Zum Zusammenhang von Offenheit und Erfolg bei internationalen beruflichen Entsendungen [On the relation between openness and success in international work assignments]

Deller, J., Albrecht, A.-G., Dilchert, S., Ones, D. S., & Paulus, F. M.
In J. Henze, S. J. Kulich, & Z. Wang (Eds.), Deutsch-Chinesische Perspektiven interkultureller Kommunikation und Kompetenz (pp. 165–184).
Springer Fachmedien
(2023)

Das Kapitel beschreibt die Ausgangslage und Methodik der iGOES Studie (international generalizability of expatriates success). Berichtet werden ausgewählte Ergebnisse in Bezug auf den Zusammenhang zwischen der Persönlichkeitsdimension Offenheit und ihren Facetten sowie der Anpassung, Arbeits- und Lebenszufriedenheit von Expatriates. Darüber hinaus werden Mittelwertsunterschiede in Offenheit zwischen den über 2000 interviewten Expatriates und der deutschsprachigen Normpopulation beschrieben. Entwicklungen und weiterhin offene Forschungsfragen im Bereich des Expatriate Management werden dargelegt.

Waking up Rip Van Winkle: A meta-analytic data based evaluation of the HEXACO Personality Model and Inventory

Ones, D. S., Dilchert, S., Giordano, C., Stanek, K. C., & Viswesvaran, C.
European Journal of Personality, 34(4), 538–541.
(2020)

The HEXACO personality model does not provide an accurate organization of the personality domain: it over-relies on lexical research, focuses on one level of the personality hierarchy, and lacks coherent theory. The HEXACO personality inventory overemphasizes internal consistency, factorial homogeneity, and unidimensionality; lacks construct coverage and has construct validity problems.

Using mobile sensors to study personality dynamics

Wiernik, B. M., Ones, D. S., Marlin, B. M., Giordano, C., Dilchert, S., Mercado, B. K., Stanek, K. C., Birkland, A., Wang, Y., Ellis, B., Yazar, Y., Kostal, J. W., Kumar, S., Hnat, T., Ertin, E., Sano, A., Ganesan, D. K., Choudhoury, T., & al’Absi, M.
European Journal of Psychological Assessment, 36(6), 935–947.
(2020)

Research interest in personality dynamics over time is rapidly growing. Passive personality assessment via mobile sensors offers an intriguing new approach for measuring a wide variety of personality dynamics. In this paper, we address the possibility of integrating sensorbased assessments to enhance personality dynamics research. We consider a variety of research designs that can incorporate sensor-based measures and address pitfalls and limitations in terms of psychometrics and practical implementation. We also consider analytic challenges related to data quality and model evaluation that researchers must address when applying machine learning methods to translate sensor data into composite personality assessments.

Personality assessment for work: Legal, I O, and clinical perspective

Dilchert, S., Ones, D. S., & Krueger, R. F.
Industrial and Organizational Psychology, 12(2), 143-150.
(2019)

Personality tests are reliable and valid tools that can aid organizations in identifying suitable employees. They provide utility for maximizing organizational productivity and for avoiding claims of negligent hiring. When properly deployed, personality tests (both normal and abnormal/clinical) pose little threat of violating individuals’ rights under the Americans with Disabilities Act (ADA) or other Equal Employment Opportunity–related laws and regulations. As evidenced by a dearth of successful legal challenges, even with increasing use of personality tests in recent years, organizations have become educated and sophisticated with regard to the ethical and legal use of such tests in employment settings. We predict this trend will continue, incorporating recent developments relating to contemporary models of psychopathology (Kotov et al., 2017; Markon, Krueger, & Watson, 2005), neurobiologically informed theoretical explanations of psychopathology (DeYoung & Krueger, 2018), and the alternative model of personality disorders (AMPD) included in the most recent edition of the American Psychiatric Association’s (APA) Diagnostic and Statistical Manual of Mental Disorders (Fifth Edition; DSM-5).

Tolerance of ambiguity: Relations with expatriate adjustment and job performance

Albrecht, A.-G., Ones, D. S., Dilchert, S., Deller, J., & Paulus, F. M.
In B. M. Wiernik, H. Rüger, & D. S. Ones (Eds.)
Managing expatriates: Success factors in private and public domains (pp. 71–82).
Budrich
(2018)

International assignments are strongly characterized novelty, complexity, insolubility, and unpredictability. In such environments, dispositional tolerance of (or even attraction to) ambiguity may be an important contributing factor to expatriate success. We use data from the iGOES project to examine the contributions of tolerance of ambiguity to expatriate outcomes. Results show that tolerance for ambiguity has only small positive benefits for expatriate locational and work adjustment, as well as for contextual and management/supervision performance. Tolerance of ambiguity-criterion relationships showed negligible variability across samples, suggesting that these weak relations are stable across differences in cultural distance and time on assignment. Results indicate that organizations selecting expatriates may realize better utility with constructs other than tolerance of ambiguity.

