A matter of context: A comparison of two types of contextualized personality measures

Holtrop, Djurre; Born, Marise Ph.; Vries, A. de; Vries, Reinout E. de

doi:10.1016/j.paid.2014.04.029

Cited by 38 publications

(48 citation statements)

References 23 publications

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“…Non-cognitive behaviors are more dependent on situational factors than personality traits (Eva 2005). This is in line with a previous study which demonstrated that a contextualized personality measure had higher criterion validity for academic performance and counterproductive academic behavior than a generic personality measure (Holtrop et al 2014). The lack of contextualization of the NEO-PI-R limits the usefulness of personality tests in medical school selection and may be an explanation for the absence of any meaningful correlations between the SJT score and personality.…”

Section: Correlation With Personalitysupporting

confidence: 87%

Scoring method of a Situational Judgment Test: influence on internal consistency reliability, adverse impact and correlation with personality?

Leng

Stegers‐Jager

Husbands

et al. 2016

Adv in Health Sci Educ

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Situational Judgment Tests (SJTs) are increasingly used for medical school selection. Scoring an SJT is more complicated than scoring a knowledge test, because there are no objectively correct answers. The scoring method of an SJT may influence the construct and concurrent validity and the adverse impact with respect to non-traditional students. Previous research has compared only a small number of scoring methods and has not studied the effect of scoring method on internal consistency reliability. This study compared 28 different scoring methods for a rating SJT on internal consistency reliability, adverse impact and correlation with personality. The scoring methods varied on four aspects: the way of controlling for systematic error, and the type of reference group, distance and central tendency statistic. All scoring methods were applied to a previously validated integrity-based SJT, administered to 931 medical school applicants. Internal consistency reliability varied between .33 and .73, which is likely explained by the dependence of coefficient alpha on the total score variance. All scoring methods led to significantly higher scores for the ethnic majority than for the non-Western minorities, with effect sizes ranging from 0.48 to 0.66. Eighteen scoring methods showed a significant small positive correlation with agreeableness. Four scoring methods showed a significant small positive correlation with conscientiousness. The way of controlling for systematic error was the most influential scoring method aspect. These results suggest that the increased use of SJTs for selection into medical school must be accompanied by a thorough examination of the scoring method to be used.

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Section: Correlation With Personalitysupporting

confidence: 87%

Scoring method of a Situational Judgment Test: influence on internal consistency reliability, adverse impact and correlation with personality?

Leng

Stegers‐Jager

Husbands

et al. 2016

Adv in Health Sci Educ

View full text Add to dashboard Cite

show abstract

“…Contextualized versions of personality scales have been found to be strongly (generally ≥ 0.65) related to their respective generic versions (Bing et al, 2004 ; Holtrop et al, 2014a , b ; Robie et al, 2017 ) and they generally offer better validities than generic personality scales (Bing et al, 2004 ; Lievens et al, 2008 ; Holtrop et al, 2014a ; Robie et al, 2017 ), mainly because contextualized scales reduce within-person inconsistencies in item responding (Lievens et al, 2008 ). Consequently, leadership-contextualized personality questionnaires are likely to offer better validities in the prediction of leader-relevant outcomes than generic personality questionnaires.…”

Section: Leadership Styles As Contextualized Personalitymentioning

confidence: 99%

Three Nightmare Traits in Leaders

Vries

2018

Front. Psychol.

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This review offers an integration of dark leadership styles with dark personality traits. The core of dark leadership consists of Three Nightmare Traits (TNT)—leader dishonesty, leader disagreeableness, and leader carelessness—that are conceptualized as contextualized personality traits aligned with respectively (low) honesty-humility, (low) agreeableness, and (low) conscientiousness. It is argued that the TNT, when combined with high extraversion and low emotionality, can have serious (“explosive”) negative consequences for employees and their organizations. A Situation-Trait-Outcome Activation (STOA) model is presented in which a description is offered of situations that are attractive to TNT leaders (situation activation), situations that activate TNT traits (trait activation), and the kinds of outcomes that may result from TNT behaviors (outcome activation). Subsequently, the TNT and STOA models are combined to offer a description of the organizational actions that may strengthen or weaken the TNT during six career stages: attraction, selection, socialization, production, promotion, and attrition. Except for mainly negative consequences of the TNT, possible positive consequences of TNT leadership are also explored, and an outline of a research program is offered that may provide answers to the most pressing questions in dark leadership research.

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“…Similar phenomena have been demonstrated in the organizational literature. Of most relevance, a number of studies (e.g., Hunthausen, Truxillo, Bauer, & Hammer, 2003), as well as a meta-analysis (Shaffer & Postlethwaite, 2012), have shown that personality based measures predict job performance to a greater extent when they have been contextualized for the workplace, either through tagging procedures or by rewriting the items (Holtrop, Born, de Vries, & de Vries, 2014). Similarly, we might expect ability-based measures of EI that target the workplace, relative to generic EI measures, to do a better job of predicting workplace outcomes.…”

Section: Introductionmentioning

confidence: 99%

Affective and effective: Military job performance as a function of work‐related emotional intelligence

Krishnakumar

Perera

Persich

et al. 2019

Int J Selection Assessment

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The military is a highly stressful career that requires one to work closely with others. These features of the military render it plausible that skills related to emotional perception and management—or emotional intelligence—would tend to benefit performance within this setting. Hypotheses of this type were examined in a panel study that presented 152 active duty military personnel with a new scenario‐based measure that specifically focused on emotional occurrences within the workplace. As hypothesized, work‐related emotional intelligence (W‐EI) positively predicted task performance, discipline, organizational citizenship, and employees with higher W‐EI levels received a greater number of performance commendations. Additionally, these relationships tended to remain significant in discriminant multiple regressions. Altogether, the results provide important evidence for the benefits of W‐EI within an occupational context that requires a high degree of coordination as well as stress management.

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A matter of context: A comparison of two types of contextualized personality measures

Cited by 38 publications

References 23 publications

Scoring method of a Situational Judgment Test: influence on internal consistency reliability, adverse impact and correlation with personality?

Scoring method of a Situational Judgment Test: influence on internal consistency reliability, adverse impact and correlation with personality?

Three Nightmare Traits in Leaders

Affective and effective: Military job performance as a function of work‐related emotional intelligence

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