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    A psychological study of the relationship between personality assessment for selection and change in self-perception : a thesis presented in partial fulfillment of the requirements for the degree of Master of Arts in Psychology at Massey University, Manawatū, New Zealand
    (Massey University, 2018) Waldron, Catherine
    The use of personality assessments in employee selection is a growing global trend. However, there are numerous controversies in the literature regarding its utility and potential impacts. In addition, many of the ways in which personality assessments are being used in selection are neither aligned with research evidence, nor constrained by a code of ethics or extensive training. The selection process itself is not focused on the wellbeing on job applicants. This is one possible reason why little to no research has investigated the potential effects of personality assessment for selection on job applicants’ self-perception. A review of the literature reveals several possible mechanisms for occupational personality assessment as an antecedent to change in self-perception, including positive and negative events, induced behaviour and biased scanning, and response construction. This thesis investigates the relationship between the assessment of an individual’s personality, and change to that individual’s self-perception, across two independent sub-projects. In Sub-project A, self-perception was assessed for a group of job applicants before and after completion of a personality assessment within a selection process. In Sub-project B, self-perception was assessed for a group of students before and after completion of a personality assessment and receipt of a written results/feedback report. The findings for both sub-projects demonstrate evidence of change to self-perception and support for personality assessment for selection as an antecedent to change in self-perception. Possible explanations for these results are examined in relation to the mechanisms listed above. The limitations of the current studies are discussed and avenues for future research are recommended. Sub-projects A and B represent a unique contribution to the literature in relation to both personality assessment in organisational settings, and self-perception change.
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    The usefulness of personality questionnaires in officer selection and training : a paper submitted in fulfilment of the Master of Science degree
    (Massey University, 1999) Bowden, Charlotte
    The aim of the current research was to assess whether the Revised Eysenck Personality Questionnaire (EPQ-R) and the Gordon Personal Profile-Inventory (GPP-I) could predict future behaviour in a sample of NZ Army officers and officer cadets. Personality questionnaire data completed at the time of selection was correlated with a workplace behaviour questionnaire (WBQ) developed specifically for the purposes of the research. It was hypothesised that (1) EPQ-R and GPP-I scales should correlate significantly with their corresponding scales on the WBQ, (2) the Neuroticism/Lie and Psychoticism/Lie correlation should indicate the presence of faking, (3) officers serving longer than three years should show more similar personality profiles than officers serving less than three years, (4) immediate superiors of the same gender and ethnicity should rate participants more favourably than those of a different gender and ethnicity, and (5) scores on the WBQ measuring High Psychoticism, High Neuroticism, Low Emotional Stability, Low Ascendancy, and Low Cautiousness should not be endorsed highly if selection has been effective. Only the fifth hypothesis was supported and the results are discussed in light of methodological shortcomings and earlier research.
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    An analysis of the job disposition questionnaire and its possible utilisation in New Zealand : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University
    (Massey University, 1982) McGregor, Colin
    The Job Disposition Questionnaire, designed in the United Kingdom to assist in vocational guidance, has also been successfully applied in the selection of job applicants. An advantage of the Job Disposition Questionnaire over other guidance aids is its emphasis on the average and below average ability individuals. The present study was designed to examine the Job Disposition Questionnaire's potential use in New Zealand. A sample of 515 subjects, consisting of 270 school students and 245 members of six occupational groups was analysed. Factor analysis indicated that the Job Disposition Questionnaire was based on a limited number of specific factors rather than the more general factors outlined by the designers of the questionnaire. Discriminant analysis indicated that the questionnaire discriminates successfully among nurses, chefs, electricians, horticultural workers, forestry workers and secretaries. Investigation related to reliability gave mixed results, suggesting the need for further examination. A study investigating effects over a five year period indicated no significant changes in response pattern to the questionnaire. These results suggest that the Job Disposition Questionnaire could be applied in New Zealand. However, reservations exist with regard to its reliability and the limited number of occupational groups studied.
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    A meta-analysis on the validity of personality tests used for personnel selection : a thesis presented in partial fulfilment of the requirements for the degree of Master of Science in psychology at Massey University
    (Massey University, 1990) Ng, Eugene
    For decades, personality tests have been commonly used as one of the tools for personnel selection. However, through the use of various validity generalization techniques, researchers have claimed that they have very poor validity in predicting job performance. These claims were made by Guion and Gottier (1965), Ghiselli (1973), and Schmitt, Gooding, Noe and Kirsch (1984). Each of these researchers used different statistical techniques and methodologies to reach their conclusions. The latest study by Schmitt et al. (1984), used a statistical validity generalization technique called meta-analysis. Based on data collected from only two journal publications they claimed that personality tests had a validity of .15. The present study tested the conclusions of the Schmitt et al. (1984) study, by re-analysing the same data using a more accurate meta-analysis technique and by incorporating a larger data base. In addition to this, any new data from 1952 up to 1990 was included in an overall analysis to find out the current validity of personality tests. A flexible coding technique which interacted with a computerised data base allowed any combination of data to be separately analysed. This made it possible to discover which types of personality tests worked best in differing situations such as different sample types and criterion measures. Results of the Schmitt et al. (1984) re-analysis showed that by correcting coefficients for unreliability, the overall validity was significantly higher than the Schmitt et al. (1984) result. A separate analysis revealed that vocational tests had the highest validity of the six personality test types. The sample-types with the highest validities were Supervisory and Skilled workers. The best criterion-types were in the "Other" category whereby measures were developed specifically for the type of job. The overall analysis incorporating 38 years of research showed that personality tests had a validity of .22. This was significantly higher than the figure quoted by Schmitt et al. (1984). Results showed that personality tests in their present state are generally poor predictors of job performance, however when they are modified to become more job specific, their validity improves. It is suggested that in the future, personality tests should be specifically designed for the purpose of personnel selection and for specific jobs.
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    A comparison of task-specific and dimension-specific assessment centres
    (Massey University, 2003) Jackson, Duncan J. R.
    Three studies were employed to further an understanding of a measurement quandary concerning assessment centres (ACs). A common theme associated with ACs is that they do not appear to measure the trait-based variables that they purport to. To compound this mystery, ACs are found to be predictive of outcome criteria; particularly criteria related to promotion. All three studies took varying perspectives on this measurement dilemma. The first study looked at particular traits that were not formally assessed in ACs, and whether these traits explained variance in overall AC ratings. No definitive evidence was found for this notion; however, tacit knowledge appeared to be associated with a small amount of variance in overall AC ratings in one of the samples under scrutiny. The second study looked at the extent to which assessors and candidates understood the models they were assessing and were being assessed under. Neither party appeared to distinguish trait-based, task-based, or other models as being more or less appropriate. While the first and second studies acknowledged some peripheral issues in the AC literature, the third study addressed the fundamental research question. Specifically, the third study investigated whether an alternative to the prevailing trait paradigm was needed.This study compared two models of assessment in a repeated measures design. One model treated the AC data as though they comprised situationally specific behavioural samples. The second model treated the data as though they were indicative of trait-based responses. Using a generalizablity study, both models demonstrated similar psychometric characteristics, although only data treated under the situationally specific model held a conceptual justification. These findings suggest that the situationally specific task-based model presents a more appropriate means by which to treat AC ratings.