Construct- and criterion-related validity of the German Core Self-Evaluations Scale: A multi-study investigation

Albrecht, A.-G., Paulus, F. M., Dilchert, S., Deller, J., & Ones, D. S.
Journal of Personnel Psychology, 12, 85-91.
(2013)

This research presents an in-depth investigation of the core self-evaluations (CSE) construct in several German samples. The English language (U.S.-American) version of the Core Self-Evaluations Scale (CSES; see Judge, Erez, Bono, & Thoresen, 2003) was adapted and translated into German. The study expands knowledge of CSE relationships with work-relevant experience constructs by providing the first reports of relationships with professional experience and job tenure. Criterion-related validities were examined for grade point average, organizational citizenship behaviors, and turnover intentions, extending English language based findings to a new language and cultural context (German) for the first time. The explicit examinations of the German CSES and other demographic (age, gender) and experience variables (organizational tenure) also provide the first investigations of these relationships, advancing the knowledge about the nomological network of the CSE construct. A constructive discussion of CSE measurement issues (frame of reference and item-specific response styles) is provided in order to improve future CSE measurement.

Gewissenhaftigkeit

[Conscientiousness]
Dilchert, S., & Ones, D. S.
In W. Sarges (Ed.),
Management-Diagnostik (4th ed., pp. 323-332).
Göttingen, Germany: Hogrefe.
(2013)

Gewissenhaftigkeit umfasst – wie die meisten Konstrukte höherer Ordnung – eine Vielzahl zusammenhängender, aber dennoch konzeptionell unterschiedlicher Facetten. Ziel dieses Kapitels ist es, die Bedeutung des psychologischen Konstrukts, einschließlich seiner wichtigsten Facetten, zu skizzieren und eine Übersicht darüber zu geben, wie es mit dem Arbeitsleben von Managern zusammenhängt.

Cross-cultural generalization: Using meta-analysis to test hypotheses about cultural variability

Ones, D. S., Dilchert, S., Deller, J., Albrecht, A.-G., Duehr, E. E., & Paulus, F. M.
In A. M. Ryan, F. T. L. Leong, & F. L. Oswald (Eds.),
Conducting multinational research projects in organizational psychology: Challenges and opportunities (pp. 91-122).
Washington, DC: American Psychological Association.
(2012)

When differences are observed across samples in cross-cultural research, true cultural differences (and sample representativeness) are not the only explanations that ought to be considered. A main thesis of this chapter is that when differences are observed, findings can be due to chance (sampling error) as well as other statistical artifacts (see Hunter & Schmidt, 2004). Testing whether cross-cultural variability in findings is due to real effects of culture or such statistical artifacts is an important step that is essential in cross-cultural research. Addressing the biasing influences of statistical artifacts may help reveal cross-cultural universals. The magnitude of cultural variation in results can be empirically examined using approaches of psychometric meta-analysis. A major contribution that meta-analytic techniques can make to cross-cultural research is to enable researchers to test the cross-cultural generalizability of relationships. In the remainder of this chapter, we review, illustrate, and discuss three unique applications of meta-analysis to examine cross-cultural effects. First, we review and discuss pooling findings across intracultural studies to examine questions of cross-cultural generalizability. Second, we illustrate the value of applying meta-analysis to carefully conducted intercultural studies to examine the same question. Third, we demonstrate the use of meta-analysis to examine transcultural variability using primary data collected from different cultural settings. For each type of application, we offer a brief background, review and present illustrative findings, and discuss contributions and potential limitations.

Leben und Arbeiten im Ausland – psychologische Faktoren und Erfolg bei internationalen beruflichen Entsendungen

[Living and working abroad – psychological factors and success in international occupational decisions]
Deller, J., Albrecht, A-G., Ones, D. S., Dilchert, S., & Paulus, F. M.

Berlin Medical, 10, 5-7.
(2012)

In den vergangenen Jahren haben wir Projekt iGOES (international Generalizability of Expatriate Success Factors) das mit bislang über 2.300 persönlich interviewten Auslandsmitarbeitern weltweit größte interkulturelle wirtschaftspsychologisch diagnostische Forschungsprojekt durchgeführt. Dieser Beitrag schildert in Anlehnung an Deller und Albrecht [l] das Projekt in seinen Grundzügen und berichtet zusätzlich ausgewählte Ergebnisse zur Bedeutung der Persönlichkeitsdimension „Offenheit” für Anpassung als eine Perspektive des Erfolges von Auslandseinsätzen.

