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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).

Responsible business and individual differences: Employee externally-directed citizenship and green behaviors

Wiernik, B. M., Ones, D. S., Dilchert, S., & Klein, R. M.
In A. McWilliams, D. E. Rupp, D. S. Siegel, G. K. Stahl, & D. A. Waldman (Eds.), The Oxford handbook of corporate social responsibility: Psychological and organizational perspectives (pp. 123–155).
Oxford University Press
(2019)

Corporate social responsibility is increasingly regarded as an important performance domain for organizations. Critical to implementing responsible organizational policies and initiatives, however, are the behaviors by individual employees at all levels of the organizational hierarchy. This chapter reviews the nature, structure, and dispositional antecedents of individual-level responsible business behaviors contributing to organizational CSR efforts. It focuses on two domains of employee responsible—externally directed citizenship behaviors (OCB-X) and employee green behaviors. Their divergent conceptualizations, measures, and dispositional antecedents are reviewed. Four major limitations pervade the literatures on OCB-X and employee green behaviors, and consequently hinder progress on understanding the individual-level (micro) foundations of CSR. Suggestions and directions for future research are offered to improve scholarship, understanding, and applications involving these constructs.

Multicultural experience: Development and validation of a multidimensional scale

Aytug, Z. G., Kern, M. C., & Dilchert, S.
International Journal of Intercultural Relations, 65, 1-16.
(2018)

In response to the lack of a psychometrically tested instrument that can measure different types and modes of multicultural experience (MCE), we introduce the Multicultural Experience Assessment scale (MExA) that distinguishes between multicultural exposures and multicultural interactions, which are measured based on frequency, duration, and breadth. We evaluated MExA’s factor structure, internal consistency, and construct-related validity in six studies using highly diverse student and U.S. national samples (total N=1373). Exploratory and confirmatory factor analyses confirmed the two-factor structure. Results provide full support for the convergent and criterion-related validity, and partial support for discriminant validity, and reveal high internal consistency of the subscales. Exploratory results identified frequency (vs. duration and breadth) of MCE as a better predictor of creativity. This research improves our understanding of the MCE construct and presents a psychometrically tested measure to investigate its dimensions and their relationships with other constructs.

Counterproductive sustainability behaviors and their relationship to personality traits

Dilchert, S.
International Journal of Selection and Assessment, 26(1), 49-56.
(2018)

This article introduces the concept of ‘counterproductive sustainability behaviors’ (CSB) as a novel expression of counterproductive work behaviors (CWB). It presents a short measure of CSB that applies the construct of counterproductivity to employee behaviors in the environmental sustainability domain. Personality assessments were administered to three independent samples— employed students, experienced employees, and job applicants—to investigate the relationship between personality and CSB (self-reports and other-rated), and to compare results to those obtained in the prediction of traditional CWB.

Cognitive ability

Dilchert, S.
In D. S. Ones, N. Anderson, C. Viswesvaran, & H. Sinangil (Eds.)
The SAGE Handbook of Industrial, Work and Organizational Psychology: Vol. 1. Personnel psychology and employee performance (2nd ed., pp. 248–276).
SAGE
(2018)

This chapter summarizes important issues surrounding the use of cognitive ability tests in organizational settings, and highlights new developments that are becoming particularly pertinent given demographic changes in many societies and international economic trends (e.g., age differences, cross-cultural assessment, internet-based testing).

Counterproductive work behaviors

Mercado, B. K., Dilchert, S., Giordano, C., & Ones, D. S.
In D. S. Ones, N. Anderson, C. Viswesvaran, & H. Sinangil (Eds.)
The SAGE handbook of industrial, work and organizational psychology: Vol. 1. Personnel psychology and employee performance (2nd ed., pp. 109–211).
SAGE
(2018)

The scholarly literature that has investigated CWB is as rich and varied as the behavioral domain it addresses. Although this body of research is extensive, there remain many important literature gaps. In this chapter, we seek to provide a fundamental understanding of the nature, assessment, and nomological network of CWB. We also highlight emerging opportunities to contribute to this research domain, thereby catalyzing future research. Our hope is that readers will depart from this chapter with answers as well as new questions.

Environmental sustainability at work

Ones, D. S., Dilchert, S., Wiernik, B. M., & Klein, R. M.
In D. S. Ones, N. Anderson, C. Viswesvaran, & H. Sinangil (Eds.)
The SAGE handbook of industrial, work and organizational psychology: Vol. 3. Managerial psychology and organizational approaches (2nd ed., pp. 351–373).
SAGE
(2018)

this chapter, we discuss environmental sustainability in and of organizations. Specifically, we describe integration of environmental sustainability goals into business operations, draw a distinction between environmental and social responsibility, and encourage the use of the term socio-environmental responsibility when both are referenced. We highlight organizational proenvironmental initiatives as the primary means to achieve environmental performance and outcomes in organizations. We then turn to the role that employees play in environmental sustainability of organizations. In this context, both green jobs and pro-environmental behaviors are covered. Differences between pro-environmental behaviors and employee green behaviors are noted. The latter are conceptualized within the broader context of employee job performance models (Viswesvaran & Ones, 2000). Drivers and correlates of individual-level pro-environmental behaviors are reviewed to provide guidance to research and practice. We conclude by discussing ways in which HR can shape environmental sustainability in organizations.

Design, implementation, and analysis of the iGOES project

Albrecht, A.-G., Deller, J., Ones, D. S., Dilchert, S., & Paulus, F. M.
In B. M. Wiernik, H. Rüger, & D. S. Ones (Eds.)
Managing expatriates: Success factors in private and public domains (pp. 303–308).
Budrich
(2018)

The iGOES project was launched to provide a rigorous evaluation of the international generalizability of factors contributing to success and failure for expatriate employees. The project was a large-scale multinational collaboration designed with four guiding principles. In this chapter, we provide an overview of the sampling methods, criterion measures, and statistical analyses used in the iGOES analyses.

Success among self-initiated versus assigned expatriates

Albrecht, A.-G., Dilchert, S., Ones, D. 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. 183–194).
Budrich
(2018)

This chapter compares the success outcomes of self-initiated and employer-initiated expatriates. Results show negligible to small differences between these groups on adjustment, job satisfaction, and job performance, though self-initiated expatriates do show somewhat better interaction adjustment. Results suggest that self-initiation is not a powerful determinant of expatriate success.

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.