1
Q
How did we orignally determinen if someone fits to the job ?
A
- objective record of productivity
- objective records of counterproductivity
- supervisors’ evaluations or co-worker evaluations of employee
2
Q
What is the general conclusion regarding the impact of traits on job prefernces ?
A
- correlations are not that high but enough to be useful for job selection
- Neuroticism & conscientiousness are relevant to all jobs
3
Q
Explian the influence of conscientiousness on job preferneces:
A
- positivly correlated to all jobs
- 0.2
- predicts higher income
- good for team performance
4
Q
Name the moderator or direct influence of C regarding job performance:
A
- direct impact when autonmy was not present
- direct impact when faced with high lvl or organisational politics
5
Q
Name the mediator or indirect influence of C regarding job performance:
A
- indirect influence on goal setting behaviour
- motivational work orientation
6
Q
Explian the influence of Emotional stability on job preferneces:
A
- good predictor for sales and manaerial jobs
- also good regarding team related behavior
- better managemnt of stress
7
Q
Explian the influence of Agreebalness on job preferneces:
A
- related to jobs with interpersonal skill
- got for getting along with co workers
8
Q
Explian the influence of Extraversio on job preferneces:
A
- good for sales and manager job
- prediction factor is influenced by C
- best predictor for leadership and team task performance
9
Q
Explian the influence of Opennes to experience on job preferneces:
A
- also good for interpersonal skill
10
Q
What could be a better indicator then the big 5 regarding job prefernces ?
A
- a narrowly defined personality trait
- Eg: Proactivity
11
Q
What is meant by proactivity and how does it influence job preferences ?
A
- tendency to identify opportunities & to act on them
- productivity lvl correlation 0.25
12
Q
By which dimension is work motivation influenced ?
A
- Negative to N
- postive to E and C
13
Q
By which dimension are job attitudes influenced ?
A
- job satisfaction: correlates to X C N and CSE
14
Q
Which traits predict an affective commitment ?
A
- only X
- Defintion: Emotional attched to the organisation
15
Q
Which traits predict an continuance commitment ?
A
- Defintion: Values coast and benefit ration of staying
- X;N;C;O
16
Q
Which traits predict an normative commitment ?
A
- Defintion: obligation to stay
- X and A
17
Q
By which dimension are leadership styles influenced ?
A
- trait theory
- Only impacted by H and A
18
Q
By which dimension are power politics influenced ?
A
- Machivaliam and power
- X = inspirational influence
- C = rational influence
19
Q
By which dimension is stress influenced ?
A
- N = greater perceiving of stress
- X = less perceiving of stress
20
Q
By which dimension is counter productive bahviour influenced ?
A
- negative correlation on C A E
21
Q
by which dimension are accidents ifluenced ?
A
- high on N = high on work accidents
- low on A and C = high on work accidents
22
Q
What lead to the acceptance that personaliyt traits do influence and predict job outcomes ?
A
- growth of meta analysis allowed comparison across studies
- The BIG5 provided a framework to organize traits
- personalit traits have a gentic origin
23
Q
Why is it still not 100% acceptaded regarding job outcomes ?
A
- validity is poor and because of fakers
24
Q
What are the pros and cons of using a self report as an assesment method ?
A
- cons:
1. Impression management -> leaving out relevant info to create a good impression
2. Self-deception-> lack self-awareness can not truthfully describe himself
3. Self-insight -> can not be reported
25
What are the pros and cons of using an observation report as an assesment method ?
- Cons
1. Bank data of observer-> different people observe candidate differently
2. Not always trustworthy
26
What are the pros and cons of using biodata / records as an assesment method ?
- definition: Relies on assumption that life experiences at &before work have predictive validity
- pros:
1. objectivity (all asked same question)
2. checkability ( answers can be checked
3. validity in selecting people
4. cheap
5. more liked methody by report taker
Cons:
- develop a homogenous organistaion
- cloning the past
- biodata can be faked
- minorieties are not treated fairly
27
What are the pros and cons of using personal references as an assesment method ?
- Supervisors/co-worker evaluations using a rating scale/rating system
- Pro: widely practicable across jobs
- CON: poor reliability
1. Leniency
2. Idiosyncrasy
3. Free form
- peer forms are most useful and valid
28
What ist meant by Leniency ?
- (rücksichtsvoll)
| - > most references are positive cause canidates choose there respondents
29
What ist meant by Idiosyncrasy ?
- it is the use of idiosyncratic (eigenwillig) language -> not comparable to others
30
What ist meant by free form ?
- their are no guidliness of personal referencess
31
What are the pros and cons of using interviews as an assesment method ?
