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1 – 10 of over 46000
Article
Publication date: 3 April 2017

Henriette Lundgren, Brigitte Kroon and Rob F. Poell

The purpose of this paper is to explore how and why personality tests are used in workplace training. This research paper is guided by three research questions that inquire about…

6404

Abstract

Purpose

The purpose of this paper is to explore how and why personality tests are used in workplace training. This research paper is guided by three research questions that inquire about the role of external and internal stakeholders, the value of psychometric and practical considerations in test selection, and the purpose of personality test use in workplace training.

Design/methodology/approach

This research paper uses multiple-case study analysis. Interviews, test reports, product flyers and email correspondence were collected and analyzed from publishers, associations, psychologists and human resource development (HRD) practitioners in Germany, the UK and The Netherlands between 2012 and 2016.

Findings

Themes emerge around industry tensions among practitioners and professional associations, psychologists and non-psychologists. Ease of use is a more important factor than psychometrics in the decision-making process. Also, practitioners welcome publishers that offer free coaching support. In the process of using tests for development rather than assessment, re-labeling takes place when practitioners and publishers use positive terms for personality tests as tools for personal stocktaking and development.

Research limitations/implications

Despite extensive data collection and analysis efforts, this study is limited by its focus on a relatively small number of country cases and stakeholders per case.

Practical implications

By combining scientific evidence with practical application, stakeholders can take first steps toward more evidence-based HRD practice around personality testing in workplace training.

Originality/value

Little academic literature exists on the use of personality testing in workplace training. Without a clear understanding of the use of personality testing outside personnel selection, the current practice of personality tests for developmental purposes could raise ethical concerns about the rights and responsibilities of test takers.

Details

European Journal of Training and Development, vol. 41 no. 3
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 1 September 1994

Stephen Dakin, V. Nilakant and Ross Jensen

Despite widespread evidence of low predictive and construct validity,personality testing is increasingly being used for the selection ofmanagers. Notes that selection practices…

10714

Abstract

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.

Details

Journal of Managerial Psychology, vol. 9 no. 5
Type: Research Article
ISSN: 0268-3946

Keywords

Open Access
Article
Publication date: 15 October 2021

Luka Tomat, Peter Trkman and Anton Manfreda

The importance of information systems (IS) professions is increasing. As personality–job fit theory claims, employees must have suitable personality traits for particular IS…

3592

Abstract

Purpose

The importance of information systems (IS) professions is increasing. As personality–job fit theory claims, employees must have suitable personality traits for particular IS professions. However, candidates can try to fake-good on personality tests towards the desired personality type. Thus, the purpose of this study is to identify archetypal IS professions, their associated personality types and examine the reliability of the Myers–Briggs Type Indicator (MBTI) personality test in IS recruitment decisions.

Design/methodology/approach

The authors reviewed academic literature related to IS professions to identify job archetypes and personality traits for IS professions. Then, the authors conducted an experiment with 452 participants to investigate whether candidates can fake-good on personality tests when being tested for a particular IS profession.

Findings

The identified job archetypes were IS project manager, IS marketing specialist, IS consultant, IS security specialist, data scientist and business process analyst. The experimental results show that the participants were not able to fake-good considerably regarding their personality traits for a particular archetype.

Research limitations/implications

The taxonomy of IS professions should be validated further. The experiment was executed in an educational organisation and not in a real-life environment. Actual work performance was not measured.

Practical implications

This study enables a better identification of suitable candidates for a particular IS profession. Personality tests are good indicators of the candidate's true personality type but must be properly interpreted.

Originality/value

This study enhances the existing body of knowledge on IS professions' archetypes, proposes suitable MBTI personality types for each profession and provides experimental support for the appropriateness of using personality tests to identify potentially suitable candidates.

Details

Information Technology & People, vol. 35 no. 8
Type: Research Article
ISSN: 0959-3845

Keywords

Article
Publication date: 1 May 1986

Harry Henry

Properly conceived, conducted and interpreted, motivation research can be an extremely powerful management tool, designed to help the manufacturer or advertiser to sell more…

5995

Abstract

Properly conceived, conducted and interpreted, motivation research can be an extremely powerful management tool, designed to help the manufacturer or advertiser to sell more goods. Its aim is to expose the market situation, explain it and suggest courses of action which will lead to desired changes. It is a way of looking at a problem rather than a collection of specialist techniques and is strictly practical. Hence it can be used alongside other market research tools for the solution of marketing problems and can be applied to a wide range of business activities. Much of its development has been in the advertising field but it can also help in the formulation of production policy, solving packaging problems and marketing operations. It is examined here in all these contexts. The idea of motivation research, the reasons for its use and the techniques by which to apply it are discussed, as well as the pitfalls that are likely to occur. New and imaginary case studies are used throughout to illustrate points. A review of the subject literature is included.

