Cautions About the Usefulness of Indirect Measures of Personality Based on Personnel Selection Methods

European Journal of Personality, Forthcoming

7 Pages Posted: 11 Sep 2017 Last revised: 12 Oct 2017

See all articles by In‐Sue Oh

In‐Sue Oh

Temple University - Department of Human Resource Management

You Kim

Temple University - Department of Human Resource Management

Myeong Kim

Yonsei University - Department of Psychology

Date Written: September 1, 2017

Abstract

In the target article, Lievens (2017) discusses how two personnel selection methods – i.e., situational judgment tests (SJTs) and assessment center (AC) exercises – can be used as potentially useful, indirect measurement methods for personality and help to build a bridge between two separate streams of research on personality assessment and personnel selection and ultimately improve the ecological and predictive validity of personality. In this commentary, we provide some alternative perspectives regarding several assumptions and cost-effectiveness issues underlying Lievens’s (2017) arguments and suggestions.

Suggested Citation

Oh, In-Sue and Kim, You and Kim, Myeong, Cautions About the Usefulness of Indirect Measures of Personality Based on Personnel Selection Methods (September 1, 2017). European Journal of Personality, Forthcoming. Available at SSRN: https://ssrn.com/abstract=3034287

In-Sue Oh (Contact Author)

Temple University - Department of Human Resource Management ( email )

1801 Liacouras Walk
Alter Hall 343
Philadelphia, PA 19122
United States

HOME PAGE: http://www.fox.temple.edu/mcm_people/in-sue-oh/

You Kim

Temple University - Department of Human Resource Management ( email )

Philadelphia, PA 19122
United States

Myeong Kim

Yonsei University - Department of Psychology ( email )

50 Yonsei-Ro, Seodaemun-Gu
Seoul, 120-749
Korea, Republic of (South Korea)

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