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Group differences in detected counterproductivity among law enforcement personnel: Implications for organizational diversity

Dilchert, S., Ones, D. S., Davis, R. D., & Rostow, C. D.
In F. Avallone, H. K. Sinangil, & A. Caetano (Eds.),
Convivence in organizations and society (pp. 203-208).
Milan, Italy: Guerini Studio.
(2005)

This study reports frequencies of observed counterproductive work behaviors by gender and race in a large sample of law enforcement personnel. Data are reported separately for overall, organizationally targeted, and interpersonal counterproductivity. Results indicate mat gender differences exist (men engaging in CWB more frequently than women), yet all these differences are small. Race differences in observed frequencies of CWB appear negligible. Implications for organizational diversity are discussed.

Emotional intelligence: New! Useful?

Dilchert, S., Ones, D. S., Van Rooy, D. L., & Viswesvaran, C.
In F. Avallone, H. K. Sinangil, & A. Caetano (Eds.),
Convivence in organizations and society (pp. 161-168).
Milan, Italy: Guerini Studio.
(2005)

Emotional intelligence (EI) has dramatically gained in popularity over the last ten years. In recent years, the construct bas seen increased numbers of applications in diverse domains (Matthews, Zeidner, & Roberts, 2002) and has been touted as an essential ingredient for success in school, higher education, and the workplace (see, for example, Gibbs, 1995; Goleman. 1995). claims have been made that EI is an essential ingredient for successful relationships in all walks of life. Several recent works (see Murphy, in press; Van Rooy, Dilchert. Viswesvaran, & Ones, in press; Van Rooy & Viswesvaran, 2004) have evaluated the numerous claims regarding the utility of EI in applied contexts. The aim of this paper is to revisit validity and measurement issues, but to outline different conceptualizations of EI, and sketch its role in navigating through relationships in organizational contexts. The paper is organized into two main sections. In the first section, we review the different conceptualizations of the construct found in the scientific literature and summarize the differences between them. In the second section, we discuss potential process mechanisms through which EI relates to interpersonal behaviors in organizations.

Review of the Emotional Judgment Inventory

Ones, D. S., & Dilchert, S.
In R. A. Spies & B. S. Plake (Eds.),
Mental measurements yearbook (16th ed., pp. 356-359). Lincoln, NE: University of Nebraska Press.
(2005)

The Emotional Judgment Inventory (EJI) is a self-report measure, assessing seven dimensions of emotional intelligence. The test is based on the definition of emotional intelligence from Salovey and Mayer (1990) as “the ability to appraise one’s own and others’ emotions, manage one’s own and others’ emotions, and use one’s emotions intelligently and adaptively in problem solving” (manual, p. 1). Seven EJl scales assess (a) being aware of emotions, (b) identifying own emotions, (c) identifying others’ emotions, (d) managing own emotions, (e) managing others’ emotions, (f) using emotions in problem solving, and (g) expressing emotions adaptively…

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.

Using cognitive ability in personnel selection: Implications for diversity in organizations

Viswesvaran, C., Ones, D. S., & Dilchert, S.
In F. Avallone, H. K. Sinangil, & A. Caetano (Eds.),
Identity and diversity in organizations (pp. 185-191).
Milan, Italy: Guerini Studio.
(2003)

Cognitive ability is a powerful predictor in personnel selection. It has been repeatedly shown to have strong criterion related validity for job performance across situations, jobs, organizations and settings. However, there are large mean differences in cognitive ability across racial groups. In this paper, we review findings, clarify some terms, and discuss the implications of these group differences for organizational diversity composition. We conclude with a discussion of alternatives proposed to address these issues.