Download Category: Employee Selection

A review of Giotto

Ones, D. S., & Dilchert, S.
In R. A. Spies & B. S. Plake (Eds.),
Mental measurements yearbook (16th ed., pp. 414-416). Lincoln, NE: University of Nebraska Press.
(2005)

This review provides information about the development, reliability, and validity of the Giotto integrity test. Giotto is a self-report, paper-and-pencil personality-based integrity test. The developers intended it to be used for selection, promotion, appraisal, and development purposes in work settings. Seven attributes asserted to tap into aspects of the overall integrity construct arc measured: Prudence, Fortitude, Temperance, Justice, Faith, Charity, and Hope…

Welchen Stellenwert hat „Persönlichkeit“ im Arbeitsleben?

[What is the value of “personality” on the job?] 
Deller, J., Ones, D. S., & Dilchert, S.
Wirtschaftspsychologie Aktuell, 12, 35-38.
(2005)

Welchen Einfluss hat Persönlichkeit auf Aspekte wie Führung, Verhalten in Teams, Arbeitsleistung und Managementerfolg? Diesen Fragen ging im Frühsommer die Tagung „International Symposium on Personality at Work“ in Lüneburg nach. Etwa 60 Teilnehmer aus zwölf Nationen, darunter 21 Nachwuchswissenschaftler, trafen sich zum Austausch. State of the Art, Probleme und Trends – ein Interview mit den Veranstaltern.

Cognitive ability in selection decisions

Ones, D. S., Viswesvaran, C., & Dilchert, S. (2005)
In O. Wilhelm & R. W. Engle (Eds.),
Handbook of understanding and measuring intelligence (pp. 431-468).
Thousand Oaks, CA: Sage.
(2040)

In this chapter, our objective is to summarize the evidence supporting the use of cognitive ability tests for personnel selection and for university admissions. We first provide an overview of results from meta-analyses examining the criterion-related validity of cognitive ability tests in multiple educational and occupational settings, across national boundaries. The overwhelming evidence suggests that cognitive ability tests are predictive of important criteria across jobs and cultures. Given this evidence, we then explore why these tests are valid. In doing so, we discuss the different theoretical causal process mechanisms proposed and tested to explain how and why cognitive ability tests come to predict important behaviors and outcomes in educational and work settings. We also discuss controversial issues around cognitive ability testing in selection settings: (a) predictive value of general mental ability versus specific abilities and (b) gender and ethnic group differences on cognitive ability measures and implications for adverse impact. We conclude with a discussion of individual and societal implications of using cognitive ability test scores for making important selection decisions in applied settings.