Peaks and Valleys: Predicting interests in leadership and managerial positions from personality profiles

Dilchert, Stephan

doi:10.1111/j.1468-2389.2007.00391.x

Cited by 30 publications

(45 citation statements)

References 46 publications

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“…The difference with the preceding four scenarios was that there were no cut scores. Instead, using score profiles particular combinations of subtest scores are considered typical of, for example, a specific personality type (Costa & McCrae, 1992) or ability for leadership (Dilchert, 2007). Thus, subtest scores on the five subtests were interpreted simultaneously (Smith & Smith, 2005, p. 313).…”

Section: Personnel-selection Scenariosmentioning

confidence: 99%

Test Length and Decision Quality in Personnel Selection: When Is Short Too Short?

Kruyen

Emons

Sijtsma

2012

International Journal of Testing

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Personnel selection shows an enduring need for short stand-alone tests consisting of, say, 5 to 15 items. Despite their efficiency, short tests are more vulnerable to measurement error than longer test versions. Consequently, the question arises to what extent reducing test length deteriorates decision quality due to increased impact of measurement error. A distinction was made between decision quality at the group level and the individual level. Using simulations, we found that short tests had a large negative impact on individual-level decision quality, in particular for selecting suited candidates when base rates or selection ratios are low. Negative effects on group-level decision quality were smaller than those for individual-level decision quality. Results were similar for dichotomous-item tests and rating-scale tests, and also for top-down and cut-score selection.Personnel selection shows the increasing tendency to use short tests consisting of, say, 5 to 15 items, for making decisions about individuals applying for a job (e.g., 322KRUYEN, EMONS, SIJTSMA have been aware of the influence of test length on test-score reliability under idealized conditions of parallel test parts, which are often individual items but in fact any test parts (like subsets of items) that are parallel. The message of the Spearman-Brown prophecy formula is that reliability increases as the test grows longer but the reverse message is that reliability decreases as the test grows shorter. Although somewhat weaker, these trends are also effective if test parts are not parallel, which is common in real tests.Given this century-old knowledge, the trend of using short tests is intriguing, and the question how the use of short and, hence, less-reliable test scores affects the quality of decision-making thus becomes paramount. Emons, Sijtsma, and Meijer (2007) investigated this question for cut-score selection in a computational study and concluded that as test length decreases, the certainty by which one makes the right decisions about individuals can be impaired and become worrisome. Here, we extended their study to include interesting results at the group level in addition to the individual level. Group level is important because hiring many unsuited applicants causes high organizational costs. Individual level needs to be considered because incorrectly selected applicants may gain bad work experiences, while incorrectly rejected applicants may decide to sue the organization for being rejected on the basis of inadequate testing procedures. Assessing group-level and individuallevel decision quality requires different perspectives, as we point out later. We studied the influence of test shortening on decision quality for groups and individuals in five selection scenarios that are regularly discussed in the literature on personnel selection. Our study sheds light on the issue whether short tests can be used responsibly in personnel selection and if so, under which conditions this is possible. BACKGROUND

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Section: Personnel-selection Scenariosmentioning

confidence: 99%

Test Length and Decision Quality in Personnel Selection: When Is Short Too Short?

Kruyen

Emons

Sijtsma

2012

International Journal of Testing

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“…Indeed, although covariances or other indices, such as intraclass correlations, have been used to reflect profile similarity (Dilchert, 2007; McCrae & Terracciano, 2006; footnote 2 in Tenney, Turkheimer, & Ottomans, 2009), these types of alternative indices suffer from potential ambiguities (Furr, 2010). Whereas profile correlations are clear reflections of a single facet of profile similarity (i.e., shape similarity), other indices blend multiple facets of profile similarity.…”

Section: Introductionmentioning

confidence: 99%

On the similarity between exchangeable profiles: A psychometric model, analytic strategy, and empirical illustration

Furr

Wood

2013

Journal of Research in Personality

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Analyses of profile similarity are widespread in personality psychology, but their apparent simplicity masks difficult psychometric and statistical issues. We present a psychometric framework that addresses an important challenge (i.e., profile normativeness) in examinations of dyadic exchangeable profiles. In addition, we present an analytic strategy accounting for non-independence that often arises in analyses of profile similarity, facilitating integrated examinations of variables at dyadic and individual levels. An empirical analysis of personality similarity and relationship quality demonstrates that the model and analytic strategy can reveal novel psychological insights. These are important advances, as previous work has ignored exchangeable profiles and has failed to present an integrated psychometric and statistical framework for profile similarity.

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“…The criterion pattern of personality traits identified for Adventuring interests was much more similar to the pattern for Enterprising interests (Dilchert, 2007) than it was to the pattern for Producing interests. Both Adventuring and Enterprising interests were both marked by high Extraversion and low Agreeableness.…”

Section: Producing and Adventuring Interestsmentioning

confidence: 81%

Intraindividual Personality Profiles Associated With Realistic Interests

Wiernik

2015

Journal of Career Assessment

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Peaks and Valleys: Predicting interests in leadership and managerial positions from personality profiles

Cited by 30 publications

References 46 publications

Test Length and Decision Quality in Personnel Selection: When Is Short Too Short?

Test Length and Decision Quality in Personnel Selection: When Is Short Too Short?

On the similarity between exchangeable profiles: A psychometric model, analytic strategy, and empirical illustration

Intraindividual Personality Profiles Associated With Realistic Interests

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