A Meta-Analytic Review of the MaCandrew Alcoholism Scale

Cooper-Hakim, Amy; Viswesvaran, Chockalingam

doi:10.1177/001316402236880

Cited by 6 publications

(6 citation statements)

References 62 publications

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“…Conscientiousness and its facets predict health behaviors, drug use, and mortality (Roberts, Chernyshenko, Stark, & Goldberg, 2005; meta‐analysis: Bogg & Roberts, 2004). Personality measures predict alcoholism (meta‐analysis: Cooper‐Hakim & Viswesvaran, 2002). …”

Section: A Bit Of History—how We Got Herementioning

confidence: 99%

“…Correlations tend to be higher than those for cognitive ability predictors (meta-analysis of only prospective longitudinal studies: Roberts, Kuncel, Shiner, Caspi, & Goldberg, 2007). d Conscientiousness and its facets predict health behaviors, drug use, and mortality (Roberts, Chernyshenko, Stark, & Goldberg, 2005; meta-analysis: Bogg & Roberts, 2004 Viswesvaran, 2002).…”

Section: Personality and Major Life Outcomesmentioning

confidence: 99%

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Personality Testing and Industrial–Organizational Psychology: Reflections, Progress, and Prospects

Hough¹,

Oswald

2008

Ind. organ. psychol.

137

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As the title suggests, this article takes a broad perspective on personality as it is conceptualized and measured in organizational research, and in the spirit of this Society for Industrial and Organizational Psychology journal, we framed the article as a series of 7 questions. These 7 questions deal with (1) personality and multidimensional models of performance, (2) personality taxonomies and the five‐factor model, (3) the effects of situations on personality–performance relationships, (4) the incremental validity of personality over cognitive ability, (5) the need to differentiate personality constructs from personality measures, (6) the concern with faking on personality tests, and (7) the use of personality tests in attempting to address adverse impact. We dovetail these questions with our perspectives and insights in the hope that this will stimulate further discussion with our readership.

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Section: A Bit Of History—how We Got Herementioning

confidence: 99%

Section: Personality and Major Life Outcomesmentioning

confidence: 99%

Personality Testing and Industrial–Organizational Psychology: Reflections, Progress, and Prospects

Hough¹,

Oswald

2008

Ind. organ. psychol.

137

View full text Add to dashboard Cite

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“…Outside of the performance domain, Big Five traits have also been shown to predict job satisfaction (Judge et al, 2002); subjective well-being (Steel, Schmidt, & Shulz, 2008); major life outcomes such as mortality, divorce, and occupational attainment (Roberts, Kuncel, Shiner, Caspi, & Goldberg, 2007); health behaviors and drug use (Bogg & Roberts, 2004;Roberts et al, 2007); and alcoholism (Cooper-Hakim & Viswesvaran, 2002).…”

Section: Historymentioning

confidence: 99%

Conscientiousness as a Moderator of the Relationship Between Work Autonomy and Job Satisfaction

Mack¹

2000

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Autonomy is one of the most commonly studied job characteristics in the work design literature and is commonly associated with large and positive effects on job satisfaction. There is reason to believe that autonomy may interact with personality characteristics to affect attitudinal outcomes, but prior research has tended to focus on the original growth-need-strength construct as a potential moderator with mixed results. One glaring gap in the literature is the lack of research that examines the Big Five constructs of personality as a potential class of moderators. Grant, Fried, and Juillerat (2010) have suggested additional research into the Big Five as moderators of individuals' attitudinal reactions to job characteristics. Moreover, several researchers

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“…In the current study, cut scores were used because of their prevalence in applied settings. However, the issue of using cut scores to hire from a sample of job candidates has been broached in previous research (e.g., Cooper-Hakim & Viswesvaran, 2002) and the consensus appears to be that the use of continuous measures is generally preferable to using cut scores. The current study found that the compensatory cut score method had a selection rate for minorities that was extremely close to being indicative of adverse impact.…”

Section: Limitations and Future Research Directionsmentioning

confidence: 99%

Personality Testing in Personnel Selection: Adverse impact and differential hiring rates

Risavy¹,

Hausdorf²

2011

International Journal of Selection and Assessment

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Personality tests are often used in selection and have demonstrated predictive validity across a variety of occupational groups and performance criteria. Although different selection decision methods can be used to make selection decisions (e.g., compensatory top down, compensatory with sliding bands, noncompensatory) from personality test results, there is a paucity of research addressing the influence of these different selection decision methods on issues such as, adverse impact and differential hiring rates. This gap in the literature is redressed in the current study. Results from 398 bus operator candidates indicated that there may be adverse impact and differential hiring rate issues depending on the selection decision method used and the designated group being assessed. Implications and future research directions are discussed.

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A Meta-Analytic Review of the MaCandrew Alcoholism Scale

Cited by 6 publications

References 62 publications

Personality Testing and Industrial–Organizational Psychology: Reflections, Progress, and Prospects

Personality Testing and Industrial–Organizational Psychology: Reflections, Progress, and Prospects

Conscientiousness as a Moderator of the Relationship Between Work Autonomy and Job Satisfaction

Personality Testing in Personnel Selection: Adverse impact and differential hiring rates

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