Application of preventive strategies

Dilchert, S., & Ones, D. S.
In M. Ziegler, C. MacCann, & R. D. Roberts, (Eds.)
New perspectives on faking in personality assessments (pp. 177-200).
New York: Oxford University Press.
(2011)

This chapter addresses issues surrounding strategies to identify and reduce socially desirable responding, impression management, and faking in applied assessment settings. Strategies are discussed in terms of a framework with four categories based on purpose (identification or prevention) and level (scale/test or person). Three major questions are considered: Which forms do the strategies take (what are recommendations for use in applied assessment practice)? To what degree do test users rely on such strategies in identifying or preventing response distortion (what are the prevalence rates)? What is the effectiveness of each strategy in applied settings (does it lead to the successful identification or prevention of faking under realistic assessment conditions)? The chapter concludes that even those strategies that have received the most research attention so far do not present effective solutions in applied assessment settings.

Personality: Its measurement and validity for employee selection

Hough, L. M., & Dilchert, S.
In J. L. Farr & N. T. Tippins (Eds.),
Handbook of employee selection (pp. 299-319).
New York: Routledge.
(2010)

One of the most important advances in our field can be attributed to the recognition of the importance of personality variables in determining and explaining performance. With the addition of personality variables to our models of job performance, we are now able to explain significantly more variation in behavior and performance than ever before. In this chapter, we review the issues, document the evidence, and describe the consensus emerging about the usefulness of personality variables in employee selection. We describe factors that hinder our understanding and those that help increase our knowledge of personality variables and their role in more accurately predicting work-related criteria. We address issues related to taxonomic structure, measurement methods, level of measurement, validity, and factors that threaten and enhance the validity of personality measures.

Personality tests in the workplace

Ones, D. S. & Dilchert, S.
InTheBlack, 54-55.
(2009)

We make judgments and evaluations about others’ personalities every day – when we meet new acquaintances, when we catch up with old friends, and even when we interact with our spouses or partners. Personality is important – it describes the general tendencies of individuals to feel, think, act, and react in a variety of life situations. And our work lives, of course, are one of those domains where personality plays a primary role. Organisations have long tried to glean information on individuals’ personalities for a variety of purposes, including career counselling, employee development and coaching, or candidate selection. The method most commonly used to try to learn more about someone’s “character” is the employment interview, and such interviews can be useful when properly designed and applied (especially when they are standardised to minimise the influence of human error and bias).

Assessment center dimensions: Individual differences correlates and meta-analytic incremental validity

Dilchert, S., & Ones, D. S.
International Journal of Selection and Assessment, 17, 254-270.
(2009)

This study provides an investigation of the nomological net for the seven primary assessment center (AC) dimensions identified by Arthur, Day, McNelly, and Eden (Personnel Psychology, 56, 125–154, 2003). In doing so, the authors provide the first robust estimates of the relationships between all primary AC dimensions with cognitive ability and the Big 5 factors of personality. Additionally, intercorrelations between AC dimensions based on sample sizes much larger than those previously available in the meta-analytic literature are presented. Data were obtained from two large managerial samples (total N = 4985). Primary data on AC dimensions, personality, and cognitive ability interrelationships were subsequently integrated with meta-analytic data to estimate incremental validity for optimally and unit-weighted AC dimension composites as well as overall AC ratings over psychometric tests of personality and cognitive ability. Results show that unit- and optimally weighted composites of construct-based AC dimensions add incremental validity over tests of personality and cognitive ability, while overall AC ratings (including those obtained using subjective methods of data combination) do not.

Personality scale validities increase throughout medical school

Lievens, F., Ones, D. S., & Dilchert, S.
Journal of Applied Psychology, 94, 1514-1535.
(2009)

Admissions and personnel decisions rely on stable predictor–criterion relationships. The authors studied the validity of Big Five personality factors and their facets for predicting academic performance in medical school across multiple years, investigating whether criterion-related validities change over time. In this longitudinal investigation, an entire European country’s 1997 cohort of medical students was studied throughout their medical school career (Year 1, N = 627; Year 7, N = 306). Over time, extraversion, openness, and conscientiousness factor and facet scale scores showed increases in operational validity for predicting grade point averages. Although there may not be any advantages to being open and extraverted for early academic performance, these traits gain importance for later academic performance when applied practice increasingly plays a part in the curriculum. Conscientiousness, perhaps more than any other personality trait, appears to be an increasing asset for medical students: Operational validities of conscientiousness increased from .18 to .45. In assessing the utility of personality measures, relying on early criteria might underestimate the predictive value of personality variables. Implications for personality measures to predict work performance are discussed.

How special are executives? How special should executive selection be? Observations and recommendations

Ones, D. S., & Dilchert, S.
Industrial and Organizational Psychology, 2, 163-170.
(2009)

Hollenbeck (2009) suggests that executive selection decisions are often wrong and believes that selection of executives should be differentiated from selection at lower levels. In addition, he asserts that by focusing on competencies, rather than characteristics, ‘‘we are doing it backwards.’’ We agree with Hollenbeck that sound personnel selection should start with and be based on personal characteristics rather than amorphous, often ill-defined competencies. Yet, this principle applies to all selection not just executive selection. In order to determine whether executive selection should truly be a special process, two key questions must be asked and answered.