Applications of personality assessment to the workplace: A review
Applications of personality assessment to the workplace: A review
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DOI：
10.1023/a:1022941331649
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发表时间：
1999-03-01
影响因子：
4.8
通讯作者：
Lanyon, RI
中科院分区：
文献类型：
--
作者：
Goodstein, LD;Lanyon, RI
我们回顾了最近的相关研究文献，有力地支持了人格评估在工作场所具有很高的实用性的观点。我们回顾了人格测评方法，特别是基于人格五大因素的测评方法，可以有效地预测工作绩效，从而可以用于选拔人员的证据。诚信测试在预测工作中的反效果方面的有效性已经被证明，无论是公开的诚信衡量标准，还是更一般(微妙)的个性衡量标准，都得到了证明。我们还发现了衡量(监督)管理和(转型)领导力的有效性的良好证据，这是一个复杂的领域，包括许多多维工具，每个工具都围绕着自己的理论构建。最后，我们回顾了支持在培训和发展中使用评估中心和使用个性评估的实证文献。
Our review of the relevant research literature in the recent past strongly supports the view that personality assessment has high utility in the workplace. We review the evidence that personality assessment measures, especially those based upon the Big Five factors of personality, can effectively predict job performance and thus can be used for personnel selection. The validity of integrity testing in predicting counterproductivity on the job has been demonstrated both for overt measures of integrity and, to a lesser degree, for more general (subtle) measures of personality. We also found good evidence of validity for measures of (supervisory) management and (transformational) leadership, a complex field which includes a number of multidimensional instruments each built around its own theory. Finally, we review the empirical literature that supports the use of assessment centers and the use of personality assessment in training and development.