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Social desirability in the use of th...

Hill, Stephen Richard.

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Social desirability in the use of the Five-Factor Model in employee selection.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Social desirability in the use of the Five-Factor Model in employee selection./
作者:	Hill, Stephen Richard.
面頁冊數:	152 p.
附註:	Source: Dissertation Abstracts International, Volume: 64-07, Section: B, page: 3576.
Contained By:	Dissertation Abstracts International64-07B.
標題:	Psychology, Psychometrics. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3098377

Social desirability in the use of the Five-Factor Model in employee selection.
Hill, Stephen Richard.

Social desirability in the use of the Five-Factor Model in employee selection. - 152 p.

Source: Dissertation Abstracts International, Volume: 64-07, Section: B, page: 3576.

Thesis (Ph.D.)--The Florida State University, 2003.

Research has established the Big Five personality dimensions as useful predictors of job performance, but their potential susceptibility to response sets generates employer concerns and skepticism regarding the construct validity of personality scores for employee selection.{09}The overarching purpose of this study was to examine the relationship between three individual response sets representing different types of social desirability and the Big Five personality dimensions. A two-component model of social desirability, consisting of self- and other-deception, represented the two measured response sets, while the third response set of job-applicant status was conceptualized as a naturally-occurring type of social desirability.Subjects--Topical Terms:

1017742
Psychology, Psychometrics.

Social desirability in the use of the Five-Factor Model in employee selection.
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100 1 $a Hill, Stephen Richard. $3 1953251
245 1 0 $a Social desirability in the use of the Five-Factor Model in employee selection.
300 $a 152 p.
500 $a Source: Dissertation Abstracts International, Volume: 64-07, Section: B, page: 3576.
500 $a Major Professor: Gary W. Peterson.
502 $a Thesis (Ph.D.)--The Florida State University, 2003.
520 $a Research has established the Big Five personality dimensions as useful predictors of job performance, but their potential susceptibility to response sets generates employer concerns and skepticism regarding the construct validity of personality scores for employee selection.{09}The overarching purpose of this study was to examine the relationship between three individual response sets representing different types of social desirability and the Big Five personality dimensions. A two-component model of social desirability, consisting of self- and other-deception, represented the two measured response sets, while the third response set of job-applicant status was conceptualized as a naturally-occurring type of social desirability.
520 $a From a total sample of 142 undergraduate students majoring in business, 63 participants who were actively searching for employment were classified as applicants, and 79 participants who were not actively searching for employment were classified as non-applicants. Participants completed the following instruments: a background questionnaire; the NEO Personality Inventory - Revised (NEO PI-R, Costa & McCrae, 1992); and the Balanced Inventory of Desirable Responding (BIDR, Paulhus, 1991).
520 $a The first research objective sought to understand the relationship between applicants and non-applicants with respect to the Big Five personality dimensions. A MANCOVA analysis revealed that applicants produced significantly ( p < .05) lower Neuroticism scores and higher Extraversion and Conscientiousness scores. The second research objective sought to understand the relationship between applicants and non-applicants with respect to measures of social desirability. A second MANCOVA analysis revealed no significant on the measures of social desirability. Principal findings suggest that applicants produced significantly more positive personality profiles, and that social desirability scales are not responsive to applicant testing.
520 $a The final objective was to examine the overall relationship between response sets and the Big Five personality dimensions. Principal findings included: (1) Self-Deceptive Enhancement was a significant predictor of Neuroticism (Deltar2 = .27) and Extraversion (Deltar2 = .12); (2) Impression Management was a significant predictor of Agreeableness (Deltar2 =. 13); and (3) both Impression Management (Deltar2 = .14) and Self-Deceptive Enhancement (Deltar 2 = .20) were significant predictors of Conscientiousness. Implications of these findings are discussed in relation to the construct validity of personality scores, the use of social desirability corrections, and the use of personality measures in employee selection.
590 $a School code: 0071.
650 4 $a Psychology, Psychometrics. $3 1017742
650 4 $a Psychology, Industrial. $3 520063
650 4 $a Psychology, Personality. $3 1017585
650 4 $a Business Administration, Management. $3 626628
690 $a 0632
690 $a 0624
690 $a 0625
690 $a 0454
710 2 0 $a The Florida State University. $3 1017727
773 0 $t Dissertation Abstracts International $g 64-07B.
790 1 0 $a Peterson, Gary W., $e advisor
790 $a 0071
791 $a Ph.D.
792 $a 2003
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3098377