Willi H. Wiesner

Non-association between Neo-5 personality tests and multiple mini-interview

Most medical schools attempt to select applicants on the basis of cognitive and non-cognitive skills. Typically, interpersonal skills are assessed by interview, though relatively few applicants make it to interview. Thus, an efficient paper and pencil test of non-cognitive skills is needed. One possibility is personality tests. Tests of the five factor model of personality, and in particular the factor of conscientiousness, has proven effective in predicting future job performance. Can it serve as a screen for admissions interviews? In particular, correlation with the multiple mini-interviews (MMI) is of interest since the latter is a well validated test of non-cognitive skills. A total of 152 applicants to Michael G. DeGroote School of Medicine at McMaster completed the Neo-5 personality test voluntarily in advance of their admissions interviews. Correlations were calculated between personality factors and grade point average (GPA), medical college admissions test (MCAT) and MMI. No statistically significant correlation was found between personality factors and cognitive (GPA, MCAT) measures. More surprisingly, no statistically significant correlation was found between personality factors, including conscientiousness, and the MMI. Personality testing is not a useful screening test for the MMI.

Job alternatives and job choice

Abstract Research on realistic job previews (RJPs) has failed to consider applicant job choice in terms of job offers from competing organizations in the external work environment. In the present study subjects were assigned to one of three conditions: a traditional job preview (TJP) vs no job; an RJP vs no job; or a TJP vs an RJP vs no job. As in previous research, no differences in acceptance rates between RJP and TJP jobs were found when the alternative was no job. Subjects who received only the RJP did not differ from those who received the TJP in their perceptions of the job and organization. When given a choice between an RJP and a TJP, however, subjects had a strong preference for the TJP job. The TJP job was rated as more attractive, and the information provided in the RJP was rated as more adequate. Some of the implications for organizations using realistic job previews and areas for future RJP research are discussed.

Independent and Joint Effects of Personality on Intentions to Become an Active Participant in Local Union Activities in Canada

ABSTRACT Drawing on the theory of planned behavior (TPB), this field study (N = 282) investigates the impact of two focal personality traits, extraversion and conscientiousness, on employees’ attitudes and intentions to actively participate in their local union. Consistent with the TPB, subjective norms, perceived behavioral control, and attitudes toward participation each explained unique variance in union participation intentions. Furthermore, results revealed that extraversion was positively related, and conscientiousness was negatively related to participation intentions, with attitudes toward participation mediating these effects. A significant interaction between extraversion and conscientiousness was also observed, such that introverted workers higher in conscientiousness were less inclined to express positive attitudes toward union participation. Overall, these results provide support for the utility of the TPB in predicting union participation intentions and highlight the vital role that personality traits may play in determining union participation attitudes and intentions.