Personnel selection and the five-factor model: reexamining the effects of appplicant's frame of reference.
Recently, 2 separate yet related criticisms have been levied against the adequacy of the five-factor model (or Big Five) as a descriptive taxonomy of job applicant personality: frame of reference effects (M. J. Schmit & A. M. Ryan, 1993) and socially desirable responding (A. F. Snell & M. A. McDaniel, 1998). Of interest, although both criticisms suggest that the five-factor model is inadequate, the frame of reference effects criticism suggests that the factor structure should be more complex, whereas socially desirable responding suggests that it should be less complex in job applicant contexts. The current research reports the results of a new study demonstrating the adequacy of the five-factor model as a descriptor of job applicant, job incumbent, and student personality. Implications for personality assessment and concurrent validation designs using personality measures are also discussed.
Smith
D B
DB
School of Industrial and Labor Relations, Cornell University, Ithaca, New York 14853, USA. brent.smith@cornell.edu
Hanges
P J
PJ
Dickson
M W
MW
D000328:Adult; D005260:Female; D006801:Humans; D007586:Job Application; D008297:Male; D010552:Personality Assessment / Q000706:statistics & numerical data*; D010560:Personnel Selection; D011594:Psychometrics; D015203:Reproducibility of Results; D012928:Social Desirability