Con:
- Interviewers differ to much in insight skills and preferences
- has certain biases: first impression and the coast and sunk effect
Pro:
- Only planned, structured interviews offer good data
32
What are the pros and cons of using IQ as an assesment method
```
Pro:
- best pedictor of work performance
Con:
- only need in complex jobs
- gives high criteria validity
```
33
What is the definition of the integrity test ?
- Good for predicting that counterproductivity is not present and the overall job performance. Uses honesty and dependability as factors
- is a self report
- Use 2 types overt and personality based
- 0.15 correlation on job peformance
34
What ist meant by overt and personality based ?
- Those are the two types of integrity test
- Overt = ask if he commited very dishonest acts and what his attitudes are according the behaviour
- personlaity based= asses socially desirable and undesirable characteristics
35
What is the definition of a personality test ?
- based on all dimensions it asses ur job preferences
| - Most useful when a good & well-validated test is used and the criteria are clear
36
What are the pros and cons of using a personality test as an assesment method ?
```
Pro:
- people can be compared
- gain explicit &specific results
- fair (no favourism)
- scientific
Con:
- fakable
- temporary factors make it unreliable
- underlaying norm may suck
```
37
How does a computer adaptive testing work ?
- a computer actively monitors responses on each item and select the next item to be more informative about the targeted trait
- It adapts to each response
- based on item respons tehory
- Very efficient and maximal informative
38
Give a defintion of the simple selection model and explain the problems:
- Aim is to select the good and reject the bad canidates
- Problems: assumes lineraity (idea that more is better) -> not true because optimal amount is needed and not maximum amount
- Fails to select out
- > can not look for thinks u do not want
39
On which category, narrow or broad should personality meassure focus ?
both are useful:
1. Broad = big five
-> good for predicting overall work succes
2. Narrow = facets
-> Narrow traits seem to be better predictors for specific aspects of job performance
Concluison: combining a few facets creates the best correlation regarding job preferences
40
How do people fake answers ?
- people usually fake only to some extend but the extend varies with each circumsances
41
How do we identify fakers?
- Measure motivation for response distortion (how much people fake)
42
What to types of faking do exist ?
- ability to fake = capacity to fake
| - motivation to fake = willingness to fake
43
Why do people cheat ?
- People cheat to present themselves in a positive light
44
How does the method correction identify repsonse disorientaion ? (EMD)
- uses trick questions
- ask questions about moral lapses basically everyone has comitted -> those who claim to not commit the moral lapses are fakers
1. Issue: it does not increase validity
2. Issue: it is not useful to develop a singel universal faking scale for score correction because faking differs acroos individuals and jobs
45
What kind of faking does the EMD Employment-related motivation distortion index detect ?
- captures motivation distortion
46
How does the method faking detection identify repsonse disorientaion ?
- uses latency (time limits)
- The longer it takes to answer the more likely one is to answer untruthfully
- correlates to the item respons theory
47
What does the item response theory predicts ?
- mathematical model describing the relationship between the meassured trait and the probability to choose the correct response
48
How does the method faking warning identify repsonse disorientaion ?
- Advance the warning
- also include mentioning consequences
- reduces faking by 30%
- Threat of verification (we know u)
Pro:
- inexpensive and can be combined
49
How does the forced choice method identify repsonse disorientaion ?
- all options describe a desirable outcome but u can only pick one
50
What kind of method identifies the ability to fake and the motivation to fake ?
- FC Forced choice = reduces ability
| - FW = reduces motivation to fake
51
What are the benefits of internet based assessment in comparison to paper pencil personality test ??
- 24/7 assesment is possible -> reduces missing data
- gain direct evaluate results
- Higher efficiencs and speed
- Structure such as scoring algorithm test items can be changed faster
- aslo results of internt and paper pencil personalities are comparable
- slight increase of reliability in I-based assesment
52
Is faking good or bad ?
- If u answer honestly and u are bad then this sucks
- if u answer honesty and u are good then it is fine
- but if u answer social desiarble then u are better then the bad answer guy because atleast u can act social desirable
53
How does the TAT find fakers ?
- projective test where u have to describe under limited time what u see
- finds decepters cause they say think which are not there
54
Why are broad meassures poor predictors ?
- Absence of theory for linking personality to job performance
- Diffiulty in matching
- poor qulity of many personality measure
55
With which test do we determine incremental validity ?
- broad and narrow are fine
56
With which test do we determine criterian validity ?
- only narrow
| - (how well the test meassures the actual performance of the test)
57
With which test do we determine face validity ?
- narrow
58
What are the consequences of test with low face validity ?
- go to the lawyer
59
What is better for the reputation of the company . Using fair or unfair questions ?
- fair
Personality and individual differences
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