Implicit and explicit personality assessment in the context of personnel selection

Silvia Măgurean, Delia Vîrgă, Florin Alin Sava

Abstract


In this paper, we examine the role of Conscientiousness and Extraversion at implicit and explicit level, in the context of personnel selection. Personality was assessed using the NEO-FFI, for the explicit level (Costa & McCrae, 1992), and the Semantic Misattribution Procedure (Sava et al. 2012), for the implicit level, as part of the selection process in a multinational corporation. Twenty eight candidates were hired, and their in-role job performance was assessed by their supervisors six months later, based on a performance assessment scale (Williams & Anderson, 1991). Results suggest that explicit personality traits did not predict in-role job performance, whereas implicit Extraversion showed a positive association with the job performance assessed by the supervisor. The absence of correlations between implicit/explicit Conscientiousness and job performance could be explained by the subjective nature of the instrument used to measure in-role performance. Future research on the predictive role of implicit and explicit personality measures for job performance should consider objective indicators of job performance, as well as evaluations from peers and supervisors.

Keywords


rendement au travail; sélection du personnel; mesures implicites; mesures explicites; diligence; extraversion

Full Text:

PDF

References


Asendorpf, J. B., Banse, R., & Mücke, D. (2002). Double dissociation between implicit and explicit personality self-concept: the case of shy behavior. Journal of personality and social psychology, 83(2), 380. DOI: 10.1037/0022-3514.83.2.380

Back, M. D., Schmukle, S. C., & Egloff, B. (2009). Predicting actual behavior from the explicit and implicit self-concept of personality. Journal of personality and social psychology, 97(3), 533-548. DOI: 10.1037/a0016229

Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: a meta‐analysis. Personnel psychology, 44(1), 1-26. DOI: 10.1111/j.1744-6570.1991.tb00688.x

Barrick, M. R., Mount, M. K., & Strauss, J. P. (1993). Conscientiousness and performance of sales representatives: Test of the mediating effects of goal setting. Journal of Applied Psychology, 78(5), 715-722. DOI: 10.1037/0021-9010.78.5.715

Costa Jr, P. T., & McCrae, R. R. (1992). Four ways five factors are basic. Personality and individual differences, 13(6), 653-665. DOI: 10.1016/0191-8869(92)90236-I

Crowne, D. P., & Marlowe, D. (1960). A new scale of social desirability independent of psychopathology. Journal of consulting psychology, 24(4), 349-354. DOI: 10.1037/h0047358

Cvencek, D., Greenwald, A. G., Brown, A. S., Gray, N.S., & Snowden, R. J. (2010). Faking of the Implicit Association Test is statistically detectable and partly correctable. Basic and Applied Social Psychology, 32(4), 302-314. DOI:10.1080/01973533.2010.519236

Dudley, N. M., Orvis, K. A., Lebiecki, J. E., & Cortina, J. M. (2006). A meta-analytic investigation of conscientiousness in the prediction of job performance: examining the intercorrelations and the incremental validity of narrow traits. Journal of Applied Psychology, 91(1), 40-57. DOI: 10.1037/0021-9010.91.1.40

Funder, D. C. (1999). Personality judgment: A realistic approach to person perception. San Diego, CA: Academic Press.

Gawronski, B., & Bodenhausen, G. V. (2006). Associative and propositional processes in evaluation: an integrative review of implicit and explicit attitude change. Psychological bulletin, 132(5), 692-731. DOI: 10.1037/0033-2909.132.5.692

Greenwald, A. G., & Farnham, S. D. (2000). Using the Implicit Association Test to measure self-esteem and self-concept. Journal of Personality and Social Psychology, 79, 1022–1038. DOI: 10.1037/0022-3514.79.6.1022

Greenwald, A. G., McGhee, D. E., & Schwartz, J. L. (1998). Measuring individual differences in implicit cognition: the implicit association test. Journal of personality and social psychology, 74(6), 1464-1480. DOI: 10.1037/0022-3514.74.6.1464

