Required Resources
Text

Gregory, R. J. (2014). Psychological testing: History, principles, and applications
(https://uagc.instructure.com/courses/121360/external_tools/retrieve?
display=borderless&url=https%3A%2F%2Fcontent.uagc.edu%2Flti%3Fbookcode%3DGr
egory.8055.17.1) (7th ed.). Boston, MA: Pearson.

Chapter 11: Industrial, Occupational, and Career Assessment

Articles
Baez, H. B. (2013). Personality tests in employment selection: Use with caution

(https://uagc.instructure.com/courses/121360/files/20238071/download?wrap=1)
(https://uagc.instructure.com/courses/121360/files/20238071/download?download_frd=1)
. Cornell HR Review. Retrieved from https://digitalcommons.ilr.cornell.edu/chrr/

The author of this online article from Cornell University provides information on
the use and potential misuse of several different types of personality
assessments during the hiring process including legal implications.

Corey, D. M., & Ben-Porath, Y. S. (2020a). Case Description: Mr. E – Police
Candidate Interpretative Report
(https://uagc.instructure.com/courses/121360/files/20238168/download?wrap=1)
(https://uagc.instructure.com/courses/121360/files/20238168/download?download_frd=1)
[PDF].
https://www.pearsonassessments.com/content/dam/school/global/clinical/us/assets
/mmpi-3/mmpi-3-police-candidate-interpretive-report-male.pdf

This document is a sample Minnesota Multiphasic Personality Inventory–3
(MMPI-3) interpretive report for police candidate Mr. E.

Corey, D. M., & Ben-Porath, Y. S. (2020b). Case Description: Ms. F – Police
Candidate Interpretative Report
(https://uagc.instructure.com/courses/121360/files/20238176/download?wrap=1)
(https://uagc.instructure.com/courses/121360/files/20238176/download?download_frd=1)
[PDF].
https://www.pearsonassessments.com/content/dam/school/global/clinical/us/assets
/mmpi-3/mmpi-3-police-candidate-interpretive-report-female.pdf

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/mmpi-3/mmpi-3-police-candidate-interpretive-report-female.pdf
This document is a sample Minnesota Multiphasic Personality Inventory–3
(MMPI-3) interpretive report for police candidate Ms. F.

Hogan, J., Barrett, P., & Hogan, R. (2007). Personality measurement, faking, and
employment selection (http://search.ebscohost.com/login.aspx?
direct=true&authtype=shib&custid=s8856897&db=pdh&an=2007-12832-007&site=ehost-
live) . Journal of Applied Psychology, 92(5), 1270-1285. doi:10.1037/0021-
9010.92.5.1270

The full-text version of this article can be accessed through the EBSCOhost
database in the University of Arizona Global Campus Library. The authors of
this article provide information on the validity of personality assessment in the
employment process.

Morgeson, F. P., Campion, M. A., Dipboye, R. L., Hollenbeck, J. R., Murphy, K., &
Schmitt, N. (2007). Are we getting fooled again? Coming to terms with
limitations in the use of personality tests for personnel selection
(http://search.proquest.com/docview/220134369?accountid=32521) . Personnel
Psychology, 60(4), 1029-1049.

The full-text version of this article can be accessed through the ProQuest
database in the University of Arizona Global Campus Library. The authors of
this article critique the application of personality testing for personnel selection.

Peterson, M. H., Griffith, R. L., Isaacson, J. A., O’Connell, M. S., & Mangos, P. M.
(2011). Applicant faking, social desirability, and the prediction of
counterproductive work behaviors (http://search.ebscohost.com/login.aspx?
direct=true&authtype=shib&custid=s8856897&db=a9h&an=62597637&site=ehost-live)
. 24(3), 270–290. doi:10.1080/08959285.2011.580808

The full-text version of this article can be accessed through the EBSCOhost
database in the University of Arizona Global Campus Library. The authors of
this article present research investigating the issue of faking by job applicants in
their employment assessments and examined the impact of faking on the
relationship between conscientiousness and counterproductive work behaviors.

