TY  - JOUR
AB  - Despite widespread evidence of low predictive and construct validity,
personality testing is increasingly being used for the selection of
managers. Notes that selection practices based on personality testing
are not embedded in an explicit theory of performance. Based on
available research evidence it is argued that personality is likely to
play a relatively minor role as a determinant of managerial performance.
Presents results from a small survey of New Zealand recruitment
consultants to show that personality testing is widespread in managerial
selection, and that there is a tendency to overemphasize the importance
of personality as a determinant of performance. This may be one reason
for the ascendancy of personality testing in selection. Makes
suggestions for improving the ways in which such tests should be used in
selecting managers.
VL  - 9
IS  - 5
SN  - 0268-3946
DO  - 10.1108/02683949410066309
UR  - https://doi.org/10.1108/02683949410066309
AU  - Dakin Stephen
AU  - Nilakant V.
AU  - Jensen Ross
PY  - 1994
Y1  - 1994/01/01
TI  - The Role of Personality Testing in Managerial Selection
T2  - Journal of Managerial Psychology
PB  - MCB UP Ltd
SP  - 3
EP  - 11
Y2  - 2024/04/16
ER  -