allowed project managers to align strengths-based teams with phases of the redesign that would most benefit from that team’s unique strengths.

Cooperation And Facets Of Psychological Collectivism As Antecedents Of Team Mental Model Similarity, Neal Benoit Outland

College of Science and Health Theses and Dissertations

This thesis investigated the role of facets of trait psychological collectivism (Preference, Reliance, Concern, and Goal-Priority) and the personality trait cooperativeness in the development of Team Mental Models. Team Mental Models (TMMs) are shared representations of a work team’s context that aid a team in directing behaviors and coordinating actions. I utilized Marks, Mathieu, and Zaccaro’s (2001) taxonomy of team processes to explicate and test a model detailing the role of composition in TMM development. Data were collected from 35 teams of 5 individuals who completed a computer simulation in which the team interdependently replicated pictures using blocks. Multiple regression …

Individual Differences Predicting Impression Management Detection In Job Interviews, Nicolas Roulin

Personnel Assessment and Decisions

Applicant impression management (IM), and especially its deceptive side (i.e., faking), has been described as a potential threat to the validity of employment interviews. This threat was confirmed by evidence of interviewers’ inability to detect (deceptive) IM tactics. Previous studies suggested that some interviewers could be better IM detectors than others, but did not examine the reasons explaining higher abilities. Building on interpersonal deception theory, this study explores individual differences in cognitions (i.e., cognitive ability) and social sensitivity (associated with generalized trust and honesty) as predictors of IM detection abilities. Results of a study with 250 individuals suggest that these …

Personality And Longevity In The Profession Of Athletic Training, Tyler Harris

All NMU Master's Theses

A survey was sent to 10,000 certified athletic trainers in various settings to examine personality characteristics and their relationship with satisfaction, intent to leave, and years practiced in the profession. The Employee Personality Inventory, included in the survey, separated respondents into five personality categories: communicators, directors, organizers, soothers and thinkers. Of the 1102 analyzed respondents, 216 were communicators, 51 were directors, 427 were organizers, 331 were soothers, and 77 were thinkers. The distribution of athletic training setting were as follows: academic instruction, 67; administration, 16; clinical medical, 53; clinical rehabilitation, 52; collegiate athletics, 331; high school athletics, 378; other, 65; …

Prudence And Persistence: Personality In Student Retention, Logan J. Michels

All Graduate Theses, Dissertations, and Other Capstone Projects

Student retention is a concern for many higher education institutions and there are many techniques that can be used to increase student retention. Previous research has used student personality data to customize interventions aimed at increasing student success and retention. In this study, prudence levels of incoming students was assessed, and a customized email intervention was designed and administered to students with students having low prudence levels. A variety of outcome measures were used to assess the usefulness of the intervention, including GPA, academic and behavioral citations, and use of campus resources. Results indicate that prudence levels are positively related …

Changes In State Suspicion Across Time: An Examination Of Dynamic Effects, Steve Khazon

Browse all Theses and Dissertations

State Information Technology (IT) suspicion is the simultaneous action of uncertainty, mal-intent, and cognitive activity about underlying information that is being electronically generated, collated, sent, analyzed, or implemented by an external agent (Bobko, Barelka, & Hirshfield, 2014). Understanding IT suspicion is important in both military and civilian contexts as both are growing increasingly reliant on automation to augment human performance (e.g., Lenhart, Purcell, Smith, & Zickuhr, 2010). The current process model of state IT suspicion describes how suspicion arises and its immediate correlates. Little is known about how suspicion changes over time and what factors influence this change. Drawing upon …