Responding to personality tests in a selection context: The role of the ability to identify criteria and the ideal-employee factor

Responding to personality tests in a selection context: The role of the ability to identify criteria and the ideal-employee factor

Personality assessments are often distorted during personnel selection, resulting in a common "ideal-employee factor" (IEF) underlying ratings of theoretically unrelated constructs. However, this seems not to affect the personality measures' criterion-related validity. The current stu...

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Bibliographic Details
Main Authors: KELHE, Ute-Christine, KLEINMANN, Martin, HARTSTEIN, Thomas, MELCHERS, Klaus G., KONIG, Cornelius J., HESLIN, Peter A., LIEVENS, Filip
Format: text
Language:English
Published: Institutional Knowledge at Singapore Management University 2012
Subjects:
Personality
Big Five
ideal-employee factor
response distortion
faking
social desirability
ability to identify criteria
ATIC
cognitive schemata
personnel selection
Human Resources Management
Organizational Behavior and Theory
Online Access:https://ink.library.smu.edu.sg/lkcsb_research/5611
https://ink.library.smu.edu.sg/context/lkcsb_research/article/6610/viewcontent/Nessie.pdf
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Institution: Singapore Management University
Language: English

Internet

https://ink.library.smu.edu.sg/lkcsb_research/5611
https://ink.library.smu.edu.sg/context/lkcsb_research/article/6610/viewcontent/Nessie.pdf

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