Society for Industrial and Organizational Psychology. (2014a). Building better
organizations: Industrial-organizational psychology in the workplace
(http://www.siop.org/Research-Publications/SIOP-Brochures) . Retrieved from
http://www.siop.org/Research-Publications/SIOP-Brochures

Download(https://uagc.instructure.com/files/20238071/download?download_frd=1&verifier=IpffxPoKlQ3dW7JOwlEsVbbZ4ilobvjbXgdfHHxy)

Page 1

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http://www.siop.org/Research-Publications/SIOP-Brochures
This online article provides information on the ways in which industrial and
organizational psychology addresses staffing, workforce development, and
workplace climate issues.

Society for Industrial and Organizational Psychology. (2014b). Maximizing human
potential within organizations: Learning the science behind talent
management (http://www.siop.org/Research-Publications/SIOP-Brochures) .
Retrieved from http://www.siop.org/Research-Publications/SIOP-Brochures

This online article provides information on the role of industrial and
organizational psychology in talent management.

U.S. Department of Labor Employment and Training Administration. (2006). Testing
and assessment: A guide to good practices for workforce investment
professionals
(https://www.dol.gov/sites/dolgov/files/ETA/advisories/TEN/2007/TEN21-07a1.pdf) [PDF].
https://www.dol.gov/sites/dolgov/files/ETA/advisories/TEN/2007/TEN21-07a1.pdf

This document was developed by the U.S. Department of Labor Employment
and Training Administration to provide career counselors and training and
development. For your work in the discussion this week, read

Section 3.9: How to Interpret Validity Information From Test Manuals and
Independent Reviews, pages 3-9 to 3-12, which presents information to aid
in determining whether or not a particular test is valid for the purposes
intended;
Chapter 4: Assessment Tools and Their Uses in Workforce Development,
which briefly describes a variety of types of assessment tools and
procedures used in workforce development programs;
Chapter 5: How to Select Tests: Standards for Evaluating Tests, which
presents information and procedures for evaluating tests and professional
sources of information about tests; and
Chapter 9: A Review: Principles of Assessment, which presents a
comprehensive framework for conducting an effective assessment
program based on 13 principles.

Multimedia
Moloney, C. (Writer), Breitenmoser, K. (Director), & De Robbio, M. (Producer).

(2013).Psychometric testing and employment.

Cornell University ILR School
DigitalCommons@ILR

Cornell HR Review

1-26-2013

Personality Tests in Employment Selection: Use
With Caution
H. Beau Baez
Charlotte School of Law

Follow this and additional works at: http://digitalcommons.ilr.cornell.edu/chrr
Part of the Human Resources Management Commons, and the Labor Relations Commons

Thank you for downloading an article from DigitalCommons@ILR.
Support this valuable resource today!

This Article is brought to you for free and open access by DigitalCommons@ILR. It has been accepted for inclusion in Cornell HR Review by an
authorized administrator of DigitalCommons@ILR. For more information, please contact [email protected].

9/14/23, 11:53 AM
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(2013).Psychometric testing and employment.
(https://fod.infobase.com/OnDemandEmbed.aspx?
Token=53207&aid=18596&Plt=FOD&loid=0&w=640&h=480&ref) [Video file]. Retrieved
from https://fod.infobase.com/OnDemandEmbed.aspx?
Token=53207&aid=18596&Plt=FOD&loid=0&w=640&h=480&ref

The full version of this video is available through the Films on Demand
database in the University of Arizona Global Campus Library. This video
provides information on the various types of psychometric tests, which
candidates might encounter when applying for a job and some of the
advantages and disadvantages of psychometric testing.

Supplemental Material
Harper, Y. (2014a). PSY640 Checklist for evaluating tests

(https://uagc.instructure.com/courses/121360/files/20238282?wrap=1)
(https://uagc.instructure.com/courses/121360/files/20238282/download?download_frd=1)
[PDF]. College of Health and Human Services, University of Arizona Global
Campus, San Diego, CA.

This document provides a template for your work in the Evaluate Industrial and
Organizational Assessment Instruments discussion this week.

