Hostname: page-component-586b7cd67f-2brh9 Total loading time: 0 Render date: 2024-11-25T06:06:43.130Z Has data issue: false hasContentIssue false
  • English
  • Français

Protecting the Legal and Appropriate Use of Personality Testing: A Practitioner Perspective

Published online by Cambridge University Press:  07 January 2015

John W. Jones  and
David W. Arnold
John W. Jones*
Affiliation:
Vangent, Inc.
David W. Arnold*
Affiliation:
Wonderlic, Inc.
*
E-Mail: [email protected] or [email protected], Addresses: Vangent, Inc., One N. Dearborn, Suite 1600, Chicago, IL 60602 or Wonderlic, Inc., 1795 North Butterfield Road, Suite 200, Libertyville, IL 60048-1212
E-Mail: [email protected] or [email protected], Addresses: Vangent, Inc., One N. Dearborn, Suite 1600, Chicago, IL 60602 or Wonderlic, Inc., 1795 North Butterfield Road, Suite 200, Libertyville, IL 60048-1212
Get access Rights & Permissions [Opens in a new window]

Abstract

An abstract is not available for this content so a preview has been provided. Please use the Get access link above for information on how to access this content.
Image of the first page of this content. For PDF version, please use the ‘Save PDF’ preceeding this image.'
Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 1 , Issue 3 , September 2008 , pp. 296 - 298
Copyright
Copyright © Society for Industrial and Organizational Psychology 2008 

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

References

Association of Personnel Test Publishers (APTP). (1991). Model guidelines for preemployment integrity testing programs. Washington, DC: Author.Google Scholar
Berry, C. M., Sackett, P. R., & Wiemann, S. (2007). A review of recent developments in integrity test research. Personnel Psychology, 60, 271–301.Google Scholar
Goldberg, L. R., Johnson, J. A., Eber, H. W., Hogan, R., Ashton, M. C., Cloninger, C. R., et al. (2006). The international personality item pool and the future of public-domain personality measures. Journal of Research in Personality, 40, 84–96.Google Scholar
Hough, L. M., & Oswald, F. L. (2008). Personality testing and industrial–organizational psychology: Reflections, progress, and prospects. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 272–290.Google Scholar
Jones, J. W., Arnold, D. W., & Harris, W. G. (1991). Integrity testing: The debate continues. Security Management, January Edition, 71–74.Google Scholar
Marcus, B., Lee, K., & Ashton, M. C. (2007). Personality dimensions explaining relationships between integrity tests and counterproductive behavior: Big five, or one in addition? Personnel Psychology, 60, 1–34.Google Scholar
Morgeson, F. P., Campion, M. A., Dipboye, R. L., Hollenbeck, J. R., Murphy, K., & Schmitt, N. (2007a). Are we getting fooled again? Coming to terms with limitations in the use of personality tests for personnel selection. Personnel Psychology, 60, 1029–1049.Google Scholar
Morgeson, F. P., Campion, M. A., Dipboye, R. L., Hollenbeck, J. R., Murphy, K., & Schmitt, N. (2007b). Reconsidering the use of personality tests in personnel selection contexts. Personnel Psychology, 60, 683–729.Google Scholar
Nestadt, G., Costa, P. T. Jr., Hsu, F. C., Samuels, J., Bienvenu, O. J., & Eaton, W. W. (2008). The relationship between the five-factor model and latent DSM-IV disorder dimensions. Comprehensive Psychiatry, 49, 98–105.Google Scholar