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THE USE OF PERSONALITY PROFILES IN PERSONNEL SELECTION PDF

151 Pages·2004·3.97 MB·English
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THE USE OF PERSONALITY PROFILES IN PERSONNEL SELECTION: AN EXPLORATION OF ISSUES ENCOUNTERED IN PRACTICAL APPLICATIONS A Dissertation by MATTHEW LARRENCE SHELTON Submitted to the Office of Graduate Studies of Texas A&M University in partial fulfillment of the requirements for the degree of DOCTOR OF PHILOSOPHY August 2004 Major Subject: Counseling Psychology ii THE USE OF PERSONALITY PROFILES IN PERSONNEL SELECTION: AN EXPLORATION OF ISSUES ENCOUNTERED IN PRACTICAL APPLICATIONS A Dissertation by MATTHEW LARRENCE SHELTON Submitted to Texas A&M University in partial fulfillment of the requirements for the degree of DOCTOR OF PHILOSOPHY Approved as to style and content by: _________________________ _______________________ Daniel Brossart Winfred Arthur, Jr. (Chair of Committee) (Member) _________________________ _______________________ Michael Duffy Cecil Reynolds (Member) (Member) _________________________ Victor L. Willson (Head of Department) August 2004 Major Subject: Counseling Psychology iii ABSTRACT The Use of Personality Profiles in Personnel Selection: An Exploration of Issues Encountered in Practical Applications. (August 2004) Matthew Larrence Shelton, B.A., Southern Methodist University; M.A. University of Missouri – Kansas City Chair of Advisory Committee: Dr. Daniel Brossart The purpose of this study was to explore the issues that are typically encountered when using personality instruments for personnel selection. Cattell’s Sixteen Personality Factor Questionnaire (16PF) was used in the study to predict job performance in a small team-based manufacturing organization. Issues including the utility of the 16PF in this setting, the bandwidth fidelity argument (to use narrow or broad traits), and whether job-specific versus company-wide profiles provide better prediction success were addressed. The usefulness of the organization’s current selection process of using the 16PF to generate interview questions was also investigated. Results indicate that the 16PF can be a useful tool for personnel selection in this setting and that the 16PF was able to correctly classify if an applicant was going to iv be successful over 86% of the time. Evidence for using narrow factors instead of broad factors was also presented, and the benefits of using job specific profiles were discussed. The limitations of this study were addressed, which included conducting this type of research with relatively small sample sizes. Additionally, this study provides suggestions for additional research in the future. v DEDICATION This dissertation is dedicated to my grandfather, Okley Kinder. He has taught me the power of perseverance through the many obstacles that he has overcome throughout his lifetime and how he has always approached new challenges in his life with unbridled optimism about the future. These values have always helped me get through the challenges in my own life. Thank you for your love and support. vi ACKNOWLEDGEMENTS I would like to thank my family for all of their support and encouragement. Thank you, Dr. Charlotte Shelton, my mother, for all of the support and guidance you have given me over the years. You have had a dramatic influence on both my career and who I am today. Your assistance and consultation on this project were invaluable and I truly appreciate all that you have done for me. I would also like to thank my father, Larry Shelton, for his unwavering support and encouragement for all of my endeavors. I appreciated the financial contributions and sacrifices that both of my parents made in contributing to my education. I would also like to thank my sister, Laura Shelton. The mountains that you have had to overcome in your own career path to get to where you are today are inspirational. I would like to thank my chair, Dr. Dan Brossart, for his constant support and encouragement. Your positive attitude and brilliant problem solving have been a huge help in the project. I would also like to thank Dr. Winfred Arthur, Jr. for all of the help that he has provided me on this project. Thank you for investing such time and energy vii into a student outside of your department. This dissertation would never have happened without your input and help. Thanks to Dr. Michael Duffy for the support and encouragement that you have provided me. I use the skills that I learned from you on a daily basis and you have been the most influential person on my own professional frame of reference. I would also like to thank Dr. Cecil Reynolds for his help on experimental design. You have pushed me to consider factors that I had not previously considered and to look at problems in different ways. I would also like to thank the College of Education faculty and staff for their support. Finally, I would like to thank my wife, Jenny Shelton. You are my best friend and my biggest supporter. You always seem to know the perfect words of encouragement whenever I feel stuck and have demonstrated incredible patience with me throughout this journey. I know it has been a long haul for you as well, and I am grateful for all of your wonderful help and support. I look forward to spending many years with you and our growing family. viii TABLE OF CONTENTS Page ABSTRACT……………………………………………………………………………………………………………… iii DEDICATION………………………………………………………………………………………………………… v ACKNOWLEDGEMENTS………………………………………………………………………………………… vi TABLE OF CONTENTS……………………………………………………………………………………… viii LIST OF TABLES……………………………………………………………………………………………… xi LIST OF FIGURES…………………………………………………………………………………………… xiv CHAPTER I INTRODUCTION………………………………………………………………………… 1 Research Questions…………………………………………… 5 II REVIEW OF THE LITERATURE………………………………………… 6 The 16PF for Personnel Selection……… 7 The Five Factor Model/The Big Five… 11 The Bandwidth-Fidelity Argument………… 17 Contextual and Task Performance………… 20 RIASEC Theory… 24 Situational Constraints… 25 Score Corecting… 27 Legal Isues… 28 Statement of Problem……………………………………… 32 III METHOD………………………………………………………………………………………… 37 Participants… 37 Instruments… 39 Job Performance… 42 Procedure… 4 Data Analysis… 45 ix CHAPTER Page IV RESULTS… 52 Research Questions One, Two, and Thre… 52 Additional Analysis………………………………………… 64 Summary of the Findings for the First Three Research Questions…………… 71 Research Question Four………………………………… 75 Summary of Findings for the Fourth Research Question… 98 V SUMMARY AND DISCUSSION……………………………………………… 100 Research Question One…………………………………… 100 Research Question Two…………………………………… 101 Research Question Three……………………………… 104 Research Question Four………………………………… 106 Limitations……………………………………………………………… 108 Implications for Future Research……… 111 REFERENCES………………………………………………………………………………………………………… 114 APPENDIX A………………………………………………………………………………………………………… 122 APPENDIX B………………………………………………………………………………………………………… 123 APPENDIX C………………………………………………………………………………………………………… 124 APPENDIX D………………………………………………………………………………………………………… 125 APPENDIX E………………………………………………………………………………………………………… 126 APPENDIX F………………………………………………………………………………………………………… 127 APPENDIX G………………………………………………………………………………………………………… 128 APPENDIX H………………………………………………………………………………………………………… 129 APPENDIX I………………………………………………………………………………………………………… 130 APPENDIX J………………………………………………………………………………………………………… 131 APPENDIX K………………………………………………………………………………………………………… 132 x Page APPENDIX L………………………………………………………………………………………………………… 133 APPENDIX M………………………………………………………………………………………………………… 134 APPENDIX N………………………………………………………………………………………………………… 135 APPENDIX O………………………………………………………………………………………………………… 136 VITA………………………………………………………………………………………………………………………… 137

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