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 (2nd ed., pp. 298-325).
Routledge
(2017)

In this chapter, we update the issues and evidence, and describe the emerging consensus about the usefulness of personality variables in employee selection. We describe the mega-trends that have influenced the personality variables that are selected for inclusion in selection systems, how they are measured, and the outcomes they are expected to predict. 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.

Creative interests and personality: Scientific versus artistic creativity

Wiernik, B. M., Dilchert, S., & Ones, D. S.
Zeitschrift für Arbeits- und Organisationspsychologie.
(in press)

The present study used intraindividual criterion profile analysis to investigate the relationship between creative artistic and investigative interests and the Big Five personality traits. In 19 samples, we found that artistic and investigative interests showed distinct intraindividual personality profile patterns. Investigative interests were associated with elevated openness to intellect, conscientiousness, and emotional stability and low extraversion and agreeableness, relative to individuals’ other traits. Artistic interests were associated with personal strengths for openness to experiences and personal weaknesses for conscientiousness, assertiveness, and emotional stability. Across creative interests, profile pattern, not absolute trait level, drove the relationship between personality traits and interests. These findings replicated across numerous personality inventories and levels of interest specificity (RIASEC, basic interests, occupation-specific interests). We discuss the implications of these results for the complementary use of personality and interest scales in vocational counseling and personnel selection.

Openness as a factor underlying successful expatriation: A brief report of project iGOES

Deller, J., Dilchert, S., Ones, D. S., Albrecht, A.-G., & Paulus, F. M.
In X. Dai & G.-M. Chen (eds.),
Intercultural communication competence (pp. 356-365).
Newcastle upon Tyne, UK: Cambridge Scholars Publishing.
(2014)

Organizations that conduct business globally feel an increasing need to send employees on international assignments. Such international assignments are a challenge both for the organization and its employees. Reports from the applied and also the scholarly community reveal that reliable, valid, and easily applicable methods for selecting, preparing, and developing expatriate workers are crucial to the success of international assignments in general. This chapter provides an overview of project iGOES (international Generalizability of Expatriate Success Factors), which investigates the relevance of demographic variables, background characteristics, and individual differences traits in predicting expatriate adjustment and success. The most comprehensive project of its kind, iGOES systematically investigated whether relevant success factors differ across world regions expatriates are active in. The chapter illustrates the usefulness of the approach by focusing on and summarizing results for the personality trait of openness.

Maladaptive personality constructs, measures, and work behaviors: Scientific background and employment practice recommendations

Dilchert, S., Ones, D. S., & Krueger, R. F.
Industrial and Organizational Psychology, 7, 98-110.
(2014)

Important changes have been occurring in the clinical psychology literature that are relevant to how maladaptive personality characteristics are conceptualized, measured, and used in workplace applications. We aim to clarify distinctions among maladaptive personality traits, measures of maladaptive personality constructs, and their behavioral consequences at work. In pursuing a connection between the industrial–organizational (I–O) and clinical psychology literatures on maladaptive personality, we distinguish maladaptive constructs, maladaptive measures, and maladaptive work behaviors. Conceptual clarification and linguistic precision are essential, as their distinctions are not merely academic but have important consequences for workplace research and practice.

Openness in cross-cultural work settings: A multi-country study of expatriates

Albrecht, A.-G., Dilchert, S., Deller, J., & Paulus, F. M.
Journal of Personality Assessment, 96, 64-75.
(2014)

Openness plays an important role in determining what kind of experiences individuals seek out not only in their personal lives, but also in work environments. The objectives of this study were (a) to examine the influence of openness and its facets on the decision to work abroad and (b) to study whether employees’ openness relates to cross-cultural adjustment as well as job and life satisfaction. We investigated these questions among a sample of 2,096 expatriates. In addition to self-reports of openness and cross-cultural adjustment, ratings of subjects’ adjustment were also obtained from 928 knowledgeable others. The openness facets of actions, ideas, and values appear to be good predictors of acceptance of international assignments. In addition, global Openness and its facets Openness to actions and feelings relate to self- and other ratings of cross-cultural adjustment.