Personnel selection and the five-factor model: Reexamining the effects of applicant's frame of reference
成果类型：
Article
署名作者：
Smith, DB; Hanges, PJ; Dickson, MW
署名单位：
Cornell University; University System of Maryland; University of Maryland College Park; Wayne State University
刊物名称：
JOURNAL OF APPLIED PSYCHOLOGY
ISSN/ISSBN：
0021-9010
DOI：
10.1037//0021-9010.86.2.304
发表日期：
2001
页码：
304-315
关键词：
摘要：
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 die 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.
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