The Five-Factor Model, forced-choice personality inventories and performance: A comprehensive meta-analysis of academic and occupational validity studies

Salgado, Jesús F.; Táuriz, Gabriel

doi:10.1080/1359432x.2012.716198

Cited by 174 publications

(166 citation statements)

References 182 publications

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“…Another limitation of this study is that the RR estimates found here are applicable only to single‐stimulus (SS) personality inventories. At present, they are not applicable to forced‐choice (FC) inventories (Salgado & Tauriz, ; Salgado, Moscoso et al, ). Although FC inventories may be affected by faking, the effect may be different both for the mean and the SD .…”

Section: Discussionmentioning

confidence: 99%

A Theoretical Model of Psychometric Effects of Faking on Assessment Procedures: Empirical findings and implications for personality at work

Salgado

2016

Int J Selection Assessment

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This article proposes a theoretical model for explaining the psychometric effects of faking on assessment procedures (e.g., biodata, interviews, assessment center, personality inventories, and self‐reported measures). The model hypothesizes that faking is a phenomenon of homogenization of scores, consisting of a double mechanism that increases the mean, on one hand, and decreases the standard deviation of distributions of scores, on the other. Subsequently, this affects the covariance, reliability, and validity of assessment procedures negatively. The model predicts that a mean ratio (faking ratio) greater than 1 and a coefficient of homogeneity u smaller than 1 characterizes faking. Meta‐analysis was used to test several predictions of the theoretical model in the case of the personality measures. A database of 46 independent studies was created. All the studies used the NEO‐PI‐R for assessing the Big Five and their facets. The general pattern of data fully supported the model predictions. Implications for personnel assessment and, particularly, for personality assessment are discussed.

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Section: Discussionmentioning

confidence: 99%

A Theoretical Model of Psychometric Effects of Faking on Assessment Procedures: Empirical findings and implications for personality at work

Salgado

2016

Int J Selection Assessment

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“…Por ejemplo, en el caso de las medidas de personalidad se han aportado nuevas evidencias sobre estas herramientas (Salgado, Moscoso y Berges, 2013;Salgado, Moscoso, Sánchez, Alonso, Choragwicka y Berges, 2015). A este respecto, es el hallazgo realizado por Salgado y sus colaboradores (Salgado, Anderson y Táuriz, 2015;Salgado y Táuriz, 2014) sobre la existencia de importantes diferencias en la capacidad predictiva de los diversos tipos de medidas de personalidad. Estos autores encontraron que el uso de medidas quasi-ipsativas permitía obtener niveles de validez predictiva superiores a los obtenidos con medidas normativas e ipsativas.…”

Section: Discussionunclassified

Procedimientos de selección de personal en pequeñas y medianas empresas españolas

Alonso

Moscoso

Cuadrado

2015

Revista de Psicología del Trabajo y de las Organizaciones

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información del artículoHistoria del artículo: Recibido el 31 de marzo de 2015 Aceptado el 13 de abril de 2015Palabras clave: Selección de personal Entrevista Tests cognitivos Personalidad Pymes r e s u m e n Este estudio analiza el grado de uso de los diferentes instrumentos de selección en las pequeñas y medianas empresas (PYME) españolas. Los resultados encontrados muestran que el CV, las referencias y la entrevista sin estructura son empleados por la mayoría de las empresas tanto medianas como pequeñas. Estos instrumentos no son los mejores en términos de sus propiedades psicométricas. Los resultados también indican que otros instrumentos con buenas o excelentes propiedades psicométricas, como los tests de habilidades cognitivas, las medidas de personalidad, las entrevistas estructuradas y las pruebas profesionales, son empleados por un porcentaje cada vez mayor de empresas. Por último, se comentan las implicaciones que estos resultados tienen para la práctica profesional y se ofrecen sugerencias para futuras investigaciones. © 2015 Colegio Oficial de Psicólogos de Madrid. Publicado por Elsevier España, S.L.U. Este es un artículo Open Access bajo la licencia CC BY-NC-ND (http://creativecommons.org/licenses/by-nc-nd/4.0/). Personnel selection procedures in Spanish small and medium size organizationsKeywords: Personnel selection Interview Cognitive testing Personality Small and medium organizations a b s t r a c tThe aim of this study is to analyze the degree of use of different selection instrument in small and medium size Spanish companies (PYMES). The findings show that the CV, references, and unstructured interviews are used by the majority of both medium and small companies. These instruments are not the best in terms of psychometric properties. The results also indicate that other instruments with good to excellent psychometric properties such as tests of cognitive abilities, personality measures, structured interviews, and professional tests are used in an increasing number of companies. The implications these findings have for practice and suggestions for future research are discussed.