Details

Marketing Intelligence & Planning, vol. 4 no. 5
Type: Research Article
ISSN: 0263-4503

Keywords

Article
Publication date: 1 December 2001

Winfred Arthur, David J. Woehr and William G. Graziano

Complex issues arise when personality variables are incorporated into traditional approaches to personnel selection. Personality assessment and testing in employment contexts is…

19412

Abstract

Complex issues arise when personality variables are incorporated into traditional approaches to personnel selection. Personality assessment and testing in employment contexts is more complicated than it would appear. Rather than arguing against considering personality variables, wefocus on five problematic issues associated with their use in personnel selection. These issues are: the appropriateness of linear selection models; the problem of personality‐related self‐selection effects; the multi‐dimensionality of personality; bias associated with social desirability, impression management, and faking in top‐down selection models; and the legal implications of personality assessment in employment contexts. Recommends that practitioners and researchers be cognizant of these issues in the use of personality tests in employment decisions.

Details

Personnel Review, vol. 30 no. 6
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 10 August 2015

Simon Wilsher

This paper aims to address the role of behavior profiling in personnel recruitment and selection and how managers would benefit by using behavior assessment. Psychometric tests…

5231

Abstract

Purpose

This paper aims to address the role of behavior profiling in personnel recruitment and selection and how managers would benefit by using behavior assessment. Psychometric tests that measure cognitive ability and behavioral traits are regularly used to support management decisions in recruitment, team building and leadership development. But are they effective as a determinant of hiring and can their use be justified?

Design/methodology/approach

The relationship between personality and job performance has been studied frequently in business psychology, particularly so in the past 20 years. This paper sets out by discussing the advent of personality profiling and exploring the advances made to where we are today with behavior assessment tests. It addresses the views of academics and the use of behavior assessment in the corporate setting.

Findings

There are many studies that document the validity of cognitive ability tests and personality/behavior profiling as predictors of work performance. Of the numerous procedures used for recruitment and selection, two combinations – general mental ability (cognitive ability or GMA) plus an integrity test (personality profiling) and GMA plus a structured interview – have the highest multivariate validity and utility for job performance. Behavior profiling is an effective determinant of hiring.

Practical implications

Adopting personnel selection methods with high predictive validity ensures that managers can make decisions with a stronger degree of certainty and confidence. Using behavior profiling in conjunction with cognitive ability measures and sound interview techniques maximizes the predictive power of the selection process.

Social implications

Behavior assessment tests should also benefit those taking the test by providing a facility that conveys important issues about their personality and behavior. This will allow them to discover areas that need to be addressed to make positive changes within themselves to achieve their ultimate goals in life, both personal and career.

Originality/value

This paper addresses, among other things, the research of several people into the use of personality measures in personnel selection. The paper will benefit all those involved with recruitment, team building and leadership development by improving their understanding of the use of behavior assessment tests.

Details

Strategic Direction, vol. 31 no. 9
Type: Research Article
ISSN: 0258-0543

Keywords

Article
Publication date: 10 July 2017

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

2132

Abstract

Purpose

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

Design/methodology/approach

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Findings

Use of personality tests to aid workplace training is gaining momentum. However, some tensions are evident between different bodies involved. For instance, psychologists are critical of the fact that tests can be implemented by non-psychologist practitioners. Tests are administered at individual or team level and can relate to exploration or development. Costs and ease of use are among factors that influence the choice of test, although some practitioners retain blind faith in past selections. Greater awareness of issues and challenges can enable human resource development (HRD) practitioners to more evidence-based insight into personality testing in this context.

Practical implications

The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations.

