User talk:Abbiemackenzie/sandbox

Personality tests[edit source] Personality tests may potentially be useful in decision-making both in hiring, such as in personnel selection, or once the candidate has been selected and are already within the organization, like measuring traits related to at-work behaviour. Of the well-known Big Five personality traits, only conscientiousness correlates substantially with traditional measures of job performance, and that correlation is strong enough to be predictive.[8] However, other factors of personality can correlate substantially with non-traditional aspects of job performance, such as leadership and effectiveness in a team environment.[9] The Myers-Briggs Type Indicator (MBTI) is also used. According to the Society for Industrial and Organizational Psychology, 13 percent of employers use personality tests. There are many uses even after the candidate has been selected. Personality tests often measure traits such as extraversion, conscientiousness and openness, which are all critical when working in an environment that requires interpersonal interaction. A prime example of this is when employee must work in teams. By administering personality tests, you are able to asses whether the individuals have to potential to be successful in these settings. The Minnesota Multiphasic Personality Inventory (MMPI) is a highly validated psychopathology test that is generally used in a clinical psychology setting and may reveal potential mental health disorders.[10] However, this can be considered by the Equal Employment Opportunity Commission as the employer having knowledge of a medical condition prior to an offer of employment. This is an illegal basis for a hiring decision in the United States. Employers considering personality tests should focus on tests designed for job purposes and do not provide any information regarding an applicant's mental health or stability. Notable situations in which the MMPI may be used are in final selection for police officers, fire fighters, and other security and emergency personnel, especially when the employees are required to carry weapons. An assessment of mental stability and fitness can be reasonably related and necessary in the performance of the job. Employment integrity testing is used to determine an applicant's honesty and integrity.[11]

Citation: Chiaburu, D. S., Oh, I. S., Berry, C. M., Li, N., & Gardner, R. G. (2011). The five-factor model of personality traits and organizational citizenship behaviors: A meta-analysis. Journal of Applied Psychology, 96(6), 1140.