Philip T. Walmsley

Which Personality Attributes Are Most Important in the Workplace

Employees face a variety of work demands that place a premium on personal attributes, such as the degree to which they can be depended on to work independently, deal with stress, and interact positively with coworkers and customers. We examine evidence for the importance of these personality attributes using research strategies intended to answer three fundamental questions, including (a) how well does employees’ standing on these attributes predict job performance?, (b) what types of attributes do employers seek to evaluate in interviews when considering applicants?, and (c) what types of attributes are rated as important for performance in a broad sampling of occupations across the U.S. economy? We summarize and integrate results from these three strategies using the Big Five personality dimensions as our organizing framework. Our findings indicate that personal attributes related to Conscientiousness and Agreeableness are important for success across many jobs, spanning across low to high levels of job complexity, training, and experience necessary to qualify for employment. The strategies lead to differing conclusions about the relative importance of Emotional Stability and Extraversion. We note implications for job seekers, for interventions aimed at changing standing on these attributes, and for employers.

Factors Affecting Potential Personality Retest Improvement After Initial Failure

Attention in the personality test faking literature has been directed toward research designs in which job applicants complete a personality test, fail to get the job, and subsequently retest. This article highlights the extent to which inferences drawn from studies using the retest-after-failure research design address the extent and prevalence of applicant faking. Results from several studies using this design are reviewed, revealing an enormous range of findings. We simulate two aspects of the assessment context that can explain the discrepancy in previous results. The simulation systematically varies the weight given to personality in the assessment battery and the selection ratio to investigate their effects on personality retest scores. Results are useful for interpreting previous findings and understanding settings in which retest improvement occurs.

Predictor content matters for knowledge testing: Evidence supporting content validation

ABSTRACT Organizations often rely on the match between job requirements and test content to justify test use. This practice has been questioned on the grounds that content validation has little relevance to criterion-related validation due to positive manifold among predictors. We analyze two large databases to assess the implications of test content for (a) test interchangeability and (b) criterion-related validity. Analyses of 15 knowledge tests administered (N = 80,394) as part of Project Talent demonstrate that test content is related to predictor interchangeability. Analyses of SAT and Advanced Placement test data compare correlations among predictors and criteria drawn from matched and unmatched content domains. We conclude that test-criterion content match is likely to result in stronger criterion-related validity.