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“…The second issue is whether SS personality inventories are more valid predictors of job performance than FC inventories. Neither of these issues was specifically examined in the meta‐analyses of Bartram (, ) and Salgado and Tauriz (). Consequently, there are important differences between the present meta‐analytic effort and Salgado and Tauriz's () meta‐analysis.…”

Section: Introductionmentioning

confidence: 99%

“…Neither of these issues was specifically examined in the meta‐analyses of Bartram (, ) and Salgado and Tauriz (). Consequently, there are important differences between the present meta‐analytic effort and Salgado and Tauriz's () meta‐analysis. The first difference is that the main objective of the present study is to examine the moderator effects of the occupational category on the validity of ipsative and quasi‐ipsative FC personality inventories.…”

Section: Introductionmentioning

confidence: 99%

The validity of ipsative and quasi‐ipsative forced‐choice personality inventories for different occupational groups: A comprehensive meta‐analysis

Salgado

Anderson

Táuriz

2014

J Occupat & Organ Psyc

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A comprehensive meta-analysis of two types of forced-choice (FC) personality inventories (ipsative and quasi-ipsative) across nine occupational groups (Clerical, Customer Service, Health Care, Managerial, Military, Police, Sales, Skilled Manual, and Supervisory) is reported. Quasi-ipsative measures showed substantially higher operational validity coefficients and validity generalization across all occupations than ipsative measures. Results also showed that, compared with the findings of previous meta-analyses, quasi-ipsative personality inventories are better predictors of job performance than previously thought and that operational validities for ipsative measures are notably congruent with past findings. We conclude that quasi-ipsative scale formats are superior for predicting job performance for all occupational groups. Theoretical and practical implications of these findings for personnel selection are discussed in Conclusion. Practitioner pointsPersonality inventories have been widely used in personnel selection, but it was thought that their predictive validity was small. We found that they are substantially more valid than was previously thought. The traditional opinion among researchers in I/O psychology is that single-stimulus personality inventories (e.g., normative Likert-type scales) have superior predictive validity to FC personality questionnaires (e.g., ipsative inventories), but our research findings suggest that this is not true for quasi-ipsative inventories. In comparison with ipsative and normative personality inventories, quasi-ipsative personality inventories showed higher predictive validity regardless of occupational group. Based on our results, we recommend the use of quasi-ipsative FC personality measures in personnel selection decisions regardless of the occupation group being recruited for.Several meta-analyses conducted over the last 20 years have shown that the Five-Factor Model (FFM) of personality predicts a wide range of performance outcomes, including job performance, training proficiency, counterproductive behaviours, accidents, job satisfaction, leadership, and innovative behaviours in the workplace (Barrick & Mount, 1991;Bartram, 2005;Clarke & Robertson, 2005;Feist, 1998;Hough, 1992 Anderson, & Salgado, 2009;Hurtz & Donovan, 2000;Judge & Bono, 2001;Judge, Rodell, Klinger, Simon, & Crawford, 2013;Salgado, 1997Salgado, , 2002Salgado, , 2003Tett, Rothstein, & Jackson, 1991). Research has also demonstrated that the FFM is a robust framework for grouping the large variety of personality measures developed within the various theoretical approaches (Barrick & Mount, 1991;Hough, 1992;Hurtz & Donovan, 2000;Salgado, 1997;Tett et al., 1991). Across these meta-analytic efforts, conscientiousness and emotional stability were consistently found to be predictors of job performance for all occupations and that the other three personality dimensions were valid predictors for specific criteria and specific occupations (Barrick, Mount, & Judge, 2001).All the meta-analyses mentioned above were c...

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The Five-Factor Model, forced-choice personality inventories and performance: A comprehensive meta-analysis of academic and occupational validity studies

Cited by 174 publications

References 182 publications

A Theoretical Model of Psychometric Effects of Faking on Assessment Procedures: Empirical findings and implications for personality at work

A Theoretical Model of Psychometric Effects of Faking on Assessment Procedures: Empirical findings and implications for personality at work

Procedimientos de selección de personal en pequeñas y medianas empresas españolas

The validity of ipsative and quasi‐ipsative forced‐choice personality inventories for different occupational groups: A comprehensive meta‐analysis

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