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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.

The importance of exercise and dimension factors in assessment centers: Simultaneous examinations of construct-related and criterion-related validity

Lievens, F., Dilchert, S., & Ones, D. S.
Human Performance, 22, 375-390.
(2009)

This study presents a simultaneous examination of multiple evidential bases of the validity of assessment center (AC) ratings. In particular, we combine both construct-related and criterion-related validation strategies in the same sample to determine the relative importance of exercises and dimensions. We examine the underlying structure of ACs in terms of exercise and dimension factors while directly linking these factors to a work-related criterion (salary). Results from an AC (N = 753) showed that exercise factors not only explained more variance in AC ratings than dimension factors but also were more important in predicting salary. Dimension factors explained a smaller albeit significant portion of the variance in AC ratings and had lower validity for predicting salary. The implications of these findings for AC theory, practice, and research 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.

Personality and extrinsic career success: Predicting managerial salary at different organizational levels

Dilchert, S., & Ones, D. S.
Zeitschrift für Personalpsychologie, 7, 1-23.
(2008)

The relationship between personality and salary was investigated among 4,150 managers. Individuals at five different managerial levels completed a measure of the Big Five personality dimensions as part of a work-related psychological assessment. The validity of personality for predicting salary was examined separately by managerial level, sex, as well as by purpose of assessment (selection versus development). Results indicated that personality predicts managerial salaries with useful levels of validity and thus is valuable for predicting extrinsic career success. While there was no evidence for differential validity by sex or purpose of assessment, results differed across managerial levels, with stronger relationships among the lowest and highest managerial groups (i.e., supervisors and top executives) largely due to increased predictor and criterion score variability.

Peaks and valleys: Predicting interests in leadership and managerial positions from personality profiles

Dilchert, S.
International Journal of Selection and Assessment, 15, 317-334.
(2007)

This study investigates the relationship between personality and leadership and managerial interests at different levels of the vocational interest taxonomy. Personality scale scores from four different inventories were used to predict vocational interests of 574 adults. Influencing/enterprising interests, leadership and supervisory interests, and job-specific managerial interests (e.g., CEO, Media Executive, Human Resources Director) served as criterion measures. A multiple regression-based pattern recognition procedure recently devised by Davison and Davenport was applied to identify configurations of personality scores relating to these interest criteria. The personality profile pattern predictive of influencing and leadership interests was stable across different managerial domains. Results indicate that personality profile patterns drive the predictive power of personality scores, and that they explain a larger proportion of the variance in influencing and leadership interests compared with individuals’ absolute trait levels.

Cognitive ability predicts objectively measured counterproductive work behaviors

Dilchert, S., Ones, D. S., Davis, R. D., & Rostow, C. D.
Journal of Applied Psychology, 92, 616-627.
(2007)

Over the past 2 decades, increasing attention has been directed at the relationship between individual differences and counterproductive work behaviors (CWB). However, most of this research has focused on personality variables as potential predictors of CWB; surprisingly little research has investigated the link between counterproductivity and cognitive ability. This study presents the first focal investigation of the cognitive ability-CWB relationship. The authors measured organizational and interpersonal CWB using organizational records of formally recorded incidents (e.g., destruction of property, physical violence). In a predictive study, for a large sample of law enforcement job applicants, a standardized psychometric test of cognitive ability predicted CWB, whereas educational attainment did not.

In support of personality assessment in organizational settings

Ones, D. S., & Dilchert, S., Viswesvaran, C., & Judge, T. A.
Personnel Psychology, 60, 995-1027.
(2007)

Personality constructs have been demonstrated to be useful for explaining and predicting attitudes, behaviors, performance, and outcomes in organizational settings. Many professionally developed measures of personality constructs display useful levels of criterion-related validity for job performance and its facets. In this response to Morgeson et al. (2007), we comprehensively summarize previously published meta-analyses on (a) the optimal and unit-weighted multiple correlations between the Big Five personality dimensions and behaviors in organizations, including job performance; (b) generalizable bivariate relationships of Conscientiousness and its facets (e.g., achievement orientation, dependability, cautiousness) with job performance constructs; (c) the validity of compound personality measures; and (d) the incremental validity of personality measures over cognitive ability. Hundreds of primary studies and dozens of meta-analyses conducted and published since the mid 1980s indicate strong support for using personality measures in staffing decisions. Moreover, there is little evidence that response distortion among job applicants ruins the psychometric properties, including criterion-related validity, of personality measures. We also provide a brief evaluation of the merits of alternatives that have been offered in place of traditional self-report personality measures for organizational decision making. Given the cumulative data, writing off the whole domain of individual differences in personality or all self-report measures of personality from personnel selection and organizational decision making is counterproductive for the science and practice of I-O psychology.

Response distortion in personality measurement: Born to deceive, yet capable of providing valid self-assessments?

Dilchert, S., Ones, D. S., Viswesvaran, C., & Deller, J.
Psychology Science, 48, 209-225.
(2006)

This introductory article to the special issue of Psychology Science devoted to the subject of “Considering Response Distortion in Personality Measurement for Industrial, Work and Organizational Psychology Research and Practice” presents an overview of the issues of response distortion in personality measurement. It also provides a summary of the other articles published as part of this special issue addressing social desirability, impression management, self-presentation, response distortion, and faking in personality measurement in industrial, work, and organizational settings.

Big Five factors of personality

Dilchert, S., Ones, D. S., Van Rooy, D. L., & Viswesvaran, C.
In J. H. Greenhaus & G. A. Callanan (Eds.),
Encyclopedia of career development (vol. 1, pp. 36-42).
Thousand Oaks, CA: Sage.
(2006)

The first part of this encyclopedia entry presents a brief history of the Big Five dimensions of personality. Then, each Big Five dimension is described. The entry concludes with a review of the relevance and usefulness of the Big Five in work and career contexts.