Originality/value

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Details

Human Resource Management International Digest, vol. 25 no. 5
Type: Research Article
ISSN: 0967-0734

Keywords

Article
Publication date: 16 July 2019

Dimitra Papadimitriou, Kyriaki Kaplanidou, Kostas Alexandris and Nikos Theodorakis

The purpose of this paper is to test the psychometric properties of the Team Brand Personality Scale by Blank et al. (2013, 2018) in the context of the professional football clubs…

1876

Abstract

Purpose

The purpose of this paper is to test the psychometric properties of the Team Brand Personality Scale by Blank et al. (2013, 2018) in the context of the professional football clubs in Greece, based on the perceptions of fans for their own team and the rival team. The brand personality team scores of the fans are also used to create a league map presenting the brand personality of the different teams of the Greek football Super League.

Design/methodology/approach

Following a quantitative research design, 724 Greek football fans completed an electronic questionnaire assessing demographics, brand personality, team identification, sport involvement, attitudinal loyalty and game attractiveness.

Findings

The results partially confirmed the psychometric properties of the brand personality scale and suggested that the notion of brand personality influences positively the attitudinal loyalty and game attractiveness of the fans. Based on the results, the personality structure for the football league was also created and discussed.

Research limitations/implications

This study was set to focus only on the brand personality perceptions of the highly identified fans of football teams, known in the literature as realized brand personality. However, a thorough understanding of the particular concept requires also the perspective of sport marketers who may perceive the brand personality in a different manner (i.e. intended brand personality), so as to build a holistic picture of brand personality of football teams.

Practical implications

This research confirms that football teams have already projected a unique personality among their highly identified fans which can be used by marketing practitioners while designing integrated communication strategies.

Originality/value

This paper contributes to the broad brand personality literature by replicating Blank’s et al.’s sport team personality scale to the Greek context and the league level, involving both supporting fans and rivals.

Details

Sport, Business and Management: An International Journal, vol. 9 no. 5
Type: Research Article
ISSN: 2042-678X

Keywords

Article
Publication date: 15 August 2016

Nathalie Spielmann, Barry J. Babin and Caroline Verghote

This paper aims to propose a personality-based approach to measure Millennial consumers’ wine evaluations. Past personality-based measures (brand personality, country personality…

1476

Abstract

Purpose

This paper aims to propose a personality-based approach to measure Millennial consumers’ wine evaluations. Past personality-based measures (brand personality, country personality and product personality) each presents their own issues when it comes to measuring wine perceptions, especially those of neophyte wine consumers. This paper proposes a new, holistic and tailored measure to gauge the personality dimensions Millennials perceive in wine.

Design/methodology/approach

Multiple studies were conducted in France. Items from former personality scales were combined and condensed. An exploratory factor analysis (n = 318) followed by a confirmatory factor analysis (n = 236) across wines from different regions were conducted. Predictive validity tests relating the dimensions of wine personality to key consumer outcomes were also conducted. Finally, face validity tests with real wines were conducted (n = 190).

Findings

The results suggest two dimensions of wine personality for Millennial consumers: a social and a philosophical dimension. The nine-trait structure is stable across origins and each dimension can be related to quality and value perceptions, attitudes and purchase intent. The findings suggest a new way for managers to gauge the way their wine offering is received by Millennial wine consumers.

Originality/value

The initial personality structure, uncovered across the multiple studies, suggests a parsimonious way to understand how an important wine segment, Millennials, perceives wines. The measure includes brand, product and origin perceptions and thus proposes a holistic way of understanding young consumers’ perception of wine personality.

Details

International Journal of Wine Business Research, vol. 28 no. 3
Type: Research Article
ISSN: 1751-1062

Keywords

Article
Publication date: 1 April 2007

Jonathan Mason

Personality assessments are a clinically useful tool for offenders from the general population, and assessments of personality disorder can be used to predict future risk, as well…

Abstract

Personality assessments are a clinically useful tool for offenders from the general population, and assessments of personality disorder can be used to predict future risk, as well as the likely trajectory and outcome of psychological interventions. There has been very little research examining the clinical utility of personality assessment in offenders with intellectual disabilities, both from the perspective of normal personality and from the perspective of personality disorder. After discussing the small amount of relevant research available, this article uses a clinical case example to demonstrate how a clinician might go about assessing different personality characteristics in offenders with mild and moderate intellectual disabilities, and interpreting the results. A model is presented to guide the clinician through the process of test selection, and details of the main tests under consideration are summarised in an appendix, including some of their strengths and weaknesses.

Details

The British Journal of Forensic Practice, vol. 9 no. 1
Type: Research Article
ISSN: 1463-6646

Keywords

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