![]() ![]() (2007), as well as the counterarguments by Ones, et al. ![]() We will do this by reflecting on the conclusions by Morgeson, et al. We have previously discussed the history of personality assessments in the workplace (JvR Africa Group, 2012), but would like to make the focus of this paper one that addresses the criticisms that personality assessments face from time to time. Points of critique that are expressed in practice include claims that these measures are (1) designed to describe a theory, not predict future behaviour, (2) developed for academic, not business application, and (3) that no evidence exists to suggest that these measures can impact business results. A POSITION STATEMENT BY JVR PSYCHOMETRICSĮven though there seemingly was a resolution on the use of personality in selection in 2007, criticisms of the predictive validity of off-the-shelf measures of personality do emerge from time to time. ![]()
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