Recommended Resources
As part of your ongoing studies this week, you are encouraged to interact with one another
in the University of Arizona Global Campus Online Psychology Club
(http://www.linkedin.com/groups/Ashford-University-Online-Psychology-Club-5132531) via
LinkedIn. This community of learning will allow youto create supportive networks for like-
minded scholarship and to work through difficult course concepts in a mutually respectful
environment. Please take a moment to explore the community
(http://www.linkedin.com/groups/Ashford-University-Online-Psychology-Club-5132531) and see
what your colleagues are discussing.

Please note: If you do not already have a LinkedIn account, you will need to create one
before joining.

Articles

authorized administrator of DigitalCommons@ILR. For more information, please contact [email protected].

Personality Tests in Employment Selection: Use With Caution

Abstract
[Excerpt] Many employers utilize personality tests in the employment selection process to identify people
who have more than just the knowledge and skills necessary to be successful in their jobs.[1] If anecdotes are
to be believed—Dilbert must be getting at something or the cartoon strip would not be so popular—the work
place is full of people whose personalities are a mismatch for the positions they hold. Psychology has the
ability to measure personality and emotional intelligence (“EQ”), which can provide employers with data to

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Articles
Cohen, Y., Ornoy, H., & Keren, B. (2013). MBTI personality types of project

managers and their success: A field survey
(http://search.ebscohost.com/login.aspx?
direct=true&authtype=shib&custid=s8856897&db=bsh&an=87841028&site=ehost-live) .
Project Management Journal, 44(3), 78-87. doi:10.1002/pmj.21338

The full-text version of this article can be accessed through the EBSCOhost
database in the University of Arizona Global Campus Library. The authors of
this article demonstrate how the Myers-Briggs Type Indicator personality
measure is used with a specific group of people. This is a great example of a
criterion-based study.

Mathieu, C., Hare, R. D., Jones, D. N., Babiak, P., & Neumann, C. S. (2013). Factor
structure of the B-Scan 360: A measure of corporate psychopathy
(http://search.ebscohost.com/login.aspx?
direct=true&authtype=shib&custid=s8856897&db=pdh&an=2012-17918-001&site=ehost-
live) . Psychological Assessment, 25(1), 288-293. doi:10.1037/a0029262

The full-text version of this article can be accessed through the EBSCOhost
database in the University of Arizona Global Campus Library. The authors of
this article present empirical findings from research investigating the validity of a
measure of corporate psychopathy, the B-Scan 360.

Rodrigues, N., & Rebelo, T. (2013). Incremental validity of proactive personality
over the Big Five for predicting job performance of software engineers in an
innovative context (http://search.ebscohost.com/login.aspx?
direct=true&authtype=shib&custid=s8856897&db=a9h&an=88018929&site=ehost-live) .
Journal of Work and Organizational Psychology, 29(1), 21-27.
doi:10.5093/tr2013a4

The full-text version of this article can be accessed through the EBSCOhost
database in the University of Arizona Global Campus Library. The authors of
this article describe the use of a Big Five measure to predict the performance of
software engineers in a specific context presenting a good example of how Big
Five personality measures are used in workplace settings.

Supplemental Materials
Major, D. A., Reed, J., Thomas, K., Scherer, L., & Lundquist, K. (1999, August).

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Major, D. A., Reed, J., Thomas, K., Scherer, L., & Lundquist, K. (1999, August).
Guidelines for education and training at the doctoral level in industrial-
organizational psychology
(https://uagc.instructure.com/courses/121360/files/20238180?wrap=1)
(https://uagc.instructure.com/courses/121360/files/20238180/download?download_frd=1)
. Canvas@UAGC. https://login.uagc.edu

The guidelines provide potential doctoral students information about doctoral
training in industrial and organizational psychology including and an overview of
the competencies to be mastered during the course of their doctoral education.

Go to top of page
(http://vizedhtmlcontent.next.ecollege.com/(NEXT(486fdf46e3))/Main/CourseMode/VizedH

tmlView/RenderVizedHtmlView.ed?
courseItemSubId=82361303&courseItemType=CourseUnit&#)

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