Using O*NET to Develop a Framework of Job Characteristics to Potentially Improve the Predictive Validity of Personality Measures

Burrus, Jeremy; Way, Jason D.

doi:10.25035/pad.2017.003

Cited by 9 publications

(16 citation statements)

References 19 publications

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“…For each occupational code, the level of 41 work activities is rated on a scale from 0 to 7. Based on previous research (Burrus & Way, 2017; Pool et al, 2016; Then et al, 2015) the level of work activities was categorized into work activities related to information (e.g., getting, processing, or evaluating information; Cronbach's alpha = .97), work activities related to people (e.g., establishing and maintaining interpersonal relationships, assisting and caring for others, selling, or influencing others; Cronbach's alpha = .94), and physical and manual activities (e.g., performing physical activities, handling and moving objects, controlling machines and processes; Cronbach's alpha = .95). The resulting averages across the respective activities in these three domains indicate each participant's level of work activities in their day‐to‐day work.…”

Section: Methodsmentioning

confidence: 99%

“…One useful taxonomy in that regard is the O*NET categorization of work tasks and activities, which facilitates linking work demands and affordances to personality traits (Peterson et al, 2001). The O*NET database measures the extent of work activities related to information, to people, and to physical and manual activities (Burrus & Way, 2017; Pool et al, 2016; Then et al, 2015).…”

Section: Introductionmentioning

confidence: 99%

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The relevance of perceived work environment and work activities for personality trajectories in midlife

Stahlhofen

Härtung

Schilling

et al. 2022

Journal of Personality

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ObjectivesWork is an important developmental context in adulthood, yet little is known about how it contributes to personality trajectories in midlife. The present study examines how subjectively perceived work environment (autonomy, innovation, social integration, stress) and objectively measured work activities (activities related to information and people, physical/manual activities) are related to levels of Big Five personality traits at age 44 and to change over 20 years.MethodsWe analyzed four‐wave longitudinal data from N = 374 participants (born 1950–1952; Mage T1 = 44 years, SD = 1; 44% women) from the Interdisciplinary Longitudinal Study of Adult Development and Aging (ILSE) within the structural equation modeling framework.ResultsAt baseline, subjective perceptions of work environments showed a higher number of significant associations with personality than objective work activities. Over time, small declines in neuroticism and extraversion and small increases in agreeableness and conscientiousness were observed, which were largely independent of work characteristics.ConclusionsOur findings show slight changes in most Big Five traits from age 44 to 64, which were mostly unrelated to work characteristics. More research is needed to uncover the sources and dynamics of personality trait change in midlife and the role of work for personality trajectories.

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Section: Methodsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

The relevance of perceived work environment and work activities for personality trajectories in midlife

Stahlhofen

Härtung

Schilling

et al. 2022

Journal of Personality

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“…Thus, similar scoring methods were used to score the personality assessment as was used for the interest measures. To generate congruence scores for personality content, an ideal profile for the CSR job was identified using Sackett and Walmsley (2014) and Burrus and Way's (2017) linkage between O*NET workstyles and the Big Five Personality factors for a CSR position 5 . Results for these analyses can be seen can be seen in Table 4.…”

Section: Resultsmentioning

confidence: 99%

Understanding, detecting, and deterring faking on interest inventories

Speer

2022

Int J Selection Assessment

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Three recent meta-analyses have found that interests, regardless of scoring method (e.g., summative or congruence) are valid predictors of performance in employment contexts. As these inventories gain popularity as a prehire assessment, it is important to understand whether interest assessments are susceptible to faking (i.e., applicant response distortion) similar to how personality assessments are. Thus, the purpose of this study was to investigate whether interest inventories are susceptible to faking and whether faking can be detected and prevented using similar methods as what is commonly used for faking of personality assessments. Measures of forced-choice and single-stimulus interests, personality, general mental ability (GMA), and impression management (IM) were collected from 236 participants across honest and faked instructions. Findings suggest that individuals were capable of faking interest inventories, but surprisingly, the effect did not vary greatly as a function of format or scoring method. Further, GMA was not strongly related to faking interests, whereas faking of personality scales was. In efforts to detect interest faking, IM scores outperformed covariances indices in distinguishing between honest and faked scores.

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“…For example, if a participant indicated working as an air conditioning and refrigeration mechanic, work activities were averaged across the O ‫ء‬ NET categories "heating and air conditioning mechanic" and "refrigeration mechanic". Based on previous research (Burrus & Way, 2017;Pool et al, 2016;Then et al, 2015), we categorized level of work activities in a given job (41 activities each on a scale from 0 to 7) into three domains: work activities related to information (e.g., getting information, processing information, evaluating information to determine compliance with standards, Cronbach's alpha ϭ .97), work activities related to people (e.g., establishing and maintaining interpersonal relationships, assisting and caring for others, selling or influencing others, Cronbach's alpha ϭ .94), and physical and manual activities (e.g., performing general physical activities, handling and moving objects, controlling machines and processes, Cronbach's alpha ϭ .95). A list of work activities included in each subscale is provided in online supplemental material.…”

Section: Methodsmentioning

confidence: 99%

“…Work that is more complex with regard to things involves, for example, setting up machines, as compared with handling machines. Similar work characteristics have been identified based on work activities according to the Occupational Information Network (O ‫ء‬ NET) database, including work activities related to information, work activities related to people, and manual and physical work activities (Burrus & Way, 2017;Pool et al, 2016;Then et al, 2015). Another important characteristic of complex environments is novelty information processing, which has been linked to cognitive function using experimental or quasi-experimental designs (Oltmanns et al, 2017;Park et al, 2014).…”

Section: Work Characteristics Relevant To Cognitive Functionmentioning

confidence: 99%

The role of perceived work environment and work activities in midlife cognitive change.

Hülür

Siebert

Wahl

2020

Developmental Psychology

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Previous research documented positive associations between cognitively stimulating work and levels of cognitive performance, while longitudinal associations are less clear. We used 20-year longitudinal data from the Interdisciplinary Longitudinal Study of Adult Development and Aging (ILSE) to examine the role of perceived work environment (autonomy, innovation, social integration, and stress) and work activities derived from an occupational database (related to information, to people, and manual activities) for trajectories of cognitive abilities (processing speed, fluid and crystallized intelligence). We used data from 374 participants in the ILSE midlife cohort (born 1950 -52) who were working at baseline and had valid observations on work characteristics and control variables including education, gender, region (former East vs. West Germany), and personal income (mean age at baseline ϭ 44 years, SD ϭ 1, 44% women). Cognitively stimulating perceived work environments (higher levels of autonomy and innovation), higher levels of work activities related to information and people, and lower levels of manual activity at baseline were related to higher initial levels of cognitive ability. Higher work stress was related to higher baseline fluid ability. These associations were largely not independent of control variables. Higher social integration at work was related to less steep increase in crystallized intelligence and higher work stress was related to less decline in processing speed. In sum, our findings were more in line with selection rather than with enrichment effects, with the caveat that our findings rely on work variables taken at baseline. We discuss potential mechanisms underlying these findings.

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Using O*NET to Develop a Framework of Job Characteristics to Potentially Improve the Predictive Validity of Personality Measures

Cited by 9 publications

References 19 publications

The relevance of perceived work environment and work activities for personality trajectories in midlife

The relevance of perceived work environment and work activities for personality trajectories in midlife

Understanding, detecting, and deterring faking on interest inventories

The role of perceived work environment and work activities in midlife cognitive change.

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