Hoffman, C. C., Nathan, B. R., & Holden, L. M. (1991). A comparison of validation criteria: objective versus subjective performance measures and self‐versus supervisor ratings. Personnel Psychology, 44(3), 601-618. DOI: 10.1111/j.1744-6570.1991.tb02405.x

Hofmann, W., Gawronski, B., Gschwendner, T., Le, H., & Schmitt, M. (2005). A meta-analysis on the correlation between the Implicit Association Test and explicit self-report measures. Personality and Social Psychology Bulletin,31(10), 1369-1385. DOI: 10.1177/0146167205275613

Iliescu, D., Minulescu, M., Nedelcea, C., & Ispas, D. (2009). NEO PI-R: Manual tehnic si interpretativ (Romanian version, adapted from Costa, P.T., McCrae, R. R.), Bucuresti: Sinapsis.

Morgeson, F. P., Campion, M. A., Dipboye, R. L., Hollenbeck, J. R., Murphy, K., & Schmitt, N. (2007). Are we getting fooled again? Coming to terms with limitations in the use of personality tests in personnel selection. Personnel Psychology, 60(4), 1029-1049. DOI: 10.1111/j.1744-6570.2007.00100.x

Nosek, B. A., & Smyth, F. L. (2007). A multitraitmultimethod validation of the Implicit Association Test: implicit and explicit attitudes are related but distinct constructs. Experimental psychology, 54(1), 14. DOI: 10.1027/1618-3169.54.1.14

Paulhus, D. L. (1998). Intrapsychic and interpersonal adaptiveness of trait self-enhancement: A mixed blessing? Journal of Personality and Social Psychology, 74, 812–820. DOI: 10.1037/0022-3514.74.5.1197

Payne, B. K., Cheng, C. M., Govorun, O., & Stewart, B. D. (2005). An inkblot for attitudes: affect misattribution as implicit measurement. Journal of personality and social psychology, 89(3), 277-293. DOI: 10.1037/0022-3514.89.3.277

Perugini, M., Richetin, J., & Zogmaister, C. (2010). Prediction of behavior. In B. Gawronski, & K. Payne (Eds.), Handbook of Implicit Social Cognition: Measurement, Theory, and Applications (pp. 255-277). New York: Guilford.

Salgado, J. F. (1997). The Five Factor Model of personality and job performance in the European Community. Journal of Applied psychology, 82(1), 30-43. DOI: 10.1037/0021-9010.82.1.30

Sava, F. A., Maricuțoiu, L. P., Rusu, S., Macsinga, I., Vîrgă, D., Cheng, C. M., & Payne, B. K. (2012). An inkblot for the implicit assessment of personality: The semantic misattribution procedure. European Journal of Personality, 26(6), 613-628. DOI: 10.1002/per.1861

Schmukle, S. C., Back, M. D., & Egloff, B. (2008). Validity of the five-factor model for the implicit self-concept of personality. European Journal of Psychological Assessment, 24(4), 263-272. DOI: 10.1027/1015-5759.24.4.263

Schnabel, K., Banse, R., & Asendorpf, J. (2006). Employing automatic approach and avoidance tendencies for the assessment of implicit personality self-concept: The Implicit Association Procedure (IAP). Experimental Psychology, 53(1), 69-76. DOI: 10.1027/1618-3169.53.1.69

Wall, T. D., Michie, J., Patterson, M., Wood, S. J., Sheehan, M., Clegg, C. W., & West, M. (2004). On the validity of subjective measures of company performance. Personnel psychology, 57(1), 95-118. DOI: 10.1111/j.1744-6570.2004.tb02485.x

Williams, L. J., & Anderson, S. E. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors. Journal of management, 17(3), 601-617. DOI: 10.1177/014920639101700305




DOI: http://dx.doi.org/10.24837/pru.2014.1.117

Refbacks

  • There are currently no refbacks.




Copyright (c) 2014 Silvia Măgurean, Delia Vîrgă, Florin Alin Sava



Asociatia de Psihologie Industriala si Organizationala
Strada Grigore Moisil, nr. 42, sector 2, București, cod poștal 023796

Creative Commons License
This work by Psihologia Resurselor Umane is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.
Based on a work at pru.apio.ro.