AGE-OLD criticisms have been directed toward the use of personality measures in employment situations. A large number of critics have pointed to the demonstrated fakability of conventional instruments for this purpose. Inventory and questionnaire responses may easily be falsified, to an extent determined by the ability or tendency of the applicant to give a favorable impression of himself.Researchers have provided rather definitive evidence in this regard. For example, TifIin and McCormick (1958) report a study which showed that the Humm-Wadsworth Temperament Scale could be faked. Meehl and Hathaway (1946) have found the Minnesota Multiphasic Personality Inventory fakable and developed the K scale to "correct" various MMPI scores for this tendency. Wesman (1952) demonstrated similar results with the Bernreuter Personality Inventory. These studies are perhaps representative of the enormous amount of fakability evidence available concerning traditional personality instruments.Continued attempts at personality measurement have aimed at either correcting for or eliminating this defect. A fairly recent approach toward minimizing or eliminating self-report faking is that of the "forced-choice'' technique. Various test authors have hopefully incorporated this principle in personality test development.
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Quality of Work Life (QWL) is both a goal and an on‐going process for achieving it. As a goal, QWL is the commitment of any organization to work improvement — the creation of more involving, satisfying and effective jobs and work environment for people at all levels of the organization. As a process, QWL calls for efforts to realise this goal through the active involvement of people throughout the organization.
In most industralized countries, people who are employed spend nearly 100,000 hours of their lives in the work place. Nearly half of their adult waking time is spent in the world of work. Work is obviously at the very core of life. Our lives are inextricably and substantially organized around our work. Few things can contribute more to the quality of life than work itself.
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