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- Title
VALIDITY OF PERSONALITY MEASURES IN PERSONNEL SELECTION.
- Authors
Guion, Robert M.; Gottier, Richard F.
- Abstract
This article examines the validity of personality measures in personnel selection. It attempts to report in summary form the nature of and results of a sampling of research studies featuring other personality measures. It is not intended to be a thorough survey of each test in the manner of the Locke and Hulin (1962) article dealing with the Activity Vector Analysis. Rather, it simply tries to summarize the literature in two major sources of published research reports: the Journal of Applied Psychology and Personnel Psychology. Scope of the review is presented in a tabular summary. In brief, the authors have difficulty in advocating, with a clear conscience, the use of personality measures in most situations as a basis for making employment decisions about people. It seems clear that the only acceptable reason for using personality measures as instruments of decision is found only after doing considerable research with the measure in the specific situation and for the specific purpose for which it is to be used. Sometimes, unvalidated personality measures are used as instruments of decision because of "clinical insight" or of gullibility or superstition or of evidence accumulated in some other setting. All of these may be equally condemned unless specific situational data can be gathered that the insight, superstition, or borrowed validity is in fact predictive.
- Publication
Personnel Psychology, 1965, Vol 18, Issue 2, p135
- ISSN
0031-5826
- Publication type
Academic Journal
- DOI
10.1111/j.1744-6570.1965.tb00273.x